Based on our leading personality assessment, NEO-PI-3, NEO-FFI-3 provides a briefer snapshot of personality, cutting the the self-report assessment down to a targeted 12 questions in each of the five domains.
Professionals using the FFI-3 appreciate its quick, accurate measure when time is limited and the full-length NEO-PI-3 cannot be deployed.
See a sample NEO-FFI-3 UK technical report.
For more on FFI-3 features and pricing, visit our NEO-FFI-3 webpage.
Assessing leadership judgement and implicit bias: Hogrefe workshops at the BPS Division of Occupational Psychology Conference
Hogrefe is a long-time supporter of and participator in the British Psychological Society’s Division of Occupational Psychology Conference, this year held 4-6 January 2017 in Liverpool. We were delighted to hold accreditation sessions for two our popular assessments: LJI and Implicitly.
Leadership Judgement Indicator Workshop
Leadership Judgement Indicator (LJI) authors Michael Locke and Bob Wheeler were pleased to lead Hogrefe’s LJI accreditation workshop at the DOP, welcoming 9 newly accredited test users from universities, public sector, private business and the BPS itself.
The LJI (currently in its second edition, LJI-2) measures accuracy of judgement when dealing with leadership situations. It includes an assessment of the degree to which the leader can flex away from his or her preferred style to the most appropriate one for the particular situation.
As delegates learned, the principles upon which the LJI-2 is based lend themselves to a development technique that has proven effectiveness. The LJI-2 has strong psychometric properties with an internal consistency. Criterion-related validity is demonstrated by a positive correlation between test scores and level of management seniority, and the 16 scenarios have a high degree of face validity.
From our LJI delegates:
‘I would just like to say thank you both for the effort and expertise that you brought to the workshop. It was really informative, enjoyable and very well presented. I have learned so much from your training that will assist me in the future and I hope to use the instrument soon.’
‘Thank you so much for giving up your time to deliver the training on Friday afternoon. I found it really interesting and I’m looking forward to getting on and using the tool.’
Implicit Bias Workshop
Eloise Warrilow, Hogrefe Consultant Psychologist, and Implicitly author Dr Pete Jones were pleased to welcome 22 delegates to Hogrefe’s Implicitly workshop. Implicitly is the first commercial implicit association test to measure the risk of discriminatory behaviour.
Already full to the stated capacity of 15 delegates, additional gatecrashers were also made to feel very welcome. Given this workshop fell at the end of a busy three-day conference, the tutors were delighted with the delegates’ commitment and enthusiasm. The delegates represented the diversity of the occupational psychology world, from Fire and Rescue Service, Police, British Armed Forces, the DWP, Airlines, analytics and data management and also independent consultants.
Delegates discussed implicit bias facts, such as how we all have some level of unconscious bias which arises from our upbringing, environment and experiences and that these biases can influence how we interact with others. As they learned, once we have an awareness of our biases we can predict when our biases are likely to be triggered. When awareness is combined with a motivation to change, we are able to implement steps to moderate biases and challenge negative associations through strategies such as imagined positive contact, remembering good examples and exceptions, widening social networks and perspective taking. During the workshop, tutors also discussed the flexibility of using Implicitly and how it can be ethically used in:
- Individual development
- Team development
- Inspection and audit
Hogrefe is thrilled to have an additional 22 qualified implicitly users who are able to make a positive impact on diversity and inclusion issues within organisations.
From our delegates:
‘I took a lot from the Implicitly workshop. It was great way to finish the conference!’
‘Keep up your good work. The DOP 17 workshop exceeded my expectations.’
‘Thanks for letting me join in the Implicity workshop. I think I found it the most interesting event of the conference.’
With our next ADI-R Administration and Coding course coming up in April, we took the opportunity to sit down with the course trainer, Patricia Rios, to hear more about her years of experience working with those with Autism Spectrum Disorders, and find out what delegates can expect from the upcoming course. You can read the interview in full here below:
Tell us a little about your day-to-day work as a Consultant Clinical Psychologist.
Working within a multidisciplinary team is hugely important to me. Having access to colleagues from different disciplines allows us all to think about a child’s / young person / adult’s presentation from different perspectives. Similarly, understanding and assessing our patients’ strengths and difficulties in several areas of functioning allows us to make an informed decision with regards to diagnosis.
As a consultant clinical psychologist I must ensure that every day clinical practice is informed by the latest research findings. Evidence-based practice within a MDT is the responsible and most effective way to help our patients in the process of ameliorating their difficulties.
