1 | Getting Started | Brief self-introduction followed by each participant describing
their expectations from the training. | Prepare for the days ahead by gathering expectations, assimilating key questions about the human behavior and understanding how the participants wish to apply Psychometric assessments |
2 | Neuroscience of Learning | This session takes a dig into the latest research in the field
of neuroscience and how it is providing exciting new ways of managing ourselves and others at workplace. | Describe the process of learning and assemble a checklist of factors that need to be considered while working on behavioral change |
3 | Behavior and Personality | By taking example from a wide array of situations, the session discusses various personality and behavioral theories and how they lead us towards the understaning human behavior | Understand the difference between behavior and personality: static and dynamic aspects of change |
4 | T-F-B Model | Dig into the interplay of thoughts, feeling and behavior and how they can impact our relationship with ourselves and others. | Apply the T-F-B model to common coaching and training situations by identifying the levers of behavioral change. |
MODULE TWO: ORIENTATION TO MODELS AND THEORIES |
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5 | Big Five Personality Theory | This session explains about the top five personality types using the OCEAN Model – Openness to Experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism | Describe the five personality types and their characteristics |
6 | Emotional Intelligence | Taking examples of day-to-day scenarios, this session will explain how to control one’s emotions and understand other’s emotions to be effective | Understand the techniques to manage one’s emotions and understand other’s emotions |
7 | RIASEC Model | An understanding of occupational interests of individuals assists in ascertaining job interest of an individual using a scientific approach. | Identify the six occupational interest types using the RIASEC Model |
MODULE THREE: BEHAVIORAL MODELS |
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8 | Environment and Congnition | Unserstand role of environment and congnition on behavior | Reconstruct the evolution of behavioral theories based on enviornment and cognition
Relate the changes in our understanding of behavior to the development of the psychometric assessments |
9 | Introduction to Behvioral Models | An introduction to various behavioral models like DISC | Define behavioral strengths and challenges. Label behavioral
dimensions and understand overuse situations |
10 | Behavioral dimensions | Discuss the attributes of the behaviorl styles using everyday examples | Solve the behavioral puzzle using the understanding of the dimensions of behavior and the negative correlation of the opposite scales |
MODULE FOUR: APPLYING PSYCHOMETRICS |
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11 | Coaching with Psychometrics | Engage in one to one interpretation and coaching session and discuss issues related to behavioral self-awareness, change and the coaching process | Construct a checklist for conducting interpretation sessions. Apply Psychometrics and the insights from the assessment reports. Practice interpretation session with co-participants |
12 | Training with Psychometrics | Relate Psychometrics to training objectives and design and develop Psychometric-based
training programs | Facilitate a psychometric-based training module to drive behavioral effectiveness among the participants.
Demonstrate the ability to design and deliver psychometric-based workplace training
interventions |
13 | Recruitment with Psychometrics | Understanding how to use different psychometrics to recruit people in the organization | Apply a competency-based approach and use psychometrics to make the recruitment process objective and accurate |