Based on a proven methodology ( Learn more ) Measures behaviors, not personality traits Proven to be valid and reliable

A survey to cover every role Extensive international norm base Available in multiple languages

SENIOR LEADER SURVEYS [ Learn more ]	EXECUTIVE LEADERSHIP Executive competencies and emotional intelligence	LEADERSHIP PRACTICES Vision, influence, & drive to bring about positive change	LEADERSHIP EQ Leadership competencies integrated with emotional intelligence
MANAGEMENT SURVEYS [ Learn more ]	ADVANCED MANAGEMENT PRACTICES Developing senior managers within and across functions	LEADERSHIP COMPETENCIES FOR MANAGERS The emerging role	SURVEY OF MANAGEMENT PRACTICES Managing teams for performance & commitement
IC SURVEYS [ Learn more ]	TECHNICAL PROFESSIONAL Management and influence skills for staff specialists	ASPIRING TO LEADERSHIP Developing leadership skills for the emerging leader
TEAM SURVEYS [ Learn more ]	EXECUTIVE TEAM Self-assessment for top-level work groups	OUR TEAM High performance competencies
SPECIAL APPLICATIONS [ Learn more ]	CLIENT RELATIONS Internal and external consulting skills	COACHING PRACTICES Appraisal and coaching skills	LEADERSHIP IN HEALTH SERVICES Leadership and management skills for medical professionals

Why use reliable surveys? Good measurement is crucial to your change programs. You need to know where you stand at the start and when you finish. Otherwise, you have no accountability. To do this, your assessment must meet two basic criterias: They must yield operational relevance. The dimensions must make sense to all participants, and executives concerned. They must also demonstrate practical validity, meaning that scores on the instruments must relate to performance. Otherwise, if the instruments have face validity only - acceptable because they look right - but have not been shown to relate to measured performance, then you have a problem justifying investments in your programs. If you do not have good assessments of performance, you should use instruments whose validity can be demonstrated on comparable jobs. They must be sufficiently reliable over time to assess any change resulting from your programs. If the measures are less reliable than necessary, any change can be mistakenly interpreted. Change may appear to take place when in fact, it does not; or conversely, good change programs may be evaluated negatively because real differences are unreliably measured.

Can I customize a Task Cycle survey? We can easily adapt our instruments to meet your organization's unique needs. If you wish to modify an existing Task Cycle® survey, our development team will work with you to design a custom survey that meets your expectations, while preserving the reliability of the competencies. How Do you Maintain Reliability? The Booth Company is unique in this respect. We have over 3 decades worth of dimensions and norm bases that have been proven to be reliable and validated. This allows us to assemble dimensions from our battery of surveys to create a customized version that maintains reliablility.