Decision Making, Judgment, and Your Work

Decision Making, Judgment, and Your Work


Personality is relatively unchanging, but you might be surprised to learn that judgment is fluid and trainable. What if you could make hiring and retention of your personnel or managing your recruiting risk and provide significantly improved customer service? What if you could measure a person’s capacity for judgment before you hired them or promoted them? What if you could get a glimpse of their value system or learn what drives their attitudes, behavior, and performance? This is possible through a profile called the Judgment Index (JI).

What value do you place on hiring and developing individuals to be the future face of your company?

How can the Judgment Index benefit you and your company?




–        Gain perspective of a person’s underlying values

–        Describe/measure an individual’s approach to problem solving

–        Identify strengths and blind spots that impact decision making

–        Measure the impact of stress that may affect behaviors and performance

–        Take a quantitative look at a person’s judgment capabilities


By hiring employees with good judgment capacity, you can build a strong team. In Good to Great, Jim Collins discusses how leaders transform their organizations by first getting the right people on the bus (and the wrong people off the bus) and then figuring out where to drive it. The important point is that “who” comes before “what” or “where.” Making the right hiring decision and right job placement (placing people in the right seat on the bus) is critical to taking your organization from good to great.

Judgment consists of three “Thinking Style Dimensions”: People (intuitive thinking), measured by assessing empathy and self-esteem; Task (practical thinking), measured by assessing practical judgment and role awareness; and Systems (conceptual thinking), also known as “Big Picture,” measured by using systems judgment and self-direction.

For instance, a process-oriented individual is often perceived by others as a “Big Picture Thinker.” In reality, big-picture thinkers are not caught up in the details and may, simply assign those actions to others to figure out.

In addition to being an excellent hiring assessment tool, JI is a strong Executive Management Tool. Following are some key benefits for executives:

  • – Enhance leadership skills
  • – Develop more effective decision-making teams
  • – Strengthen your team by improving understanding and communication
  • – Develop succession plans
  • – Improve innovation
  • – Address work life balance
  • – Improve risk managementDozens of psychometric measurements have been used over the years in an endeavor to accurately create “Best Fits” for job, sport, and board memberships, as well as managing relationships, furthering education, etc. These instruments have generally been in one of the following categories: intelligence quotient (IQ), emotional balance, or personality assessment. None have focused exclusively on the measurement of a person’s value systems or the predictive capability of such measurements in determining the judgments and critical decisions individuals make in their personal and working lives.

   Personality is not a predictor of success- judgment is!


The JI is an enlightening tool that provides personal insight and insight into an organization’s workforce. That insight can help ensure that good judgment is coupled with competency, producing excellence in performance.

Whitespace Innovations uses JI as a tool for organizational development, personal growth, recruiting, and individual mentoring. It provides a quick assessment of problems and strengths in an organization as we engage with clients to identify new paths to growth and health for a company. Come learn more about Judgment Index at Whitespace University. For more information on the Judgment Index, contact Phil Freeze at or 256-783-2490.


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