Ribton-Turner Management Services
Career Management
Ribton-Turner Management Services offers a professional career guidance service at career entry level as well as for career change at later stages such as after organisational downsizing, mergers or retrenchment. Counselling/consultation for employees taking early retirement or at the career disengagement stage is also offered. We are available for consultation with organisations who are planning organisational change, downsizing or re-structuring and who wish to use the services of human behaviour professionals to counsel or assess their staff.
Management Assessments
Informed organisations are no longer satisfied to use superficial interview information for the engagement of senior staff; at Ribton-Turner we use the services of registered Industrial Psychologists for psychometric assessments, the design of which will depend upon the job/person requirements as well as the client's preferences. The battery of tests and instruments that are used have been shown to be culturally 'fair' and comply with the requirements of South African legislation. Dr Ribton-Turner remains constantly updated with the current legal issues surrounding psychometric testing. We are able in consultation with the client to offer an appropriate battery of tests or assessment centre technology. This could include profiles of learning potential, cognitive skills, emotional quotient as well as assessments on management ability.
Personality Profiling
Personality profiling has become a prominent and useful recruitment tool. At Ribton-Turner we use the Fifteen Factor Questionnaire (15FQ+) system which has been shown to have acceptable validity and reliability not only overseas but in the South African context as well. The 15FQ+’s ability to construct an effective personality profile from a question set is a major reason for its success. However, for alternative systems, we are also trained users for the Myers-Briggs Type Indicator (MBTI), Fifteen PFQ, the NEO-Personality Inventory (NEO-PI), The Jung Type Indicator and the Sixteen Personality Factor (16PF)
EXECUTIVE COACHING
Psychologists are well placed to offer individual coaching to
executives. Psychologists in executive coaching say joining the field
requires business and psychological know how.
The Brave New World Of Executive
Coaching
William Q. Judge and Jeffrey Cowell
The investment a company makes in hiring and developing executive
employees is hefty. When an executive's performance is below
expectations, there are three options for the firm: (1) terminate the
executive; (2) push him into a noncritical position, or (3) seek to
improve his performance. Because the first two require writing
off considerable investments of time and money, some individuals and
organisations are beginning to explore the third option as a means of
recovering or enhancing those investments.
The latest developmental approach, known as executive coaching, consists of a
series of one-on-one interactions between a coach and an executive that
attempt to improve the latter's performance on the job. Several
activities are involved: assessment, face-to-face meetings, telephone
conversations, exchanging e-mail. Coaches serve as trainers,
facilitators, motivators, moderators, devil's advocates, sounding
boards, and confidantes. Though not a substitute for
psychological counseling or substance abuse treatment, coaching often
assists practicing executives in addressing crucial managerial
weaknesses and can empower them to higher levels of health and
functioning.
What it is.
Kathryn Foxhall
In terms of everything executive coaches might do, "the
possibilities become mind-boggling", says Randall P White, PhD,
principal in the Executive Development Group and co-author of "The
Glass Ceiling: Can Women Reach the Top of America's Largest
Corporations?". The work often is about helping an executive
identify his or her strengths and weaknesses and address both, but
other areas of focus may include:
- Serving as a sounding board for strategic decision-making.
- Coaching a newly promoted employee who has never supervised before.
- Helping employees manage their stress.
- Helping a team "fight fair" as its members divide up resources for their parts of make-or-break product level development.
- Aiding in the "management of uncertainty" in these days when there can be five or six "right" strategies that could be pursued.
- Mediating conflixts between executives. A coach often has a kind of temporary authority, say several of the experts, to tell top leaders what no one else can. "Sometimes I can say the unsayable", says White.
What services does an Executive Coach offer?
Dr Frans Cilliers: Dr Pieter Koortzen
- Skill coaching
- Performance coaching
- Developmental coaching (includes career and transitional coaching)
- Own agenda coaching
- Executive coaching
- Business coaching
- Remedial coaching
- Personal / life coaching
- Team coaching
