Solo North Consulting provides two distinct services to Owner/CEO clients:

1) Bottom line planning and performance improvement. 2) Assessment services to clients who want to know where they stand. Purpose Our clients are classic entrepreneurs who have successfully built there businesses over the years. However, the current economic conditions require more from every organization. Solo North exists to assess where an organization is and drive it to the owner's desired results. At Solo North, we are most experienced at quickly entering your organization, assessing the barriers, and assisting to get the client on track to their objectives. Simple, effective, and valuable. We have provided these strategic services to many organizations in many industries over many years. Philosophy We believe, regardless of the type of business, that organizations indeed have the human capital to provide for an owner's requirements. We help develop and leverage that capital. Michael C. Trufant is Solo North's principal and primary consultant in our practice. He has extensive experience both as a CEO and private-practice consultant. He was a CEO in the wireless industry for over 10 years as that industry went through dramatic change. Then his experienced deepened as a practicing consultant to organizations as large as the Fortune 500 and as small as small family businesses and non-profits. Next Steps Don't hesitate to find out how you can move forward. Contact us for more information. The value of moving forward for you and your organization is significant. The value of using Solo North is making that move smoothly. We've taken organizations through next level improvement. You don't want to do that alone. Depth in Consultants Solo North has a resource pool of networked consultants, each with a specific area of expertise and key practice skill. This exclusive network provides a broad peer network from which to collaborate and share solutions to the ultimate benefit of our clients. Our clients look to us for solutions. We have some of the best practitioners in many areas of service.

http://www.consultingtools.com/en-us/ Personality Assessment The Career Profile Online is a brief self-scored online career interest instrument suitable for employees at all levels of the organization. This theory-based and validated career interest inventory provides targeted feedback in three areas, providing a complete profile of an employee's career stage, interests, motivational anchors, job/career path preferences, and political acumen style. The Career Profile Inventory Scales Include:
Career Stage Entry Development Balanced Exploration Career Path Preference Managerial Specialist Generalist Entrepreneurial Political Style Orientation Promoter Strategist Team Player Independent Player

Identify the True Career Path Preferences of Your Employees The Career Profile Online is composed of 40 questions measuring the respondent's current situation ("The Way it is Now") and compared to the way he/she would like it to be ("The Way I'd Prefer it to Be"). Administration takes approximately 20-30 minutes and the feedback results are automatically available online. The comprehensive summary feedback report compares and contrasts current to ideal preferences in career stage, path preference and political style orientation. By analyzing the "gaps" you will quickly identify the causes of employee satisfaction resulting in increased productivity and retention....and reduced turnover. Use it for Coaching, Training or Career Management

The Career Profile Online is an ideal assessment tool to be used for executive and management coaching, career counseling, outplacement, employee development, performance evaluation, succession planning, and supervisory training, and management development programs. The Career Profile Online report also includes an action plan to support career and professional development goal workshee At glace
40 questions internet/paper scoring bureau processing easy to read report

Facet 5

106 questions internet system software paper scoring bureau processing easy to read report accreditation courses

Realizing the talent of people is a constant priority for organizations. This involves careful attention to Recruitment, Selection, Team Integration, Leadership & Management and Career development at all levels. Many of these fields have developed greatly in recent years often producing their own set of models and languages, which must be learned and understood. Facet5 is a model of personality, which allows managers to understand how people differ in their behavior, motivation, attitudes and aspirations. It is based on recent developments in personality theory and management development and yet is simple and practical to use. Facet5 can be applied in all of these areas and can provide a common language. The simplicity and robustness of Facet5 makes it ideal for use in any situation where individual differences are important. Personnel professionals and line management alike can use it to understand and manage staff individually and in teams. It also provides a solid structure for individuals to learn about themselves,

their interactions with others and the strategies available to ensure effective teamwork Facet5 works at all levels from individual assessment through selection, recruitment and team integration. Facet5 can even be extended to understand culture and values at a team or corporate level. Organizations wishing to use Facet can now take advantage of our new internet-based automated system; E-Facet. E-Facet allows organizations to send out customized invitations to a candidates e-mail address and receive back completed reports automatically by e-mail as a PDF document. For more information contact
in-basket simulation

23 tasks to respond to 90 minutes to complete self scored bureau processing easy to read report

Whether you are hiring, training or coaching, youll find several uses for this supervisor management assessment instrument. Validated against actual performance, this work sample simulation lets you accurately measure competencies critical to success in supervisors and managers.

Many things arent easily measured in an interview or resume - how people solve probl make decisions, or how they plan and delegate. The In-basket Simulation provides a re experience that has people demonstrate actual skills and abilities critical to effective performance. This supervisory and management simulation brings additional objectivit new hire and promotional decisions. And it meets all Equal Employment Opportunity Commission guidelines.

Based on job analyses of supervisory and management positions in diverse industries, the In-basket Simulation measures eight job competencies: Initiative Interpersonal Sensitivity Planning/Organizing Delegation Administrative Control Problem Analysis Judgment

Decisiveness

In addition, two versions of the In-basket Simulation are available; one for service indu and the other for production or manufacturing industries. You can score the In-basket Simulation on your own with a competency-based scoring and print out a complete report on the spot with our software. Or you can mail the participants materials to us and well score it and send you the report.

The In-basket Simulation professional feedback report gives you a comprehensive sum of the participants strengths in each of the 8 competency areas. The narrative section report includes suggestions for development and resources for enhancing effectivenes

60 questions internet/paper scoring bureau processing easy to read report

StyleView identifies a persons' decision-making style and offers specific information to capitalize on that style for greater success. It also points out possible areas of conflict o tension and offers suggestions for improving your style or relationships. Knowing your decision style can help to:
Increase self-awareness and understanding of the consequences of certain behavior Have a greater insight into job success and job fit Reduce friction and improve relationships Assess the different styles within a team and improve team effectiveness

StyleView can be used to give an insight into an individual's:

speed and thoroughness adaptability openness to new ideas innovation risk taking methods of influence and leadership behavior within a team

StyleView assesses 5 different types of decision-making styles:

Decisive - fast, action-orientated, efficiency minded Flexible - fast, action-orientated, adaptable Hierarchic - analytic, methodical, logical, quality Integrative - analytic, exploratory, creative Systemic - analytic, comprehensive, prioritized solution strategies

Decision styles are not related to intelligence or aptitudes. StyleView is a version of the Driver Decision Style Model which has been in use for over three decades. StyleView g the root causes of behavior and is the perfect companion tool for our 360 feedback to which show effects of behavior.

184 questions 26 thinking dimensions software paper scoring bureau processing easy to read report accreditation courses

Mankind has been thinking about thinking since the time of the ancient Greeks. Thinkin Styles offers you a very useful way of learning about different styles of thinking and understanding the implications and uses of each type.

The original concept for the Thinking Styles psychometric was developed by Fiona Bed Jones in 1995 as a means of adding value to personal and professional development programmes.

Thinking Styles measures peoples' cognitive and linguistic preferences and levels of fle at work for twenty-six 'types' of thinking (dimensions). It does not measure your thinkin ability, nor is it a measure of your 'intelligence'.

Thinking Styles has a unique scoring system. Not only does it identify and measure the to which you like thinking in a particular way, it also measures the degree to which you thinking in a particular way, i.e. there may be elements of certain styles of thinking tha positively dislike doing!

Version 1 of Thinking Styles was launched in 1997 as a beta instrument. Thinking Style

Version 2, supported by reliability and validity data, was launched in April 2001.

74 questions 10 dimensions internet system software paper scoring bureau processing easy to read report

Think Smart - Developing the Thinking Performer

supporting the CIPD's new professional standards a quick and cost-effective way to understand your thinking styles 10 powerful and effective techniques to revolutionise the way you work your first step towards cognitive fitness

Think Smart has been developed to help understand some of the different ways in whic people think. It identifies thinking strengths and potential weak spots and explains ho develop thinking strategies and flexibility. Think Smart gives powerful and effective thi strategies which can be applied to all areas of work. This can lead to improved success work through spending time developing thinking skills.

Through a 74 item questionnaire, the Think Smart profile measures preference levels f different styles of thinking. These are divided into Sensory Focus, People Focus and Ta Focus.

Think Smart is available to individuals to complete on-line using our fully automated on system. Simply pay by credit card, complete the questionnaire and the report is availa upon completion as a PDF document for self interpretation. We also have options avail

for organisations and Independent consultants - contact us for details.

Complete your Think Smart profile today and take your first step towards cognitive fitn Click here for further instructions and to complete Think Smart on-line.

organizational and staff attitude surveys

customized for client internet/paper scoring bureau processing easy to read report

Whether you are planning a major strategic overhaul, simply need to analyze a regular working pattern or would like your own surveys processed, consultingtools can offer th ideal customized survey solution for you.

Surveys can be used to pinpoint areas that need development in order to achieve a se industry quality standards, understand employee concerns and opinion or evaluate a n policy or procedure. Some of the key areas survey's can investigate are:
Leadership, strategy or resource management Employee satisfaction, development or training issues Organizational culture, values or behavioral assessment Learning, innovation and improvement activities Ethical, environmental or public impact

consultingtools can assist in managing the project - designing and sending out questionnaires and collecting data through the Bureau Service by using scanable form hand entry or on-line questionnaires.

Using our own SurveyView software we can provide detailed reports including a summ and breakdown of survey items according to each sub-category or demographic area. F color graphical displays can be produced to show strengths and development needs. N matter how large or small your requirement, organizational surveys are available with without our Consulting Services. Simply contact us with your enquiry.

customized for client 3 questions on each of the SWOT's categorized questions rated questions internet/paper scoring bureau processing easy to read report

SWOT Survey is a process designed to improve the structure and flow of information fe in an organization. It can be used on its own or as part of a larger project. consultingto developed several versions and can also offer fully customized solutions that allow you measure areas that are most important.

This is an in-depth analysis tool that gets your staff involved in the improvement proce SWOT Survey combines qualitative and quantitative data which analyze the following k areas:
Strengths Weaknesses Opportunities Threats

The SWOT Survey takes this traditional method to a new level by asking for the 'why' b the rating:

An add-on questionnaire allows analysis of pre-set related areas Demographic information allows analysis by respondent groupings Rated questions yield quantitative measurable results The participants give reasons for their ratings and open-ended answers are linked with ratings o scales

This data can be collected using both on-line and paper-based methods. SWOT Survey processed into a custom database; a range of analysis can then be performed, both on rated and the open-ended questions. It can then identify priorities for improvement an into the analytical & creative potential of your staff.

data processing bureau service

outsourcing of projects data collection data processing customized output

consultingtools provides a quality committed data processing team that can offer to a client: outsourcing of projects relief from in-house administrative overhead, allowing existing internal resource to concentrate o business experience and expert advice the benefits to employees gained from using an independent, private, confidential and anonymo service

Our data processing bureau service can be used with:

our off-the-shelf tools customized projects to meet specific client needs complete out-sourcing of existing projects

Data can be collected:

on-line over the internet

paper questionnaires scannable forms e-mail fax

The service includes:

initial design and distribution of questionnaires data collection and processing report design to conform to your corporate style progress tracking report production and quality checking binding and packaging and dispatch of reports cost-effective resource with personalized customer care

We can carry out as much or as little of the process as you require. Just contact us for information.

