Our combined Identity Maturation and Enneagram assessment tool, the Aephoria Identity Map (AIM), provides people with potent insights into their maturity and personality style and is a powerful way to begin any individual or group intervention. Our assessment of maturity within the AIM report uses the Identity Maturation framework (IMf) and measures where people fall on an adult maturation typology. Our Enneagram personality assessment provides a transformational launchpad for individual and team development.
AIM’s unique combination of personality (horizontal) and maturity (vertical) development offers a holistic and in-depth view of the individual and their current development strengths and challenges. It is the only integrated horizontal and vertical development tool of this type available in the world today.
The Enneagram and Identity Maturity sections of the report can be used separately or together. The Enneagram tool is time-efficient, cost-effective, and accurate, offering client-centred reports that open the conversation for further development and transformation.
The Identity Maturation test uses sentence completion as its methodology and the sentence stems cover a variety of organisational, leadership, and existential themes. These offer real value to development practitioners from a content and ontological perspective when working with clients. The IMf section of the test is being used very successfully to measure return on investment for leadership development interventions at the individual, team, and organisational level of system. It also supports system maturation to bring maturity in line with the requisite solution maturity requirements and interventions being implemented in organisations to solve problems.
The tool is available in English, isiXhosa, seSotho, and Dutch, making it the first tool of its kind that is available in local South African languages other than English.
The tool is being used by mature, experienced coaches, organisation development practitioners, and therapists around the world to support individual and systems maturation. It is aligned with a developmental coaching approach.
If you want to become accredited in the AIM tool, or would like to do an assessment, access sample reports, or book a session with one of our accredited practitioners, please contact Andrea Petersen on firstname.lastname@example.org for more information.
InclusionIndex is a unique, psychometrically-constructed instrument that enables organisations and institutions to measure diversity and inclusion. It is one of only a few systems of its kind in existence today. It is survey-based, easy to use and is mostly administered online through PC, tablet or phone and occasionally by using a paper-based approach at a departmental or organisational level.
The tool analyses how 10 academically-researched inclusion factors impact on perceived levels of diversity and inclusion across multiple demographic groups. It is sent to participants at any level in the organisation. The survey contains 73 items and it can be completed in about 20-30 minutes. As well as generating an overall organisational picture, the instrument is able to run specific reports across various demographic groups. It produces metrics that supports clients to ‘score’ diversity and inclusion and monitor ongoing progress across unlimited demographic, departmental and geographic dimensions. InclusionIndex has been deployed across a range of organisations in the UK and Southern Africa. It has reached a total employee population in excess of 60,000 people to date.
The InclusionIndex is available in English, isiXhosa and Afrikaans and can be translated into additional languages as required.
InclusionIndex measures the organisation against eight Inclusion ‘areas’ as follows:
- Senior Leadership – the extent to which senior leaders value Inclusion and behave in an inclusive way
- Immediate Line Managers – as above for line managers
- Values – the values and ethics of the organisation. Perceptions and experiences of work/life and flexible working are also considered in this section
- Recruitment – the extent to which the recruitment process is perceived to be inclusive and free from bias
- Promotion, Progression and Development – the extent to which the promotion, progression and development processes are perceived to be inclusive and free from bias. Is promotion driven by merit, or networks and face fitting?
- Fitting in – how much colleagues feel that they fit in to the organisation
- Bullying and Harassment – the extent to which individuals from different demographic groups experienced bullying and harassment
- Dialogue – The level of publicity, communication and employee understanding of Diversity and Inclusion
In addition, the tool also measures two ‘engagement factors’:
- Organisational Belonging – levels of loyalty and commitment felt by colleagues for the organisation
- Positive and Negative Emotional Wellbeing – these measures highlight the levels of morale and distress felt by colleagues across the organisation over the last 6 months.
We are also able to integrate additional items into the quantitative 5-point Likert scale section of InclusionIndex as required. The tool offers a free text field for participants to share personal experiences of inclusion, exclusion and discrimination that forms part of qualitative feedback.