Whom We Serve About The MMP MMP Qualified Specialists Contact Us
 
 
 
 
 
 

The Bar-On

Multifactor Measure of
PerformanceTM

 
 
 

Dr. Reuven Bar-On
Dr. Carina Fiedeldey-Van Dijk

 
 
 
   
 
   
   
 

Assessing Work Performance

Every organization monitors outcomes, but few monitor employee performance. The MMP evaluates how individuals function and behave at work, why individuals perform the way they do, and how to improve their performance.

Over 35 years, Dr. Reuven Bar-On has modeled human performance within the workplace. Now in its fourth edition, and in collaboration with Dr. Carina Fiedeldey-Van Dijk, the MMP is statistically normed and validated for use with diverse populations.

Employees are an organization's best asset with infinite potential for growth. By accurately differentiating between employees, organizations can foster morale, attract talent, manage burnout, improve resilience, and maximize retention.

 
“For breakthrough performance,
you've got to break through yourself.”
“For breakthrough performance, you've got to break through yourself.”
 
 
“For breakthrough performance,
you've got to break through yourself.”
“For breakthrough performance, you've got to break through yourself.”
 
 

Who Benefits from Performance?

     
Individual Development
Senior Executives looking to reposition
Employees seeking job satisfaction
Employees angling for promotion
Candidates seeking employment
Pre-retirees leaving a legacy

Enhance your job satisfaction, achieve work-life balance, and create satisfying work days.

Free Résumé Round-Out ≻

More for Consultants & Executive Coaches ≻

  Corporate Solutions
Human Resources cultivating leadership
Recruitment Agencies identifying talent
Executive Coaches strengthening skills
Facilitators conducting workshops and programs
Consultants providing expertise

Foster a cohesive workplace culture and optimize your talent pool.

Outsource an MMP Qualified Specialist ≻

Explore Enterprise Solutions ≻

 
     
Public Services
Law Enforcement, SWAT, Special Ops
Healthcare, Emergency Management
Education, Government Services

Contribute effectively with focus and purpose in service of your communities.

Outsource an MMP Qualified Specialist ≻

Explore Enterprise Solutions ≻

  Research and Publishing
Universities, Colleges, Professors & Graduate Students
Human-Performance Authors & Publishers
Organizational Research & Development

Strengthen your methodology, contribute to the field, and support organizational initiatives.

More for Academics ≻

Psychometric Details ≻

 
Corporate Solutions
Human Resources cultivating leadership
Recruitment Agencies identifying talent
Executive Coaches strengthening skills
Facilitators conducting workshops and programs
Consultants providing expertise

Foster a cohesive workplace culture and optimize your talent pool.

Outsource an MMP Qualified Specialist ≻

Explore Enterprise Solutions ≻

 
 
Public Services
Law Enforcement, Special Ops
Healthcare, Emergency Management
Education, Government Services

Contribute effectively with focus and purpose in service of your communities

Outsource an MMP Qualified Specialist ≻

Explore Enterprise Solutions ≻

 
 
Individual Development
Senior executives looking to reposition
Employees seeking job satisfaction
Employees angling for promotion
Candidates seeking employment
Pre-retirees leaving a legacy

Enhance your job satisfaction, achieve work-life balance, and create satisfying work days.

Free Résumé Round-Out ≻

More for Consultants & Executive Coaches ≻

 
 
Research and Publishing
Universities, Colleges, Professors & Graduate students
Publishers and Authors of Human Performance
Organizational Research & Development

Strengthen your methodology, contribute to the field, and support organizational initiatives.

More for Academics ≻

Discuss project and data needs ≻

 
 
 

Why This Year?

 
“Observe radical change to see what your performance could become.”
 

The timely development of the MMP caters to employees at every level. This method helps create effective organizational leadership. It also facilitates efficient staff allocation, accelerates informed decision-making, and offers robust metrics to measure ROI.

The MMP offers employee insights into current levels of performance - what contributes to it, where their unique strengths lie, and how they can further improve specific skills. This assessment identifies your value to any organization, and you can take that expertise with you no matter where you work.



 
“Observe radical change to see what your performance could become.”
 
 

Featured Performance Opportunity

Toronto Change Days
November 18-20, 2022
Japanese Canadian Cultural Centre
6 Garamond Court
Toronto, ON, M3C 1Z5

When we explore change we often need to take innovative and progressive approaches to facilitating people through the experience. Do you play to learn or learn to play?

Join us for a weekend of playful learning, interactive engagement and discovery of new ways to bring fun, games and curiosity into the change space!

Carina's 90-minute workshop is scheduled for November 19th @ 10:45 am.
Tickets available here

 
 
 
 
 

MMP in the Public Eye

MMP activities and new developments are full of life and on the move. Use this information, join us at events, and let us know how you apply the MMP!

Q1 2023 - Public Workshop:
MMP QS Accreditation
+

Dates and location forth-coming.

  • 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

 
November 19th, 2022 - Public Speaking:
Toronto Change Days, Workshop Facilitation
+

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!

 
October 4, 2022 - Newsletter Article:
International Association of Directors of Law Enforcement Standards and Training (IADLEST)
+

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

 
July 15, 2022 - Professional Publication:
American Psychological Association, Division 5
+

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

 
July 4, 2022 - Journal Article:
Frontiers in Psychology, Quantitative Psychology and Measurement
+

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 24/25/26, 2022 - Public Workshop:
MMP QS Accreditation, Fort Wayne, Indiana
+

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

 
March 2022 - Feature Development:
Heads-Up! Panel in the MMP Dashboard
+

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.

 
January 2022 - Feature Development:
MMP Conductor for Automated Administration
+

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.

 
November 2021 - Feature Development:
Solution-Driven Report Sets
+

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.

 
September 2021 - Feature Development:
Free Résumé Round-Out
+

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.
  • 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 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 26/27/28, 2021 - Private Workshop:
MMP QS Accreditation, Raleigh, North Carolina
+

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



 
 
 
 

How the MMPTM Works


Employees complete a 20-minute assessment about their work performance. There are no right nor wrong answers. Individual and group responses are then compiled into a report.

Comprehensive reports map out a development model that describes what lies behind employee performance. They are your guide to improve both core and ring attributes.

 

Interpretation with an optional debriefing session puts measured results into context. It focuses on 18 factors that quantify current work performance. Coachable employees will be more productive and industrious while avoiding burnout.

More about the MMP ≻

Employees complete a 20-minute assessment about their work performance. There are no right nor wrong answers. Individual and group responses are then compiled into a report.

These comprehensive reports map out a development model that describes what lies behind employee performance. By balancing both soft and hard skills, the reports are your guide to improve.

A debriefing session puts measured results into context. It focuses on 18 factors that quantify current work performance. Coachable employees will be more productive and industrious while avoiding burnout.

More about the MMP ≻


 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industriousness
 
Productiveness
 
Risk for Burnout
 
Coachability
 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industriousness
 
Productiveness
 
Risk for Burnout
 
Coachability
 
Physical
 
Cognitive
 
Personal
 
Social
 
Inspirational
 
Leadership
 
Industri-ousness
 
Producti-veness
 
Risk for Burnout
 
Coachability


 
 
"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.