Engaging, local, accessible, affordable programs that can change young people's lives-that's what Project Adventure's Youth Programs provide for school groups, colleges/universities,

religious youth groups, and camps throughout the year. Our programs foster individual and team growth in an environment that is fun, safe and respectful. Using experiential activities, we provide opportunities for youth to make positive choices, gain self-confidence and learn skills that are critical to their lifelong development. Project Adventure empowers youth to experience and practice leadership, teamwork, problem- solving and conflict resolution. Each Adventure program is custom-designed to address a group's unique goals and needs. Our clients have come to us with various objectives, including, but not limited to: team building, communication skills, leadership development, recreation, enhanced group decisionmaking, development of trust, and positive risk-taking. These objectives and other goals are accomplished through a tailored sequence of Adventure activities. Program Length: Our programs can range from one day to five days. (Other time frames can be arranged.) Program Offerings: At our sites in Beverly, Massachusetts and Covington, Georgia, program offerings include:

cooperative games and initiatives state-of-the-art low and high challenge course orienteering

Off site facility offerings could include: cooperative games and initiatives

state-of-the-art low and high challenge course (if inspected by Project Adventure within one year) rock climbing orienteering

Off site program offerings are dependent upon local resources and facilities. Other custom programs are offered upon consultation. Program Locations: Our northeast site is in Beverly, Massachusetts on the beautiful grounds of Moraine Farm. Our location in the southeast is in Covington, Georgia. We also can travel to your site to work outdoors or in a gym. Program Staff: Our staff are highly professional, certified in First Aid and CPR and qualified to work with school aged populations in a variety of settings. Group Size: We can work with large or small groups. Prices are based on a minimum of ten students. Age of Participants: We work with elementary school-aged through college-aged students. Cost: The program costs are as follows: School aged youth $50/person/day ($500.00 minimum)

College aged participants $55/person/day

Additional costs may include: Travel expenses for PA facilitators

Planning and preparation time Meals

Project Adventure works with you to custom design each program and to keep expenses to a minimum.

Because Adventure works! Adventure is transformative-changing perceptions, changing environments, changing lives. Because we understand. Project Adventure began as a physical education program at a Massachusetts high school in 1971. We know that learning begins with doing-pushing our limits in some way. For 30 years, Adventure programming and physical education have been a dynamic match. Because PA programs make PE a vital part of a student's academic day Funding for traditional physical education programs is being cut in favor of programs that support academic achievement. Like you, we know the connection between the two. Experience transforms understanding. PA methodology (appropriate for every level from elementary to college) supports and enhances communication skills, team work, problem solving, pro-social behavior, positive school community, and increased self-esteem. Because PA curriculum meets the federal and state standards for physical education, health and wellness. Because PA programming is fundable under Drug-free and Safe School funding, 21st Century Grants and other sources that support positive wellness models. Project Adventure has three offices in the US and four international locations, all working to bring the Adventure home to your particular program. We accomplish this by training educators and professionals in the tools of Adventure programming. We offer trainings for the complete beginner, the dabbler and the expert. In addition, PA publishes books and magazines, sells equipment specific to Adventure programmers, offers a monthly electronic newsletter, and provides installation and inspections of challenge course elements. How to get started

Attend an open enrollment workshop! If you've never experienced Adventure programming before, or arelooking to begin a program in your setting, sign up for Adventure Programming. This five-day intensive training will give you the skills and experience necessary to start programming in your school. You will learn to safely and effectively teach cooperative games, problem solving initiatives, trust building activities, and low and high ropes course challenge events. Theoretical components are also addressed. Portable Adventure is a three-day workshop designed for those who have a desire to do Adventure programming without a low or high ropes course. All of the cooperative games, trust building and problem solving initiatives taught in this workshop can be facilitated with portable equipment.

Book a custom workshop at your school. Anything you see in our catalog or on the web site can be customized for your school. This is a cost-effective way to train a physical education department, or a cross functional group of educators at your school.

To Keep Your Adventure Program Fresh and Vital Attend open enrollment workshops such as Advanced Facilitation Skills, Adventure Based Counseling, Technical Skills Intensive (For more information about workshops, call 1-800-468-8898) Add new elements to your challenge course

Plan a customized on-site training

For more information on how to start a program or to re-vitalize your existing program, call 978-

524-4554. For information on the installation or inspection of a challenge course, contact 978-524-4550. Project Adventure's Goals Align with NASPE NASPE (National Association for Sport and Physical Education) is the largest of the six National Associations that make up AAHPERD. Twenty thousand physical education, sport, fitness and kinesiology professionals have joined NASPE to promote quality physical activity programs, to raise support for physical education and to raise the effectiveness of the programs they provide NASPE's definition of a physically educated person:

Demonstrates competency in many movement forms and proficiency in a few movement forms Applies movement concepts and principles to the learning and development of motor skills Exhibits a physically active lifestyle Achieves and maintains a health-enhancing level of physical fitness Demonstrated responsible personal and social behavior in physical settings Demonstrates understanding and respect for differences among people in physical activity settings Understands that physical activity provides opportunities for enjoyment, challenge, self expression, and social interaction.

Project Adventure meets the NASPE challenge in a fun and engaging way. Whether indoors or out, with lots of specialized equipment or with what's already in your equipment room, an adventure awaits you.

CorporationsSchools and UniversitiesTherapeutic Agencies Non-Profit and Community-based Organizations Organizations today are being challenged to do more with less, stimulate creative thinking, work effectively with others and react quickly to the increasing pace of change. Resources invested in staff training must focus on tangible, practical skills which encourage people to embrace change, take risks, communicate, and find new ways to solve problems. This is what Project Adventure can do for you! Project Adventure has led the experiential consulting field for more than thirty years. Our customized professional development programs meet every imaginable training need. We design and conduct leading-edge, cost-effective programs for thousands of organizations just like yours. Clients such as Kodak, Boys and Girls Clubs, The Principals' Center at Harvard University, American Red Cross and thousands of public and private schools have characterized our programs as fast-paced, highly participative, offering a high level of content, involvement and opportunity for learning. We achieve results by understanding your specific goals and implementing programs

FIND THE PROGRAM FOR YOU! For more specific information about some of Project Adventure's customized consulting options, click on one of the following topics. Don't worry if you don't see your particular interest represented here-we can design an Adventure-based program to meet your specific needs!

Corporate Physical Education Violence Prevention Youth at Risk Project Adventure and People with Disabilities Residential Treatment Programs Challenge Course Technical Skills School Age Care and Camps

that stay within your budget.

Youth Program Practitioner Certification

Where other programs simply talk about theories and concepts, our programs involve people in a powerful and integrated "learning by doing" approach. Your group will engage in activities and initiatives that encourage critical thinking and risk taking. Through meaningful experience and skillful facilitation, key learnings are transferred to the workplace, school or agency. How to Get Started? The process is simple: give us a call and we will work with you to assess your needs. Our consultants and trainers are the very best in the field and they will work closely with you to design an outstanding customized training program. Call us at 978-524-4554 to speak with our training and development consultants. The options and results are guaranteed to delight and amaze you!

ents

u exciting new elements that have already been gshot, Space Station and Quadraphenia could your course. Our new Helix Tower enables you s to new heights.

he attraction, Project Adventure has created the swing some of the best attributes of the traditional Giant nt and satisfaction of the Flying Squirrel. A simple,

be better...and...they are! Sharing your zip experience nsion both programmatically and experientially. Zip ded Space Station platform for a sensation that is new Space Station may also be used alone as an ideal nt may be installed either outdoors or indoors in

und the time of quadraphonic sound and the classic adrophenia is back in a whole new way! The Pamper m an individual challenge to a true group experience. sible adults on a 16" square platform 25' above the ple are actively involved in this onefour belayers as adrophenia can easily be added to many existing pole

d into a very cool climbing experience by adding a face has a relentless overhang for the inveterate cents. Just looking at it makes you want to climb. The e for free-rappelling from the top (full) deck. Access is panels.

e wall without the constraints of appropriate tree manence of poles. Our freestanding wall is slightly to problem-solve. The climb down from the platform is re-treated lumber and MDO plywood (traffic sign

of the assessment tools we use.

Values Assessment ment nd Mastering Success)

Typically, pe they need im Developmen

ent

The ability to interact effectively with people (Emotional I of business success. This DISC-based instrument enables communication system that produces more effective work interacting with distinctly different styles. It is tailored to Professionals and Managers/Employees and helps in: Understanding their own behavioral style Recognizing and utilizing the differences in co-wor them Delivering what others need to do their best work

udes & Values Assessment

Beyond skills and experience, knowing your staff's attitud hiring and retaining the right employee for the right job. Y source of conflicts between people, identify if an employe corporate culture, and help you communicate to the real This assessment cuts across title and role to the heart of truly value and care about most. Understand your own motivators, passions, and at Recognize others' core attitudes and see the world Learn how to motivate people on their terms

k Assessment

The 360o feedback was designed as a component of continual learning and performance. It gathers informatio from several stakeholders (boss, peers, employees, customers) about an individual's effectiveness and is:

Customizable to the issues the organization wishes Management/Coaching, Leadership, Empowermen Communications, Teamwork, Quality, Customer Se Able to highlight the gap between current perform Accompanied by a professional development plan Comparative over time to track results

ing And Mastering Success)

T.E.A.M.S. was designed to provide the tools and means f clarify what makes the group effective or ineffective. It he assessing the following: Work Management Skills: How the team determine tasks and resources related to their mission. Group Processes: Group functions such as particip learning, creativity and many other areas. Relationships: Feelings, attitudes and behaviors th interpersonal relationships with one another.

Leadership: How the team leader functions to supp the team process and the specific elements of team survey.

If a job could speak, what would it say it needs to do its b Performance was designed as a system for identifying and configuration of Skills, Intelligence, Behavior, Attitudes, a job. It makes the hiring process more efficient and effecti Identifying the hierarchy of relevant competencies Clarifying divergent views and issues about the po Prioritizing and validating the competencies requir

Providing interview questions and a basis for the jo

Our solutions don't end at the installation phase. A critical component to our success is the consulting, service and support we provide to ensure our system is used responsibly and effectively. Thomas International offers Technical Support, Team Development Training, Ongoing Research and Development, Software Upgrades, Newsletters and Client Workshops.

Highly qualified and experienced Thomas International consultants provide customised solutions, on-site support, training and facilitation. Monthly certification training programs provide managers and human resource professionals with knowledge and skills in analysing jobs, assessing person to job fit, dealing with communication and relationship challenges objectively, and coaching people to higher levels of performance. The long-term application of the Thomas International suite of products enables companies to:

Analyse behavioural requirements of the job. Understand the management and training costs involved for a particular person in a particular job. Analyse current performers and close the performance gaps. Create an objective and common language for dealing with communication and relationship challenges. Encourage the giving and receiving of open and honest feedback. Value the strengths in others and the differences in behavioural style. Motivate and manage individuals based on their behavioural style. Align current team culture with ideal team culture and business strategy. "Speed read" people and situations to assess whether behaviour modification is appropriate and if so what plan of action is necessary

Myers-Briggs in Organizations
When was the last time you provided your volunteers and staff a training experience that was relevant to their nonprofit work and their personal lives? That was useful and fun? That increased awareness of self and others?

