Agile Mindset Assessment
The Agile Mindset Assessment provides insight into a candidate’s adaptability and is an integral test programme that can be used in advisory situations and for selection purposes. The assessment comprises the following combination of validated and reliable tests:
The report of the Agile Mindset Assessment may also be requested as a report at the Competence Test Selection (comprising the WPV-I and CW-I) upon payment of extra credits.
The Agile Mindset Assessment can be used by internal and external career advisers, from the self-employed to major organisations. The purpose of the assessment is to test a candidate’s adaptability based on their personality and motivations. The Agile Mindset Assessment may be used for selection and also offers reference points for further developing the candidate.
The Agile Mindset Assessment is a test programme that provides insight into a candidate’s adaptability in the workplace based on their personality and career priorities. The purpose of this test programme is to paint a picture of a candidate’s Agile Mindset and the key pillars upon which this is based. To ascertain what kind of Agile Mindset a candidate has, the Diffusion of Innovations model is used as developed by Evert Rogers in 1965. From a high to a low Agile Mindset, the possible forms are, respectively: Innovators, Early Adopters, Early Majority, Late Majority and Laggards.
A study of the literature shows that a number of properties determine to what degree people are able to adapt to change. These properties have been combined into three pillars: Power, Change and Growth. Power describes to what degree a candidate has the energy to deal with change. Change shows to what degree a candidate embraces change. Growth reflects to what degree a candidate wishes to continue growing.
This Assessment provides extensive reporting of a candidate’s Agile Mindset. A candidate’s Agile Mindset is shown in a figure:
Graphic illustration of Agile Mindset
This figure is followed by a detailed description of the mindset, with the associated qualities and pitfalls. The candidate’s scores are then shown and described for each of the pillars. It shows which elements the pillar consists of and what the candidate’s characteristic properties are. Each of the pillars is also followed by a tip to give the candidate greater insight into where his or her possible pitfalls and qualities lie. The candidate can use these tips to work on his or her adaptability.