TouchPoints

Newsletter

Issue 1, July 2026

Message from
the MD

I am delighted that you are reading this newsletter.

It is another way in which we can communicate with you and share a sample of what is going on inside our endlessly interesting business.

My hope is that you will peruse the content below and interact with us in improving our services to you.

Harvesting information from many candidates produces fascinating information.

Many years ago, when I entered the world of psychometric assessments, the main product was the individual report. Before technologies helped us produce them much quicker, a factory of psychometrists would craft individual written reports, racing against time to get them out before the merciless deadlines.

It was a slog. Over time, by building efficiencies into the process our staff were able to produce better quality reports in a shorter period. The time saved brought our account managers closer to their clients, giving more energy to aspects such as talent management. We had always produced megabytes of data, but it wasn't exploited in the way it is nowadays.

These days we are increasingly in the business of turning data into information. Business intelligence. The individual report is still a crucial document, but the harvesting of information from many candidates produces fascinating information.

By combining assessment data, with other organisational data such as culture surveys, performance metrics or engagement results, new complex insights can emerge.

Data holds hidden truths, we just need the imagination to release it from our databases and onto our client dashboards.

Read the article for some practical demonstrations of this.

Hilton Rudnick - Managing Director

Have a Question? Ask the MD

How to maximise your psychometric data

Read Article

In the spotlight

Employee Engagement Data Observations – Part 1

Looking at a recent dataset comprising about 8500 individuals across 14 sectors and 36 companies we have observed the following:

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Engagement is widely distributed

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Very few are toxically disengaged

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A substantial group are super happy

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There were some gender differences

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There is a clear honeymoon phase

With engagement scores ranging from 1 to 100, the average score was 64.2 and a std deviation of 18.8.

That means about 66% of people fall between 45 and 82. That is a wide standard deviation and it suggests that the middle experience of work ranges from pretty miserable to almost euphoric. The mean score itself, 64.2, is somewhere above lukewarm, but not quite reaching satisfying. I would argue that scores above 70 start getting into a positive work experience. For many people work is more of a chore than anything, but its not a terrible chore. It leans positive, and is something they can manage pretty well each day.

Read Article

Updates: What's New

RoleFit

Assessment Test Catalogue

234 validated psychometric assessments from 25+ providers including, all connected, managed and delivered through RoleFit, one secure platform.

This growing catalogue is unique in its diversity and comprehensiveness.

It showcases the myriad assessment options to users of RoleFit. Many of the tests have multiple norm groups for use across different levels and work domains. Assessment batteries can be constructed using different categories of tools, from different vendors, to achieve the best exploration of candidate competencies.

The categories span cognitive ability, complexity, personality, integrity, situational judgement, technical / clerical skills, emotional intelligence, leadership potential, and career interests.

View the Catalogue

Learn

Episode 60: Deep Listening with Oscar Trimboli

In this episode of the Radio Omnicor podcast we're exploring one of the most overlooked yet powerful skills in leadership, listening.

Our guest is Oscar Trimboli, author, speaker, and mentor, whose life's work is dedicated to helping leaders and teams listen beyond the words.

Oscar is the host of the award-winning Deep Listening Podcast, has spoken with audiences around the world, and is the author of How to Listen: Discover the Hidden Key to Better Communication.

This episode is a little different. Instead of shaping the questions ourselves, we started by listening first, inviting our community to share what they most wanted to know about listening in the workplace and in life.

Together, we'll explore how to listen when emotions run high, when interruption can deepen understanding, and how leaders can model present listening in their teams.

Watch Now

Our People

Nelson Mandela Day

Our team took time to honour Madiba's legacy through service, connection, and giving back to our communities. Here is a quick snapshot of how everyone spent their 67 minutes:

"Joined a school drive with family, dropping off supplies at an underprivileged school and talking with the kids about equality, dignity, and why giving back matters." - Allayne

"Returned to my former workplace, the Trauma Unit at Groote Schuur Hospital, to deliver treats, goodies, and handwritten thank-you cards to the hardworking doctors and nurses." - Colleen

"I spent the day at One Stop Animal Rescue in Harties, delivering food and showering over 100 animals with cuddles and care." - Cora

"I partnered up to spend the morning at St Columba's Presbyterian Church, sharing warm soup, fresh muffins, and sweet fruit with the community." Taryn

I donated blood, remembering that a single donation can help save up to 3 lives." - Hilton

My family and I launched a partnership with the South African Reforestation Trust (SAReforest) through GreenQuotes.co.za to donate a tree for every solar installation." - David

To everyone honouring Madiba's memory through service this past week thank you for the example you set. #throwback #mandeladay2026

View Linkedin Post

“It is in your hands to make a better world for all who live in it.”

Nelson Mandela

Team Desk / OD

Self Coaching: AI Prompts

Most of us do our best thinking out loud, but a coach is not always in the room.

So here is a prompt that turns an AI tool into a coaching thinking-partner: it asks the questions you would rather skip, instead of giving you answers.

To be clear about what it is. This is not a substitute for coaching. A real coach reads what you are not saying, holds you accountable over time, and stays with you. This does none of that.

What it is: a useful resource for the moments when you need to think something through and no one is available.

Use it to surface the question, then take the real work to your coach.

The prompt:

You are my coach. Respond as an experienced, certified practitioner would, not a cheerleader and not a therapist.

I am going to share something I am working through a decision, a hard conversation, or a piece of feedback that stung. Here is how I want you to work with me.

Hold a professional coaching stance. Stay warm but keep a clear line between support and challenge. Do not flatter me, and do not let me off the hook when I am avoiding something.

Take in everything before you respond. Do not summarise my thoughts back to me under headings or work through my points one at a time. Process the whole picture, then reflect back the patterns I have not named myself, especially the ones I am circling without landing on.

Lead with powerful questions, not answers. Where you do offer an observation, be specific rather than general. If you notice a gap between what I say I want and what I am actually doing, name it.

Close with one thing I can take away: a question to sit with, or one concrete next step small enough that I will actually do it.

If anything I share is unclear or missing, ask before you assume.

Upcoming Events

Womens Spaces

Leading with presence and authenticity

12 August, 09H30 - 10H30

Speaker:

Dr Rica Viljoen

Author | Facilitator | Systems Thinker

This is not a lecture on strategy; it is an intimate invitation to consider:

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Why so many of us lead from a place of control, and what that costs over time.

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How to stay genuinely present in a hard conversation instead of managing it.

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What shifts when you stop keeping "who I am at work" separate from who you are.

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How to recognise the parts of your own story that keep you steady under pressure.

Come if you've been wondering whether there's a more human way to show up at work, while creating a sense of presence and authenticity that leads to enduring change.

Reading Room

Continuous Performance Feedback

23 September, 13H00 - 14H00

When was the last time you paused your inbox, stepped away from deadlines, and spent an hour just thinking?

Our Reading Room is a simple but powerful idea: structured time to read, reflect, and talk through a thought-provoking article with colleagues.

This month we're looking at Continuous Performance Feedback: Investigating the Effects of Feedback Content and Feedback Sources on Performance, Motivation to Improve Performance and Task Engagement.

Here's how it works:

1. The article and a short summary are sent to you after you register

2. 10–15 minutes to review the material together at the start, or read it in more detail beforehand if you prefer

3. 5 minutes of guided discussion and reflection

No heavy prep. No pressure. Just structured time for professional enrichment.

Employee engagement surveys, 360-degree feedback, psychometric assessment management, psychometric assessment services and executive coaching.

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