Leadership and management development
Personal style, communication, influence, delegation, behaviour under pressure and the ability to adapt leadership to different people and situations.
Psychometrics applied to business
Psychometric testing for better decisions about people, leadership and sales.
I use assessment and Lumina Learning tools to turn behavioural information into practical guidance for management development, sales performance, teams, coaching and key people within the organization.
Applications
Where psychometrics can create value.
The starting point is the decision that needs support: developing a manager, improving commercial performance, strengthening team functioning, succession planning or appointing a strategic person. Experience, reasoning and intuition remain essential; psychometrics complements them with more structured data, helping reduce judgement errors and make people decisions more informed.
Sales psychology and sales performance
Customer relationships, planning, communication, objection handling and the development of commercial strategies aligned with the individual profile.
Teams, climate and collaboration
Individual differences, complementarity, potential areas of conflict and dynamics that can improve communication, collaboration and team functioning.
Key people and People Strategy
Assessment to support development, mobility, succession and the appointment of strategic people when these decisions are part of a broader organizational intervention.
Lumina Learning
A multidimensional view of the individual.
I am a certified Lumina Learning practitioner and use psychometrics as part of leadership, sales, team, coaching and organizational development interventions.
Profiles are interpreted together with the role, responsibilities and context. The aim is to make preferences, behaviours, available resources and possible development areas more visible, without reducing the person to a rigid label.
Individual assessment
Leadership and coaching
Sales performance
Team development
Feedback and development
People Strategy
Leadership and coaching
Sales performance
Team development
Feedback and development
People Strategy
The tools can be used selectively with individuals and small teams, including in SMEs, or at a broader scale in structured organizations and multinationals. Reports are available in multiple languages, which also supports work in organizations with significant internal linguistic diversity.
How the model works
From the overall picture to observable behaviour.
Lumina Spark starts with an immediate view through four archetypes and progressively deepens the profile through eight aspects and twenty-four behavioural qualities.
Each quality is also viewed in relation to its opposite polarity, allowing nuances and combinations to emerge that a rigid “type” classification would miss, and linking the result to real work situations.
4
Archetypes
Archetypes
8
Aspects
Aspects
24 + 3
Behavioural qualities and modes of expression
Behavioural qualities and modes of expression
The reading is progressively refined from the most intuitive level to the most specific, while preserving both the overall picture and behavioural detail.
Three modes of behaviour
Natural preferences, everyday behaviour and pressure.
The same person may express their profile differently depending on the context. Comparing the different views helps reveal both underused potential and behaviours that may become less effective under pressure, without turning the profile into a rigid judgement.
Underlying
Preferences and inclinations that a person tends to activate naturally. The chart becomes useful when interpreted alongside the role and objectives: it shows natural resources on which to build development and differences that may emerge compared with observed professional behaviour.
Everyday
Describes how those preferences are expressed in everyday professional life. Comparing this with the natural profile helps identify which behaviours are adapted to context, responsibilities and working relationships.
Overextended
Highlights qualities that may be pushed beyond their effective range, especially under pressure. This is particularly useful for coaching, leadership and preventing dysfunctional behaviour in demanding situations.
These outputs gain value through professional feedback: the data is linked to the role, objectives, responsibilities and real situations that the person or team must manage.
Sales psychology
Sales behaviour can be observed, trained and improved.
Selling requires much more than product knowledge. Relationships, listening, planning, adaptability and management of the different stages of the customer journey directly affect performance.
I combine psychometrics, training, role-playing, public speaking and behavioural strategies to make commercial development more specific to the person, market and role.
- identifying strengths and development areas in sales behaviour;
- adapting communication to different stakeholders;
- customer planning and relationship preparation;
- developing communication confidence and influencing skills.
The 6 stages of the sales process
Lumina Sales connects the profile to the sales process.
The sales cycle shows where behavioural preferences support the salesperson and where they may create blind spots: preparation, relationship building, understanding needs, proposal, objection handling and closing.
The result is used to build specific practice, feedback and behavioural strategies rather than generic sales training.
KÜNZI
Lumina psychometrics, role-playing and behavioural strategies applied to customer relationships and planning, within a program associated with strong sales growth during the lockdowns.
Schlüter-Systems
Development of a professional who initially had a technical profile into a commercial point of reference, through Lumina Sales, training and public-speaking sessions in a professional studio.
Applied experience
Psychometrics integrated with development and organization.
The tools become particularly useful when embedded in leadership, change, coaching, commercial development or People Strategy programs.
Ospedale di Locarno
Psychometrics embedded in a change and management-development program, with attention to pressure management, relationships and professional effectiveness.
MFR Rating
Psychometric tools used to support the development of key people and the interpretation of climate, culture and performance in an international environment.
Working method
From the problem to the development plan.
1. Objective
Define the decision or outcome that the assessment needs to support.
Define the decision or outcome that the assessment needs to support.
2. Measurement
Select and administer the tool that fits the people, role and context.
Select and administer the tool that fits the people, role and context.
3. Feedback
Translate results into clear and actionable behaviours.
Translate results into clear and actionable behaviours.
4. Development
Connect feedback, coaching, training and People Strategy to the priorities identified.
Connect feedback, coaching, training and People Strategy to the priorities identified.
Initial discussion
Let’s start from the problem you want to address.
Leadership, sales, development of a key person or team dynamics require different tools and levels of depth. An initial discussion helps define the objective and the most useful path.