Collection: Solutions

A certification workshop designed to build autonomy and confidence in using and interpreting the SuccessFinder 360 assessment. The workshop enables participants to interpret results accurately and carefully and to structure high-impact feedback aligned with the SuccessFinder behavioural preference model. This certification is essential for supporting leadership growth, both individually and organizationally.

A certification workshop designed to build autonomy and confidence in using and interpreting the SuccessFinder 360 assessment. The workshop enables participants to interpret results accurately and carefully and to structure high-impact feedback aligned with the SuccessFinder behavioural preference model. This certification is essential for supporting leadership growth, both individually and organizationally.

This report compiles the results of several 360 assessments within a single organization. Based on the SuccessFinder behavioural preference model, it provides an overview of collective strengths, behavioural tendencies, and development drivers related to key competencies identified for three management profiles: first/intermediate-level management, senior-level management and C-level management. This powerful tool guides development decisions at an organization-wide level.

This 360 assessment is based on a collaborative process designed for those in C-level management roles (e.g. CEO, members of the executive board). The assessment provides an in-depth overview of their leadership style by gathering key feedback from their professional circle. Based on the SuccessFinder competency model, it reveals the behaviours essential to exercising strategic, engaging, and visionary leadership at the top of the organization.

This 360 assessment is based on a collaborative process designed for senior-level managers who lead other managers and influence the organization’s overall strategy. The assessment provides an in-depth overview of their leadership style by gathering key feedback from their professional circle. Based on the SuccessFinder competency model, it highlights the behaviours most critical to succeeding in strategic leadership roles and supports leaders in their development.

This 360 assessment is based on a collaborative process designed for first/intermediate-level management roles. The assessment gathers key feedback from the participant’s professional circle to paint a complete picture of their leadership behaviours. Based on the SuccessFinder competency model, it supports the development of talent by taking into account the realities specific to each management level and transitions to the next levels.

This assessment is designed for members in C-level management roles who shape the organization’s overall direction. It provides a detailed understanding of their leadership style and helps strengthen their broad strategic influence.

This assessment is designed for senior-level managers who supervise other managers and shape the organization’s strategic direction. It provides a detailed understanding of their leadership style and helps enhance their strategic impact.

This assessment is designed for those in first/intermediate-level management roles. It provides a detailed understanding of their management style and helps identify key levers to enhance their impact in daily practice.

This assessment highlights a person’s natural competencies. It offers a sharp look at their professional potential, enriched with practical development guidance to support their growth.

This comprehensive online certification is designed to help you master the SuccessFinder competency model and interpret the SuccessFinder Profile Insights (SFPI). Certification provides you with the autonomy to interpret results, deliver structured and rigorous feedback, and integrate the SuccessFinder Profile Insights into your development practices. It is an essential step to fully leverage the potential of this powerful tool.

A certification workshop designed to strengthen autonomy in using and giving feedback in a Humance 360 Assessment process. This interactive training course helps better understand the participant’s impact, interpret the report based on the Humance Leadership Model© and the Humance Competency Model©, and structure feedback that is constructive, engaging, and less prone to bias.

This test assesses written communication skills in a professional context.

This test assesses written communication skills in an administrative context.

This test assesses written communication skills in a professional context.

This test assesses written communication skills in an administrative context.

A certification workshop designed to strengthen autonomy in using and giving feedback in a Humance 360 Assessment process. This interactive training course helps better understand the participant’s impact, interpret the report based on the Humance Leadership Model© and the Humance Competency Model©, and structure feedback that is constructive, engaging, and less prone to bias.

This report compiles and summarizes the results of the 360 Assessments of several people within a single organization. Based on the Humance Leadership Model© and the Humance Competency Model©, it provides an overview that can be used to identify common trends and collective strengths, and to guide development actions at an organization-wide level.

This 360 Assessment is a collaborative process for the organization’s most senior executives (e.g., president, CEO). Based on the Humance Leadership Model© and the Humance Competency Model©, it provides an overall view of the participant’s competencies, behaviours, and performance by gathering feedback from their professional environment. This picture supports development in a leadership role where an individual is called upon to exert strategic influence at the level of the organization and its ecosystem.