Association Works offers a series of self-affirming Myers-Briggs Type Indicator (MBTI) training programs that permit your Board, Committee and staff members to better understand and value their individual strengths and unique gifts. Through thoughtful exploration of predictable patterns--or types--of behavior, program participants acquire useful insights that enhance their personal and professional communications, cooperation and productivity. The MBTI, a validated self-report questionnaire, is the most widely used instrument for understanding normal personality similarities and differences in the world. Based on Carl Jung's theory of psychological type, the MBTI reports natural individual preferences for energy, information gathering, decision-making and lifestyle. It can be used to support effective: Self-development Organizational development Volunteer/staff leadership training Team building Communications enhancement Change management Conflict resolution/problem solving Whether introducing MBTI to your organization . . . refreshing fundamental concepts for key players . . . or expanding current MBTI competencies, Association Works has a program for you. Led by a nationally qualified instructor in accordance with highest training and ethical standards, our offerings can help you to take your volunteers and staff to a new level of individual and team performance. Let us tailor an MBTI program to meet your organization's developmental needs. You'll be glad you did. We guarantee it.

Team Assessments
http://www.meissed.com/assessments_team.htm

The Team Alignment Questionnaire

Team Alignment Questionnaire - This assessment has been used by hundreds of teams to measure the trust levels and communication levels on the team. Background The Team Alignment Questionnaire was developed by Dr. Ralph Colby in 1980, to provide a method of benchmarking the trust level within a team and the effectiveness of communication about issues critical to a team's success Purpose, Values, Vision, Goals, Procedures and Roles. There are two parts to the questionnaire. Part A measures the trust level, and Part B the effectiveness of communication; however, when team members complete the questionnaire on the Internet they will not be aware of the fact that there are two parts they will just answer 40 questions. Internet Processing Using the Internet-based processing functionality that we have developed provides you with easy access to this powerful assessment instrument, eliminates paperwork and postage, and makes reports immediately available once team members have completed the questionnaires. The process involves the following steps:

1. Set up an account with Meiss Education Institute by contacting

MEI@MeissEducation.com. 2. When you have a team to process, you send us the details of the team name and company, and the names and email addresses of the team members. We also need to know the date that you will need the results so we can schedule the email requesting that they complete the questionnaire. 3. At the nominated time and date, each team member will receive the email with their ID and password, and the URL to go to, where they will be directed to the questionnaire to complete. 4. When all questionnaires are complete we down-load the information and print out the reports. The Reports There are two reports for each team member: Team Structure Report This report is measuring two things: Clarity - how clear each individual believes the team is on the team's purpose, values, vision, goals, procedures and roles. Approval - to what degree each individual approves of the team's purpose, values, vision, goals, procedures and roles. It is important to understand the difference here between what we are measuring on clarity and approval. With clarity, we are measuring each team members perception of how clear the team is. It is quite possible that an individual, the team leader for example, may be very clear on the

vision for the team, but believe that the team is very unclear about that vision he or she may not have shared it yet! With approval, we are measuring the individual's personal approval. So you can have a happy smiling yellow face in a very unclear position on the graph, indicating that this person is clear about that item, and approves of it, but believes that the team is very unclear about it. The face that has a green circle around it includes this team members perception. The main benefit of the Team Structure Report is that you can see at a glance in which of these key areas you need to focus on increasing clarity, and where there is a need for more agreement. The materials in Module 1 of The Team Development Process (TDP) provide you with a methodology for working with the team to achieve clarity and agreement of purpose, values, vision and goals. Secondly, by repeating the exercise in 6 months time, you have concrete evidence that the team is more focused and aligned. The team will be well aware of that by then anyway and will be pleased to see the better result themselves.

The Management Development Competency Assessment

The Management Development Competency Assessment is a 50 item, 360 degree measurement of the competencies that The Management Development Process addresses, thereby providing the opportunity to assess the development needs of each manager both pre and post training. As the term suggests, 360 degree profiling is designed to give an all-round view of the managers performance. Where possible, views are sought from the manager being assessed, their manager, four to six peers, four to six direct reports and if required, four to six "internal customers". The Management Development Competency Assessment provides managers with specific objectives to focus on as they go through The Management Development Process as well as feedback on how they are performing as they apply what they are learning. It gives the manager control over his or her own development. Internet Based Assessment The Management Development Competency Assessment is completely Internet-based. The benefit of using the Internet is the speed of processing and immediate availability of the results once the minimum number of responses has been received. It also eliminates the need for upfront investment in software. There is also the option of adding up to 10 additional questions that are specifically client related for a small additional fee. The steps in the process for using the Internet service are: 1. Information on the organization, the managers being rated, the employees who will be rating them, and their email addresses, are entered into the database. In the case of a large organization these details can be imported from an export file created by the organization. 2. The system will automatically generate an email to all selected raters requesting that they log on to the appropriate web site, enter their password (as supplied in the email to them), follow the on-line instructions and answer the questionnaires that have been assigned to them. 3. If people take longer than the required time (7 to 14 days) to respond to the questionnaire, they will be sent an email reminder automatically. 4. Once the minimum number of responses has been collected, the results can be viewed on-line or printed out by pre-approved persons. On-line instructions are provided.

The competencies assessed in this profile are: Self-Awareness Personal Responsibility 1. Behavioral Awareness 2. Emotional Awareness 3. Self-Assessment 4. Self-confidence 5. Behavioral Adaptability Change Management 11. Communicates Change 12. Flexibility 13. Problem Solving 14. Adaptability 15. Supportiveness Communication Skills 21. Appreciation of Others 22. Gives Feedback 23. Receptivity to Feedback 24. Listens Effectively 25. Directness Managing Own Performance 31. Planning 32. Prioritizing 33. Coordinating with Others 34. Managing Interruptions 35. Meeting Management Managing Innovation 41. Receptivity to New Ideas 42. Encourages Innovation 43. Facilitates Change 44. Follow-through 45. Team Capabilities 6. Trustworthiness 7. Accepts Responsibility 8. Optimism 9. Achievement Orientation 10.Commitment Interpersonal Skills 16. Communication 17. Facilitation Skills 18. Conflict Resolution 19. Trust Building Ability 20. Motivation Managing Differences 26. Awareness of Diversity 27. Comfort with Diversity 28. Acceptance of Others 29. Empathy 30. Commitment to Diversity Managing Others Performance 36. Problem Identification 37. Task Analysis 38. Counseling Skills 39. Coaching Skills 40. Mentoring Skills Leadership 46. Management/Leadership Balance 47. Inspires Others 48. Develops Leadership in Others 49. Willingness to Follow 50. Vision

Organizational Assessments Workplace Wellness Study

Workplace Wellness Study - The Workplace Wellness Study (WWS) benchmarks an organizations work environment against International Standards and World Class Scores. 27 workplace wellness factors are used to generate three important measures: 1. Shared Values measure the Values Tension Index in the organization 2. Job Satisfactions measures the organizations marketplace competitiveness 3. People Systems measure the levels of intrinsic motivation in employees

This study has been used since 1989 with over 2200 sites worldwide. It is based on a study begun in 1972 at the University of Chicago designed to learn about the values and attitudes of workers, supervisors and managers in 32 Standard Industrial Codes Areas in the United States and 40 other countries. Their studies include data from over 17 million completed surveys. These data form the foundation of the Workplace Wellness study. Twenty-Seven Elements Of A Work Environment

GROUP ONE Heroic Principles & Values

Monitoring Values Honesty - Individual & Organisational Truthfulness Individual & Management Trust Receptivity to New Ideas Encouragement to Take Risk Giving Credit Putting the Interest of Others First Mentoring - getting help when you need it

GROUP TWO Job Satisfaction Issues

Monitoring Individual Satisfaction Levels Having Control Of My Job Believing Fairness Exists Having Fun on the Job Feeling Valued by CoWorkers Feeling Accepted by Co-Workers Feeling Well-Informed Feeling Trusted by Management Enjoying Consistent & Believable Management Having Pride in the Organisation

GROUP THREE Business & People Fundamentals

The People Systems: The End Product & Red Tape Product Quality Customer Service Ethics & Values Leadership Hiring Practices Appraisal & Evaluation Compensation Promotional Opportunity Communication & SelfExpression New Employee Orientation

Building Teams with Style Building Teams with Style is a powerful session of team-building and insight focused on taking your team to the next level of performance. It is designed for intact work teams interested and committed to achieving team transformation. Teams use the Extended DISC Team Analysis Report to identify and explore their natural strengths and weaknesses. By the end of the session, teams will: Understand the teams natural behavior style and how it affects performance. Learn about high performance teams. Develop strategies to work more effectively within the team and beyond the teams boundaries. Use a '5P' Toolkit to create specific performance improvement agreements and plans.

Half-day and full-day versions are available. Special note:Creating Better Results with Style CBRS is a prerequisite for this session. By completing CBRS , all team members will have completed and received the Extended

DISC Personal Analysis Report. These individual profiles become the basis by which the Team Analysis Report is created. Creating Better Results with Style This dynamic and interactive half-day or full-day program will provide the tools to build more productive relationships with: Clients Peers Boss Direct Reports Team members

It is for anyone who is interested in being more effective in handling employee, client, and team dynamics. Participants will complete a short 24-question on-line survey prior to the program. This yields their own six-page Extended DISC Personal Analysis Report that is used to help them understand their natural interpersonal style. By the end of this workshop, participants will: Understand their interpersonal style and how it affects others. Practice and learn how to identify others styles. Have strategies to work more effectively with those who are different from themselves. Develop a specific action plan to improve key working relationships with co-workers, clients or other important people in their life. Videos, practical worksheets, exercises, case studies and job aids are used to help participants translate their learnings into immediately applicable skills after the workshop.

Comprehensive Personality Profile

The CPP was developed as a tool for today's HR consulting environment, including specialized settings such as forensic evaluations. And, since it integrates all aspects of an individual's life, it is also a great adjunct to other, more specific reports. Based on 15 years of research and over 20 years of clinical experience the CPP elucidates over a hundred multiple-trait combinations and interactions, and covers diverse areas of functioning grouped into the following six categories to provide an in-depth understanding of the client's whole personality: Cognitive and Perceptual Functioning Interpersonal Style Intimate Relationships Occupational Considerations Personality Dynamics Therapeutic and Counseling Issues

Teamwork Development Report

Generated from the 16PF Fifth Edition questionnaire, this report is a useful tool in organizational and human resources applications. The 16PF Teamwork Development Report interprets 16PF personality factor scales as they relate to teamwork issues. It can be generated for an individual team member, or for an entire team of up to 15 people. (When team sizes exceed more than a dozen or so people, it is likely that the group includes more than one team. The 16PF Teamwork Development Report is best designed for use with a single-team group.)

