The Bar-On

Choose whether to show or hide details whereby contacts might be identified on MMP reports.

This feature allows agents to safely use demonstrate reports to prospective clients. Enjoy the convenience of sharing the performance results of an individual or group with an audience in a presentation or for training while protecting their identity.

• MMP reports show the individual’s or group’s name by default.
• Use the Show/Hide Toggle inside MMP reports, located top-right on the cover page. This will switch the name and other identifying particulars to be anonymous by UID.
• Make the switch to hide the name before sharing your screen to show the report to others.
• Toggling again will show the identifying particulars again, or you can simply exit your browser.

MMP Report access can be extended to adjunct persons, in addition to contacts themselves, as needed.

The discretion lies with agents to determine if and when to share reports with contacts as end-users, as well as adjunct persons (e.g., an HR professional, boss, mentor, external coach, or counsellor).

• Use the Report Access button inside MMP reports, located top-right on the cover page, and follow the prompts.
• Agents can revoke access the granted before if needed.
• Agents can now also give adjunct persons access to reports, with full transparency to the contacts.

By granting contacts access, they will automatically receive an email with instructions for how to access a contacts portal from where they can view all their accessible reports over time.

Agents communicate the login information needed for report access themselves to adjunct persons that they can vouch for. Report access is made possible via the usual public navigation. Adjunct person access requires personal communication as a protective measure, allowing agents to regulate who has access to MMP reports.

From Emotional Intelligence to Human Performance
Live podcast interview, Horacio Marchand – El Podcast, Monterrey, México
Host and moderator: Dr. Horacio Marchand
Guests: Dr. Reuven Bar-On and Dr. Carina Fiedeldey-Van Dijk
Watch on YouTube with Spanish subtext

Scientia critically supports traditional scholarly publishing and transforms science into something enjoyable, understandable and impactful, giving everyone the chance to be involved. The Scientia editorial team works with authors of published journal articles of a scientific nature to increase the visibility and accessibility of their research in 11 diverse areas of interest. They argue that it will help to create more opportunities for funding, employment, partnerships, and support.

Science communication, or ‘Sci-Comm’ as it is affectionately known, is a young field with growing importance. Sci-comm is the practice of informing, educating, and raising awareness of science-related topics. This often refers to communicating to non-specialists, as opposed to expert-to-expert communication associated with scientific publishing.

The Sci-Comm objective is to communicate science in a concise format that provides enough information for specialists and non-specialist to understand. With over 3000 new science papers being published each day, it is important to accurately raise awareness of science and help people cut through the noise of over-publishing.

This Sci-Comm article goes beyond the usual academic publishing channels to reach a broad and diverse audience. The printing of this article supports communication with practitioners and business audiences. Scientia helped provide unique perspectives and insight that benefits the innovative ideas, development and research that led to the current and fourth version of the MMP available to you today.

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Optimising Employee Talent with a Multifactor Measure of Performance

October 10-12, 2023
October 10th: 11:00 - 19:00
October 11th: 08:30 - 16:30
October 12th: 08:30 - 16:30

Shambalanté se ubica en el
pueblo mágico de Izamal, en
Yucatán, México (Km. 2.7 de la Carretera Sudzal Chumbec)

• Become an MMP Qualified Specialist to evaluate, coach and train individuals and groups to strengthen their performance.
• Assess suitability for employment, diversity and team fit, and actively manage organizational talent.
• Confidently apply the MMP to make a difference. Attract the best, manage burnout, improve resilience, foster morale, and maximize employee retention.

Facilitated by Into Performance
Hosted by Talento Emocional
Descargar Folleto

Multifactor Measure of Performance (English Excerpt)
Live radio interview at 20:00 on 94.5 FM Radio Fórmula en los Negocios (for Business), Yucatán
Host and moderator: Roberto Cruz Lozano
Guests: Dr. Reuven Bar-On and Dr. Carina Fiedeldey-Van Dijk

Choose to complete the MMP assessment in either English or Mexican Spanish.

