Business leaders, front-line managers and HR teams increasingly are leveraging psychometric data to measurably elevate individual, team and organizational performance. This is the first in a series of articles about the role of Prism psychometrics in people analytics and talent management, with insights from some of today’s top practitioners.
Prism is a powerful psychometric and personal development tool used by business leaders, front-line managers, HR teams and employees themselves to optimize individual and team performance.
Unlike most assessments, the Prism “portrait” provides a rich, nuanced understanding of the “whole person” that would otherwise require the completion of six or more instruments to obtain a comparably detailed (and useful) analysis.
Via a simple 30 minute online questionnaire, Prism’s algorithm measures 54 key traits and attributes across six integrated modules:
Personality (including Personality Under Pressure)
Offering a deeper understanding of the multivariate and multi-faceted nature of each unique individual, many practitioners have found Prism’s insights to be more accurate, reliable and predictive than commonly used psychometric assessments today.
How Prism Drives People Analytics, Leadership Development and Talent Management
For the Individual
For the individual, Prism provides a comprehensive self-portrait that is used to increase self-awareness and guide personal growth.
These insights empower individuals to develop and cultivate key human capabilities for work-life success – such as resilience, adaptability, empathy and Emotional, Relational and Team intelligence (ERT-i) – as well as build more effective personal development plans (IDPs), based on prescriptive, data-driven recommendations.
Leaders and coaches leverage Prism psychometric data to understand the strengths & liabilities of teams across an organization, as well as how to best optimize those teams for performance, based on individual members’ Prism portraits.
A senior Organizational Learning & Development professional observes, “I can go to a team that has taken Prism and immediately have conversations about the makeup of that team, including the team’s strengths and blind spots, how balanced or unbalanced that team is and how to optimize that team’s composition for performance.”
He adds, “When I was a practicing clinical psychologist, I would do the inkblot test and that would accelerate my understanding of somebody by about six months. Similarly, by examining the team’s Prism portraits, I accelerate my understanding of that team – and the root causes of certain dynamics – significantly.”
Leaders also use Prism’s insights to provide career development opportunities and coaching to team members based on their profiles; reveal the motivators and behaviors of high performing talent; and, mix and match the right talent for critical roles and projects, strategically deploying resources to achieve organizational objectives.
For the Enterprise
HR teams leverage Prism psychometric data to discover areas of organizational strength & risk; identify the traits and attributes of high-performing talent; and, nurture the human capabilities necessary for competitive advantage.
Deloitte Consulting suggests that fostering human capabilities will be more important than reskilling in the future of work. “In an economy that desperately needs more and more new skills, refreshed more and more often, what becomes most important are not the skills themselves but the enduring human capabilities that underlie the ability to learn, apply, and effectively adapt them.” (Deloitte Consulting, Skills Change, but Capabilities Endure, 2019).
To date, relatively few organizations, Deloitte observes, “take capabilities seriously enough to consider them a key input and strategic advantage. Organizations that embrace, nurture and cultivate enduring human qualities…will likely have a strategic advantage, because their people will have the mindset and disposition toward rapid learning that is required to thrive in an environment of constant disruption.”
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