Human Resource Development Report

This report is generated from the 16PF Fifth Edition Questionnaire. In business and industrial counseling settings, it addresses an individual's management style, offers valuable support in management development decisions and serves as an effective training tool. In addition to the counselor's pages that include scales and scores, the report offers a 5-page narrative. It focuses on five management dimensions: Leadership Style, Interacting with Others, Decision Making, Initiative and Personal Adjustment. Frequently identified in research and literature in successful managers, these dimensions enable you to make a reasonable forecast of a candidate's management potential and style.

Personal Career Development Profile Plus:

In addition to facilitating the process of career exploration, the PCDP provides insights for selection decisions and on-the-job performance effectiveness planning. However, there are times when counselors, consultants, and human resource professionals prefer to encourage their clients or employees to embark upon a more in-depth process of self-understanding and planning for the future. The PCDP Plus is an ideal supplement for this purpose. The PCDP Plus consists of a series of Self-Review and Planning exercises designed to assist people in assessing their personal strengths, work-related and career interests, as well as their needs for personal development. This 7-page addendum to the PCDP also facilitates the construction of action plans for personal development so that educational, work-related, and career goals can be reached.

Leadership Analysis Report

This new report helps clients explore and expand their understanding of the leadership style they use in organizations and how others might perceive and react to it. The information in this report is based on responses to two instruments: the FIRO-B Fundamental Interpersonal Relations Orientation-Behavior) and the MBTI (Myers-Briggs Type Indicator). Both instruments tap into key aspects of personality and behavior in areas such as communication, problem solving, decision-making, and interpersonal relations. Yet, each instrument is distinct, providing a view of the client's leadership approach from a slightly different vantage point. Together, they complement each other and provide rich information of use in a personal, ongoing leadership development program.

Are Your Teams Stuck? Try ZIP!

by Michael Zosel, M. Ed. It is getting increasingly difficult to keep up with the growing demands of the marketplace. In all industries, customers now expect McDonalds speed, Motorola quality, and L.L. Bean service. In the 90s, many organizations took their employees through team training. The response was favorable. On a departmental basis, most organizations made steady productivity improvements within their own domains. Unfortunately, cross-functional process problems still persist causing inadequate quality and service. It is common to hear employees say, If it wasnt for Dept. XYZ, we couldve gotten that project done on time. Cross-functional inefficiencies can slowly strangle an organizations profitability and bring down the morale of the organization. Weve all been there. Fingers begin to point. Whispering can be heard behind the gray cubicles. Worst of all, dissatisfied customers begin to tell nasty tales about your substandard products or service. Customers and employees get fed up and look elsewhere. Its not fun. There is hope. The Employee Involvement Association studied 11 companies who have Team-based Suggestion Plans from 1983 - 1994. The companies included manufacturers, banks, and airlines. The average dollar value per idea was $25,500. When you factor in employee time to work on the projects (i.e. 1 hour/week for five months), the return on investment can be as high as 318%. So why arent more companies

taking advantage of this? One of the reasons may be Linear Problem Solving. The Problem with Linear Problem Solving The Linear Problem Solving method is the most common method used by businesses tackle operational problems (i.e. define the problem, determine root cause, find solution, etc). Although it has have been helpful, this method is starting to collect dust. Results from a recent benchmark study conducted by Vision Performance revealed that only 1 out of 35 companies interviewed in the Twin Cities claimed that they have an active process improvement system that gets quantifiable results. In essence, many companies teach problem solving techniques, but they dont have time to use it. Heres why. Linear Problem Solving methods require 16-40 hours of training to learn and projects take approximately 160 days to complete. Todays organizations are simply too dynamic for this type of method. Try the Zigzag Improvement Process (ZIP) ZIP is a process improvement training program developed by Vision Performance that gets results. It helps teams develop process improvements in 60 days or less. This time frame excludes decisions that involve large scale implementation projects. ZIP can be compared to climbing a mountain. The easiest way to get to the top is to traverse laterally. If you travel in a vertical/linear direction, you may get tired or stuck. On the other hand, ZIP uses innovative and practical tools that allow teams to zig and zag quickly through critical issues. Reaching team goals can be achieved using seven key steps. 1. 2. 3. 4. 5. 6. 7. Assess Performance Define Your Opportunity Identify Reasons for Performance Gaps Play with Ideas Decide as a Team Make it Happen Celebrate the Results

The zigzag method for arriving at breakthrough solutions may appear strange. It was not how we were taught in school. Linear methods were emphasized. Microelectronics and Computer Technology Corporation (MCTC) conducted an interesting study on how people solve problems. The results of the study revealed that the Designers did not follow a linear

process when solving an elevator problem. They actually experimented with ideas in a zigzag fashion until they arrived at the best solution. This non-linear approach is not a sign of stupidity or a lack of discipline, but an indication that we naturally solve problems in a zigzag manner. Linear problem solving is effective for calculating math problems or fixing a machine, but it has not been as effective for solving complex issues that have limited data and short time frames. Comparison Chart Listed below is a comparison chart between the ZIP method and Linear Methods: ZIP Method Focuses on: Approach Training time Average time to complete projects On-time completion rate Used for: Provides workbook for projects Communication skills emphasized ROI emphasized Thinking used Opportunities Dynamic 8 hours 60 days High All business functions Yes Yes Yes Left and right brain Linear Methods Problems Scientific 16-40 hours 160 days Low Manufacturing (Primarily) No No No Left brain

Perhaps the biggest advantage of ZIP is that the 8-hour training program teaches employees versatility skills. When working on a ZIP project, the trainees are trained to shift psychological gears four times (1. analytical, 2. creative, 3. decisive, and 4. supportive). All four modes of thinking are necessary depending on the phase of the project. Employees who can adapt during a ZIP project are invaluable. Initial Results Are Promising Donna Shorten, MRP Manager from Caterpillar Paving Products in Minneapolis, MN, was frustrated because many of her employees had great ideas but they were unsure how to implement them, especially when the ideas involve other departments. She took her department team through the 8-hour ZIP training course.

The ZIP program has helped my team develop better communication and problem solving skills, says Shorten. They work much better together now and are currently using the tools and techniques to solve cross-functional problems using the ZIP workbook. Another attractive feature that makes ZIP unique is that it provides the employees with an easy to follow workbook for completing performance improvement projects successfully. During each step of the process, it provides instructions and examples on the even numbered pages and a blank worksheet for the team to fill out on the odd numbered pages. ZIP workbooks make performance improvement projects much easier. ZIP is dynamic, comprehensive, and cost-effective. Your employees will be eagerly involved and making a real difference. Cross-functional performance and customer satisfaction will steadily improve. Everyone wins with ZIP
21st Century Leadership This introductory leadership workshop uses the Kotter model of leadership and change as a foundation to explore the changing workforce and its impact on todays leader. This highly interactive workshop builds knowledge and skills around critical leadership styles and behaviors. Areas explored include: The difference between leading and managing Setting vision/direction for the organization/function Situational leadership Style in leadership using the Extended DISC System

This workshop is for new supervisors or managers seeking a solid framework for leading. It is a great workshop for those wishing to update or refresh their leadership knowledge. The 21st Century Leadership workshop can be implemented in a half-day or full-day program. Delivery includes Extended DISC Personal Analysis and Leadership Profile, case studies, paired and group activities, work plans and commitment sheets.

Extended DISC Job Analysis Extended DISC Job Analysis provides specific information to assist you in clearly defining and prioritizing the behavioral requirements of your specific job positions. Most of our clients are quite comfortable in specifying the skills and competencies needed in a job to produce the desired results. However, they usually have difficulty in defining what behaviors are the most important and necessary. Extended DISC Job Analysis forces the assessors to prioritize the behaviors for a particular job. Experience has shown that often assessors demand behaviors that are nearly impossible to be fulfilled by one individual. Also, what one assessor considers important for a job can be quite different than what another one does. Extended DISC Job Analysis will clearly identify these issues and provides guidance as to how to resolve them.

Extended DISC Job Analysis ensures that the most critical behaviors are clearly defined and understood. It is available for the following job categories:

Leadership Management Sales Customer service Team Project IT Entrepreneurial Administrative Training

Extended DISC Job Analysis allows the users to define the behaviors that improve employees performance and to compare the results to the employees styles to pinpoint development efforts. The users can clearly see where gaps exist between the job requirements and the preferences of the employees.
Organizational Design & Development Consulting Seeking business growth in todays competitive environment is leading companies to examine the impact of sound organizational and human capital management. As a strategic human resource management consulting firm, St. Aubin, Haggerty & Associates recognizes the critical need to leverage and maximize the potential of your people, and is committed to providing innovative and customized solutions to meet your unique organizational needs. Our consultants are skilled at taking a strategic, yet practical, look at your organization and its unique challenges. This approach allows us to provide solutions that meet your needs and tailor our involvement and recommended solutions to you. Because we measure our success by the success of our clients, we focus on enhancing their long-term objectives by providing these consulting services: Accelerated Staffing & Planning Process (ASAPP ) Executive & Managerial Coaching Organizational Studies Performance Management Process Strategic Human Capital Planning Team Excellence

Organizational Design and Development SH&A offers organizational development consulting ranging from department-based interventions to company-wide culture change. Some of the organizational development services we offer are: Change Management Climate Survey and Action Implementation Executive Team Development Executive Retreats

Individual Executive Development Leadership and Culture Development Merger/Acquisition Integration Strategy Role and Responsibility Charting (or mapping) Organizational Design Succession Planning Strategic Human Capital Planning

SH&A will collaborate with you to determine the appropriate development tools, or combination of tools, that would most benefit your organization. We are committed to ensuring that organizational development is effectively and creatively applied to meet your specific needs.

Performance Skills Leader

The First Internet Solution that Makes 360Feedback Better, Faster, and Easier! For Speed and Ease-of-Use Choose Online Administration. Take questionnaires online or use paper/pencil. We can print your reports or you can print your own. Whatever you want to do, you can do. Confidentiality for everyone is assured. Leaders will Discover how they Measure up in these Five Vital Areas of Leadership Focus.

Feedback on Leadership, Data Friendly Graphics Pinpoint Needs at a Glance Our comprehensive reports use graphics when graphics simplify learning and interpretation. Adult Learning principles guided report design not technical capability.

Reports identify highest development needs, key differences with Manager, highest rated items and competenciesall from peers, direct reports, self and Manager. Development Suggestions target specific behavioral needs so leaders can impact coworker perceptions even before any training has taken place.

Participants Rate Specific Observable Leadership Behaviors, not a Generic Competency

Exceptional Service & Support Choose as much or as little as you need. We provide trainthe-trainer facilitators for interpreting results, customized competency models or reports. There are also off-the-shelf guides and booklets so your internal instructors can coach and lead participants through their results.

Leadership Effectiveness Profile

Click HERE for a Free Demo!
Using the Leadership Effectiveness Profile will help determine whether/which other Profiles should be used for a more complete picture of an individuals effectiveness as a leader. The Leadership Effectiveness Profile assesses eight leadership competencies:

Emotional Intelligence Contextual Thinking Directional Clarity Creative Assimilation/People Enablement Reciprocal Communications Change Orchestration Drive/Persistence

Emotional Intelligence Profile

Click HERE for a Free Demo!
Emotional Intelligence is a key factor in personal and professional intelligence, but how can we develop it completely if we have not measured it? This Profile uses participant responses to specific situations, real and hypothetical, on two scales: Degree of Structure, and Motivation or Drive, creating a fourquadrant grid to help describe the tendency to draw on one or more of the following styles:

Reflective Conceptual Empathetic Organized

The EI Profile plots relative individual scores in all these quadrants, and provides detailed explanatory/interpretative notes.

Problem Solving and Decision Making Profile

Click HERE for a Free Demo!
This Profile measures an individual's ability to solve problems and make decisions using the following competencies:

Critical Thinking Data Gathering and Processing Tool Selection Methods Lateral Conceptualization Alternative Weighing Ability Risk Assessment Skills Perception Judgment

The report gives individuals a clear indication of their relative performance in each competency, as well as detailed interpretative notes to use in personal actionplanning.

Teambuilding Effectiveness Click HERE for a Free Demo!

This instrument looks at an individual's ability to effectively build the team using the Forming, Storming, Norming and Performing model and using seven separate categories in all. This instrument looks at the ability to effectively build a team using the Forming, Storming, Norming, and Performing model. It is critical to understand the stages through which a typical team will travel over time. Within these stages seven categories of teambuilding competency can be derived.

Catalog: Team Training

Creating Team Synergy

A One-Day Workshop
Objective: To improve team productivity, efficiency, and commitment to quality Intended for: Team members at all organizational levels Time required: One day or two half-days (see full agenda) Product format: One-day workshop Have you ever witnessed a winning sports team, a wellrehearsed orchestra, or a synchronized surgical unit and felt the commitment and energy the team demonstrated? What you saw was more than just teamwork - it was team synergy, a phenomenon that occurs when a team achieves greater results than the sum of its parts.

Creating Team Synergy is a complete, readyto-train workshop (see full agenda) that revolves around five key issues that can block team effectiveness. Using learning instruments, hands-on activities, and an interactive team simulation, teams gain a clearer sense of direction, clarify roles and responsibilities, improve operating processes, and bolster both interpersonal and interteam relationships. Creating Team Synergy Learning Outcomes: Understand the stages of team effectiveness Pinpoint the team's current level of development Recognize and eliminate blockages to maximum performance Define criteria for meaningful mission, vision, and goal statements

Identify team member communication styles Capitalize on team members' communication similarities and differences Reinforce team decision making skills Determine ways to strengthen relationships with other groups and teams

Creating Team Synergy is flexible! Ideal for teams at all levels, the workshop can be presented in one full day, two half-day sessions, or combined with other training sessions to create an expanded learning experience.

Getting Started
To get started, order one Facilitator Kit and one Participant Guide per participant. The Facilitator Kit includes a Facilitator Guide and enough reusable exercise materials to train up to 18 participants. Additional exercise materials may be ordered for larger groups. Note that there are no Participant Guides in the Facilitator Kit. You need to know who people are-not just what they can do for you. The PASport Profile recognizes an individuals patterns and tendencies to determine an individuals communication style. The individual completes a questionnaire online or on paper to produce a personal profile. The individual submits the same questionnaires to friends, colleagues, and/or peers to evaluate the individual. Based on the information gathered the individual receives a feedback report on their communication style and an action plan to ensure long lasting and trusting relationships. Results and Benefits You can expect Include: Knowledge of your communication style and others Action plan for communicating with others Ability to motivate others Increased levels of trust Reduced interpersonal conflicts The PASport Communications Program includes the following elements: Communication Style Survey Communications Style Profile Mentor's Guide

Emotional Intelligence SkillMap

Emotional Effectiveness SkillMap

Assessment and Development Guidebook

Also see:

Emotional Intelligence Video (Free Preview)

Behavior Style Assessment

Interpersonal Skills

The term emotional intelligence has been used by many leading researchers to describe a form of social intelligence that involves the ability to monitor feelings and emotions (of yourself and others) and to use this information to guide your thoughts and actions. Extensive research on the subject has determined that those who exhibit a high degree of emotional intelligence tend to be more fulfilled and productive than others in every area of their lives: personal, professional, and family. "Emotional Intelligence" is essentially the non-cognitive capacity to create positive outcomes in your relationships with others and with yourself. "Emotional Effectiveness" refers to specific skills, habits and attitudesthe personal and social skills that lead to superior performance. By developing or enhancing these skills, you can significantly improve your capacity for personal and professional success. EMOTIONAL EFFECTIVENESS CATEGORIES - Based upon extensive research and field validation, the assessment measures relative strengths and growth opportunities in the following categories: PERSONAL Self-Awareness Confidence & SelfEsteem Self-Control Authenticity Optimism & Resilience Self-Actualization SOCIAL Empathy Spirit of Service Social Awareness Interpersonal Influence Communication Collaboration

Live Online Training

Teams, Conflict and Trust

By comparing one's perception with those of one's manager, direct reports, peers and other team members, Executive View/360 provides an objective summary of executive strengths and areas of development along twentytwo critical competencies required for competitive performance. Executive View/360 was designed for senior level managers and executives in all industries.

Preview Internet Scoring View Sample Report Order Authorizations

Executive View/360 is suitable for executive coaching services executive education programs, and succession planning. Use the OPD Scoring Bureau service for your complete 360-degree feedback administration needs or the Executive View/360 software for complete in-house scoring and report generation.

Executive View/360 Competencies

ormance Leadership . Visionary Leadership

. Drive for Results . Technological Leadership . Financial Leadership . Cross Functional Versatility . Depth of Industry Knowledge . Political Leadership . Strategic Problem Analysis . Decision Making

nge Leadership . Entrepreneurial Leadership . Driving Strategic Direction . Driving Change . Decisiveness/Judgment

personal Leadership . Build Strategic Relationships . Empowering Others . Team Building . Interpersonal Effectiveness . Oral Communication/Present ation . Influence/Negotiation . Coaching/Talent Development

onal Leadership . Self-Development . Adaptability/Flexibility

. Engenders Trust

how you are, w you art.....

Order Authorizations

dated nal nce View asures 17

ncies you to e, and and your sonal and s ly. The most widely accepted model of emotional intelligence (EI) has been influenced by several scientists and researchers. Howard Gardners (1983) theory of multiple intelligence lists interpersonal and intrapersonal intelligence as unique and different from the mathematical/logical type recognized today as IQ or general intelligence. Peter Salovey and John Mayer first proposed their theory of EI in 1990 and Reuven BarOn (1988) has placed EI in the context of health and well-being. Daniel Goleman (1998) formulated EI in terms of a theory of organizational and job performance. All these models, however, share a common core of basic concepts including SelfAwareness, Self-Management, Social Awareness, and Relationship Management. Emotional Intelligence View 360 assesses key competencies in each of these four areas. The comprehensive feedback report is designed to enhance both self-awareness and relationship management skills. Emotional Intelligence View 360 is suitable for coaching, leadership and professional development programs.

Emotional Intelligence View 360 Competencies

Self-Management 1. Self-Development 2. Adaptability/Stress Tolerance 3. Self-Control 4. Trustworthiness 5. Strategic Problem Solving

6. Drive for Results/Achievement Relationship Management 1. Building Strategic Relationships 2. Conflict Management 3. Leadership/Influence 4. Interpersonal Sensitivity/Empathy 5. Team/Interpersonal Support 6. Collaboration/Agreeableness Communication 1. Written Communication 2. Two-Way Feedback 3. Oral Communication 4. Oral Presentation 5. Active Listening What is the association between Emotional Intelligence and Effectiveness? A growing research literature suggests that Emotional Intelligence may play a far more important role in career success and job performance than "general intelligence" or IQ. Studies suggest that:

Highly conscientious employees who lack social and emotional intelligence

perform more poorly than those high in both conscientiousness and emotional intelligence

On average, strengths in purely cognitive capacities are approximately 27 percent

more frequent in high performers than in the average performers, whereas strengths in social and emotional competencies are 53 percent more frequent

The highest performing managers and leaders have significantly more "emotional
competence" than other managers

Poor social and emotional intelligence are strong predictors of executive and
management derailment and failure in ones career Emotional Intelligence View 360 was developed by Kenneth M. Nowack, Ph.D. who is a licensed psychologist and researcher in the area of 360 degree feedback, emotional intelligence and occupational health. Dr. Nowack is a member in Daniel Goleman's Consortium for Research on Emotional Intelligence

in Organizations http://www.eiconsortium.org/members/membership_consortium.htm

Additional Emotional Intelligence View 360 validation, psychometric properties and research information can be found:
Nowack, K., (2002). Does 360 degree feedback negatively effect company performance: Feedback varies with your point of view. HR Magazine, Volume 47 (6), June 2002. Article (publishers web site) Article (local copy) Nowack, K. and Heller, B. (December, 2001). Making Executive Coaching Work. Training Magazine (http://www.trainmag.com/) Article (Adobe Acrobat PDF) Management-Leadership Practices Inventory Order Test / Pricing (MLPI)
Management-Leadership Practices Inventory (MLPI) is a norm-based 360-feedback instrument that assesses a supervisors management and leadership skills. Taking less than 15 minutes to complete, the participant is rated on 85 behavioral descriptors using a seven-point scale. The MLPI is based on ratings of skills rather than personality characteristics and permits self-ratings in addition to those of employees, peers, and supervisors. A comprehensive report is generated for feedback to the manager. The MLPI is an instrument well-suited for executive coaching, individual development assessments, and training. It also can be used to identify training needs as well as an outcome measure after training. Additionally, composite results of MLPI scores can be summarized by work unit, function, and organizational level in order to provide feedback in organizational change projects. What The MLPI Measures The MLPI provides objective feedback about a managers behavior on twenty key factors that are grouped into three categories: Management Practices Planning Performance Standards Evaluating Performance Delegation Goal Setting Interpersonal Style Technical Expertise Coaching Facilitating Change Recognition Sample Report MLPI Psychometric Data
(14 pages, 276k)

Ordering the MLPI

Return to Prev Page

Directive Approachable Leadership Practices Communication Empowering Employees Resourcefulness Decisiveness The MLPI Report

Participative

Strategy Teamwork Trust Self-Confidence

The MLPI report is comprised of five sections and provides the subject with extensive feedback. Overview provides a quick summary of the MLPI Factor scores. Percentile Graph plots each MLPI Factor scores compared to the normative sample. Item Responses lists all items by MLPI Factor. Statistical Table shows the supervisors average scores (and standard deviation) on each MLPI Factor. High/Low Summary Report lists the highest and lowest MLPI Factors determined by percentile scores.

Team Practices InventoryRevised Edition (TPI)

Team Practices Inventory (TPI) is a norm-based 360-feedback instrument that is designed for use with groups in which teamwork is essential. Taking less than 15 minutes to complete, the team is rated on 62 behavior-based descriptors

Order Test / Pricing Sample Report Ordering the TPI TPI Psychometric Data
(2 pages, 10k)

Return to Prev Page

using a sevenpoint scale. Ratings are obtained from each group member, the group leader, and, when appropriate, by individuals outside the group. Once the TPI data are collected, a comprehensive report is generated for feedback to the group and group leader. The TPI is an instrument designed especially for team assessments, identification of training needs, and as an outcome measure after team development and training projects. What The TPI Measures The TPI provides objective feedback about how a team functions on fourteen key factors that are recognized as essential to effective group performance: Goal Clarity Role Clarity Structure Energy/Accomplishment Competence Commitment Cooperation Support Trust Communication Standards Recognition

Influence Leadership The TPI Report The TPI report is comprised of five sections and provides extensive feedback. Scores are broken down by Group and Leader. Overview provides a quick summary of the TPI Factor scores. Percentile Graph plots each TPI Factor score compared to the normative sample. Item Responses lists all items sorted by TPI Factor. Statistical Table shows the scores (and standard deviations) on each TPI Factor. High/Low Summary Report lists the highest and lowest TPI Factors determined by percentile scores.

