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PSYCHOSOCIAL SKILLS DIAGNOSES
We scientifically measure your organization's capacity for change, by modeling the behavioral and relational skills of its members.
Peter Drucker
Tailor-made interventions, based on research instruments.
We objectify the ability of leaders and organizations to deal with change and uncertainty, through psychometric tests of behavioral and relational skills.
Why assess?
The dominant evaluations in leadership development are based on two scientific impasses: personality trait tests, which measure stable undevelopable attitudes, and evaluations of vague constructs (“leadership”, “agility”) that aggregate heterogeneous dimensions without allowing targeted action.
A study published in April 2025 (Feraco et al.) has just confirmed this intuition: individuals believe more in their ability to develop skills than to change their personality. They find it more feasible, more motivating, more impacting. The result: generic profiles that label more than they equip, with no direct link to performance or the possibility of measuring real progress.
How do we do it
We rely on recent research in organizational psychology to assess specific, individual and collective constructs that have a high operational impact: agility, resilience, adaptive leadership, collective intelligence, collective intelligence, psychological security, etc.
Each construct is modelled in measurable dimensions using validated protocols. Where appropriate, we complement these instruments with a psychometric assessment of organizational constraints to model systemic barriers. This approach makes it possible to distinguish what relates to developable skills from what relates to structural obstacles that need to be overcome.
What we give you back
You get an operational map at two levels: the behavioral and relational skills that can be developed (with their measurable progression over time) and the organizational constraints to be neutralized in order to unleash performance.
Exit personality labels and fixed psychological profiles; make way for concrete levers of action, prioritized priorities and objective reevaluations. You are not profiling your talents according to what they “are”; you are identifying exactly what they can develop to maximize and measure their impact.
An impact validated by research in organizational psychology
A systematic review of 14 studies (Sarkar & Fletcher, 2015) shows that cognitive resilience programs significantly improve the mental well-being (d=0.78) and behavioral performance (d=1.0+) of employees.
Well-being
strong to very strong effects
Psychosocial variables
moderate to strong effects
Performance
very strong effects
R² = coefficient of determination
0.2 = weak 0.5 = medium 0.8+ = strong
Why call on us?
UNREST is a cognitive-behavioral change firm. It is based on a resolutely scientific, structured and demanding approach to individual and collective change.
