--- slug: "johari-suite" title: "Johari Suite" template_kind: "custom-update" template_version: "v2" business_name: "KnowMeQ" --- # Johari Suite ## What is Johari? Johari is KnowMeQ's integrated skills intelligence, assessment, and career recommendation platform. It helps individuals understand their current capabilities, identify career opportunities, recognize skills gaps, and make informed decisions about employment, upskilling, and education. Johari serves: - Workers and job seekers - Displaced and laid-off workers - Employers and recruiters - Workforce development organizations - Educational institutions Rather than relying exclusively on education, job titles, credentials, or previous employment, Johari provides a multidimensional view of an individual's capabilities through validated assessments and internationally recognized skills frameworks. Johari brings together three essential elements: 1. Skills discovery: Identifying an individual's functional competencies, transformational capabilities, and adaptability 2. Career intelligence: Comparing assessment results with the skills and capabilities required for success across more than 800 occupations 3. Career and educational mobility: Helping individuals identify suitable employment opportunities, address skills gaps, and access relevant training, credentials, and prior-learning recognition Our underlying philosophy is simple: to help someone understand where they can go next, we must first understand where they are starting from. ## Johari assessment categories Johari provides a comprehensive view of an individual's abilities through three complementary categories. Each assessment generates individual results, and the collective results contribute to an integrated understanding of the individual's capabilities and KnowMeQ's patented Adaptability Quotient (AQ) measure. ### Category 1: Functional Skills Functional assessments measure foundational, practical, and cognitive skills required to meet the demands of specific occupations, education programs, and workplace responsibilities. Johari includes four functional assessments: - Numeracy - What it measures: Ability to understand, interpret, and use numerical information in practical situations (working with quantities, interpreting numerical data, applying mathematical reasoning, solving quantitative problems) - Value: Identifies whether an individual has the mathematical competencies required for a specific occupation or training program, and where targeted upskilling may be beneficial - Problem Solving - What it measures: Ability to analyze information, evaluate situations, identify potential solutions, and apply reasoning to practical challenges - Value: Helps employers and individuals understand a person's readiness for roles involving analytical thinking, independent judgment, and complex work-related challenges - Reading - What it measures: Ability to locate, understand, interpret, and apply written information (workplace instructions, technical documentation, policies, procedures, training materials, professional communications) - Value: Helps identify whether an individual possesses the literacy skills required to perform workplace tasks and succeed in relevant education and training programs - Digital Competencies - What it measures: Ability to use digital technologies, tools, and information effectively (navigating digital environments, using workplace technologies, managing information, performing technology-enabled tasks) - Value: Identifies digital readiness and helps determine whether additional training is needed for occupations or workplaces with specific technological requirements Why functional skills matter: - Functional assessments provide evidence of current readiness for the practical demands of employment and education. - By comparing results with occupational requirements, Johari can identify: - Roles for which an individual demonstrates relevant foundational competencies - Specific skills gaps that may prevent entry into a desired occupation - Targeted training that can help close those gaps - Opportunities to pursue different occupations that make use of existing skills ### Category 2: Transformational Capabilities Transformational assessments examine personal characteristics, interpersonal competencies, and emotional capabilities that support career advancement, leadership, collaboration, and continuous development. Johari includes three transformational assessments: - Big Five Personality (OCEAN) - What it examines: Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism - Value: Supports self-awareness, professional development, career exploration, and informed conversations about workplace preferences and career progression - Emotional Intelligence - What it examines: Capabilities associated with recognizing, understanding, and managing emotions in oneself and in interactions with others - Value: Helps individuals identify opportunities to strengthen interpersonal effectiveness, develop leadership capabilities, and navigate workplace relationships - Social and Emotional Learning (SEL) - What it examines: Competencies that support personal awareness, emotional regulation, social awareness, relationship management, and responsible decision-making - Value: Identifies opportunities to strengthen social and emotional competencies that support teamwork, leadership, career progression, and success in diverse workplace environments Why transformational capabilities matter: - Technical skills alone do not explain every dimension of career success. - Johari's transformational assessments help individuals and their support professionals identify development opportunities that can contribute to: - Career advancement and promotion - Leadership and supervisory development - Stronger interpersonal relationships - More effective teamwork and collaboration - Greater self-awareness and reflective growth - Continuous professional development ### Category 3: Adaptability #### Adaptability Assessment Adaptability measures an individual's capacity to respond to change, navigate unfamiliar circumstances, learn from new experiences, and adjust to new situations. Adaptability is especially relevant to individuals who are: - Transitioning into a new position within their existing organization - Considering a promotion or a different career path - Changing industries or occupations - Returning to the workforce after an absence - Experiencing displacement or job loss - Moving from military service into civilian employment - Entering unfamiliar working environments - Preparing for changing job requirements or emerging technologies Value: Helps individuals, employers, and workforce professionals make more informed decisions about career transitions, internal mobility, redeployment, and professional development. #### KnowMeQ's Adaptability Quotient (AQ) Johari's individual assessment results contribute to KnowMeQ's patented Adaptability Quotient (AQ) measure. AQ brings together information from the assessment suite to provide an integrated view of an individual's capabilities and their relationship to adaptability. This approach reflects that adaptability is not determined by a single technical skill or personality characteristic. It involves the interaction of foundational competencies, personal characteristics, emotional capabilities, and an individual's ability to navigate new circumstances. ## Individual results and integrated skills intelligence Johari presents the results of each assessment individually, giving users a detailed understanding of capabilities across functional, transformational, and adaptability domains. Johari also provides integrated results through KnowMeQ's AQ measure. This creates two complementary levels of information: - Individual assessment intelligence: Users can understand performance and development opportunities in specific areas (for example numeracy, digital competency, emotional intelligence, adaptability) - Integrated capability intelligence: Combined results offer a broader perspective on strengths, potential development needs, and readiness to navigate professional transitions Assessment results are designed to inform decisions, not replace human judgment or serve as automatic determinations of occupational suitability. ## Johari Career Recommender Understanding an individual's skills is the first step. Translating that understanding into meaningful career and education opportunities is where Johari delivers additional value. Johari's Career Recommender compares an individual's assessment results with the skills and competencies associated with more than 800 occupations. The platform draws on internationally recognized occupational and skills taxonomies, including: - O*NET - ESCO - Canada's Occupational and Skills Information System (OaSIS) ### How the Career Recommender works (next steps) 1. Establish the individual's skills profile - The individual completes the relevant Johari assessments to establish a data-informed understanding of current capabilities. 2. Compare results with occupational requirements - The Career Recommender compares results with skill and competency profiles associated with more than 800 occupations. 3. Identify relevant career opportunities - The individual receives information about occupations that align with existing capabilities, including opportunities they may not have previously considered. 4. Identify skills gaps - Where an individual does not currently meet the competency requirements associated with a desired occupation, Johari identifies areas where additional development may be needed. 5. Inform training and education decisions - The individual can use the results to investigate targeted training, upskilling, and educational pathways. 6. Connect to employment opportunities - Individuals can explore and apply for employment opportunities. ## Case example: From layoff to a clear next step (illustrative scenario) This example scenario shows the sequence of next steps Johari can support after a layoff. ### Starting point After a layoff, a worker may have deep experience, but still be unsure what roles they are qualified to pursue next because a resume often captures job history more clearly than transferable capabilities. ### Next steps Johari supports 1. Assess current capabilities - Use Johari assessments to build a clearer understanding of functional skills (numeracy, reading, problem solving, digital competencies). - Use transformational assessments to understand factors like personality, emotional intelligence, and social and emotional capabilities. - Use the adaptability assessment to understand how the individual approaches change and unfamiliar situations. 2. Build an integrated view - Combine results into KnowMeQ's Adaptability Quotient (AQ) to create an integrated picture of capabilities. 3. Identify realistic job options - Use the Career Recommender to compare results with the requirements of more than 800 occupations. - Identify roles that align with current capabilities, including options the individual may not have previously considered. 4. Identify skills gaps and focus upskilling - Identify where focused upskilling could open additional opportunities. - Use results to explore targeted training and education pathways. 5. Connect to education credit mobility, when appropriate - If further education is the right path, KnowMeQ's ArchieCPL and Eddie can help individuals explore opportunities to receive credit for relevant prior learning and previous academic study (subject to institutional approval). Note: This is an illustrative scenario, not an account of an actual Johari participant. ## Related resource: ArchieCPL and Credit for Prior Learning Video: https://vimeo.com/1228975959 This video outlines how ArchieCPL supports Credit for Prior Learning at colleges without replacing staff members. It is designed to help teams achieve more and shift time toward higher-value, student-centered work.