The MFS System

The Managing for Success Software Collection is now available on CD, with full installation instructions and on-line manuals. It contains all the latest versions of the reports listed below, each designed for a specific purpose or application: This includes installation, software training, a user manual, all the required questionnaires and 100 'units', allowing you to run 40 of the short reports or 13 of the longer ones. When you need more units, these are ordered by fax, phone or e-mail, saving you time as no physical delivery or mailing is involved. We also offer a 24hour backup service and free customer support. These assessments offer a quick and costeffective way to add value to any of your recruitment, training, mentoring or development activities. The objective and reliable reports are

ASSESSMENTS IN OUR PRACTICE

CLICK ASSESSMENT NAME FOR DETAILS

WHAT ARE ASSESSMENTS? Performance Assessments are focused on increasing knowledge and awareness. People learn more about themselves, their blind spots, their developmental gaps and their strengths. They also learn how they are perceived by others, since perception is reality - this is key. Below are some of the assessments that, combined with effective feedback and coaching, can dramatically increase performance.

Behavioral Style (DISC)

This assessment provides a detailed 26-page report focused on improving effectiveness. It takes 10 minutes to complete online and is rated 90% accurate by clients. DISC is also an excellent teambuilding workshop.

Personal Interests, Attitudes and Values (PIAV)

The PIAV identifies the primary motivators that drive a person. It illuminates what individuals are compelled to do and what they don't feel drawn to. It is validated for career and job fit and increasing self and team understanding in a workshop.

Competency-Based Position Analysis

A tool that analyzes the unique configuration of skills, intelligence, behavior, attitudes and beliefs required by a specific job or role. Up to 10 people complete is and the responses are compiled. The report identifies a complete hierarchy of competencies required for the role and behavioral interviewing questions to address them.

Myers-Briggs Type Indicator (MBTI)

The world's most popular personality tool, it is widely used for self-management and teambuilding.

Discovery 360-degree
Offers a full-spectrum view of a person's performance on the job from the perspective of up to 10 people (boss, peers, self, direct reports, customers). The 360 illuminates other people's perceptions. Widely used for management and leadership development.

T.E.A.M.S.
Used to help teams improve their performance. It looks at work management skills, group processes, relationships, and leadership. It is completed by the team members, a report is generated and interpreted for the team with specific recommendations for action.

Sales Strategy Index

Provides information about an individual's or team's ability to sell and execute a sales strategy. Can also be used to benchmark top sales performers.

FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior)

A personality instrument that measures how one typically behaves with other people and how one expects them to act toward oneself

Prospector
Assesses a leader's ability to learn, grow and change.

The Visionary Leader

Assesses a leader's transformational leadership behaviors, characteristics and culture.

Successful Career Planning

Identifies the career path options and strategies for an individual.

BEHAVIORAL STYLE ASSESSMENT

Behavioral Profile (DISC) Analyzes the behavioral style; that is, a persons manner of solving problems and challenges, ability to influence and work with others, ability to work in a rapid dynamic environment and to manage information and structure. The DISC assessment tells us HOW a person behaves and performs in the work environment. This profile helps individuals understand how they project themselves to different people in different situations, so they can develop strategies to meet the needs of the role, culture and people. The report measures the how of behavior and is the only DISC tool on the market to have been predictably validated. The predictive validation of this tool allows organizations to build a profile of the executives that excel in your environment and to hire and develop others to that profile

What are the Benefits?

Learn your value to the organization Target characteristics that can move you from a "manager" of people to a "leader" of people Learn strategies for communicating openly, honestly and directly to get the results you and your organization need Learn to what extent you adapt your behavior in the workplace

Why learn about behaviors?

Behavioral research suggests that the most effective people are those who understand themselves - their strengths and weaknesses - so they can develop strategies to meet the demands of their environment. Leadership is directly tied to self-understanding and awareness.

What Does this Assessment Look at?

How we respond to problems and challenges How we influence others to our point of view How we respond to the pace of the work environment How we respond to the rules and procedures set by others

How Does it work?

This assessment is a one page, 24 question form that takes only 10 minutes to complete. It looks at thousands of interrelationships between responses.

Once we have the completed form, we have it scored and generate a report. We then send the client the report and schedule a feedback session. This report, combined with our feedback session helps people better understand their behavior as well as other people's behavior.

Components of the report generated from this assessment:

General Characteristics: This section is to help you gain a better understanding of the individuals natural behavior, providing a broad understanding of the individuals work style: How one would choose to do the job. Value to the Organization: This section identifies the specific talents and behavior the individual brings to the job, allowing the organization to develop a system to capitalize on the individuals particular value and make him/her an integral part of the team. Communications: Dos and Donts a checklist of preferred communications styles of the individual, (how you, as leader, will best communicate with the individual), along with tips and suggestions for the individual on methods that will improve his/her own communications with others. Ideal Environment: Identifying the ideal work environment based on the individuals basic style is your employee suited to work from a home-office, or is a more structured work environment a better choice? Perceptions: The individuals self-perception is revealed, as well as how, under certain conditions, others may perceive the individuals behavior. This allows the individual to convey the image that will allow him/her to be more effective. Descriptors: Words that describe the individuals personal behavior in terms of problem solving, meeting challenges, influencing people, responding to the pace of the environment, and responding to rules and procedures set by others. Natural Style: The individuals natural styles of dealing with problems, people, pace and procedures may not always fit what the environment needs. This section provides valuable information related to stress and the pressure to adapts to the environment. Adapted style: A list of behaviors the individual believes the work environment requires him/her to demonstrate if the statements DO NOT sound job related, further exploration is recommended. Keys to Motivation: People are motivated by the things they want, and this section analyzes the individuals wants. Use this section to review and highlight those wants that are great motivators. Once people are clear on what they want, it becomes easier to attain. Keys to Managing:

This section reveals some needs which must be met in order for the individual to perform at an optimum level. Reviewing this section with the individual will allow him/her to participate in forming their own personal development plan. Areas for Improvement and Action Plan: This section provides a list of possible limitations, without regard to a specific job. This is the beginning of the individual development plan. Here is where coaching comes in. Now that the changes and growth areas are identified, coaching can support and facilitate those changes much more effectively than a "customer skills" workshop.

PERFORMANCE DNA What is It?

A competency-based position profile tool that uses a comprehensive, objective, computerized process for collecting and analyzing multiple inputs to prioritize the core competencies required for superior performance in a specific role. This Web-based survey uses up to ten participants, usually incumbents to the role, managers and executives to the role or anyone else that understands in depth the various dimensions, demands and requirements of the role. The DNA report takes all of the respondents results and creates a weighted prioritization of the competencies required for superior performance in that role. Lastly, the report uses the prioritized competencies for and creates a list of specific behavioral interviewing questions that can be used when screening and selecting a candidate for the role.

Why was it created?

According to the Center for Creative Leadership, 35 to percent to 75 percent of topexecutive promotions or recruitments don't work out. A Michigan State study found that hiring key management positions based on resume and typical interviews are only 14% effective. Competencies are more important in predicting performance and job success than hard skills and personality alone. People tend to overstate experience, skills and past performance on resumes. The cost of a poor-hiring decision can be as great as 150% of the individuals annual salary. Performance, retention and customer and employee satisfaction increase when individuals are properly matched to positions.

What are the Benefits?

Increased performance Increased retention Fewer legal and EEOC problems A template for a position that can be reused Increased customer and employee satisfaction Foundational input for Discovery 360 Assessment

How do I combine Performance DNA with Individual Assessments?

Using Performance DNA in combination with the assessments for individuals, allows Odyssey to work with the individual executives to develop a unique and focused development plan that increases performance and job satisfaction. Once we have used Performance DNA to identify the top competencies for a given position, we then use the following tools for an incumbent in the position (to increase performance) or for new candidates for the position: Click on links for more detail. A competency 360-degree assessment that is customized to assess the exact competencies identified as a result of Performance DNA. A Motivating values assessment to determine what an individuals focus and motivators are. A Behavioral style assessment to illuminate how this persons behavior either supports or detracts from their performance and goals. A work environment assessment to get their perspective on the job (for incumbents only).

What is the Outcome?

A comprehensive competency based profile of the job/role required for predictable superior and sustained performance. Specific competency based questions related to the profile to be used in structured interviews of potential applicant candidates.

How Does it Work?

Performance DNA uses a 140 question survey to take input from up to ten people that know what is required for superior performance in the job or role. These people are usually incumbents to the role, managers and executives to the role or anyone else that understands in depth the various dimensions, demands and requirements of the role. The twenty competencies the survey looks at are: Leadership/management Employee development/coaching Teamwork Conflict management Interpersonal skills Problem solving/decision making Creativity/innovation Written communication Customer service Flexibility Goal orientation Planning/organizing Political adeptness Personal effectiveness Presenting Negotiation Persuasion Empathy

Continuous learning Futuristic thinking The tool then normalizes and prioritizes the 5 primary competencies associated with the role and creates a profile required for predicable superior and sustained performance.

DISCOVERY 360-DEGREE FEEDBACK Reality

Perception is

What is a 360-degree Assessment? The Discovery 360 is a powerful tool for providing feedback and helping an individual improve the primary competencies required for optimal performance. Unlike many other 360 tools on the market, Discovery 360 is fully customizable and can be linked to the Performance DNA position competency profile. Discovery 360 is also a dual factor instrument, meaning that the tool measures performance perceptions about how well someone is doing in a specific areas and also how well they should be doing given the unique demands of a specific role. Lastly, Discovery 360 allows an organization to dissect performance results and create reporting at the team, group or enterprise level. This reporting provides senior executives and human resource professionals insights into performance strengths and deficiencies. This information allows the organization to target development resources and gain the greatest return on those investment dollars.

Why Perform a 360-degree Assessment?

Research tells us that managers who receive 360-degree feedback can improve their performance. This assessment gathers information from several people about an individual's effectiveness. This gives a person the unique opportunity to see themselves through the eyes of others. This tool will identify areas in which a person is performing above, at or below the standards of his/her boss, self, peers and customers (if applicable). The 360 assessment is a powerful tool for helping individuals improve, grow and develop their "soft" (interpersonal) skills. Evidence tells us that better "soft" skills lead to better "hard" results. The development of effective soft skills begins with the awareness of ineffective soft skills. The 360 assessment shows an individual what others think their performance is versus what it should be and what they think it is. The understanding of others' perception will increase an individual's drive for success, when he/she is given the information in a coaching feedback session.

How Does it Work?