Choose the appropriate country and language whey you set up your MMP clients. For example, if you specified them to be based in Mexico and that you want to communication to be conducted in Spanish, contacts have the option to complete the assessment in Spanish also (or toggle back to English if you want to provide that flexibility).

• Contacts feel comfortable when they are introduced to the MMP in their local language.
• Contacts will fluently complete the MMP assessment, which improves the accuracy of performance results for individuals and groups.
• The language option for completing assessments extends to include the MMP Résumé Round-Out for contacts, and which also helps with public relations and marketing.
• This language option builds upon improved test score applicability with the future availability country-specific norms.
• We are planning to add additional languages beyond English as based on demand.

The MMP assessment system has been upgraded to allow for multiple languages.

Indicate the preferred communication setting for your MMP client by choosing from a range of available languages. Contacts are able to complete the MMP assessment in the language of their choosing.

• Into Performance ULC is working with cApStAn, a language services provider for professional translation.
• MMP translations are executed with quality assurance and with consideration of multilingual needs.
• Reach out to us to discuss how the MMP assessment language can be localized for your business needs.

Into Performance ULC formalized the ease of reading of its MMP Assessment items.

The current version of the MMP assessment was always designed with item readability in mind, but demonstrative proof of its item-by-item ease of reading in English is now formalized. Read more about this in Position Paper 2(1).

Readability is commonly measured by the Flesh-Kincaid (F-K) formula. Text with a grade level readability score of ≤ 8, or a reading ease score of ≥ 60, means that the average reader has to have at least a US Grade 8 level of reading to understand it. This is equivalent to a schooling age of 13-14 years, and includes 80% of the general public.

• The grade level readability score of the 120 MMP items is evaluated as 5.36, which is comfortably lower than required for accurate assessment.
• The reading ease of the MMP items is measured as 71.32, which is higher and better than required.
• MMP assessment readability lies at a schooling age of 10-11 years, which includes 85% of the general public, and 100% of its targeted adult population in all industry sectors and disciplines.
• The MMP was awarded the top readability rating of A.
• Excellent readability in English translates well into other languages, with a strong probability of achieving high equivalence as a result.

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Sharpening the Interpretation of Assessment Profiles:
Using the Bar-On MMP as a Measure of Performance
Poster presented by Dr. Carina Fiedeldey-Van Dijk
Authored by Dr. Carina Fiedeldey-Van Dijk and Dr. Reuven Bar-On

Psychometric assessments are used to gain better understanding about individuals’ characteristics and capabilities for informed decision-making about their fit and future job effectiveness. While many professionals invest in assessment certification, formal practice in interpreting test results is often dependent on accreditation training.. Significant learning occurs through trial-and-error, and by relying on previous experience. This challenges the high standards that governing bodies like the AERA, APA and NCME, and the International Test Commission set for test interpretation.

In this session, we will consider best practices for interpreting assessment results beyond the identification of strengths and areas for opportunity, to discover the profiled “story” of the test taker. We will use the exemplary Bar-On Multifactor Measure of Performance™ (MMP), which provides standardized scores for 18 scales grouped into Physical, Cognitive, Personal, Social, and Inspirational factor categories. Five additional scales assess Leadership, Industriousness, Productiveness, Burnout Avoidance, and Coachability, which makes the MMP most suitable for skill building in these particular areas.

MMP reports provide solutions that are designed to meet key client functions and needs, three of which currently pose critical challenges: Competition for talent, top-performer retention, and impactful leadership. Attendees will be guided to practice different profile interpretations in these contexts, using a different benchmark each time.

We will use the MMP’s online visualization technology to interact with the assessment profiles. Attendees can follow along on the presentation screen, or participate hands-on by accessing the profiles from their own electronic device. The interpretational competence gained here will have wide application possibilities for practice and study.

APA Convention
https://convention.apa.org/

APA promotes research in psychology, the improvement of research methods, and the application of research findings.

