Issue 30 [ISSN 1712-4670]

Management by objectives works if you first think through your objectives. Ninety percent of the time, you haven't.

Peter Drucker,
Management Guru 

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Leading the Way is a free ezine published by Consulting Resource Group International, Inc, Copyright 2008.


Focus on Professional Development

Assessing For Success: Exposing the Misinformation about Assessments


To determine the rate or amount of; to make an official valuation of for the purposes of judgment; to determine the importance, size, or value of something or someone

Why do most professionals get the assessment process wrong?

In a recent presentation to a group of coaching professionals, we confirmed that many of CRG’s concerns with how, where, why, what, and when assessments are deployed are serious and legitimate.

It appears that many professionals in the career, HR, training, and coaching fields have just enough information about assessments to be dangerous—but not enough to be knowledgeable. 

It also appears that academics (professors) are misleading their students about tests and assessments—and the true purpose of these processes.

Why is CRG on this crusade?! 

We believe most professionals are well meaning but are seriously deficient in their understanding of the differences between assessments and tests—and their respective purpose in the personal and professional development process.

Test Your Knowledge and Understanding of Assessment Design

  1. What does Ipsative mean?

  2. What does Psychometric mean?

  3. What are Norms?

  4. What does Reliability mean?

  5. What does Predictive Validity mean?

  6. What does Face Validity mean?

  7. What is the difference between a test and an assessment?

  8. What is the purpose of an assessment?

The reality is that most professionals do not have the correct answers to the above questions. Because many think they do, we find that ignorance is one of the biggest issues we face.

A coach in attendance at our program was a PhD student in the midst of his measurement module. During the break, he came to me to say how relieved he was.

“You’re right about the half-truths and misinformation about tests and measurement. For weeks I have been struggling with some of teachings in my class that were not congruent with the development of a person. It seemed the entire focus was about the test and its design, never about how this testing process was going to impact the user or client. In fact the administrator’s elitist and arrogant attitude proclaimed that he, as The Professional, was the only one qualified to tell a person who he or she is.”

For over 2 decades, we have witnessed the mentality that “only professionals with test results in hand are qualified to assess.” As the participant, you could not possibly know yourself, right?

Assessments should never be about the test itself. They must ALWAYS be about what the process will do for the individual, team, or group. Unfortunately many professionals make it about their being right and about the test results—not about the actionable information an individual can understand and own from the process.

Misinformation from Ipsative Designed Tools

For years many assessments have claimed predictive validity and the ability to create norms for specific groups. The problem with these statements is that these assessments are based on an Ipsative design—where you have interrelated scales or responses to a question such as least-most or rank-order scales. 

All assessments that use this type of design can never have predictive validity or the ability to create norms. That means any such claims are simply false.

Yet many assessments in the marketplace still make such statements

Lessons We Have Learned about the Assessment Process

  • Because something is popular does not mean it is valid or of good quality.
    • For example, the June 2005 Journal of Consulting Psychology had serious concerns about the validity of MBTI, even though many professionals still use it.
    • Pay attention to the design structure.
      • You need to understand and challenge the assessment methodology
    • Take the survey/assessment process seriously! 
      • Cute images and metaphors devalue the assessment process and content—for example, animals, colors, and other non-related images. If, as the user, I do not understand the model on its own without explanation, don’t expect me to have a memory long enough to apply it.
    • All assessments and processes must and should have a purpose. The assessment MUST be about serving the user, not the professional.
    • Don’t confuse the user by having several different models on the same topic.
    • You must consider the implications of liability in using predictive tools.
    • Ipsative tools cannot have predictive validity.
    • The 360º process can have huge value as part of the assessment process.
    • If it requires your presence to administer or debrief, you have created a dependency relationship, not an empowered relationship.
    • If the client does not understand the process for achieving the results, how can he or she act on the information in the future?
    • Most Clients Don’t Want to Take a Test

    Principles to Consider

    Give psychology away for the benefit of the learner.
    Assessments are something that you do with your clients, not to your clients.

    Questions to Ask Yourself Before Using Assessment

    • What is the purpose of an assessment?
    • What are some of the benefits to the client of using assessments?
    • What are some of the benefits to the professional of using assessments?
    • Why should you consider using assessments as a part of most coaching interventions?

    Questions about the Assessment(s) You Are Considering

    • Is the assessment professional and would it be taken seriously?
    • Is it really valid?
    • Is it easy to use and understand?
    • Is the language understandable on its own . . . without explanation?
    • Do you fully understand the design and application?

    What Can You Assess?

    • Anything and everything
      • Leadership
      • Personal Style
      • Values
      • Self-Worth
      • Health
      • Interests and Gifts
      • Entrepreneurial Skills
      • Communication Skills
      • Other?

