Because we reject the one-size-fits-all approach and rely on social, special interest norms.

We use targeted assessments because we understand that “One size does not fit all” and every client needs assessment measurements that measure specific value judgments.

For example, if we want to find out one’s (e.g Sales Director) level of understanding and emotional conditioning in sales, we need to ask him or her sales questions – not questions about torturing people or poisoning the water supply.

The relevance of the questions:

  1. raises the accuracy,
  2. increases the receptivity of the assessment by the client,
  3. saves time due to the limited number of questions.

In hiring or rotation process, we also know that by looking closely at different slices of an individual’s value structure, we get additional data points, which assist in making the best hiring decisions and the most promising coaching plans.

Most organizations use the targeted axiological profiles to help determine which job applicants are best suited for a particular position.


Organizations also use our assessments:

  • for training their employees to their full potential and
  • in selection of managers and those best suited for leadership roles as part of their succession plan.