APA 2023 is bringing together the best psychology has to offer. From the latest trends in practice to cutting-edge psychological research, APA 2023 has something for everyone. With 1000+ hours of programming, APA 2023 has something for everyone. Explore the full program and find the sessions you just can’t miss.

Into Performance ULC strengthened and expanded their reporting of the integrity of MMP assessment results.

It is possible to determine whether MMP reports contain results with high integrity before puchasing them. In the MMP, responses are evaluated based on three integrity classifications: Valid, Credible, and Invalid.

• Use the reported results with confidence when the integrity is marked as either Valid, or Credible.
• Check whether any of the seven integrity metrics, which describe different response-stye aspects, is possibly marked for lying outside of acceptable areas, and use their guidelines for follow-up.
• Consider asking the contact to redo the assessment if the first was marked as Invalid.

The classified integrity of results are provided at different points of decision making:

1. It is indicated next to notifications that the assessment was completed and available, before the report is purchased.
2. It is listed on the cover page of MMP reports, with guidelines for follow-up.
3. For justification purposes, one can access the details in the MMP Integrity of Results report for agents to access via in the Report Tree, following the Public Relations family and the Show & Tell report set. This report is free of charge!
4. One can decide to include individual results with all possible integrity classifications, or selectively exclude some based on their integrity classification prior to accessing a group report.

Assessing and Preventing Burnout With a Multifactor Measure of Human Performance
Presented by Dr. Reuven Bar-On
Authored by Dr. Reuven Bar-On and Dr. Carina Fiedeldey-Van Dijk

In this keynote address, the presenter will describe the application of the Bar-On Multifactor Measure of Performance (MMP) to assess and reduce the risk for burnout.

The prevalence of burnout is well-known and remains one of the US Surgeon General’s top five priorities for the past couple of years. It has a negative impact on performance in the workplace, on individuals, organizations, and on the economy in general. The MMP will be introduced as the authors’ method of choice in assessing and addressing this risk. It is a scientifically developed, valid and reliable psychometric instrument designed to study, evaluate, and enhance human performance. It assesses 18 core factors that contribute to human performance. These multiple contributors to performance are assessed by focusing on the current behavior of the “whole person” based on evaluating the strength and balance of physical, cognitive, personal, social, and inspirational factors. The authors’ research findings will demonstrate which of these factors have the strongest correlation with the risk for burnout, based on examining a North American sample of 3,039 adults.

This presentation concludes with the recommendation that comprehensive and scientifically validated assessments, such as the MMP, need to be applied to detect the early signs and symptoms of burnout. The MMP can help expedite intervention, which is expected to help reduce the negative consequences of this disorder.

Search and filter for contacts, including saving the matched results, and access MMP group reports.

Select contacts and assign them to a grouping, from where their group report can be accessed via the Groupings panel in the dashboard.

1. Access a focal group’s performance results
2. Have groupings on-hand for the convenience of performing organizational functions, as needed.

Plan for when you can start preparing focal groups for benchmarking by selecting contacts whose performance fit a model group against which you can compare other individuals or groups. You can select contacts by hand, or let the MMP Conductor nightly keep adding matches based on the criteria you have set for this benchmark group.

In MMP group reports, the graphed performance profile will indicate the degree of homogeneity among the group for each of the assessed factors for groups of size 12 or more.

Enhancing Proactive Action in Pediatrics and Neonatology With the Bar-On Multifactor Measure of Performance (MMP)
Presented and Authored by Dr. Carina Fiedeldey-Van Dijk and Dr. Reuven Bar-On

In this presentation, we will introduce the Bar-On model of human performance, which is assessed with the Multifactor Measure of Performance (MMP). The MMP is a unique and innovative psychometric instrument designed to efficiently study, evaluate and enhance performance as an important and omnipresent construct throughout life. This scientifically developed and validated assessment comprehensively considers the “whole person” by assessing physical, cognitive, personal, social, and motivational factors. The MMP provides feedback on current behavior and suggests purposeful action for improving performance. MMP reports can provide guidance for pediatric and neonatology healthcare providers in their professional work and for them personally, as well as to strengthen the parental and guardian support of their patients and hopefully contribute to their treatment.

