Whole Person Assessment Flashcards
Describe the Whole Person Model
Whole Person Model, which links personal growth with professional success.
foundation for BetterUp’s approach to personal growth. It
helps members identify areas of focus for their coaching, track growth over time, and provides valuable
insights to partners about coaching impact.
Describe Behaviors
Actionable, developable core, ongoing practice, learning, and application
Behaviors that support personally thriving across work and life - social, emotional, cognitive, and physical - all aspects of WB.
Inspiring Behaviors - ability to influence others toward peak performance, productive, future-facing mindsets.
Why are outcomes important
Outcomes are achieved through one’s coach.
By achieving these outcomes, members become
more effective at work
healthier at home
more valuable to their organization as a peer coach to others.
As individuals grow and achieve their goals, these effects extend further to their groups and their company, generating powerful results for the business alongside the member’s personal and professional flourishing
Describe Mindsets
Mindsets: the goals, beliefs, and emotions that motivate individuals. Awareness of your thought process
List some outcomes and examples
Engagement The extent to which we experience vigor, dedication, and absorption at work.
Purpose and Meaning The extent to which we experience a sense of personal meaning associated with what
we do at work.
Job Performance The extent to which we fulfill our job requirements.
Job Satisfaction The extent to which we are content with our job.
Stress Management The extent to which we manage tension as a result of personal and work circumstances, avoiding burnout.
Work-Life Balance The extent to which we strike a balance between work and life roles.
Resilience The extent to which we can recover quickly from stressful experiences
Give examples of primary mindsets that we measure
Self efficacy The extent to which we believe that we are capable of producing designated levels of performance.
Growth Mindset The extent to which we seek out personal growth and learning opportunities.
Locus of Control The extent to which we believe that our performance is within our control.
Self-Awareness The extent to which we direct our consciousness to focus on the self.
Give some examples of Inspiring Behaviors
Motivating Others
give others the opportunity and recognition for doing their best work.
Empowerment
give others the flexibility and freedom to do their best work.
Recognition -
recognize the contributions of others individualized consideration.
Guiding Others
ensure their teams are aligned and on track, while helping them navigate any barriers or challenges.
Alignment
guide progress by communicating goals and providing feedback.
Coaching
help others learn and grow at work.
Problem Solving
creative perspective to help the group problem-solve
Including Others
help others feel that they belong and are valued members of the team.
Encouraging Participation
encourage others to meaningfully contribute and participate at work.
Relationship Building
build and maintain meaningful social relationships with others at work
Social Thriving
stay connected with people and build positive relationships.
Social Connection
Remain close and engaged with important, supportive people in our lives.
Authenticity The extent to which we are authentic, open, and honest in our close personal relationships.
Empathy The extent to which we give back in our relationships by being warm, encouraging, and empathetic.
Emotional Thriving
Emotional Thriving
Regulate their emotions and practice self-compassion.
Focus on our strengths and build ourselves up.
The extent to which we regulate our emotions to remain calm and
collected.
Cognitive Thriving
Cognitive Thriving
Behaviors that individuals do to focus, learn, adapt to changing
situations or challenging information, and anticipate the future.
Cognitive Agility
The extent to which we adapt and shift our thought processes when
beneficial.
Focus The extent to which we focus our thoughts on our current priorities.
Strategic Planning
The extent to which we think through ways to achieve our future goals.
Physical Thriving
Physical Thriving
physical activity, nutrition, and getting enough rest.
The extent to which we activate ourselves by engaging in enjoyable
physical activity.
Nutrition The extent to which we nourish ourselves with positive, healthy fuel.
Rest The extent to which we engage in restful activities to help us unwind.
Deep Science WPA
17,500 working professionals
18 industries
9 job functions,
company sizes.
This study generated a representative sample across demographic groups, leader levels, tenure, and other variables. We completed a supplementary
benchmarking study post-COVID 19 and spanning 4,200 working professionals in China, Brazil, Russia, France, Germany, Argentina, Mexico, Columbia, and the United States.
Questions around Self-Assessment
A common concern intentionally (faking) or unintentionally (self-deception or unawareness) .
Purely developmental context of the assessments, largely mitigating any motivation for intentional faking.
To address those potential blind spots, we offer multiple solutions:
BetterUp 360 is an additional assessment tool that allows managers, direct reports, and co-workers to provide additional information about member strengths and growth opportunities, highlighting potential blind spots from self-assessments.
Manager Dashboards to provide feedback to members about
their progress, again helping address any potential blind spots.
Objective Metrics, such as sales or productivity, are additional data that can be tracked to assess member progress.
Given the development-oriented and member-driven goals, self-assessments are a rich tool for generating insights about and for
members.
The self-assessment tool, particularly when used alongside other tools such as the BetterUp 360, creates a holistic view of members, helping members identify areas of focus for their coaching, track member progress, and provide partner insights to justify and
evaluate their investment.
Accuracy of Self-Assessments
Particularly useful for assessing behaviors that are inherently internal and/or less observable by others.
Asks members about, for example, their self-compassion, self-efficacy, and life satisfaction, all of which are less observable by others.
Members are in a better position to report on their own psychological resources and behaviors because they have the opportunity to observe themselves across a variety of situations.
How members see themselves to help facilitate and initiate behavior change
Reliably predicted by manager, direct report, and peer ratings, a strong indication of the validity of the self-assessment tool.
We also find a number of patterns in the data that speak to the correspondence between self-reported scores and independent evaluations from colleagues at work.
For example, members who report higher levels of executive presence are around 3x more likely to have higher ratings of team performance by their direct reports.
Members who report higher levels of cognitive thriving (i.e., continual learning and adapting) are around 3x more likely to be rated highly in strategic planning by their manager.
Similarly, members who report a higher degree of social connection with others are around 3x more likely to be highly rated on relationship building by their manager
