Diagnosis & tools
In assessing, designing, delivering and evaluating learning & development activities the TNO uses a wide range of diagnostic tools to support the process of developing talented people in organisations:
These are our most commonly used diagnostic tools and techniques:
Business alignment indicator
Specifically designed by TNO & Communication Arenas, the Business Alignment Indicator is a questionnaire-based tool designed to assess the degree to which individuals and teams in organisations are aligned to the commercial goals and cultural values of the enterprise. Each questionnaire base is adapted to reflect the particular context of the organisation and is most often used as the foundation for team development activities aimed at enhancing the effective contribution of the business team.
Situational leadership
The TNO is accredited to use Ken Blanchard’s Situational Leadership Instrument. This is one of the most long standing and widely regarded tools for providing individuals with an understanding of their preferred leadership styles and how they might more flexible use leadership styles to match the develop needs of individuals and thereby achieve improved productivity and performance.
Team management system
The McCann Erikson TMS tool for helping individuals understanding better their preferred ways of working in relation to others is an important tool used by accredited TNO personnel when encouraging individuals and teams to understand and appreciate difference and use this insight to build higher performing teams
Innovative leadership questionnaire
Developed by the TNO, this tool is designed to help individuals self-
assess the degree to which they are creating a leadership environment
that encourages and promotes innovation. The outcomes are used as
part of wider leadership development activities to help individuals
identify areas of necessary leadership behaviour change to make
innovation a reality in their own enterprises.
Belbin team roles
Another widely used tool for assessing individuals preferred team roles
and helping them understand their own valuable contribution to a teams
productivity and performance. Used most frequently as part of team development activities.
Pivotal feedback
This is the TNO’s own version of 360 degree feedback aimed at
providing individuals with insight and feedback on how others who
regularly interact with the individual perceive their contribution and
behaviour. Pivotal Feedback Questionnaires are specifically designed
for each client situation based on the desired organisational competencies, values and behaviours.
Cultural competency profile
When working to develop managers to assume more international/global roles, the TNO will use its own cultural competency profile to assess the degree to which individuals are ready for such roles and to identify the areas of attitude, behaviour, knowledge, skill and experience they need to develop in order to increase their cultural flexibility.
Focus groups
The TNO regularly uses Focus Groups to inform its design and development work. This can be particularly helpful at the outset of a deign or consulting activity when seeking to identify key capability gaps, performance issues or service blockages.