We will briefly describe the MMP’s structure of 18 core scales that assess key contributors to performance, along with 5 ring scales that facilitate a deeper understanding of leadership, industriousness, productiveness, burnout, and coachability at work and elsewhere when our own well-being or that of others is challenged. We will also suggest how the MMP can be applied in both research and practice, as well as discuss ideas for how it could be integrated within the attendees’ existing practice. We will conclude by opening the virtual floor for an interactive discussion, where participants can also share thoughts of how the MMP might contribute to their work and in the spirit of possible collaboration with us.

Who Looks After Us? Preventive Care for Healthcare Provider Effectiveness With the Multifactor Measure of Performance
Presented by Dr. Carina Fiedeldey-Van Dijk
Authored by Dr. Carina Fiedeldey-Van Dijk and Dr. Reuven Bar-On
March 30, 2023
Barcelona, Spain

Objectives. The delegates to this conference represent an impressive consortium of healthcare professionals, leaders, and decision-makers with demonstrative achievements. Yet, who takes care of the health and well-being of our allied service providers to sustain effective performance?

Scope. With our focus on the future of healthcare and those needing our expertise, we tend to delay or ignore attention to ourselves. Every healthcare provider here and at work deserves the benefit of looking after themselves along with others to positively affect their performance.

Method. The Bar-On Multifactor Measure of Performance (MMP) is an innovative method to identify weaknesses and imbalances in underlying factors that contribute to performance and well-being. The published development and psychometric validation of this fourth version of the MMP is based on a large normative population (n=3,039). It is suitable for understanding current performance strengths and areas for professional and leadership performance improvement. Preventive monitoring at regular intervals is supported by targeted development suggestions. It can facilitate recruitment, selection, and succession planning. The MMP takes an average of 20 minutes to complete. Administration is largely automated, and performance results are immediately accessible online for point-of-care.

Results. Knowing what drives us to perform and how we display this at work, is essential for becoming better at it. We will share with delegates a few select profile examples with a brief case history. We will demonstrate these interactively and discuss how one might be able to identify early signs that could uniquely affect individuals’ somatic and mental attentiveness, their intrapersonal acuity, relationship quality, and what encourages them for overall happiness and success.

Conclusion. The MMP offers an opportunity to invest in ourselves to enhance our effectiveness and resilience, and extend the same to empower our patients as well.

Assessing and Reducing the Risk for Burnout With the Bar-On Multifactor Measure of Performance (MMP)
Presented by Dr. Reuven Bar-On
Authored by Dr. Reuven Bar-On and Dr. Carina Fiedeldey-Van Dijk
March 30, 2023
Barcelona, Spain

Objectives. In this presentation, we will describe the application of the Bar-On Multifactor Measure of Performance (MMP) to assess and reduce the risk for burnout (RfB) and help diminish its negative impact on the workplace.

Scope and Method. The prevalence of burnout has a well-known negative impact on performance and productivity in the workplace, including its effect on individuals, organizations and on the economy. We will introduce the MMP as our method of choice to assess and help address this risk. The MMP is a valid and reliable psychometric instrument designed to study, evaluate and enhance human performance. We will first discuss how the MMP is structurally organized to assess and strengthen 18 core factors that contribute to human performance. These multiple contributors to performance are assessed by focusing on the current behavior of the “whole person” based on evaluating the strength and balance of physical, cognitive, personal, social and inspirational factors. Our research findings will demonstrate which core factors have the highest correlation with RfB. A range of statistics were used in examining the degree of correlation between MMP’s 18 core scales and RfB in a North American sample of 3,039 adults.

Results. The presenting author will describe and discuss the results obtained to date, indicating which factors appear to be the strongest contributors to RfB.

Conclusions. This presentation concludes with the recommendation that comprehensive and scientifically validated assessments, such as the MMP, need to be applied to detect the early signs of burnout and expedite the initiation of intervention when recommended. This is expected to help reduce the negative consequences of this disorder.

