Jill Bausch, Director and Co-Founder of VivePoint and author of ‘Why Brave Women Win’
Jill Bausch is Managing Director of VivePoint and a qualified Senior Executive Coach and Executive Search Specialist, working across cultures and continents at all organizational levels. She was formerly the CEO of Futures Group Europe (now known as Palladium), sourcing, managing and coaching the highest calibre health and development executives for their world-wide programmes.
Jill was the International Director of Executive Search and Leadership for SRI Executive for 12 years. Her career spans the corporate, international development and academic sectors and she has built effective working cultures in Asia, Africa, North America and Europe. She holds a master’s degree from the London School of Economics and a Senior Practitioner Diploma from the Academy of Executive Coaching and in qualified in Emotional Quotient EQ.20 and EQ 360 Assessments and Hogan Personal Profiling and The Discovery Leadership Assessment which measures business skills and potential. As a behavioral scientist, she was Professor of Talent Management and Behavioral Economics at IPAG Ecole Surperieure de Commerce in France and taught similar curricula as an adjunct professor at the University of Denver.
Psychometric Assessments
Hiring the right people and aligning them with the right roles is vital for modern organizations. Poor recruitment choices can lead to costly mistakes—wasted time and money on selection, training, reduced productivity, and lost business opportunities. Success in employee selection and development starts with identifying individuals who exhibit the personality traits linked to effective workplace behavior.
Psychometric assessments provide valuable insights into a candidate’s social traits, motivations, strengths, and potential challenges—revealing how they may lead or respond in specific scenarios. In many roles, personality is just as important as cognitive ability. But how can you determine if someone has the right behavioral style for the job?
EQ-i 2.0 Assessment for Individuals
How we perceive and express ourselves, the relationships we develop with our colleagues and the way in which we deal with challenges are of great importance in a professional environment. Emotional Intelligence, or EQ, is arguably more relevant than IQ, technical ability and professional knowledge in the current competitive business climate. SRI Executive consultants are certified to administer the EQ 2.0 Leadership Assessment for Individuals and the EQ-360 Multi-Rater Assessment to increase self-awareness, improve management skills and motivate teams.
The Hogan Personality Profile (HPI)
This assessment is a measure of personality styles and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes. The HPI captures key behavioural tendencies relevant to these life themes and are based on the five-factor model of personality. It is robustly researched and delves deep into the work style and motivation of the individual. The individual will have a debrief with the psychologist after they complete and online assessment. A full report will be produced for client, candidate and selection committee if appropriate. For senior roles we often use the EQI and Hogans togheter to compile a comprehensive assessmnet of the sleadership style and persona motivations of the candidates.
The Discovery Leadership Profile (DLP)
Discovery Leadership Profile™ is a 360 Assessment which gathers perspectives regarding leadership performance from an individual in a leadership position along with other raters. Based on research that identifies the key competencies for effective leadership, performance is measured using 40 items grouped into 10 competency categories. The results of the leader’s self-assessment are then compared to the combined results of the raters, completing the leadership style assessment to clearly highlight strengths and developmental needs.
OPTO
OPTO is a personality test based on the widely accepted Five-Factor model of personality. OPTO measures 8 Dimensions of personality which are essential to behaviour and performance at work. Each Dimension is comprised of two or three underlying Aspects.
OPTO’s psychometric model is that of a hierarchical model with 20 Aspects, each of which can be combined to form the higher order Dimensions. The model and design enable both scalability and simplicity in understanding and communicating the test result and yet still covers all business-relevant constructs of personality relevant for organisational performance.
