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Our Bundle Practice Pack covers the common tests you are going to face in the DDI assessment.
The pack includes:
  • Situational Judgment Tests
  • Personality Tests
  • Numerical Reasoning
  • Verbal Reasoning
  • Logical Reasoning (Inductive & Deductive)
Tests: 149 Questions: +2100

No matter the size, shape, and niche of any organization, a business is only as good as its weakest leader. This is why smart business owners look to hire the most experienced leaders. However, while experience plays a large part in promotion many organizations are missing the mark. Those who aren’t are realizing that catering to only those with experience isn’t always the answer. In fact, more important than anything are the hidden attributes of a leader that may not be teachable or even discoverable. So what does that mean for businesses looking for leaders and those who hope to be leaders?It means that they both have to take a brand-new look at locating and improving upon talent. 

Enter the DDI Leadership Assessment Test. This groundbreaking screen role-playing test allows companies to see just how potential leaders will react in a real situation. This test not only identifies new leaders but it can also show current leaders where they can improve. After the assessment is taken the results are then sent off to a team of psychologists where the results are then weighed in. The test covers everything that a manager or leader might come in contact with on a day to day bases like technical issues, staff development, coaching skills, quality control complaints, rotas, personal problems, and production snafus. 

The Financial Times recently spoke with a UK psychologist about not only the ins and outs of the test but just what may help applicants to bring home a better job and better results. Here is what Dr. Hester had to say about the most important things to drive home a great end result. 

Pay Attention to Reactions That Listen Not Just “Tell”

Confident leaders are often sure of their first instincts. Hester says that this is not always a good thing. While it is good to be confident in leadership decisions many leaders can get caught in a “don’t tell me how to lead” kind of mentality. This can result in managers and other leadership missing out on chances to grow, learn from their employees and see the best way to do things from the eyes of those who must be up close and personal with their own operations. Being confident is good but remember that psychologists will also be looking just as much for your ability to listen as they will to your ability to give orders. 

Be Consistent

Blowing hot and cold is a sure-fire way to get your DDI leadership assessment given a second glance. Good leaders show consistency over time and you want this to show over the course of your assessment too. Remember that these tests are designed to mimic everyday life as a manager or leader. The psychologist will be looking at your ability to stay consistent no matter what that means for you. There are no wrong answers on a DDI, however, showing an inconsistent nature will result in a “room for improvement” note on your end result. Practice forming ideas and action on makeshift online scenarios. Are you reacting similarly every time? If not, keep practicing until your overall reactions are similar to each other. 

Show Your Ability to Help Others Correct Mistakes and Issues

A big part of being a leader is knowing how to help others correct their issues. Anyone can bark orders at someone or tell them where they went wrong. A leader knows how to address an issue while also offering problem-solving after that. Hester spoke a lot on coaching skills during his interview with the Financial Times. A lot of applicants needed improvement in the coaching skills area. If a potential leader can excel in this area of the test they just might beat out hundreds of others after taking the DDI. 

Remember That Preparing Your Team for Unforeseen and Potential Issues before They Ever Arise Are Vital.

Preparing employees for the future is just as important as solving problems that arise. Responses that prove that you are invested in building future leaders and better employees impress test assessors. Experts want to know that you know how to prepare your team for their future with a company. They also want to know that this is something that you can do on a consistent basis. 

Don’t React “Power Hungry.” Know How to Delegate.

A lot of leaders become micromanagers. No one likes a micromanager. Not only are they difficult to work with but they also get much less done. When a leader is trying to do everyone else’s job then they become only a portion of what they can be as a leader. In order to do their own job, a leader has to know how to delegate work to others. Hester couldn’t say it enough. “Delegate.” This can be operational but it is also a strategy. When you are contemplating the way to handle scenarios and everyday tasks keep the word “delegate” in mind. 

Keep in Mind That Even Well-Qualified Leaders Will Have “Areas of Improvement.”

The DDI is a very positive assessment test. It focuses less on what you did wrong and more on what you can do to improve your skills. When the DDI-specific psychologists take a look at your results they will point out areas of improvement. Choose to see these corrections as a learning curve. Good leaders learn from their past and from the advice of others. 

The DDI Assessment Test can be just as fun to take as it is to discover your strengths. While the importance of preparing for the test is much the same as any other test… there is a game-like atmosphere to the freedom in choosing specific ways to solve a problem. With real-life role-playing at your fingertips you will weed through things like strange emails as your fictional character. This can be just as enchanting as it is realistic. While this assessment is not a video game, your inner child just might be feeling nostalgic as you go from conquering “bosses” to being one yourself. 

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affiliated with, or otherwise endorsed by, DDI.