    Assessments are very powerful and practical tools to accelerate the personal and professional development process. If used incorrectly or with misinformation, however, you can do more harm than good. 

    Pay attention to the details and always consider the benefits and outcomes the assessment will have for the participant. If there are no benefits, why bother with the process?

    That is why all CRG assessments have been developed with the learner in mind—and the fact that 80% of professionals switch to CRG resources once the differences have been revealed to them.


Do you wish to develop personally and professionally—while helping others? If so, plan to attend CRG’s next 3-Day Train-The-Trainer program.

CRG’s 3-Day Train-The-Trainer Intensive is designed for all professionals who want to make a difference in other people’s lives.

This program is packed with so much value and content, we created the CRG TTT Alumni program for attendees to come back as many times as they wish, for a significant discount. 

Even if you attended the TTT program just 3 years ago, you’ll find the program has changed significantly! Many of our Associates attend TTT on an annual basis, to keep up with the progress and exciting developments at CRG.

This is a great opportunity to experience a journey of both professional and personal exploration helping to clarify purpose so that one can live out their passion and share their unique self, gifts and talents in a meaningful way.

Lorna Scott

Register now for our event in Vancouver, BC on November 16, 17, 18,  2006.

What started out as a simple 2-day assessment-orientation program 15 years ago has grown into a 3-day Intensive Personal and Professional Development Experience.
Over the past 3 years, we have re-tooled and re-branded the CRG organization and revisited the entire Train-The-Trainer program. The 3-Day TTT session is designed for all professionals—whether you are new to CRG or you have been using our resources for years.

Our goal is to ground and serve YOU so you can better assist your customers.

Recently, when one of our long-term clients attended the program, he thought he was going to learn about CRG. He did not anticipate he was also going to learn about himself.

In the program debriefing, he found himself raw with emotions because of his new levels of self-understanding. Not only is he living his life more on purpose, his new-found passion has helped him triple his CRG business in less than 12 months.

Honoring the learner on the journey to living more fully on purpose is what CRG is all about—and professionals acknowledge that in their recommendations. It’s no accident that 80% of professionals switch to CRG resources from other choices. 

In fact, the more experience you have in the HR field, the more important it is for you to attend a CRG session—to understand the uniqueness of CRG’s resources and unlearn some popular false assumptions in the marketplace.

Register now for CRG’s Train-The-Trainer program.
Space is Limited.

CRG’s Upcoming Train-The-Trainer Events in Vancouver, BC

If you have questions about our TTT, please contact Neal Diamond.
Toll-free in North America: 1-866-852-4347
International clients: 604 852-0566

Download the TTT PDF now!

NEW! Now Available for You and Your Clients!

My Source Experience - Journal

My Source Experience Journal™ 
A Personal Discovery Process for Those Who Want to Lead a Passionate and Fulfilling Life

Ken Keis, President of CRG, has completed his new book! It’s now available for you and your clients. This 88-page book is designed as a journal to take you on a path of personal discovery. If you are wondering what you should do in your life, the Source will help you. 

It’s also a great "process" tool to use with clients and others. If you know people struggling to find a clear direction in their life, do them a life-altering favor. Give them a copy of My Source Experience Journal™.

To order your copies now, please click here


Ken Keis Conducting Private Executive Retreat
Where: Alberta
When: October 11, 12, 2006

International Career Development Conference 2006
Professional Development Session on the CRG Personal Style Indicator and Model, with Speakers Ken Keis, President of CRG, and Richard Knowdell, Executive Director, Career Planning and Adult Development Network
Where: Santa Clara, CA 
When: November 1, 2006 
Time: TBA
To register: 

CRG Train-the-Trainer
Where: Vancouver, BC
When: November 16, 17, 18, 2006
To register:

 Ken Keis Presenting Why Don’t You Teach The Way That I Learn? 
At BC Human Resource Management Association 
Learning Strategies Symposium
Where: Executive Inn, Burnaby, BC
When: November 20 & 21, 2006
To register:

CRG Train-the-Trainer
Where: Vancouver, BC
When: February 22, 23, 24, 2007
To register:

What´s New?

  • CRG Welcomes New Senior Programmer
    Ben Chen has recently joined the CRG team as lead developer and programmer for our online technology. He joins Andrew, our Webmaster. They will team up to provide CRG with leading-edge solutions for our online learning and resource center.
  • New Positions Available at CRG
    Want to work in a dynamic, fun, and entrepreneurial environment? If you qualify, here’s your chance!

    Print Shop Sales Representative: Full Details here
    Communication Specialist: Full Details here

    All positions are located at CRG’s Head Office in Abbotsford, BC. If you are interested, please send your résumé to
  • New Version of My Source Experience Journal™ Now Available! 
    Source has been completely revised and rewritten. The new format is 88 pages; the previous edition was 16—that’s 62 more pages for you! It’s on the presses right now, so place your order!