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WHY USE ASSESSMENTS
It's important for employees to have the necessary skills to demonstrate the attitudes and behaviors that would enable them to succeed within each company's unique environment.
When used in personal and professional relationships, great assessments reveal perceptions and perspectives that can either hinder or enhance our ability to connect, communicate, and interact in a way that supports mutual growth and understanding.
Assessment tools are not always designed to reveal the apparent "right" or "wrong" answers. Individuals participate freely because they know they will not pass or fail, but uncover important information about themselves, and increase the likelihood of finding their own personal and professional happiness. A good assessment is designed, in part, to increase awareness of their own tendencies relating to how they interact with others. Our assessment systems come with support materials and action plans.
The disc personality test is a resource for all types of individuals and organizations; public or private, large or small. DISC teaches users powerful behavioral profiling skills which can directly improve performance and increase productivity in a variety of settings and professional frameworks. Learn to positively persuade other people and drive sales, build “A” teams for special projects, improve hiring & selection, empower management, and much more.
The Emotional Intelligence (EIQ-2) disc personality test helps you understand the way you apply your emotional intelligence in terms of style, preferences, and behavior. It will bring clarity in determining how appropriately and effectively you apply your knowledge and feelings in a given situation. It’s this understanding that forms the basis on which you can make adjustments in order to be more effective in the future; personally as well as professionally.
Emotional Intelligence for Professional Success
It’s a popular misconception that emotional intelligence is largely irrelevant in business, and doesn’t equate with professional performance. However, a recent study of emotional intelligence, (along with 33 other important workplace skills,) found that emotional intelligence is the single strongest predictor of workplace performance, accounting for a full 58% of success in all types of jobs.
Furthermore, similar studies have found that 90% of top performers are also high in emotional intelligence. On the flip side, just 20% of bottom performers are high in emotional intelligence. You can be a top performer without emotional intelligence, but the chances are slim.
Motivators combine the research of Dr. Eduard Spranger and Gordon Allport into a single, in-depth diagnostic revealing the inherent motivations of each user. While we are all aware of our motivations to some degree, research shows that successful people share the common trait of exceptional self-awareness. Exceptional self-awareness means these individuals are better at recognizing opportunities that correlate with their inherent motivations, thereby increasing their likelihood for success.
Like-wise, business leaders are better equipped to make informed personnel decisions when they understand what galvanizes each new job applicant or team member. Steadfastness, attention to detail and accuracy aren't issues for someone whose motivations align well with the values necessitated by a particular job.
The Learning Styles assessment does just as its name implies; it identifies each individual’s best means for learning and retaining new information. Some people like to process information through text, while others need visual support and images. Some learners best assimilate information alone, while others prefer to work in groups. There are those who can grasp information intuitively, while others prefer to follow a strong sequential path. In essence, understanding learning styles offers the key to maximizing an organization’s training investments, enlightening its management teams and even assembling top performing teams.
The Learning Styles assessment is designed to measure the learning style of an individual within most situations. These situations encompass four categories:
We use the Hartman Value Profile (HVP) to assess critical thinking which is based on the research of Robert S. Hartman's formal axiology. This unique disc personality test measures each individual's thinking style. An individual's thinking style is defined by their problem-solving strengths, their problem-solving struggles and their ability to avoid the blind spots associated with situational bias. In essence, the HVP assessment measures - with uncanny accuracy - an individual's unique thinking approach.
The HVP is not a psychological, intelligence, or aptitude test. Instead, the assessment objectively captures your specific thinking pattern and documents your brain's natural selection process when making decisions. Understanding the ability to process information is directly linked to leveraging strengths and limiting potential performance blockers. Your thinking and mental processing ability, like a musical or sports talent, can be honed and improved. However, to improve one's decision-making, an individual must first fully understand the balance of thinking style strengths and challenges.
The Sales IQ Plus assessment is an objective analysis designed as a starting point — a type of ‘personalized map’ for your sales knowledge at this moment in time. It tells you where you are, why you are there, and how to improve by offering specific insights and responses based on your assessment results.
This assessment takes approximately 30 minutes to complete and consists of 48 questions that guide you in assessing each of the eight primary sales competencies. From this, you will be able to accurately and more easily: