Information for participants
Time To Grow Global Method
When you take part in an assessment at Time To Grow Global, it will be custom build. That is to say that we reassess every time which specific skills and competencies are asked for your position or a possible future position. After all, result orientation will mean something different in one position and organization than in a different position in a different organization or branch. During each assessment we offer a personal approach. This means that during an assessment day you will have your own office at your disposal and that you will be accompanied by the same consultant(s) throughout the whole day.
Exercises based on reality…
While most of our exercises and techniques are focused on connecting to reality, of course they never are based in reality. Our consultants are experienced and skilled to provide a good image and a good prediction about reality.
The assessment is an intense experience that demands concentration and effort. The best preparation is to be well rested when you start! Besides that it’s good to:
Find out within the organization what the current or desired position looks like exactly
Be informed about organizational developments
Think about your positive qualities and the ones you need to develop
Of course you can always go to the library or go on the internet to find more information about psychological analysis, if you want to.
Elements of an Assessment
Because every position and every organization is different, we can’t tell you which specific elements you will be undertaking. Some elements that are used often are:
- Simulation exercise/conversational situation
Conversations in line with the position; for instance a sales meeting, a coaching conversation or discussing bad news. The substance of the conversations depends on the skills or characteristics that are desired for a certain position. In a conversational exercise two consultants are present; the consultant and a colleague-consultant. The consultant that accompanies you throughout the day, will observe the conversation; the other one is part of the conversation or simulation. Contrary to what some believe, you are not meant to play a role. The consultants want to see how you yourself handle a conversation in a certain position and situation, and what way you think is most effective. Afterwards there is usually time to review the situation with the consultant. How did you handle things? What were the outcomes? What possible alternatives were there? The different simulation exercises are meant to give insight into competences and skills like persuading, influencing, listening and empathizing.
- Intray exercise
A complex situation in which you are confronted with a large quantity of information. You are asked to make decisions and take action. The exercise is focused on offering insight into different competencies like style of working, prioritizing, planning and delegating. The content of the exercise is attuned to the position you are taking the assessment for and the corresponding desired skills.
- Practical exercises
An exercise in which you are ask to fulfill a certain task or assignment. These can be in writing, but they can also be linked to a conversational situation. The content will be determined based upon the position you are taking the assessment for. Because of that it’s, like in the other assignments, important that you empathize with the situation, but that you don’t play a role; it’s about reacting as naturally as possible, in the way you believe to be the most effective, just like you would in a real-life situation.
- Different interview moments/in-depth interview
During the assessment day you will engage in conversation with your consultant at several moments about different things. These conversations can be about experience, motivation, but also about the different exercises during the assessment day. You can also ask questions yourself if you have them.
- Cognitive test(s)
This is a test that usually has a time limit. Together with the other exercises, this test offers us insight into your level of working and thinking. The choice for the test(s) is again dependent on the position and the level that is needed for the position. You will get time to read the test instructions beforehand, and if necessary you can ask the consultant or test assistant for clarification.
- Personality- and interaction questionnaires
These are questionnaires that usually don’t have a time limit and in which you are asked to assess yourself. We try to send you the questionnaires in advance if possible, so you can answer the questions in peace. These questionnaires don’t have any ‘right’ or ‘wrong’ answers; the most important thing is that you give us your own opinion or feeling. Often it’s the first answer that comes to mind, that says the most about you. The results of these questionnaires will be compared to the other exercises by the consultant(s) to say something about personality and/or style of interaction, motivation, and so on.
Lots of questions, less answers…
It can be weird or annoying that you get asked a lot of questions, while the consultants may not be able to directly answer your questions, or tell you how they see your performance. They do this because they want to gather all the information and analyze it, so they can compare the information from different elements to each other. It’s only then that they figure out what they think. This analysis usually takes place after the assessment day. The possibility to tell you what they think during the day, depends on the type of assessment, and it’s up to the consultant. During a development- and career assessment there are usually more opportunities for this than during a selection or assessment of your potential. Nevertheless, just ask what you want to ask, the consultant will decide if it’s possible to answer your question.