Changepoint - Profiling Instruments

Assessment Instruments

The What and Why of Instrumentation?

In the context used here, an instrument is a device: Mechanical, electronic, or paper & pencil, while can be used to collect information that may be used in improving performance and satisfaction. Instrumentation can be used to focus on a specific facet of operations or the organization as a whole.

A sampling of the types of assessment that can be done includes:

Management practices	Stress factors
Problem solving	Communications processes
Time management	Personality style
Belief systems	Cultural diversity
Planning role analysis	Task clarification

Assessment as a Foundation for Planning

When doing an assessment for a group or organization, an interview assessment may be used. This process uses open-ended questions to gather opinion and data for use in planning. Sample questions are included in A School Leaders Playbook. Written instruments which provide a quantitative measure of attributes may also be appropriate. At times both types of assessment are use.

Assessment as a Training Tool

In the actual education and training process a variety of profiles and diagnostic tools may be helpful in focusing participants on specific issues of interest. These tools allow the individual to look at their own situation in the context of how they operate in a group or organization. This approach is successful because it helps to remove resistance that may be present when one personality tells another that he or she has a problem. For more on this rational see: A School Leaders Playbook. To review contents and synopsis material go to our Leaders Playbook tab.

The Changepoint Perception Assessment

The Changepoint Perception Assessment was developed in response to requests for a format to examine basic elements that impact overall performance.

The instrument may be used by an individual to do a self-assessment or by an individual or group to assess an individual, work group, team, or organization as a whole.

Results help in planning for desired education and training. Once views are known, steps can be taken to clarify when a perception may be based on incomplete information or when changes are necessary.

To use the instrument, note the name of the individual, group, or organization that will be your focus as you respond. For example, if a "team" is designated as your focus, all questions would be answered while thinking about how that team, as a group, generally relates to the issue in the question. If the focus is on a specific person, note the individual's name and answer questions based on how you perceive that person relates to the issue.

Examples:

If "Team" were chosen as the focus, Question #1 would be considered as follows:

"My Team" Uses knowledge of personality and leadership style to enhance effectiveness & relationships

If an "Individual" were chosen as the focus, Question #1 would be considered as follows:

"Mr. Jones" Uses knowledge of personality and leadership style to enhance effectiveness & relationships

Then the response category that best fits the respondent's perception is selected and marked.

Sample Item:

	Degree of Problem and Action Needed
Category: People Orientation	0	1	2	3	4
	None	Slight	Moderate	High	Severe
Uses of personality and leadership style to enhance effectiveness and relationships ...	O	O	O	O	O

Sample Graph:

Once responses have been selected, a simple graph may be used to display results. The graph below provides a sample of how the "People" category of the assessment might look after completion.

	TO VIEW OR DOWNLOAD THE COMPLETE CHANGEPOINT PERCEPTION ASSESSMENT *

* You are granted permission to download the assessment for personal review or educational purposes, not to be used in sale of services.