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Especially when it is your first time – whether you are invited to take an online test or survey – you are sure to have questions! We have collected the most frequently asked questions all around online assessment and have asked Dr Mario Denton to answer them for you. Below you will find a range of helpful tips and answers

  1. What are the assessments all about?

These assessments provide you with an opportunity to assist you and your team in maximising you or your team’s potential. These assessments will ask you pertinent questions in a step-by-step format to gauge where you are in your or your team’s current level of performance and functioning. It was compiled on solid training material, best practices and principles available in the world of coaching and developing employees worldwide.

The assessments can help you with the following:

You have to fill up your car and service it from time to time in order for it to perform optimally. In the same way staff/teams/supervisors/managers and organisations have to be enabled to achieve their full performance. So whether you have been managing a few weeks or a few decades, these assessments have been specifically designed to help you learn where the greatest strengths and growth opportunities are in yourself and team, as well as provide practical first steps to make your functioning even more greater!

  1. But why is personal and organisational development so needed today?

Most organisations are faced by a dual challenge. On the one hand there is the constant pressure for improved productivity and on the other hand most organisations recognise the need to respond to the changing characteristics of today’s work force. Personal and organisational development is therefore necessary to guide you and the organisation towards more effective organisational functioning, through various development activities.

  1. Why do people and team members use these assessments?

Simply to help them with the following:

Discovering and identifying the specific dynamics and design of their team and personal functioning. Understanding the dynamics and design of every person is a crucial factor in managing relationships effectively. One of the key discoveries of team functioning is that, unless there is a clear understanding in the mind of each person of their roles in the team, it is inevitable that misallocation and mismanagement in the teams will occur. The Feedback Reports will give you the necessary information to maximise your relationship for the benefit of both parties.

With the Comparison Report we enable participants to gain an understanding of the unique differences between them and/or resolve conflict. The report will help you enhance and improve your relationship. It will empower you to generate acceptance, create agreement, unity and cooperation within your marriage. You will be able to avert misunderstandings and discord. The unique profile can be studied in order to make wise changes. You will also be able to discover strategic gaps in the composition of your team functioning and implement the necessary changes.

The results:

  1. What are the benefits for me and the work team or organisations?

An effective implemented survey system is a crucial and vital important part of an organisational strategy to improve productivity, service quality and the quality of work life. It is based on the belief that people closest to the work are often the best quipped to identify and creatively solve problems

  1. What are the steps in personal and organisational development?

The first step in personal and organisation development is to gather information about the present functioning of the person, or team or organisation by means of measuring people’s perception through a questionnaire. The second step is to summarise the information gathered by the questionnaire

The third step is to feedback the summarised data to the individual or work groups and to give the person or workgroup the opportunity to identifying their problems and develop action steps to solve those problems

The last step is to evaluate the effects of the personal and organisational development efforts

Another major step is that management receives a full diagnostic report with organisation wide problems and their solutions

  1. How to become involved with these Assessments?

You have three options:

  1. What is the history behind these assessments?

It started in 1997 while I was to lecturing at the USB Business School and have developed my first assessment tool and those days some polls to identify burning issues. Today we develop semi-custom business surveys and assessments accessible to various business users by providing confidential web-based data collection and useful response reports that contain up-to-date benchmark comparisons and recommendations for improvement. Our goal is to make workforce and customer opinion surveys and assessments that are both affordable and meaningful

  1. Who developed these questionnaires?

Mario Denton, an Industrial Psychologist, executive coach, facilitator and business consultant. He holds an MBA, MECon as well as a PhD degree and has a passion for people. He has lectured at different Universities across the world on People Management and Leadership as well as the elective Emotional Intelligence. He has devoted his career to people and complex and perpetual change. He uses his strong academic and corporate background and his uniquely effective coaching style to help people tap into their inner being to utilise their strengths and expand their skills. He has been a study leader of 160 MBA research projects.


Over the years I was reflecting on the need for assessments to help people to be more proactive and do an assessment long before the wheels come off, as well as an assessment for sustainability.


  1. What makes this assessment approach so unique?

It is our vision to help employees, staff and team members and managers to be far more proactive and aware of their strengths and development areas, as well as give advice on solid success principles. Although there are other assessments, few if any approach your current personal and team performance from such an intensive, integrative and solid perspective.

  1. How does these assessments compare with other well- developed assessments?

There are similarities but we are never in competition with each other. Although there is a place for quick fixes, standalone and event approaches to personal development, we believe in rather addressing these burning issues in a small-group coaching format. We are also committed to doing rigorous and extensive ongoing psychometric development and further validation studies. People who are familiar with our assessments are impressed with the information and accuracy of the content.

11. Why is Online Assessment being used more and more frequently?

Firstly, no supervisors or invigilators are needed for Online Assessment. Over and above this, there are also some very practical advantages:

  1. How long does it take to complete these Assessments?

The assessment itself takes on average 30 minutes to complete. Just like with medical check-ups, we believe an assessment should be done again from time to time. You must be absolutely frank and honest when you answer the questions

  1. How to use the Assessments

This instrument is similar a 5-point Likert system of evaluation and allows you to focus on your current functioning right now. In order to use the information, several key concepts need to be understood.

