Assessments

Assessments 2017-12-29T14:30:12+00:00

ASSESSING YOUR APPLICANTS, EMPLOYEES AND EVEN YOUR ORGANIZATION, IS THE FIRST STEP IN MANUFACTURING POSITIVE CHANGE.

Making changes in the way you do business starts with evaluating performance, whether it’s a new hire, existing personnel or the organization as a whole. Assessments are tools to help employers make the most of their most valuable asset… the people in their organization. We use LMI awareness tools via assessment and survey instruments that can identify those with potential for “A” performance and outstanding potential, and can enhance performance on three fronts:

The Achiever®

Whether you’re hiring, promoting, or coaching employees, insight into their traits and behavior patterns (which they may not even consciously recognize) can be invaluable. The Achiever® system will give you that data.

• Achiever: Measures six mental aptitudes, ten personality dimensions, and two validity scales for professional, sales, management, and administrative jobs.

• Executive Achiever®: Full Achiever® plus Leadership and Competency analysis for upper level professional and management jobs.

• Sales Achiever: Full Achiever® in sales language for inside or outside sales.

Behaviors/DISC

TTI’s behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. TTI Success Insights’ assessments measuring Behaviors/DISC examine an individual’s dominance, influence, steadiness and compliance, revealing the ways in which one responds to the following:

  • Problems and Challenges
  • Influencing Others
  • Pace of Environment
  • Rules & Procedures

Motivators

Just as TTI’s behavioral (or DISC) assessments help tell us how people behave and perform in a work environment, our Motivators assessments reveal why they do what they do.

TTI Success Insights’ assessments measuring Motivators examine the relative prominence of the following six basic interests (or Motivators – ways of valuing life):

  • Theoretical — the discovery of truth
  • Utilitarian — money and what is useful; ROI
  • Aesthetic — form and harmony
  • Social — an inherent caring for people; helping others
  • Individualistic — personal power, influence and renown
  • Traditional — a system for living

Emotional Intelligence/EQ

Emotional Intelligence (EQ) is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate higher levels of collaboration and productivity. Our research indicates that successful leaders and superior performers have well developed emotional intelligence skills, making it possible for them to work well with a wide variety of people and to respond effectively to the rapidly changing conditions in the business world.

TTI Success Insights’ assessments measuring emotional intelligence (EQ) examine five key areas as they pertain to intrapersonal and interpersonal relations:

• Self Awareness — Understanding one’s moods, emotions and drives; also their effect on others

• Self Regulation — Ability to control or redirect disruptive impulses and moods; also to think before acting

• Motivation — Passion to work for reasons beyond money or status; pursuit of goals with energy and persistence

• Empathy — Ability to understand the emotional makeup of other people

• Social Skills — Proficiency in managing relationships and building networks

The Organizational Needs Inventory (ONI) is a method for organizational leaders obtaining a basis for understanding:

  1. How members describe their organization’s structure and their views about what an ideal organization would be.
  2. How members describe the predominant leadership style employed in their organization and their views about what the ideal leadership style would be.
  3. How members describe their organizational culture and their views about what the ideal organizational culture would be.
  4. Areas of incompatibility among the present organizational structure, predominant leadership style, and organizational culture.
  5. What changes in attitudes and leadership styles would be beneficial in helping the organization achieve its goals.

The ONI is for organizations whose leaders want to build a better environment for attracting and retaining better associates, thereby achieving better operating results. Recognizing that dramatic changes are taking place in the way organizations are designed and managed is the first step. Learning how things actually are and what they can be is next. Then comes a plan for the future, based upon a clear sense of direction and purpose. Finally, a plan of action is implemented to begin moving toward the desired future. The ONI instrument was designed to facilitate this process.

The ONI consists of a 126-item survey in which participants describe conditions as they exist at present (“actual”) and as they would exist under ideal circumstances. In most instances, an LMI Distributor administers the survey so as to ensure its reliability and the autonomy of participants. Responses are confidentially processed by LMI, and a comprehensive report is prepared which pinpoints areas of concern.

MPC

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