At MRG, our goal isn’t to be a provider – it’s to be a partner. Learn about the many ways we can support you in meeting the unique needs of your practice. We will share: Brand new ways we can help you position MRG tools competitively against other assessments The Knowledge Base, our new, searchable treasure trove of research, marketing material, and more How custom reports can be used for more powerful, personal engagements

1. Power in Positioning: MRG
Assessment Comparative
Drew Rand Maria Brown

2. Goals & Agenda
Today’s Goals:
• Share our understanding of marketplace
• Identify what makes MRG Assessments unique
• Help you position the use of MRG assessments
Agenda:
1. Philosophical differences
2. The MRG Advantage
3. Addressing Market Needs
4. Summary

3. Assessments We Have Explored
StrengthsFinder (Gallup)
Motives, Values, Preferences Inventory (Hogan)
Hogan Personality Inventory
Hogan Development Survey
Korn Ferry 360
The Leadership Circle
Benchmarks 360 (Center for Creative Leadership)
Quick Question: Any other assessments you are commonly coming up against
you would like us to review?

4. Where Assessment Differences Originate
Philosophy Model Purpose
Construct
Measured
Advantages Disadvantages

5. [Footer text to come] Page No 5
The MRG
Advantage
Key Distinguishing Factors
• Assessment Design
• Facilitates Self Awareness
• Developmental Focus
• Play well with others
• MRG Research adds Context
• MRG Assessment FAQs

6. MRG Assessment
Features
• Questionnaire Design
• Norms
• Non-evaluative (Positive)
wording of report
• Provide support throughout
developmental process (LEA
Resource Guide)

7. Anchored Rating Scale
Least
like me
Not
much
like me
Neutral Fairly
like me
Most
like me
I would want to
be thought of as:
1. Hard working 1 2 3 4 5
2. Smart 1 2 3 4 5
3. A team player 1 2 3 4 5
Ipsative (forced-choice)
Rank order the following statements by
indicating which is most like you, next
closest to you, and least like you
I would want to be
thought of as:
Rank Order
1. Hard working most
2. Smart least
3. A team player next
Traditional Questionnaire Formats
Potential issues:
• Response sets
• Social desirability responding
Potential issues:
• Shows relative order but
not magnitude
• Difficult to compare
individuals

8. I would want to be thought
of as:
MOST NEXT
1. Hard working 5 4 3 2
2. Smart 5 4 3 2
3. A team player 5 4 3 2
The MRG’s semi-ipsative format
Why a semi-ipsative format?
• Reduces biased responding
• Need to differentiate – no response sets
• One option needs to be dropped so it’s okay – reduce biased responding

9. I would want to be thought
of as:
MOST NEXT
1. Hard working 5 4 3 2
2. Smart 5 4 3 2
3. A team player 5 4 3 2
MRG’s semi-ipsative format
Why a semi-ipsative format?
• Collects information about both order and magnitude – permits comparisons
within the individual and with the norm group
• Reliable and valid
• Well-established methods for using and testing semi-ipsative data

10. Norms

11. MRG Assessments for
Development
• Competencies vs. Behavior
• When is each most
appropriate?
• Developmental Content
• LEA Resource Guide

12. MRG Assessments
Play Well With
Others
• Other Assessments
• Not as a replacement, but in
addition to
• Competency Models
• Ease of Understanding
• Development
• Mapping

13. MRG Research Adds
Context
• Freely available research (e.g.,
BPRs, Crib Sheets, Articles)
• Organization Research (e.g.,
industry comparisons,
validation studies, group
comparisons)

14. MRG Assessment FAQs
A sampling of questions we’ve tackled:
• Why is this an especially powerful
tool for development?
• What is the primary purpose of the
assessment?
• What is being measured?
• What are the applications of the
assessment?
• What format does this
questionnaire use and why is it
effective at measurement?

15. Questions

16. MRG and You: Solutions
that Fit
Staci Nisbett

18. Candidate or Coaching Report

19. Extra Observer Groups (Data Splits)

20. Open Ended

21. IDI Energy Charts

23. We can help you with…
 Selecting the right combination of MRG products for your program or
proposal
 Accompanying you (virtually) on a call with your client to talk about
the MRG products and associated solutions
 Adding your logo to any MRG report
 Mapping the LEA to a competency model
 Designing and building custom reports
 Adding our expert interpretation to any MRG report

28. Custom LEA Coaching Report
1. Reduced the number of behaviors given as Coaching
Suggestions from 6 to only 3 to help narrow the focus
2. Excluded 5 behaviors as potential coaching suggestions
as the culture of the organization wouldn’t want leaders
to increase that behavior
3. First priority given to low scores shared between the boss
and direct reports on Communication, Feedback
and Consensual in producing the coaching suggestions

29. Questions

30. News & Highlights from
Marketing
Lucy Sullivan

31. Since we last got together…

32. 80+
posts on the
MRG blog

34. Subscribe
Visit
MRG.com/blog
& subscribe
1 email every
Monday
Contribute
Seeking case
studies, success
stories & new
perspectives

35. registrations
3,484
17 webinars

37. Watch
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coming next week
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Share
We’ve evolved:
content is
sophisticated &
accessible
Contribute
Be part of a case
study or panel
Share ideas for
topics

38. 15+
events &
conferences

40. Recommend
Suggest
conferences you or
your clients attend
Collaborate
Work with us on a
case study
presentation
Invite
Talk to us about
key client events

41. 40+
new pieces of
Research

43. Suggest
Let us know what
topics & studies will
help you
Share
Share them on
social media & use
them with your
clients
Let us know what
resonates