  1. With all the other training and books, why did you come up with this approach?

Mario noted that during the many years in lecturing and consulting, counselling and coaching various groups on their road to excellence and significance, he frequently observed participants who do not experience fulfilment in their careers and also saw the devastating impact of disengagement. It concerned him greatly that so many people disengaged and were not aware of their strengths and development areas and therefore were not experiencing fulfilment and enrichment in their lives. This resulted in his vision for what is now assessments4impact.

  1. How many people have done these Assessments and do it really works?

It is not possible to give an exact number as the free sample assessment has been available for nearly ten years. Over the past fourteen years we have used these assessments before and after various training and development courses and have personally experienced a significant impact on the results.

  1. Is the anonymity of participants confidential and a crucial aspect?

Data that is less than honest is useless. Guaranteeing anonymity of responses increases the likelihood of getting honest feedback. Everything is thus done to ensure confidentiality. The participant will always receive his feedback first. Only the average of work group members’ responses of factors is recorded in tabular form and not individual responses. Only work group members and their supervisors see the data of their specific workgroup

  1. How much do these Assessments cost?

The assessment is comprehensive and currently provides different feedback categories. We also realise that simply doing the assessment today is not enough. What sets successful people apart is the way in which they make the action plan part of their life and aligning it with the desired outcomes. The key problem today is not the lack of thinking, but rather the challenge of executing the action plan.

A special cost will be worked out depending on the numbers and feedback requested.  


But what are these problems really costing our organisations? Do you know what a series of sessions with a professional industrial psychologist or business consultant will cost to try to fix problems in your organisation?

So what is the urgent and sincere plea? Do the assessment and renew your action plans on an annual basis.

  1. When is it the right time to do these Assessments?

Now. It is amazing that we have courses for any kind of training. People often want to escape doing an assessment. Don’t! Do the reality check now. Leaving it can cause more pain and damage and can be a real disengagement factor. Getting promotion is often not accompanied by additional training. Yet there is perhaps no more challenging undertaking than to invest one’s life in your personal development. An entire destiny hinges on the outcome.

  1. One more time: Do you really believe in this approach of assessments?

Yes. Assessments and training can help in making a difference in the years to come. Research in different countries has shown that dysfunctional and disengaged staff is on the biggest problem, with poor management at the centre of the problem. What would happen if a captain of a 747 Airbus leaves Cape Town International to fly to New York and the compass and GPS are out by one degree? Where do you think he or she would land? It would be an absolute disaster.

  1. How valid is these Assessments?

Validity is a unitary concept. It is the degree to which all the accumulated evidence supports the intended interpretation of the scores for the proposed purpose. Accumulated evidence can come from many places. The questionnaires can be used for different kinds of organisations and for different employees’ information

Often training involves cognitive reconstruction and looking at the past. With this future-based assessment and coaching we believe the solutions are valid, solid, process based, real life and inside out.

  1. How reliable is the Assessments?

Would you allow a doctor to prescribe expensive medicine without doing a detailed diagnosis and evaluation? The answer is NO. We believe in having reliable information and getting to the root issues and challenges. Careers go through different seasons and stages like the dream phase, disappointment, discouragement, distance, disconnect, discord and even emotional disengagement phases. Do the assessment. It is not too late. Please be proactive.

Reliability estimates provide an index of how precise and error-free a tool is in measuring the desired constructs. To achieve this aim, specific steps were taken to ensure reliability:

Reliability is therefore the consistency with which it yields the same score throughout the series of measurements; therefore is the questionnaire is not administered under standardised conditions, the reliability will tend to be low.

Validity is the degree to which it measures what it is intended to measure; in other words the extent to which the questionnaire does the job for which it is used.

  1. What is the research history behind the Assessments?

Briefly, the assessment was compiled over a five year period using standard psychometric principles. The assessment is not based on or derived from existing instruments but was developed from various research materials.

  1. Are these assessments apart of your drive towards creating a more positive work experience?

I just love positive psychology and the answer is definitely yes. Positive psychology has been defined in several ways over the years from being viewed as the science of well-being, the science of what is going right with people, the science behind what makes life worth living, and so forth. The original definition, as described by Martin Seligman during his Presidential year of the American Psychological Association in 1998, is that positive psychology is the scientific study of:

Positive Psychology is studied and applied across professions (e.g., business, education, counselling, coaching, etc.) and in all the domains of life. For example:

  1. How often should surveys be taken?

Allowing enough time for changes to be made and communicated before employees are asked for opinions again, is important. Over surveying can have negative effects if improvements are not perceived by employees in the interim? A cycle of 18-24 months is usual.

  1. In what settings do you recommend using these Assessments?

The different Assessments version is designed to staff the tools to improve themselves in the organisation today. Understanding the personalities, strengths and struggles, and the many aspects of how employees individually and with each other function are very valuable for anyone in a work situation. This knowledge enables you to maximise the enrichment and engagement of people by understanding their roles, environment and communication. It is definitely not a nice-to-do and a waste of time. Real-time, fine-tuning sessions with a serious success agreement and goals afterwards will ensure sustainability.

