Whom We Serve About The MMP MMP Qualified Specialists Contact Us
 
 
 
 
 
 

Bar-On MMPTM Clients

Researchers, Grads, Writers

 
 
 

See how we're stronger together

 
 
 
   
 
   
   
 

So Much Data

The MMP generates data, and lots of it. Researchers and writers love opportunities to mine assessment responses as they see fit. The quest for answers, using MMP data, is by itself a fascinating endeavor.

Data's not my thing ≻

 
“Performance is a pattern of continuous action.”
 
 
“Performance is a pattern of continuous action.”
 
 

Reliability and Validity

 
 

Being in its fourth version, the MMP was extensively researched during its development over a seven-year period. We used different samples comprising diverse population characteristics to ensure that objectivity is applied in the psychometric design. Its current edition has been validated and represents the first commercial version of this assessment. The MMP is developed by performers for performers; the more we study it, the more it will serve others.

The test developers welcome scholars of human performance, researchers, academics and graduate students. There are opportunities to conduct and publish MMP studies, continue to norm and validate the assessment for different purposes, and examine its applicability with larger and more diverse target populations or samples.

Read about the psychometrics ≻

 
 
 
 

We Share Raw Scores

We are ready to share original MMP data to interested colleagues; doing so will further the development of this assessment. Respecting respondent privacy, names and personal identifiers will not be shared. For each respondent, you'll have access to:

  • 26 standardized scale scores
  • 26 raw scale scores
  • 120 converted and transformed item responses

This dataset will allow you to statistically compute internal consistency and factor analysis. In fact, you will be able to analyze this dataset with the full range of statistics.

 
 
 
 
 
 

Analyze Your Own Data

 
 

We encourage you to analyze MMP data for both academic and practical purposes:

  • Work independently or in collaboration with us
  • Test the MMP's validity and reliability for a niche group
  • Compare the scaled factors between demographic groups
  • Publish the data within wider contexts
  • Combine with other sources of information
  • Demonstrate intervention effects with pre-post testing
  • Supplement the MMP with subject-matter specific questions
 
 
 
 

Working with Corporate Consultants

If you work under corporate contract, you may request data on their behalf. Address your client's needs by using the MMP to inform your own service offerings. MMP report content and visualizations are easily embedded into corporate reports and presentations.

 
 
 
 
 
 

Tandem Publishing

 
 

We are interested in hearing about your research plans to pool our respective strengths. Publishing together expands professional networking, and creates more opportunities. Publish or Perish!

Utilize the MMP platform to do your own research by supplementing the assessment with additional questions in the interest of your subject matter.

 
 
 
 

Graduate Student Support

The MMP offers opportunities for graduate students who are looking for a topic and/or data for their master's thesis or doctoral dissertation. We will regularly update current themes of interest in accordance with market needs.

 
 
Enticing themes +
  • Differentiating leadership performance among managerial levels in organizations
  • The development of human performance from pre-birth to end-of-life
  • The impact of performance on well-being, as well as the impact of well-being on performance
  • The relationship between core factors and ring factors of performance
  • COVID-19 and the risk for burnout
  • The predictive power of the Bar-On MMPTM on various performance outcomes
  • The impact of performance behavior on sales success
  • Coachability as a moderator in behavioral change, performance, productivity and profitability
  • Two sides of the same work performance coin: Industriousness and productiveness
 
 
 
 

We Sponsor Strong Projects

In support of advancing the field of human performance, we sponsor flagship projects annually. If you would like to be considered for this opportunity, please provide your contact details and project plan here. Use this form also if you seek assistance for any part of your research project, for example to:

  • Get advice or endorsement
  • Obtain permission to use data
  • Receive help gathering data and running your research
  • Get support in analyzing data and/or publishing your results
 

Tell us about your project

Salutation
First Name
Last Name
Telephone
E-mail
Position
Institution Name
Institution Size

How do you plan to use the MMP data?
My own experiments
Validate the MMP
Master's thesis
Doctoral dissertation
Corporate consulting

Project Description:


What is six times seven?



In support of advancing the field of human performance, we sponsor flagship projects annually. If you would like to be considered for this opportunity, please provide your contact details and project plan here. Use this form also if you seek assistance for any part of your research project, for example to:

  • Get advice or endorsement
  • Obtain permission to use data
  • Receive help gathering data and running your research
  • Get support in analyzing data and/or publishing your results

Tell us about your project

Salutation
First Name
Last Name
Telephone
E-mail
Position
Institution Name
Institution Size

How do you plan to use the MMP data?
My own experiments
Validate the MMP
Master's thesis
Doctoral dissertation
Corporate consulting

Project Description:


What is one minus zero?



 
 

Where Shall We Go from Here?

 
 

Learn more about the benefits of the MMP and its platform, or get started right away.

