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Assessments
IWAM
Inventory for Work Attitude and Motivation (iWAM) is an online or paper-and-pencil questionnaire which identifies an individual’s attention filters and cognitive styles (also called metaprograms). With the iWAM, you can discover and understand what truly motivates or dis-motivates you, your attitudes toward relationships, how you prefer to communicate, and how you prefer to act in your work context.
For more information, or to purchase and take this assessment, please contact us.
FIRO-B
The Fundamental Interpersonal Relations Orientation-Behavior™ (FIRO-B®) assessment helps people around the world understand how their need for inclusion, control, and affection can shape interactions with others at work or in their personal life. The theory behind the FIRO-B® instrument is based on the assumption that all human interaction may be divided into three categories: issues surrounding inclusion, surrounding control, and surrounding affection. Each item is measured in two dimensions: the expressed behavior of the individual and the behavior they want from others.
For more information, or to purchase and take this assessment, please contact us.
Hogan Personality Inventory - HPI
The Hogan Personality Inventory (HPI) is an industry standard for measuring normal personality. It has a strong history of successfully predicting employee performance and helping companies reduce turnover, absenteeism, shrinkage, and poor customer service. It is an inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. It is good at identifying the bright side of personality - what we see when people are at their best. The inventory has a unique business-related measure of normal personality designed to predict occupational success.
For more information, or to purchase and take this assessment, please contact us.
The Myers-Briggs Type Indicator® (MBTI®)
The Myers-Briggs Type Indicator® (MBTI®) assessment, based on Carol Jung’s Typology, is used around the world to understand individual differences and uncover new ways to work and interact with others. It uses non-judgmental language to talk about serious issues. The instrument explores the different type preferences that lead to different ways of living and working, taking in information, and making decisions. They describe different, effective approaches to working and learning styles and methods, managing, leading, coaching, and teaching in ways to enable a dispassionate awareness of one's preferences, develop productive work teams, build closer relationships, communicate more effectively, and improve quality of life, communication, teamwork, relationships, counseling, etc.
For more information, or to purchase and take this assessment, please contact us.
The PIAV (Personal Interests, Attitudes, and Values)
The PIAV clarifies awareness of an individual's attitudes which help to tell you why they do things. This assessment helps to inform how one behaves and performs in the work environment by measuring the relative prominence of six basic interests or attitudes (a way of valuing life) which are Theoretical, Utilitarian, Aesthetic, Social, Individualistic, and Traditional. These attitudes help to initiate one's behavior and are sometimes called the hidden motivators because they are not always readily observed. The purpose of the PIAV is to help illuminate and amplify those motivating factors and to build on the strengths that each person brings to the work and home environment. Based on the choices made, this report ranks one’s relative passion for each of the six attitudes that cause movement into action.
For more information, or to purchase and take this assessment, please contact us.
Thomas-Kilmann Conflict Mode (TKI)
The Thomas-Kilmann Conflict Mode Instrument (TKI) is designed to assess an individual's behavior in conflict situations - situations in which the concerns of two people appear to be incompatible. In such situations, it describes one’s behavior along two basic dimensions: Assertiveness - the extent to which one attempts to satisfy his or her own concerns, and Cooperativeness – the extent to which one attempts to satisfy the other person's concerns. These two basic dimensions of behavior can be used to define five specific methods of dealing with conflicts. The basic five "conflict-handling modes" are: Competing, Collaborating, Compromising, Avoiding, and Accommodating. This a great tool in facilitating discussions around conflict resolution.
For more information, or to purchase and take this assessment, please contact us.
Learning Styles (LSI and Representation Scale)
A duet of assessments enabling us to discern how we process, organize, and retain information.
LSI –This reveals how we normally tend to process and assimilate information from a behavioral perspective and where we might broaden our approach and incorporate other tools to become more effective learners. A mix of four core learning styles – Accommodating, Diverging, Converging, and Assimilating – gives you a sense of what approach to learning one normally takes - be it the use of concrete experience, active experimentation, reflective observation, or abstract conceptualization. When coupled with the Representational Index indicating the modality through which one best learns – Visual, Auditory, Kinesthetic, or Auditory Digital - clients gain a great perspective on themselves. This is especially helpful for teachers, workshop leaders, and others involved in highly communicative work.
For more information, or to purchase and take this assessment, please contact us.
DISC
The DISC is an amazingly accurate measure of a person’s strategies for achieving success. The four basic approaches are Dominance –the striving to achieve success by taking decisive actions towards their goals; Influence – the striving for success by persuading others to work with them towards the goal; Conscientiousness – The striving for success by working within rules and procedures; and Steadiness – the desire to work with others as part of a team to achieve success. No one of these stands alone; however, the more accurate picture is how the four elements combine to produce one’s unique style. A work group profile is also available for understanding how individual differences impact others.
For more information, or to purchase and take this assessment, please contact us.
Proscan
The PDP® behavioral assessment system is one of the only EEOC and ADA compliant products on the market today. It is a non-threatening, quick, easy, and reliable survey tool that is one of the most advanced instruments available. Statistical research of working adults enables this instrument survey to accurately assess a person's basic and preferred work styles. The survey examines combinations of specific traits that affect how the person works most effectively and reacts under stress. It focuses on strengths and motivators to help employers create an environment that reduces employee stress while improving energy and morale. Other indicators in this assessment are how a person functions most naturally, the role one feels the need to play, energy resources, stress levels, work place satisfaction, decision-making, leadership, and communication styles. It helps to hire the right talent the first time.
For more information, or to purchase and take this assessment, please contact us.
Reiss Desires Index
In contrast to type-based models, Dr. Steven Reiss focuses on needs and traits to help us understand the values by which we pursue personal happiness and satisfaction. This instrument is based on scientific research of over 10,000 surveys of people across a wide spectrum of life situations. The result is a comprehensive, standardized, objectively validated instrument that assesses 16 basic psychological needs. The assumption is that every individual has some proportion of all 16 basic needs, but it is how one prioritizes the 16 needs that predicts their behavior, be it centered around helping others, responding to discipline, handling romantic situations, moving towards or away from things, etc. It helps us to see where we can work, not to change basic desires, but modify certain other traits for more happiness.
For more information, or to purchase and take this assessment, please contact us.
Emotional Intelligence
The new yardstick of judgment is not just how smart we are, our training, and our expertise, but by how well we handle ourselves and each other. Emotional intelligence is a set of acquired skills and competencies that predict positive outcomes in all of our social situations. It is documented that people who possess these skills are healthier, less depressed, more productive at work, and have better relationships. The instrument assesses your EQ (emotional quotient) based on sixteen emotional competencies covering four key areas: Perceiving Emotions, Facilitating Thought, Understanding Emotions, and Managing Emotions. It is action-oriented, practical, in-depth, international, and backed by world leaders in EQ with outstanding psychometrics and a solid model for learning.
For more information, or to purchase and take this assessment, please contact us.
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