Our 360-degree tool can look at these areas and/or any others that we customize depending on the client: Leadership Empowerment Performance Management/Coaching Integrity/Initiative Communication Teamwork Quality Customer Service Once the competencies that are to be assessed are identified, we customize the 360 tool to specifically look at those. Then the 360 questionaire goes out the people that have been identified by either the individual for whom the 360 is being done, or their leader. When the results come back, we generate a detailed report showing the gaps between where they are and where they need to be. We then coach to close those gaps.

THE VISIONARY LEADER ASSESSMENT What is it?

This assessment looks at leadership from a transformational vs. transactional perspective. These are leaders who create visions that transform both followers and organizations or societies vs. leaders who get followers to do as the leader wishes by means of a transaction money, praise, or some other reward or punishment. With transformational leadership, leaders get performance beyond expectations.

What does it cover?

The Visionary Leader assessment yields three different sets of scores: The extent to which you use visionary/transformational leadership behaviors The degree to which you possess the personal characteristics required of visionary/transformational leaders The extent to which you have (or could have) a positive impact of your organization's culture.

Transformational Leadership Behaviors:

As a result of Warren Bennis' interviews with ninety chief executives, in organizations of all sorts, he identified a set of behavioral patterns characteristic of leaders who were successful and inspired their followers in a visionary manner. This data along with similar data from researchers at the University of Santa Clara was used to develop this section of the assessment. The five key behaviors are: o Providing a clear focus on key issues and concerns, that is, on the right things o Getting everyone to understand this focus through effective organizational communication practices o Acting consistently, over time, so as to develop trust o Demonstrating through actions that they care for and respect the organization's members o Creating empowering opportunities that involve the organization's members in making the right things their own priorities

Transformational Leadership Characteristics:

Effective top-level transformational leadership depends not only on an individual's behavioral skills but on certain characteristics. These are not fixed, they can be developed. In fact, there are three important characteristics that transformational leaders must develop within themselves. They seem simple and obvious and yet can be illusive: Self-confidence: Developing self-confidence through experience, a certainty of success. Empowerment: Using power and influence to benefit the organization and its members. Time span: How long and how complex a series of actions one can plan and think through.

Transforming Organizational Culture:

Transformational leaders have positive effects on the key organizational functions by building strong cultures. They do this by instilling assumptions, values, and beliefs that support the four key functions:

o o o o

Managing change Achieving goals Coordinating teamwork Maintaining a strong organizational culture through widely shared assumptions, beliefs and values.

To discuss incorporating the Visionary Leader Assessment into your development as a leader or into your organization,

Communication has long been a cornerstone of a successful business. Simply stated, it can make or break your organization. However, with the diverse array of communication styles, most businesses find it difficult to ascertain and implement strategically effective customer and employee communication systems. Behavioral profiles are an innovative way to discover and successfully use the strengths and weaknesses of your team. Through these in depth assessments, you will be armed with powerful tools that can be used to develop leadership skills, improve colleague relations, improve employee-manger relations, strengthen customer service relationships and improve client-sales relations. XB Coaching uses assessments from three of the most prominent names in the industry: Target Training International, Inscape Publishing and Kouzes & Posner. Some assessments are self-scoring. Others can be administered by XB Coaching's certified analysts, or you can arrange to administer them yourself. Executive Performance Employee-Manager Relations Sales Personal Development Team Building Customer Service

Executive Performance Click here to overcome the 7 areas where managers fall short.

MFS Executive (DISC)

The job of being an executive is different from other jobs because of the many hats that most executives wear. The MFS Executive report provides the right information for any executive to understand their behavior style and thereby assist them in adapting their behavior to any given situation. Contact us for more information or pricing for this assessment.

MFS Employee-Manager (DISC)

This profile enables employees and managers to learn more about each other in 15 minutes than they could working together for an entire year. It is used successfully to get new employees off to a fast start, revitalize present employees, improve communication and morale, and build sound employee-manager relationships. Contact us for more information or pricing for this assessment.

MFS Team Building (DISC)

The MFS Team Building report helps the manager identify and harness individual energies, and effectively channel them toward group goals. The information is presented in a non-threatening manner to encourage members to share reports, recognize team priorities, resolve disagreement, blend their styles, and achieve team goals. Contact us for more information or pricing for this assessment.

MFS Work Environment (DISC)

Success or failure on a job many times is related to a person's behavioral match to the job, or their perception of the job. The MFS Work Environment profile provides the basis for discovering the real issues. The report includes people's perception of the job, comparing perceptions or comparing a person's natural and adapted style to the job.

Contact us for more information or pricing for this assessment.

Relationship Insights (DISC)

Our ability to interact effectively with others often means the difference between the success or failure in relationships. However, before we can understand others we must first understand ourselves. Relationship Insights was designed to provide that understanding. It identifies key behavioral areas in order to help you have a more accurate understanding of yourself and thus more productive relationships with others. Contact us for more information or pricing for this assessment.

MFS Personal Interests, Attitudes And Values

Why people do what they do affects performance both on and off the job. The MFS Personal Interests, Attitudes and Values Report measures the relative prominence of six basic interests or motives: theoretical, utilitarian, aesthetic, social, individualistic, and traditional values. Values and Attitudes help to initiate our behavior, and are sometimes called the hidden motivators because they are not always readily observed. The report helps illuminate those motivating factors and attitudes and allows a person to understand the driving forces behind their decisions. Contact us for more information or pricing for this assessment.

Discovery 360 Feedback

360 Feedback Assessments are powerful tools for helping individuals improve, grow and develop their soft (interpersonal) skills. The understanding of others' perception will increase as individual's drive for success, when he/she is given the information in a constructive manner such as the 360 Feedback Assessment.

Contact us for more information or pricing for this assessment.

Leadership Challenge (LPI - Leadership Practices Inventory) 360 Feedback

The leadership challenge is a 360 Feedback assessment for leaders. Designed by James Kouzes and Barry Posner, this tool accesses 5 key leadership areas including: challenging the process, inspiring a shared vision, enabling others to act, modeling the way and encouraging the heart. Regardless of leadership experience, each participant will gain valuable insights that are practical and which will enable them to realize their full potential. Contact us for more information or pricing for this assessment.

Time Mastery Profile

This instrument helps individuals to assess their personal time management strengths and weaknesses. The profile explores 12 areas including procrastination, goals, scheduling, delegating, dealing with interruptions etc. Contact us for more information or pricing for this assessment.

Coping & Stress Profile

This profile examines your current level of stress, your coping resources and satisfaction levels in four life areas including personal, work, couple and family. Contact us for more information or pricing for this assessment.

Dimensions of Leadership Profile

Discover the many dimensions of leadership and develop your skills. A truly superior way for your organization to meet its challenges through exceptional leadership development. Contact us for more information or pricing for this assessment.

Discovering Diversity Profile

Differences in the workplace - whether cultural, economic, racial or other - can bring about one of two results. You can either have a rich blend of knowledge and personalities, or you can constantly battle with clashes. In the Discovering Diversity Profile, you will have the opportunity to uncover diversity issues and attitudes and learn to use them productively. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others. Contact us for more information or pricing for this assessment.

Managing Work Expectations . Transforming Attitudes Profile

Unspoken, unrecognized expectations in the workplace can lead to job frustration, substandard performance, decreased job commitment, and high turnover. This profile provides a tool for employers and employees to establish a process for identifying and managing work expectations in an open and effective manner.

Contact us for more information or pricing for this assessment.

The Attribute Index (DISC)

The Attribute Index is a powerful business tool designed to provide accurate insight into a persons strengths and areas for development. DISC profiles tell you HOW a person will perform in the job. It profiles their behavioral style. The Personal Interests Attitudes and Values tells you WHY a person behaves. It profiles their internal motivation. The Attribute Index tells you WHAT a candidate will focus on. The Attribute Index is a mathematically accurate assessment that objectively identifies how our mind interprets our experiences. And it identifies how we are most likely to react in any given situation. Basically it examines "how we think." It helps us to make judgments about anything. In turn, this allows us to translate these measurements into quantitative scores that can then be more easily understood, compared and applied to the daily world. Contact us for more information or pricing for this assessment. Employee-Manager Relations

TriMetrix Job Report Plus

Businesses must stop benchmarking people. Businesses must benchmark the job. Benchmarking the job will set a higher standard than benchmarking a C-grade team of current performers. Everyone needs continuous improvement and thus a goal as we work to achieve maximum performance. The TriMetrix Job Report Plus defines key accountabilities for any job based on a 37-factor analysis and lists those requirements into three talent categories: rewards/culture, behavioral traits, and job attributes. The TriMetrix Job Report combines the attributes (people talents), behaviors (DISC), and the values (PIAV) necessary

for top performance. It also contains customized interview questions to ask candidates in each of the three sections (attributes, behaviors, and values). Contact us for more information or pricing for this assessment.

TriMetrix Personal Talent Report

The TriMetrix Personal Talent Report reveals why, how, and what an applicant can contribute to the job. After taking the Personal Talent profile, each candidate is defined through individual values, behaviors, and attributes. Each candidate is then presented in an unbiased, clear picture that allows for better screening and hiring decisions. Contact us for more information or pricing for this assessment.

MFS Employee-Manager (DISC)

This profile enables employees and managers to learn more about each other in 15 minutes than they could working together for an entire year. It is used successfully to get new employees off to a fast start, revitalize present employees, improve communication and morale, and build sound employee-manager relationships. Contact us for more information or pricing for this assessment.

Relationship Insights (DISC)

Our ability to interact effectively with others often means the difference between the success or failure in relationships. However, before we can understand others we must first understand ourselves. Relationship Insights was designed to provide that understanding. It identifies key behavioral areas in order to help you have a more accurate understanding of yourself and thus more productive relationships with others.

Contact us for more information or pricing for this assessment.

MFS Personal Interests, Attitudes And Values

Why people do what they do affects performance both on and off the job. The MFS Personal Interests, Attitudes and Values Report measures the relative prominence of six basic interests or motives: theoretical, utilitarian, aesthetic, social, individualistic, and traditional values. Values and Attitudes help to initiate our behavior, and are sometimes called the hidden motivators because they are not always readily observed. The report helps illuminate those motivating factors and attitudes and allows a person to understand the driving forces behind their decisions. Contact us for more information or pricing for this assessment.

The Performance DNA Position Survey

The Performance DNA Position Survey analyzes the input of up to ten company individuals who understand the position well, and measures 23 soft skills. The Position Survey report includes detailed descriptions and behavioral interview questions for each of the top seven soft skill competencies that relate to superior performance in the job being analyzed. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others.

Contact us for more information or pricing for this assessment.

Managing Work Expectations . Transforming Attitudes Profile

Unspoken, unrecognized expectations in the workplace can lead to job frustration, substandard performance, decreased job commitment, and high turnover. This profile provides a tool for employers and employees to establish a process for identifying and managing work expectations in an open and effective manner. Contact us for more information or pricing for this assessment. Sales Click here to discover 6 effective strategies that improve sales.

MFS Sales (DISC)

Geared specifically towards salespeople, MFS Sales takes into account the crucial differences between salespeople and other groups of employees. It provides the sales manager with information on an individual's style of selling, overcoming objections, closing and servicing accounts. MFS Sales can be easily incorporated into any sales training program or used as a coaching tool. Contact us for more information or pricing for this assessment.