More about the MMP ≻

Collaborate with an MMP Qualified Specialist ≻

Become an MMP Qualified Specialist ≻

 
 
 
"Our team's innovation went through the roof after the MMP helped us address our engagement and ingenuity."
"I can't believe how far I've come in the last 6 months. I'm so glad to have had opportunities to develop self-insight and decisiveness using the MMP. The career move I made really paid off."
"Turns out I was at high risk for burnout. I thought its just how the work is - love it or leave it, you know? I didn't even know until the MMP pointed it out. And the best part, the MMP showed me how to prevent it."
"Thank you for pointing me in the right direction of a wonderful MMP Qualified Specialist. If it wasn't for her, I could not have excelled in my dream job."
"I love using the MMP. Easy platform to use, fast returns and nothing but a great experience!"
"It's like you read my mind with the information I needed to show the MMP to my boss. Thank you!"
"Already, the MMP is trusted by the world's best. Clearly our organization is in good company."
2.6x higher the likelihood for employees experiencing high risk for burnout to leave their current employer than others [ O.C. Tanner Institute ]
8% of organizations believe their performance management process is highly effective in driving business value [ Deloitte ]
14% unstructured job interviews predict top talent [ AON ]
17% of companies believe they have the right people throughout the company to execute their business strategy [ The Predictive Index ]
20% of employees have the skills needed for both current and future jobs [ Gartner ]
23% higher likelihood for employees experiencing high risk for burnout to visit the emergency room [ O.C. Tanner Institute ]
24% of managers have limited knowledge, offer inadequate feedback and can't help employees develop their skills [ Yoh ]
24% of overwhelmed and less-productive colleagues affect team performance [ VitalSmarts ]
30% of executives say getting the most out of their employees is one of their biggest challenges [ The Predictive Index ]
32% of employees wait more than 3 months to receive feedback from their managers [ AON ]
33% of new hires felt their on-boarding gave them the tools and resources needed to learn how to perform in their job [ TalentLMS ]
33% of time spent being unproductive by employees who feel distressed [ EAPA ]
1 sick day taken per month by employees who feel distressed [ EAPA ]
39% give poor performance as the #1 reason for an employee demotion [ OfficeTeam ]
39% of employees would work harder - are more industrious - if they are happy in their current role or place of work [ One4all ]
41% of employees feel less productive when they are stressed [ Colonial Life ]
42% of employees trust their own boss over strangers [ Harvard Business Review ]
45% of HR leaders think annual performance appraisals provide inaccurate reviews of employees' work performance [ CoreAxis ]
47% of HR professionals find managing performance and providing professional development opportunities challenging [ XperHR ]
49% of last year's hires were good hires according to executives [ The Predictive Index ]
49% of employers say it was a challenge to find candidates with hard skills [ LaSalle ]
50% likelihood of managers making a poor hiring decision [ AON ]
51% of employers experience difficulty in looking for employees with soft skills [ LaSalle ]
61% employees are terminated because they lack the behavioral fit or cognitive ability needed for the job [ The Predictive Index ]
63% higher likelihood for employees experiencing high risk for burnout to take a sick day [ O.C. Tanner Institute ]
64% of managers say they don't think their own employees will be able to keep pace with skills needed in the future [ Gartner ]
68% of executives said they found out about employees' issues or concerns for the first time during performance evaluations [ Reflektive ]
69% of employees will reject a job offer if they find out that a company's workers are generally unhappy [ Hibob ]
69% of Gen-Z employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
73% of Millennial employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future [ Axonify ]
82% of employees say a lack of progression would influence the decision to leave their jobs [ CareerAddict.com ]
85% of employees would consider leaving their organization over an unfair performance review [ Reflektive ]
Twice as many employees seek recognition for accomplishments instead of a salary increase [ Deloitte ]
3x higher is the employee engagement with weekly employee-manager communication [ Gallup ]
4.6x more likely that employees feel empowered to perform their best work when they feel their voice is heard [ Salesforce.com ]
34% higher employee performance in talent-optimized organizations [ The Predictive Index ]
36% more revenue from employees with good job fit [ AON ]
37% of executives say their #1 priority is talent strategy [ The Predictive Index ]
42% more profit from employees with good job fit [ AON ]
50% of employees say their employers provide career development opportunities that meet the need and chances for advancement [ APA ]
57% of employees will be more productive, loyal, and take less time off work if their employer proactively supports their mental well-being [ Health Shield ]
61% of employees say their employers are willing to provide upskilling opportunities in technical and soft skills for the future [ APA ]
69% of employees say they would work harder if they felt their efforts were better recognized [ PwC ]
69% of high-performing talent organizations are more likely to feature clearly defined critical and desirable skills in their job descriptions [ Allegis Group ]
70% of employees are in uncertain jobs, but can be prepared for the future [ Pearson ]
73% of talent professionals say people analytics will be a major priority for their company over the next 5 years [ LinkedIn ]
81% of talent professionals agree that internal recruiting improves retention [ LinkedIn ]
87% of organizational leaders say that data enhances their credibility [ Qlik ]
89% of talent professionals say a multigenerational workforce makes a company more successful [ LinkedIn ]
92% of employees are open to their organization collecting data on their work if it improves their performance or well-being, or generates personal benefits [ Accenture ]
97% of employees think that data improves their job performance [ Qlik ]
 
 
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
© 2020-2022 Into Performance ULC.
All Rights Reserved.
Bar-On Multifactor Measure of Performance TM
(Bar-On MMPTM)
© 2021 Into Performance ULC.
All Rights Reserved.