1. THE GC INDEX ®
The GC Index® is the first organometric to identify organisational Game-Changers and Game-Changing teams. Unlike other assessment tools The GC Index® doesn’t measure personality type, skills or leadership qualities, instead measuring the preferred inclination of how individuals contribute to a company, role or project. It focuses on output, not level, nor the ability to climb the corporate ladder.
The GC Index® describes five roles that people take on at work; five different ways of making an impact:
PLAY-MAKERS. They play a vital role in getting the best from all team members.
STRATEGISTS. Relied upon to see ideas and possibilities within a strategic and commercial context.
IMPLEMENTERS. Will understand operational challenges and ‘test’ them to deliver every time.
POLISHERS. Can be trusted to ‘obsess’ over ideas, exploring to get the very best from them in an operational sense.
GAME-CHANGERS. Will see possibilities that others don’t
IF YOU WANT TO BE A GAME-CHANGING ORGANISATION YOU NEED TO EMBRACE GAME-CHANGERS…
The GC Index® was created by eg.1’s Nathan Ott (CEO) and Dr John Mervyn-Smith (Chief Psychologist), in collaboration with Dr Adrian Furnham, following eg.1’s “THE DNA OF A GAME CHANGER STUDY”. This study focused on the premise that organisations are neglecting a special group of talent which has the potential to change landscapes for those around them. The GC Index® is the only instrument of its kind that continues to enable organisations to identify these individuals and to do this accurately and robustly.
Game-Changers are fundamentally different from ‘High Potentials’ and ‘Traditional Leaders’ and will not be identified by existing assessment tools.
The GC Index® is truly revolutionising the way that organisations assess and develop their talent. It is the only assessment tool of its kind and is challenging the traditional methods that are currently attempting to address the issues of diversity, globalisation and innovation within our organisations…and succeeding!
Self esteem, confidence and belonging come from doing not being. We are at our best as ‘human doings’ when we have a clear role and tasks that plays to our strengths. When we can make an impact and play to our strengths, we can feel potent in how we contribute to a team”. Remember, not everyone is a Game-Changer but everyone can make a Game-Changing impact.
THE GC INDEX ADDS VALUE ACROSS A RANGE OF ORGANISATIONAL INITIATIVES, INCLUDING:
TALENT Development & Assessment
IDENTIFYING organisational game changers at all levels
INDIVIDUAL development, ‘be the best you can be’ (impact and leadership)
TEAM DEVELOPMENT, ‘creating a fizzing team’ (balanced, focused and understanding complimentary contributions)
ORGANISATIONAL development (nurturing innovative and creative cultures)
RECRUITMENT, retention and succession initiatives
MULTI dimensional leadership
2. BELBIN TEAM ROLES
We are accredited to offer Belbin assessments.
Great teams start with Belbin! Belbin Team Roles is the language of teams, enabling individuals to be able to project and talk about their behavioural strengths in a productive, safe and non-confrontational way.
By using Belbin, individuals have a greater self-understanding of their strengths, which leads to more effective communication between colleagues and managers. Great teams can be put together, existing teams can be understood and improved, and everyone can feel that they are making a difference in the workplace.
Learn More – www.belbin.com
3. EMOTIONAL INTELLIGENCE ASSESSMENTS FOR INDIVIDUALS AND TEAMS
We are accredited to offer the EQ-i 2.0, the leading Emotional Intelligence assessment tool by Multi Health Systems Inc.
What is Ei? Emotional Intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way
Why EQ-i 2.0? The EQ-i 2.0 measures emotional intelligence (EI) and how it can impact people and the workplace. Applications of emotional intelligence include
Leadership Development
Selection
Organisational Development
Executive Coaching
Team Building
Student Development
While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is not a static factor — to the contrary, one’s emotional intelligence changes over time and can be developed in targeted areas.
LET’S GET STARTED
If you’d like to learn more about how Catalyst PLD can help you improve your organisational performance, then please get in touch, we’d love to hear from you. Please use the adjacent form to open a conversation or to schedule a call.
Brices Yard, Butts Green, CB11 4RT