Promana's behavioural indicators offer insights into how a person or group responds to a great many influences, some of which are self-generated while others are driven by environmental or situational factors. With different demands at different times affecting different relationships, we must constantly adapt and adjust how we act, to fit in with the world around us.
There are no good or bad "scores" with Promana; instead, each assessment reports the strength of preference for each factor being sampled. A strong preference isn’t necessarily better than a moderate or low preference; it simply indicates the degree to which a person is likely to engage in the behaviours being assessed.
Take a moment to study this example
Activation assessment – partial view
The first item shows a section of output from the Activation Survey. This survey analyses twelve factors, highlighting what “switches us on and keeps us going”.
Drawn from sociological and observational research, the three factors shown here are extrinsic rewards, that is, influences found in one’s environment.
This partial view of an Activation report shows how each factor assessed is presented on a preference continuum. There are no good or bad connotations.
Here, our respondent indicated that Career Reward is more important to them than Material or Social Reward. This is not a ‘pass’ or ‘fail’ mark, nor is it ‘good’ or ‘bad’. It’s only the preference that mattered to the respondent at that time. People’s reasons for doing things vary with their changing needs.
This profile shows how the respondent rates the relative importance of career progression, material gain and contact with people.
The contextual nature of Promana’s surveys can be seen in the way the reports are worded. Great care has been taken to ensure that the descriptive statements reflect preferences in a positive light, as in this sample:
When it comes to Material Reward, Aleks indicates that he’s fairly strongly influenced by the prospect of financial gain or other material benefits. He will likely expect these as a natural return on his investment of his personal resources, whether those resources involve the input of his time, effort, money or otherwise.
Aleks is ambitious about Career Reward, and should respond well to the prospect of a leadership role, a worthwhile place in a group, team or organisation, or perhaps involvement in managerial decision making.
Aleks is a person who actively seeks to develop relationships and friendships, as this provides him with a sense of Social Reward. He’ll respond to a friendly environment and a consistently warm approach. Without it, he could be left feeling unwanted or left out.
Model and predict 144 critical behaviours
Promana assessments are commonly used in developmental, diagnostic, and predictive contexts. The last leg in the recruitment funnel (predictive context), onboarding, personal and team development, career development, and coaching are just some of the many use cases we've encountered.
Rich insights into 144 separate, but inter-related performance factors are spread across our twelve assessments. Having such an objective data-based view of these factors - whether for an indivdual or a team - paints a valuable baseline picture for the thinking person to take into account when caoching, being coached, when diagnosing people problems, planning restructures - the list is long.
Suffice it to say, the breadth and depth of evaluation offers the promise of building a complete profile of individual, team or organisational development over time.