Strength in Performance is Serious Play!
Presented by Dr. Carina Fiedeldey-Van Dijk
November 19th, 10:45am

Top performance at work and elsewhere requires our whole person – the physical, cognitive, personal, social, and inspirational. In this workshop, we’ll demonstrate this in a kinesthetic way. Participants on site are invited to bring their competitive A game, and put it in action in a collaborative spirit – just like they would do at work. No skill set is required, just bring the best version of yourself! Teams will get busy building towers, throwing all they have (or can use from others) into the task. This exercise, which get more fun the more people join in, promises to provide the fertile ground needed for a rich facilitated discussion. We will conduct this in a plenary fashion, inviting participants to share their experiences and insights. Together, we will reflect on what happened (and virtual participants, who have enjoyed the show, will share their keen observations) to gain valuable insights into group and individual performance strengths.

Don’t miss out – become performance aware! In the final part of our discussion, we will relate the group and individual learning that we gained in a playful way back to the Bar-On model of human performance and what that might mean for productivity in the workplace. This comprehensive model is tied to the complimentary MMP assessment provided with TCD registration, where participants received their personal Résumé Round-Out report. It will give participants the opportunity to relate their personal performance strengths back to what they have learned about themselves in relation to others during the session. Perhaps additional folks might want to capitalize on this opportunity after the fact as well!

Toronto Change Days
https://torontochangedays.com

Recognise and empower your own talent! Change Days will help you identify and prepare potential facilitators from within your own organisation, weaving the experience and knowledge of your own team into your event. The Change Days team will be there to help you design an unforgettable and transformational event.

The Change Days’ approach is adaptable and inclusive for variations in learning styles, experiential through our highly interactive approach to workshops, tested and assessed by more than 1000 people so far in cities like Berlin, Toronto, and Perth. Change Days is an exciting, dynamic, community building and fun learning experience!

In today’s environment, when all eyes are on what law enforcement might or might not be doing right, being mindful of your performance strengths can help re-focus public perception of your agency’s image.

Leveraging your Performance Strengths
Fiedeldey-Van Dijk, C., Bar-On, R., & Javidi, M. (2022). Leveraging your performance strengths. International Association of Directors of Law Enforcement Standards and Training, 34(4), 32-34.

International Association of Directors of Law Enforcement Standards and Training
IADLEST has been publishing four newsletters per year since 2007.

Newsletter articles are directed towards the interests of the state POST agencies, the academies they regulate, instructors of law enforcement, criminal justice officers, and other interested persons and agencies involved in the selection and training of law enforcement officers. The IADLEST newsletter publication dates are in the months of January, April, July and October and available on its website in digital print only and as a free resource.

IADLEST's mission is to support the innovative development of professional standards in public safety through research, development, collaboration and sharing of information, to assist states and international partners with establishing effective and defensible standards for the employment and training of public safety personnel.

IADLEST is an association of standards and training managers and leaders. Its primary focus is criminal justice standards and training. To the extent that the focus and the values promoted thereby can be furthered and shared, all training professionals are welcome as members.

IADLEST offers its members an opportunity to meet with other training and standards managers to exchange ideas, seek advice, and to compare progress. Members receive the products of IADLEST projects, national policy input, and innovations in criminal justice standards and training.

View the complete newsletter - Page 32

APA promotes research in psychology, the improvement of research methods, and the application of research findings.

Div. 5 draws together specialists in the areas of quantitative and qualitative methods. Our membership includes specialists in the fields of educational psychology, industrial-organizational psychology, individual assessment, measurement, program evaluation, psychometrics, qualitative inquiry, research interviewing, research methods and statistics.

The disciplinary affiliation of division membership reaches well beyond psychology, includes both members and nonmembers of the American Psychological Association, and welcomes graduate students.