  1. Do I need to be a coach to interpret the Assessment?

Yes and no. The coach is just there to assist you and helps as a sounding board. They have been specifically trained in the process. Assessments are used in a variety of contexts where feedback forms an integral part of the process. Reviewing the results in the context of a helping professional can be invaluable to self-understanding.


  1. Do I need to be certified to use these Assessments?

Yes. Various support materials are available to help you understand the analysis and you do need to be certified in the use of these assessments. The benefits of being trained include:

  1. Can I become a reseller of these Assessments?

Yes, please contact us for more information. We are looking for partners to assist us. If you are interested in an effective way to earn additional income, then consider becoming a partner. As a partner you’ll have a great opportunity to promote and sell assessments directly.

  1. Can I load these assessments on to my computer or server?

No. These assessments are completely online and cannot be loaded on to personal computers for proprietary reasons.

  1. Do people have to log into a website to use these assessments?

Yes. These assessments are entirely online and accessible from anywhere in the world. A person can log into these assessments using the worldwide web. As an individual you will be given a unique log-in and password to do your assessment.

  1. It is too late now to do these Assessments?

No. It is never too late. Sit down and consider my advice: Take your assessment and relationship seriously and be humble enough to do the action plans. Honest communication cannot be treated as an option. It needs to be a requirement. Have a teachable mind-set! Unresolved issues can become a time bomb. You therefore have to resolve them.

  1. The problem in my competencies is on the other side and out of my control.

It is amazing how often I hear this response. Many people think they don’t have a problem or simply deny it. Measure things on a 360–degree basis and ask whether what you do is right, fair and just. But this requires a lifestyle we are sometimes unwilling to adopt or a sacrifice we are unwilling to make. Boeing 747 pilots have to take a simulation test before they can renew their licences every year, but in our organisations we manage our relationships from one year to another without doing a simulation annually. Change starts with you. So fix the problem, resolve the real issues − and start with yourself.

  1. What should be the role of management if we do these surveys as part of an organisational development intervention?

Management should be supportive of changes taking place at different levels in the organisational hierarchy. They often allow time for such meetings, encourage employees to participate in these projects and also take responsibility for solving these problems at the total organisational level Management won’t take important decisions without reliable information

  1. What do I do once the data is fed back to me? Are there workshops available?

Used the information to identify problems and to plan and implement changes designed to overcome these problems. So do you get feedback? Yes. Each of the assessments has a feedback report that gives exact and comprehensible explanations of the results. Ideally, the organisation you have applied to will make this report available to you.

Yes, workshops are available for teams and groups throughout the world and they are a terrific way to build teamwork and communication. Email and contact us

  1. What do we do when we have completed the survey as part of our workgroup or team?

Used the information to identify problems and to plan and implement changes designed to overcome these problems in your workgroup Summarised date either in Tabular or graphical format will be forwarded to the work group leader. The meetings led by the supervisor are to accomplish a number of objectives namely to identify specific problems the data suggest and to take action to solve those problems

  1. What is the typical agenda for such a meeting?

A typical agenda is as follows: Introduction

Get often together until all indicated problems reflected by the data are solved to the satisfaction of the group

  1. Do you need to participate in these feedback meetings?

You have completed the data and in certain case your work group also. The last case you are in the best position to clarify and assist with suggestions. Your involvement is crucial in a further identification and solving of those problems. Therefore you have an opportunity to lift your opinions so to make sure that your group fix these issues in a meaningful way

  1. Any other symptoms that will indicate to me that I need to do these Assessments?

If this is the case, please do the assessment.

  1. How do we measure the temperature of the workforce?

Cold (Negative – Actively Seeking) the majority of your workforce is unhappy with their current employment. They are, most likely, seeking employment elsewhere and are not positively promoting your organization to the outside world. Their productivity level is most likely low. Their overall demeanour might include hostility (whether or not overtly exhibited). They waste significant amounts of time, energy and money. Their representation of your organization to your customers is poor.

Cool (Indifferent). Their overall demeanour would include a marked absence of enthusiasm. They waste moderate amounts of time, energy and money. Their representation of your organization to potential and active customers is moderate at best.

Warm (Loyal) the majority of your workforce is relatively satisfied with their current employment situation. They are loyal to your organization but are not advocates. Under the “right circumstances” they might change employers. They may or may not speak highly of your organization to customers and potential customers.

Warm (Loyal) the majority of your workforce is relatively satisfied with their current employment situation. They are loyal to your organization but are not advocates. Under the “right circumstances” they might change employers. They may or may not speak highly of your organization to customers and potential customers.

  1. What is different in the way you are doing these surveys and assessments?

Here are the answers to that question:

  1. Any other questions?

We thank you for the opportunity to be of service. If you have any questions regarding any aspect of this assessment, please contact us and we will gladly assist you.