Have you always had an interest in Autism Spectrum Disorders?
Yes, I have always been curious about ASD and its effects on the person presenting with it as well as their family. When I joined Professor Rutter’s research team at the Institute of Psychiatry in 1984 I felt so proud. I joined a team of scientists to investigate the genetics of autism. We carried out a collaborative research project based in the UK, USA and Canada and systematically began to investigate this complex behavioural presentation called autism.
I see that you were involved in the development of the ADI. How did that come about and how was that experience?
The family genetic study of autism involved several aims, one of them being to design and develop a systematic way of gathering developmental information about a child presenting with developmental delay and deviance. We set out to define the questions that needed to be asked of the parents for us – scientists and clinicians – to be able to decide if the behaviours described were congruent with a diagnosis of autism. This involved doing some very specific and innovative statistical analyses that identified those questions that were most helpful at targeting and identifying these behaviours.
What sort of information does the ADI-R provide?
The ADI is a standardised clinician based instrument/ interview that assist with helping the parent in recalling the child’s early history. It sets the scene for the parents and then systematically goes about asking questions that allow the clinician/scientist to make a judgment as to the quality of the behaviour described by the parent.
What can people expect from the upcoming ADI-R training courses you are running? What can delegates expect to take away from the course?
Delegates will be introduced to a standardised and systematic way of asking questions to elicit behaviours in children. They will learn about the importance of adhering to the probes in the ADI-R booklet without making assumptions, rather asking the parent to provide examples of behaviours that will in turn allow the delegate to rate. The beauty of the ADI-R is that it provides a space for the parent to recollect information about her child; with careful and patient guidance parents do remember their child’s development. Asking for examples is crucial as they provide the evidence the clinician requires to distinguish a normally developing trajectory in a child’s development or a deviance from it.
You can find more information and book onto the upcoming ADI-R course here.
Hogrefe was thrilled to welcome training delegates to the first Griffiths III new user course being hosted at Hogrefe House from 31 January – 1 February. Delegates, a mix of psychologists and paediatricians, enjoyed three days of training to enable them to use the child development assessment within their day-to-day practice.
Led by experienced trainers Dr Paula McAlinden and Dr Fiona Corr of ARICD, the course began by allowing delegates to familiarise themselves with the kit’s equipment, manuals and forms – before going through each of the test items that make up the five Griffiths III subscales.
A highlight of the course was a series of live administration sessions with local children. With assistance from the course leaders, these sessions provided trainees with practical, hands-on experience of administering and scoring the test. The children were a variety of ages ranging from just 12 months to almost 6 years – allowing the full range of test items to be utilised, and thus illustrating the breadth of the assessment. The children themselves were clearly motivated by the assessment tasks, and appeared at ease and relaxed by equipment that was engaging but also often felt familiar to them.
In all, we hope that delegates had an enjoyable training experience at Hogrefe House. Together with ARICD, we would like to extend our thanks to parents and their children for their important contribution. We look forward to welcoming our next group of Griffiths III new user trainees to the course in April. If you would like to join us on an upcoming training session, either in Oxford or in other locations across the country, please email firstname.lastname@example.org.
If you would like to train in the Griffiths III and have not used the Griffiths Scales before, you can get started now! Managed by ARICD, new user training is in two stages. First, there is an e-module to complete, information for which can be found here. This is then followed by a three-day training course. Dates and locations can be found on the ARICD website, with more to be added for 2017. If you have any questions about the training or how to book onto a course you can contact ARICD at email@example.com.
TEA Ediciones (Spain) and the publishing division of CEGOC (Portugal), the leading publishers of psychometric tests in their respective markets, are joining the Hogrefe Group. Hogrefe has acquired both publishing companies from their previous owner, the CEGOS Group, with effect from 1 January 2017.
The core field of the science publisher Hogrefe is psychology. Along with an extensive range of books and journals, Hogrefe also publishes a large number of psychological tests that are used in a wide variety of fields, such as clinical assessment, human resources, and education. Hogrefe has long been market leader in this sector for the German-speaking countries and is now also the largest provider of psychological tests in many other European countries.