MFS Customer Service (DISC)

MFS Customer Service report offers specific techniques for developing communication excellence with customers, and facilitates superior team interactions. Employees will be able to recognize your customer's different interactive styles and develop their approach accordingly.

Contact us for more information or pricing for this assessment.

Sales Strategy Index

This profiles an individual's understanding of the strategies required to sell successfully in any sales environment. Like any profession, selling has a body of knowledge related to its successful execution. It is this knowledge that the Sales Strategy Index measures. Contact us for more information or pricing for this assessment.

Relationship Insights (DISC)

Our ability to interact effectively with others often means the difference between the success or failure in relationships. However, before we can understand others we must first understand ourselves. Relationship Insights was designed to provide that understanding. It identifies key behavioral areas in order to help you have a more accurate understanding of yourself and thus more productive relationships with others. Contact us for more information or pricing for this assessment.

Time Mastery Profile

This instrument helps individuals to assess their personal time management strengths and weaknesses. The profile explores 12 areas including procrastination, goals, scheduling, delegating, dealing with interruptions etc. Contact us for more information or pricing for this assessment.

Coping & Stress Profile

This profile examines your current level of stress, your coping resources and satisfaction levels in four life areas including personal, work, couple and family. Contact us for more information or pricing for this assessment.

Discovering Diversity Profile

Differences in the workplace - whether cultural, economic, racial or other - can bring about one of two results. You can either have a rich blend of knowledge and personalities, or you can constantly battle with clashes. In the Discovering Diversity Profile, you will have the opportunity to uncover diversity issues and attitudes and learn to use them productively. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others. Contact us for more information or pricing for this assessment.

The Attribute Index (DISC)

The Attribute Index is a powerful business tool designed to provide accurate insight into a persons strengths and areas for development. DISC profiles tell you HOW a person will perform in the job. It profiles their behavioral style. The Personal Interests Attitudes and Values tells you WHY a person behaves. It profiles their internal motivation. The Attribute Index tells you WHAT a candidate will focus on. The Attribute Index is a mathematically accurate

assessment that objectively identifies how our mind interprets our experiences. And it identifies how we are most likely to react in any given situation. Basically it examines "how we think." It helps us to make judgments about anything. In turn, this allows us to translate these measurements into quantitative scores that can then be more easily understood, compared and applied to the daily world. Contact us for more information or pricing for this assessment. Personal Development Click here for 5 Personal Development Strategies That Will Improve Your Life.

TriMetrix Job Report Plus

Businesses must stop benchmarking people. Businesses must benchmark the job. Benchmarking the job will set a higher standard than benchmarking a C-grade team of current performers. Everyone needs continuous improvement and thus a goal as we work to achieve maximum performance. The TriMetrix Job Report Plus defines key accountabilities for any job based on a 37-factor analysis and lists those requirements into three talent categories: rewards/culture, behavioral traits, and job attributes. The TriMetrix Job Report combines the attributes (people talents), behaviors (DISC), and the values (PIAV) necessary for top performance. It also contains customized interview questions to ask candidates in each of the three sections (attributes, behaviors, and values). Contact us for more information or pricing for this assessment.

TriMetrix Personal Talent Report

The TriMetrix Personal Talent Report reveals why, how, and what an applicant can contribute to the job. After taking the Personal Talent profile, each candidate is defined through individual values, behaviors, and attributes. Each candidate is then presented in an unbiased, clear picture that allows for better screening and hiring decisions. Contact us for more information or pricing for this assessment.

Relationship Insights (DISC)

Our ability to interact effectively with others often means the difference between the success or failure in relationships. However, before we can understand others we must first understand ourselves. Relationship Insights was designed to provide that understanding. It identifies key behavioral areas in order to help you have a more accurate understanding of yourself and thus more productive relationships with others. Contact us for more information or pricing for this assessment.

MFS Personal Interests, Attitudes And Values

Why people do what they do affects performance both on and off the job. The MFS Personal Interests, Attitudes and Values Report measures the relative prominence of six basic interests or motives: theoretical, utilitarian, aesthetic, social, individualistic, and traditional values. Values and Attitudes help to initiate our behavior, and are sometimes called the hidden motivators because they are not always readily observed. The report helps illuminate those motivating factors and attitudes and allows a person to understand the driving forces behind their decisions. Contact us for more information or pricing for this assessment.

The Performance DNA Position Survey

The Performance DNA Position Survey analyzes the input of up to ten company individuals who understand the position well, and measures 23 soft skills. The Position Survey report includes detailed descriptions and behavioral interview questions for each of the top seven soft skill competencies that relate to superior performance in the job being analyzed. Contact us for more information or pricing for this assessment.

Discovery 360 Feedback

360 Feedback Assessments are powerful tools for helping individuals improve, grow and develop their soft (interpersonal) skills. The understanding of others' perception will increase as individual's drive for success, when he/she is given the information in a constructive manner such as the 360 Feedback Assessment. Contact us for more information or pricing for this assessment.

Leadership Challenge (LPI - Leadership Practices Inventory) 360 Feedback

The leadership challenge is a 360 Feedback assessment for leaders. Designed by James Kouzes and Barry Posner, this tool accesses 5 key leadership areas including: challenging the process, inspiring a shared vision, enabling others to act, modeling the way and encouraging the heart. Regardless of leadership experience, each participant will gain valuable insights that are practical and which will enable them to realize their full potential. Contact us for more information or pricing for this assessment.

Time Mastery Profile

This instrument helps individuals to assess their personal time management strengths and weaknesses. The profile

explores 12 areas including procrastination, goals, scheduling, delegating, dealing with interruptions etc. Contact us for more information or pricing for this assessment.

Coping & Stress Profile

This profile examines your current level of stress, your coping resources and satisfaction levels in four life areas including personal, work, couple and family. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others. Contact us for more information or pricing for this assessment. Team Building

TriMetrix Job Report Plus

Businesses must stop benchmarking people. Businesses must benchmark the job. Benchmarking the job will set a higher standard than benchmarking a C-grade team of current performers. Everyone needs continuous improvement and thus a goal as we work to achieve maximum performance. The TriMetrix Job Report Plus defines key accountabilities for any job based on a 37-factor analysis and lists those requirements into three talent categories: rewards/culture, behavioral traits, and job attributes.

The TriMetrix Job Report combines the attributes (people talents), behaviors (DISC), and the values (PIAV) necessary for top performance. It also contains customized interview questions to ask candidates in each of the three sections (attributes, behaviors, and values). Contact us for more information or pricing for this assessment.

TriMetrix Personal Talent Report

The TriMetrix Personal Talent Report reveals why, how, and what an applicant can contribute to the job. After taking the Personal Talent profile, each candidate is defined through individual values, behaviors, and attributes. Each candidate is then presented in an unbiased, clear picture that allows for better screening and hiring decisions. Contact us for more information or pricing for this assessment.

MFS Team Building (DISC)

The MFS Team Building report helps the manager identify and harness individual energies, and effectively channel them towards group goals. The information is presented in a non-threatening manner to encourage members to share reports, recognize team priorities, resolve disagreement, blend their styles, and achieve team goals. Contact us for more information or pricing for this assessment.

MFS Customer Service (DISC)

MFS Customer Service report offers specific techniques for developing communication excellence with customers, and facilitates superior team interactions. Employees will be able to recognize your customer's different interactive styles and develop their approach accordingly.

Contact us for more information or pricing for this assessment.

MFS Work Environment (DISC)

Success or failure on a job many times is related to a person's behavioral match to the job, or their perception of the job. The MFS Work Environment profile provides the basis for discovering the real issues. The report includes people's perception of the job, comparing perceptions or comparing a person's natural and adapted style to the job. Contact us for more information or pricing for this assessment.

Relationship Insights (DISC)

Our ability to interact effectively with others often means the difference between the success or failure in relationships. However, before we can understand others we must first understand ourselves. Relationship Insights was designed to provide that understanding. It identifies key behavioral areas in order to help you have a more accurate understanding of yourself and thus more productive relationships with others. Contact us for more information or pricing for this assessment.

MFS Personal Interests, Attitudes And Values

Why people do what they do affects performance both on and off the job. The MFS Personal Interests, Attitudes and Values Report measures the relative prominence of six basic interests or motives: theoretical, utilitarian, aesthetic, social, individualistic, and traditional values. Values and Attitudes help to initiate our behavior, and are sometimes called the hidden motivators because they are not always readily observed. The report helps illuminate those motivating factors and attitudes and allows a person to understand the driving forces behind their decisions.

Contact us for more information or pricing for this assessment.

The Performance DNA Position Survey

The Performance DNA Position Survey analyzes the input of up to ten company individuals who understand the position well, and measures 23 soft skills. The Position Survey report includes detailed descriptions and behavioral interview questions for each of the top seven soft skill competencies that relate to superior performance in the job being analyzed. Contact us for more information or pricing for this assessment.

Discovering Diversity Profile

Differences in the workplace - whether cultural, economic, racial or other - can bring about one of two results. You can either have a rich blend of knowledge and personalities, or you can constantly battle with clashes. In the Discovering Diversity Profile, you will have the opportunity to uncover diversity issues and attitudes and learn to use them productively. Contact us for more information or pricing for this assessment.

Innovate with C. A. R. E. Profile

This profile is a team building instrument to help groups understand the importance of various individual team contributions, the roles of team members and how to enhance team innovation to create higher team performance. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others. Contact us for more information or pricing for this assessment. Customer Service

MFS Customer Service (DISC)

MFS Customer Service report offers specific techniques for developing communication excellence with customers, and facilitates superior team interactions. Employees will be able to recognize your customer's different interactive styles and develop their approach accordingly. Contact us for more information or pricing for this assessment.

MFS Personal Interests, Attitudes And Values

Why people do what they do affects performance both on and off the job. The MFS Personal Interests, Attitudes and Values Report measures the relative prominence of six basic interests or motives: theoretical, utilitarian, aesthetic, social, individualistic, and traditional values. Values and Attitudes help to initiate our behavior, and are sometimes called the hidden motivators because they are not always readily observed. The report helps illuminate those motivating factors and attitudes and allows a person to understand the driving forces behind their decisions. Contact us for more information or pricing for this assessment.

Time Mastery Profile

This instrument helps individuals to assess their personal time management strengths and weaknesses. The profile explores 12 areas including procrastination, goals, scheduling, delegating, dealing with interruptions etc. Contact us for more information or pricing for this assessment.

Coping & Stress Profile

This profile examines your current level of stress, your coping resources and satisfaction levels in four life areas including personal, work, couple and family. Contact us for more information or pricing for this assessment.

Discovering Diversity Profile

Differences in the workplace - whether cultural, economic, racial or other - can bring about one of two results. You can either have a rich blend of knowledge and personalities, or you can constantly battle with clashes. In the Discovering Diversity Profile, you will have the opportunity to uncover diversity issues and attitudes and learn to use them productively. Contact us for more information or pricing for this assessment.

Personal Listening Profile

With the Personal Listening Profile, you will learn to develop effective listening strategies, discover your preferred listening approach (appreciative, empathetic, comprehensive, discerning and evaluative) and have a great capacity for overall communication with others.