This 360 Assessment is a collaborative process for senior management (e.g., executives, vice-presidents) who exercise strategic leadership throughout the organization. Based on the Humance Leadership Model© and the Humance Competency Model©, it provides an overall view of the participant’s competencies, behaviours, and performance by gathering feedback from their professional environment. This picture supports the development of leadership aligned with strategic direction and oversight of operations across the organization.

This 360 Assessment is a collaborative process for level 2 managers (e.g., department heads, division heads) who supervise first-level managers and their teams. Based on the Humance Leadership Model© and the Humance Competency Model©, it provides an overall view of the participant’s competencies, behaviours, and performance by gathering feedback from their professional environment. This picture supports personal and professional development in the context of an expanded leadership role.

This 360 Assessment is a collaborative process for first-level managers (e.g., team leaders, supervisors). Based on the Humance Leadership Model© and the Humance Competency Model©, it provides a holistic view of the participant’s competencies, behaviours, and performance, thereby promoting their personal and professional development. It gathers feedback from managers, peers, colleagues, and staff members to paint a nuanced picture of the participant’s impact in an operational context.

The ID-Personality / Colour Report – Group provides a comprehensive analysis of individual team members. It highlights individual strengths, communication styles, and relationships to better understand team dynamics and improve collaboration.

The ID-Personality / Colour Report – Individual is a personality inventory that assesses a person’s behaviour in the workplace. Based on the DiSC model, it identifies a detailed profile among 16 types to gain a better understanding of the participant’s preferences, emotional responses, and professional interactions.

This test measures an individual’s critical thinking, including identifying, analyzing and seeking the required information to solve problems.

Verify – General Ability Screen is an assessment used for job candidates applying to entry-level positions that require a basic level of general cognitive ability.

This test measures an individual’s critical thinking, including identifying, analyzing and seeking the required information to solve problems.

The Group Report, based on Hogan assessments, analyzes team dynamics through a series of graphs and tables. It helps identify strengths and areas for improvement to gain a better understanding of how the team operates.

The Group Report, based on Hogan assessments, analyzes team dynamics through a series of graphs and tables. It helps identify strengths and areas for improvement to gain a better understanding of how the team operates.

Based on the Hogan Personality Inventory (HPI), this report is used in a selection context. By measuring six aspects of personality, it highlights an individual's propensity to adopt safe behaviours in the workplace. The data report presents the uninterpreted results obtained on the various scales (7) and subscales (42) measured by the tool.

This series includes the Potential, Challenge, Values, Flash and Judgment reports. This comprehensive and complete tool is built from the following four instruments: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), the Hogan Motives, Values, Preferences Inventory (MVPI) and the Hogan Judgment Report.

This series includes the three Insight reports (HPI, HDS, and MVPI) as well as the Flash and Judgment reports. This comprehensive and complete tool is built from the following four inventories: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), the Hogan Motives, Values, Preferences Inventory (MVPI) and the Hogan Judgment Report.

Based on the Hogan Personality Inventory (HPI), the Manage report is intended for managers seeking advice on how to better manage the assessed individual based on their strengths to leverage and their main areas of concern. The data report presents the uninterpreted results obtained on the various scales (7) and subscales (42) measured by the tool.

Based on the Hogan Personality Inventory (HPI), the Career report presents the behaviours that the assessed individual may exhibit in various work situations as well as the strengths and weaknesses that influence their performance. The data report presents the uninterpreted results obtained on the various scales (7) and subscales (42) measured by the tool.

This series includes the Potential, Challenge, Values, Summary and Flash reports. This comprehensive and complete tool is built from the following three instruments: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Hogan Motives, Values, Preferences Inventory (MVPI).

This series includes the Potential, Challenge, Values, Summary and Flash reports. This comprehensive and complete tool is built from the following three instruments: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Hogan Motives, Values, Preferences Inventory (MVPI).