TEA Ediciones, founded 60 years ago, is the leading Spanish developer and publisher of psychological tests. TEA’s catalogue includes more than 400 different products covering all areas of psychological assessment. TEA also publishes therapy materials and books. Other activities of TEA include services related to psychological assessment, such as scoring, reporting and testing on behalf of customers. TEA Ediciones has also developed a powerful and innovative online system for administering and scoring psychological tests and generating reports. In addition to its headquarters in Madrid, TEA has offices in Barcelona, Bilbao, Sevilla and Zaragoza.
More than 30 years ago the CEGOS Group also set up a subsidiary in Portugal, in this case named CEGOC, to publish psychological assessment tools. The market position of the test publishing division of CEGOC in Portugal is similar to that of TEA in Spain: it too is the leading developer and publisher of psychometric tests for psychologists and other professionals in its market.
CEGOC and TEA Ediciones were until now part of the internationally operating CEGOS Group, the leading European provider for professional education and training, staff development and recruitment. The CEGOS Group is divesting itself of its publishing activities in order to focus fully on its core business. The publishing business of CEGOC in Portugal will from now on be run as Editora Hogrefe, Lda. (Lisbon).
All 50 members of staff at TEA in Spain and at CEGOC’s publishing division in Portugal, the majority of whom are psychologists, will continue to be employed by Hogrefe. Both publishing companies have well established networks of international distributors outside of their home markets. The Spanish-speaking areas of South and Central America are particularly important export markets for TEA, while for CEGOC Angola and Mozambique are currently the most significant overseas markets. Hogrefe is, however, expecting significant synergies to arise from collaboration between its new Portuguese member and Editora Hogrefe CETEPP (Centro Editor de Testes e Pesquisas em Psicologia) in São Paulo, Brazil, which has been a member of the Hogrefe Group since 2015.
Dr. G.-Jürgen Hogrefe (Publisher and CEO of Hogrefe Publishing Group, Göttingen): “The addition TEA’s and CEGOC’s publishing activities to the Hogrefe Group portfolio means that we can now confidently regard ourselves as the no. 1 test publisher in Europe. With this acquisition we have created an excellent basis for future developments in this area. For many years we have maintained close and friendly business relationships with both TEA and CEGOC and their respective management teams. I am especially pleased that we will now have the opportunity to continue and intensify our work together in the coming years.”
Milagros Anton (General Manager of TEA Ediciones): “During the 60 years of our existence, with our high-quality test publications we have attained a leading position and an excellent reputation in the Spanish market. We are a strong and healthy company. Hogrefe and TEA have for a long time had a great deal in common: we share the same values and business culture, the same desire for high scientific quality of our publications – and many friendships. Joining with Hogrefe means that we are now part of an international publishing group that is specialised in our topics. This offers us attractive prospects for the future. Together we are even better placed to master the challenges that globalisation and digitalisation will bring in the future, for the benefit of both our authors and of the people who use our tests.”
For more, please visit hogrefe.com.
If you Google ‘leadership motivation’ you’ll turn up some 234,000,000 results – no doubt with varying degrees of meaningful content. But what is clear is that the world is thinking about what it means to lead and to motivate others to follow – and it naturally follows that in the world of psychology, we’ve delved a bit deeper to develop a measurement for leadership motivation.
The Leadership Motivation Inventory (LEAMO) is new to Hogrefe’s line of professional assessment tools, and is the first to take on the subject of motivation. It has proven particularly useful in helping those in the early stages of their careers – or indeed those still considering their professional paths. It can also be useful for individuals considering a career change.
Over the course of 131 self-reported questions, the LEAMO calculates the test taker’s motivational potential – as well as their motivational obstacles – to them aware of these during the process of career planning or professional development. The ensuing report allows the test taker to see their own state of motivation more clearly, helping them to make appropriate career decisions in the future. For one person this may mean striving for a leading role more determinedly and for another person it may mean focusing on fields without leadership responsibility.
The LEAMO is suitable for students from the age of 16, those who are new to the professional world, and those wishing to reorient their careers, or who are looking for their next career step. The LEAMO is available online via our Hogrefe Testsystem – please get in contact today for more information, or for a free trial of the LEAMO.
We are delighted to announce that the Emotional Processing Scale (EPS) is now available in digital format! After successfully launching the paper and pencil edition in 2015, we have now gone a step further and added the EPS to the suite of tests available on our Hogrefe Testsystem platform (HTS 5).
This is a significant move for us at Hogrefe UK, as the EPS is our very first clinical-based test to be added to the platform. With additional clinical and education online assessments already in the pipeline, we are excited to be embarking in a new age of clinical testing, giving our customers extra choice and flexibility.
