IPQPro Frequently Asked Questions

What methodology sits behind the IPQPro?

IPQPro uses a psychometric questionnaire called the Work Style Analyser (the WSA) to generate the data for analysis and to build up an accurate candidate profile prior to authoring the bespoke report.

The WSA was developed in the late 1980’s by Medwin Poots, Chartered Occupational Psychologists, Hampstead, London. It provides a wealth of data about an individual’s preferred way of working and is used by organisations to support development and recruitment processes (more info).

How was it developed?

The WSA was developed and tested over two years by Medwin and his team who worked with several large UK based organisations (Hawker Sidley, Burton Group, Laura Ashley etc) putting people through the process as it established its statistical validity. A technical manual containing all the descriptive statistics, standard deviations and scale correlations is available to those seeking accreditation to use the WSA under licence as they go through their practitioner training. Knowledge of the WSA is NOT a prerequisite for either buying or using an IPQPro report. If you need to know more about statistical validity please contact us.

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How is WSA different to other psychometrics?

The WSA was developed because there was no one questionnaire providing a broad enough range of information. There were many instruments on the market all providing specialist but narrow insights but Medwin Poots’ vision was to develop a psychometric that would “break the mould” in that the WSA would provide a broad range of data but would at the same time retain depth and accuracy (more info).

Who uses the WSA?

The WSA is used under licence by a range of organisations and independent coaches and trainers, including Unilever, Coke, Virgin, Vodafone, WH Smith, Hodder Headline, Rail Europe and Cadbury Schwepps.

How does the WSA data become an IPQPro report?

Once a candidate has completed the questionnaire on our site, the data is sent to one of our specialist authors who analyses the results. There are 25 scales providing a wealth of data about the candidate, and the author uses this to build up a hypothesis about the candidate, exploring and capturing the essence of their influencing style, identifying the strengths, limitations and opportunities for becoming more influential. Considerable time and skill goes into ensuring that the reports are highly accurate as well as being clearly laid out, written in an engaging style, as well as being highly practical and easy to use.

What do the 25 WSA scales measure?

The main scales used by the WSA are ...

Leadership – Do they prefer to lead or play an important team role?
Management Control – will they delegate readily or take more personal control?
Consideration – To what extent are they focused on the needs of people?
Assertion – To what extent will they stand their ground?
Extroversion – How socially skilled and confident are they?
Emotional Distance – To what extent do they “reveal what they feel?”
Decision Making – How comfortable are they at making decisions?
Strategy – Where is their focus, here and now or longer term?
Analysis – How comfortable are they with analysing data?
Creativity – To what extent do they see new possibilities?
Structure – How do they prefer to organise their work?
Completion – How much attention to detail do they pay?

It also provides a Motivation Profile exploring...

Autonomy – Are they motivated by working solo?
Status – Are they interested in hierarchical power and rewards?
Achievement – Are they motivated by getting things done?
Excitement – Are they motivated by stimulating and changing experiences?

Team Profile Data featuring...

Team Leader – Do they prefer to lead in meetings and groups?
Team Implementer – Are they contributing action and activity to the group?
Team Analyst – Do they contribute with facts and data?
Team Innovator – Do they see new possibilities for the group?
Team Facilitator – Do they contribute by working at a process level?

And finally two other useful scales...

Learning Style – How do they like to learn most effectively?
Change Profile – What is their reaction to change?