Use the REACH Survey, Spot growth potential & the right fit from among your present leaders, individual contributors, potential new hires.
Run 360 feedback for teams, identify training needs, Upskill people with the REACH training modules, Create personalized Coaching Plans
Do the Culture Survey, Gain insights on the perceived culture of your organization employee engagement levels, Identify good practices to promote
The REACH Ecosystem is the only OrgDev Automation Ecosystem that includes psychometric tools to analyze, resources to deliver, and the science to measure growth in leadership, collaboration, culture and agility. The REACH Ecosystem is underpinned by science and is supported by a Global Partner Network.
REACH Ecosystem is a cluster of high quality, standalone products with user-friendly characteristics:
All the REACH Ecosystem Resources are available on a FLAT ANNUAL SUBSCRIPTION Paid Monthly!
Have you been paying for every single use of a psychometric instrument and for every report based on it – be it personal profile, role fit, leadership qualities and so on?
With REACH Ecosystem Subscription you
Know more about the Subscriptions and the plan benefits …
Athena Compass Consulting is the REACH GOLD Partner in India. Based at Chennai, it offers you full backup support to acquire and implement REACH Ecosystem in your organization. The Principal Consultant, PM Chandarsekar, is the key resource there.
Developing Leadership is the tangible purpose that drives Athena Compass Consulting. To be an acclaimed resource to develop Leadership at individual, interpersonal and organizational levels is the mission.
Sincerity, Dependability and Excellence are the guiding values of Athena Compass Consulting.
The hands – on field experience of the Principal Consultant, coupled with continuous learning is the bedrock of Athena Compass Consulting.
For more on PM Chandrasekar …
Coaching Hours
Years of Career Experience
Years of Training & Consulting Experience
For more on REACH …
Adding value to recruitment and selection using both Scientific and Interpretive approaches is common practice and is a great use of psychometrics. However, the information provided in either approach should not be how decisions are made, interpreting a report as the decision-making tool would be considered misuse of the tool. There are many reasons why psychometric instruments should not be used as a decision-making tool.
Firstly, it describes a person’s most common natural style, it doesn’t mean they can’t or wouldn’t be able to perform well. Additionally, there are many aspects of a person beyond personality that are equally or more important.
For example, if your organization communicates in a particular language, and the candidate doesn’t speak or read that language, their natural style will be of very low importance compared to the language barrier. This is a simple example, however, there are always many other factors to consider than just personal style so these tools should always be used only as an additional piece of information.
Proper use of any psychometric tool is to provide the recruiter/interviewer with prompts to begin more explorative and purposeful interviewing to help make a more informed hiring decision – not to ‘make’ a decision.
Important Note: The information contained in REACH reports describes certain behavioral preferences and tendencies derived from the participants’ self-reporting. While such patterns of behavior tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Survey.