To bring you up to speed with the new digital EPS, it is very simple to set up and can be administered either locally or remotely. Test users can generate easy-to-interpret Technical Reports in just a few clicks (view a sample report here). There is a vast range of norm groups from which to choose from – with more to come as practitioners and researchers across disciplines are turning to the EPS.
You can find a wealth of background information on the assessment here, including components and pricing for both online and paper and pencil formats at the bottom of the page. Of course, we recommend purchasing the EPS manual to anyone looking to start using the EPS, so as to gain a deeper understanding of the measure and to better interpret results.
If you are interested in using the EPS on HTS 5 but are not familiar with the platform, you can find information here. Pricing works on either a subscription (offering self-administered and bulk discount options) or a non-subscription basis (letting us do the heavy lifting) – contact us to discuss the best fit for you.
For a limited time only, we are pleased to be offering 20% off the Introductory Kit for the Wide Range Achievement Test, 4th Edition (WRAT4) and 10% off the Complete Kit for the Wide Range Intelligence Test (WRIT).
To claim your discounts, please quote the codes ‘WRAT20’ and ‘WRIT10’ when placing your order. These codes are only valid until 22 December 2016 so make sure you order soon to take advantage of this special offer – and stock up on forms while you’re at it!
Place an order by calling us on (0)1865 797 920 or by sending a Purchase Order to firstname.lastname@example.org. Note that you are welcome to use the discount codes when purchasing on our website however we can only accept one discount code per transaction.
We are pleased to announce that we have launched our range of ADOS-2 and ADI-R training courses for 2017!
We offer a variety of training options for the widely-used Autism Diagnostic Observation Schedule, Second Edition (ADOS-2). Our range offers training suitable for those with little or no experience of the measure, as well as professionals who trained in the previous edition who would like to update their knowledge.
We also now offer an excellent opportunity for existing ADOS-2 users to hone their skills, discuss cases and access group supervision related to the use of ADOS-2, all facilitated by a highly experienced ADOS-2 trainer – find out about our new ADOS-2 Reliability Meeting here.
Our ADI-R Administration and Coding course offer thorough and comprehensive training in all aspects of the popular Autism Diagnostic Interview-Revised (ADI-R) assessment. On completion of this course, together with associated pre- and post-course assignments, delegates will be equipped to administer and code the ADI-R to the level of Clinical Reliability. View upcoming ADI-R courses here.
How to book
To book onto any of our courses, please call us on +44 (0)1865 797920 or pay via the website. You can also download our Booking Form and return it to email@example.com. Please ensure that you have read our course cancellation policy before booking.
Our courses are more popular than ever before so do book early to avoid disappointment!
Ask Michael Lock of Formula 4 Leadership where the concept for the measure began and he’ll take you back in time 15 to 20 years – to a chance encounter with Bob Wheeler and a casual discussion on leadership and values. Using a foundation built on the theories and ideas of scholars and practitioners alike, the co-authors started to create the concept for the Leadership Judgement Indicator, an assessment built to be engaging and accessible on the scaffolding of a decision tree.
The LJI is now in its second edition, with additional versions for the international business market (Global LJI), the sales industry (Sales LJI) and more. The LJI family also boasts a useful tool called the Leadership Judgement Assessor – complimentary to the LJI, the LJA fleshes out the responses given through a dynamic assessment process.
In fact, Michael refers to the use of the LJI together with the LJA as the ‘Rolls Royce’ of leadership assessments, together deftly covering aptitude, personality and judgement – and crucially, helping a recruiter prepare rich and relevant interview questions.
‘The LJI takes a more abstract situation to help people understand their leadership style,’ he explains, ‘and the LJA then brings it to a more concrete place and allows them to better understand their judgement.’
In fact, the LJA’s unique “live” system brings theory into real-world practice by exploring the individual’s own distinctive leadership scenarios. Its interactive, innovative software can even establish mid-assessment whether or not a candidate has the capability to further develop leadership judgement.
As we know, leaders in thriving business environments must respond daily to complex challenges, diverse teams, and hard decisions – while acting with the high level of competency required to effectively lead a team. The Leadership Judgement suite of assessments examines leadership capability from multiple angles for several outcomes: recruitment, assessment and development.
Hogrefe together with Formula 4 Leadership is hosting a free LJI accreditation workshop at the BPS Division of Occupational Psychology conference in Liverpool in January 2017.