1. "I am specifically interested in predictive validity of the instrument. What types of behaviours does it predict? How well does it predict them?"
Kyko is capable of predicting all human psychological traits. The items in the instrument are drawn from the item bank specifically to predict a number of traits required for the organization.
For example to predict organize, a cluster of self report items are designed to predict organize and disorganize on a Likert scale of 1-7. The average score of the high and low of the Security dimension is converted into percentage which determines whether a respondent is organize, fairly organize, average in organization, somewhat disorganize or disorganize.
The Ministry of Defence in Malaysia has conducted an impact study through simulations and observations on 25 traits required for a potential successful cadet officer. From their feedback, the accuracy is about 85%.
The validity and authenticity of an assessment tool depends on
1. Theoretical construct
2, Taxonomy
3. Instrumentation
Predicting behavior using one theory has its limitation. It is like the story of the six blind"Hindustani" men trying to guess what an elephant is like. Well, MBTI sees only the stomach of the elephant. Researches in the past validated only the stomach, what about the ears, legs, trunk,tail and the tusk? No wonder MBTI can only predict normal behavior. They cannot predict people sensitive to the changes in the environment. This group of behavior pattern varies with the situation and across time. MBTI is not inclusive of all human psychological traits.
The taxonomy is based on 4 polar traits. Only one pair of polar trait ( Extroversionand Introversion) is observable The other three are derived from mental processes which are innate and intangible. From the four pair of polar traits MBTI slots a human being into 16 pigeon holes based on human preferences. Human Beings are not so simple that we can slot them into only 16 types.
KYKO asserts that no two human beings are alike even if they grow up in the same environment this is due to genetic differences. Every human being is unique just like a thumb print.
MBTI instrumentation is designed based on force-choice items between the 4 pairs of polar traits. What happens if a respondent scores even points or a narrow gap one of one or two points in each pair of polar traits? I am sure they are people with "no preferences". They are also people who know when to become an extrovert or an introvert depending on the group they interact with.
If the construction of an assessment tool does not put the 3 criteria of psychometric in place, the predictable validity can be mooted. From researches MBTI has about 55% accuracy despite the millions that have been spent on researches..
2. "Is there any evidence, to support the above? If the evidence exists - great. If not, a good subject for a PhD thesis. Especially if you can use your company's database to collect secondary and primary information".
KYKO is a new instrument launched in 2003. It is used as a training tool to develop the soft skills of managers. So far Dr Chong Chien Fatt had done a doctorate in New Castle University, Australia on the predictive validity of KYKO against the Big Five Factors' performance. He concludes that KYKO is a better predictor of performance than the Big Five Factors. Currently a few Malaysians have asked my permission to do research on KYKO.
KYKO can produce thousands of doctorates. I will be grateful if more people wants to take a doctoral dissertation on KYKO. Should anyone show interest to do a research on KYKO, I will give them all the support.
Well, I am a 65 years. KYKO is my hobby, passion and interest . I developed KYKO to address the issues of the psychometric personality assessment tools and hope to help mankind to self actualize and grow to become better human beings.
3. "Do we have any validity scores for this instrument? Any psychometric test will have time tested validity scores. Can you share the scores for kyko?"
Kyko is a new psychometric instrument. So far Dr Chong Chien Fatt has done a dessertation at New Crastle University, Australia comparing KYKO and the Big Five Factors on the measurement of performance. His dessertation confirms that KYKO is a better predictor of performance than the Big Five Factors. Currently a few locals in Malaysia have signed up for Doctorate and have requested my permission to do a dessertation on KYKO.
Kyko is a scientific instrument using more than 25 thousand formulea to interprete behavior. The formula is backed up by the 4 schools of psychology personality theories via the Psychodynamic theories of Sigmund Freud, Carl Jung and Alder, Social Cognitive theory of Kurt Lewin and Albert Bandura,Social Learning theory of Pahlov and Skinner Operant Conditioning and Humanistic theory of Maslow, Murray, Mc Cellend, Alderfer and Carl Roger . The interpretation of traits, strengths, weaknesses , leadership, interpersonal Relationship, Work attitude, Job Preferences, Training Needs are tied to the formula.
The items in the instrumentation for each assessment tool is drawn out from a statement bank to measure a specific purpose. The instrument measures both the high and low level of each human trait. From the average of the high and low, a percentage is derived to determine the relative strength of a specfic trait. For example to measure - "organized" - a cluster of statements are designed specifically to measure organized and disorganized.
I have a cluttered desk - disorganized
I do things spontaneously - disorganized
I plan and schedule my daily activities- organized
I arrange my things neatly- organized
Validity is defined as are the items in the instrument measure what it purports to measure.
Kyko is the only instrument in the world where you can discover your personality profile by writing a narrative of a person, name X.. If the narrative is converted into KYKO formula, the accuracy is 100%. You can aslo use the instrument to measure the the person X and get the KYKO formula as seen in the Description of Personality profile in the report. The two formulea derived from the narrative and the instrumentation are identical.
It proves that the items in the instrumentation are valid. If the items are valid, the report is also valid as classifications (traits, job preferences, communiaction profile, etc) in the report are tied to the report.
4. "The tool is an excellent peek into an individual. At Siksha, we are likely to use the tool more for leadership and managerial assessment. How can we modify or tweak the results to highlight the existing competencies and traits in the current role …can we actually mention some competencies".
Yes, you can send me a list of competencies such as
Problem Solving and Decision Making, Business Awareness, Leadership, Coaching & Development, Planning and Organizing, Change Management, Interpersonal Sensitivity , etc
The competencies can be converted into KYKO formula. We are able to rate the above competencies in the form of percentages.
5. "Going by my report that was sent, I see a difference in the scores towards the end between the chart and the table below the success rate. Are the two scores indicative of different parameters…as a tested individual which is the final score/.average one would need to consider."
The Success Index measures the percentage of success for that particular position. It takes into account all the five dimensions. The weightage of the 5 dimensions differ from postion to position.
For example for the managerial position
The Adaptive dimension (Dynamic Type Vs Static type) is very important for the managerial position and we may assign a weightage of 3.
The Self actualizing Dimesnion (Normal vs Neurotic Type) is the next order of importance and a weightage of 2.5 may be assigned.
The rest of the dimension such as Egocentric (Assertive Vs Submissive), Sociocentric (Sociable Vs Asocial Type) and Security dimension (Pragmatic Vs Adventurous) is given a weightage of 1.5 each.
The first chart under which the five formula appear shows the scores of High and Low of each dimension.
The chart of the success index compares the score of each dimension against the benchmark set for each dimension.
6. When will the tests for Principals and teachers be available?
I am in the process of developing the teacher and principal assessment tools. As soon as I am ready probably in 2 to 3 weeks time. (Early October 2007). KYKO for secondary school student is ready. We are in the process of developing KYKO for primary school student.
7. When the tests lead to enquiries for sessions/ seminars/ counseling in schools...who will conduct the training?
I will need to train people to conduct seminars and counseling in schools. This will be done at a later stage upon success of marketing KYKO in schools.
8. What all do the schools and the kids get to know?
The school and the kids get to know the following:
Schools can organize the kids and develop co-curriculum activities to develop their potentials on the above.
School counselors can help the kids to self-actualize. The information in the report can also be used for parenting.
9. In a Corporate what all does the employee get?...and what does the management get?
It depends on the products. The main body of each report clarifies the purpose of each KYKO assessment tool.
Mr. Bernard Tan answers