View the complete newsletter:
Introduction to the Bar-On Multifactor Measure of Performance (MMP): Structure, validation and applications

Frontiers in Psychology is the most cited journal in its field with more than 375,000 citations and 267 million views across 31,000 articles.

Frontiers in Psychology is the largest journal in its field, publishing rigorously peer-reviewed research across the psychological sciences, from clinical research to cognitive science, from perception to consciousness, from imaging studies to human factors, and from animal cognition to social psychology.

Today, psychological science is becoming increasingly important at all levels of society, from the treatment of clinical disorders to our basic understanding of how the mind works. It is highly interdisciplinary, borrowing questions from philosophy, methods from neuroscience and insights from clinical practice - all in the goal of furthering our grasp of human nature and society, as well as our ability to develop new intervention methods.

Frontiers in Psychology, as a large, multidisciplinary and open-access journal, aims to be at the forefront of disseminating the best scientific knowledge and impactful discoveries to researchers, academics, clinicians and the public worldwide.

Impact Factor: 4.232
CiteScore: 4.0
Citations: 375,169

View the complete journal article:
The Bar-On Model and Multifactor Measure of Human Performance: Validation and Application

May 24-26, 2022, 9am - 5pm
Indiana Wesleyan University
8211 W Jefferson Blvd
Fort Wayne, Indiana, USA 46804

• Become an MMP Qualified Specialist to evaluate, coach and train individuals and groups to strengthen their performance.
• Assess suitability for employment, diversity and team fit, and actively manage organizational talent.
• Confidently apply the MMP to make a difference. Attract the best, manage burnout, improve resilience, foster morale, and maximize employee retention.

Facilitated by Into Performance
Hosted by Tidewater Coaching

The Heads-Up panel summarizes all important activities in one place for you to keep abreast of new developments, including:

• Recently completed assessments
• Non-responding contacts
• Bounced communications
• Group completion progress
• Profile matches to star-performer benchmarks
• Alerts from the MMP Conductor
• Agent-requested notifications

The Heads-Up panel is a time-saver for both infrequent and heavy MMP use.

Following the sophisticated contact creation and management dashboard, Into Performance ULC made light-work of tedious assessment administration by creating the MMP Conductor. This homunculus can take care of running all aspects of assessment administration such as invitations, reminders, re-assessments, notifications, progress communications, and dynamic scheduling.

• You decide how you want the MMP Conductor to work for you.
• The MMP Conductor acts intelligently, and will never override or overlap your decisions.
• You set the level of MMP Conductor support you want, for a group or down to an individual contact.
• The MMP Conductor's actions are fully transparent, presented alongside your own.

The MMP Conductor stays on top of your contacts, performing the functions of a valuable employee.

Into Performance ULC made a break-through decision to move away from traditional reports as the end result of assessment, to report sets that are focused on providing solutions to immediate and future business needs through several broad workplace applications:

1. Introduction and interest
2. Hiring and positioning
3. Human resources outreach initiatives
4. Coaching and mentoring
5. Thinking forward
6. Sharing and caring
7. Laying the groundwork for tailoring

Each application contains 2 to 4 report sets, each addressing a different business need through a small collection of reports that complement each other.

Into Performance launched open-access to the MMP assessment. This opportunity is especially suitable for:

• Students and individuals seeking employment, with immediate access to the free Résumé Round-Out report.
• Anyone interested in experiencing the MMP assessment.

This limited offer is a great way to experience the MMP assessment first-hand, and you'll immediately receive a free MMP™ Résumé Round-Out report with your top four performance strengths! Once completed, you can upgrade to a full report, and an optional debriefing of your results by contacting an MMP Qualified Specialist.

August 26-28, 2021, 9am - 5pm
Private Workshop
Raleigh, North Carolina, USA

• Equip an organization to be self-sufficient in the MMP.
• Assess suitability for employment, diversity and team fit, and actively manage organizational talent.
• Confidently apply the MMP to make a difference. Attract the best, manage burnout, improve resilience, foster morale, and maximize employee retention.

Facilitated by Into Performance
Hosted by National Command & Staff College