Assessments

Employees who understand their (and other’s) leadership style help create a positive and productive work environment because they are able to communicate effectively and adapt to their environment despite differences with peers.

The Myers-Briggs Type Indicator® (MBTI®) is the most widely used personality inventory that offers a foundation for understanding individual differences and uncovering new ways to work with others. Versatile and dependable, the MBTI tool sets the stage for lifelong learning and development.

MBTI will help you:

• Identify your individual strengths and blind spots.
• Increase your work effectiveness as personality differences are identified as complimentary not contradictory.
• Respond positively to team members and situations based on feedback from the assessment.

Companies may want to use this instrument if:

• Individual differences get in the way of their teams being productive.
• Rapport is missing between leaders and customers, employees, peers, and managers.

You wish to better understand the personal leadership style of your leaders.

DISC is a behavioral personality assessment tool used to improve work productivity, teamwork, and communication. The DISC assessment utilizes a unique method for understanding behavior, temperament, and personality. Its results provide a perceptive and insightful characterization of the way people think, act, and interact. As a tool, it also helps establish a common language that everyone can use as a foundation for understanding themselves and adapting their leadership style with others.

DISC will help you:

• Identify various communication, problem-solving, and leadership styles.
• Diffuse interpersonal conflict.
• Cultivate efficient teamwork.
• Increase management skills by understanding the dispositions and priorities of others.
• Boost performance and productivity.

Companies may need this instrument if:

• Individual differences get in the way of being completely productive.
• Rapport is missing between leaders and customers, employees, peers, and managers.

You desire to establish benchmark performance metrics for leadership performance.

The Harrison Assessment helps recruiters find prospective employees who meet job requirements and are comfortable in the corporate culture. The information collected with the Harrison Assessment can be valuable in two areas:

1. Executive coaching and development
2. Training needs assessment for individuals

The Harrison Assessment will help you:

• Automate the talent recruitment process.
• Customize eligibility and sustainability factors.
• Integrate results from third party assessments.
• Help you choose the best candidate for your organization.

You and/or your team may need this assessment if:

• Recruitment, hiring, attrition and termination costs are too high.
• Training initiatives aren’t targeted and employees attend programs for which they have no need.
• Employees seem to be “poor fits ” for their jobs, their performance levels are low, and/or they have very little job satisfaction.
• Promotions from within an organization are not based on job performance and fit.
• Teams have no way of determining the strengths and weaknesses of members.

Leaders and team members must consistently communicate and work with people who have great diversity in their interaction styles. Seventy-five percent of the people we deal with are different than ourselves. It is important to be flexible and tailor speech, body language, and approach so that others become more open to listening and accepting other’s ideas. This is especially important in critical business situations, such as when you are selling, problem solving, working on a team, or providing customer service. When you can spot cues and subtle differences in the way people interact, you can effectively deal with team members, employees, peers, and customers.

The Interaction Style Profile will help you:

• Learn to spot cues and subtle differences in the way people interact to effectively deal with team members, employees, peers and customers.
• Recognize your own style of interaction and use it to play on your strengths.
• Plan critical business interactions such as sales calls and customer meeting before they occur.
• Increase your chance at successful interactions by tailoring your approach to the style of others.
• Manage interpersonal tension by adapting your behavior.

You may need this instrument if:

• Individual differences get in the way of being completely productive.
• Rapport is missing between leaders and customers, employees, peers and managers.
• The way in which messages are delivered often results in an unfavorable outcome.
• Team members and leaders miss opportunities to capitalize on employee strengths because they don’t recognize them.

Instrument options:

• Hard copy languages (Order online)—English, Arabic, French, German, Hebrew, Hungarian, Italian, Japanese, Korean, Portuguese, Russian, Spanish, Traditional Chinese, Turkish
• On-Line Multi-Rater—English
• On-Line SOLO IS—English and Portuguese

The 360° Feedback (multi-rater) tool provides you with a multi-dimensional view of performance. Through evaluations provided by supervisors, managers, peers and customers you gain valuable insights on your overall strengths and potential areas of improvement. The elements of this performance appraisal reveal gaps between self-assessments and other’s perceptions, allowing you to accurately plan and map specific development paths.

The 360° Feedback (Multi-Rater) tool will help you:

• Enhance employee performance reviews.
• Better understand individual strengths and weaknesses.
• Assess the performance of potential leaders.
• Increase employee engagement and retention
• Identifying training and learning opportunities to make changes and improvements

You may need this instrument if:

• Your employees work in different locations than their managers.
• Your employees don’t work closely with management.
• You wish to advance your career.
• You are in management or a leadership position.

Many versions of the instrument are available.

The Emotional Quotient Inventory (EQ-i^®) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world. Based on more than 20 years of research worldwide, the EQ-i examines an individual’s social and emotional strengths and weaknesses.

Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning. By identifying the areas that need improvement, the client can immediately begin developing, improving, and growing.  At the same time, areas where the client excels can be leveraged to their full potential to maximize effectiveness in daily tasks.

While the EQ-i® identifies the level of a client’s emotional and social functioning based on his or her responses, the EQ-360® assessment provides a more in-depth analysis by having those who work closely with the client provide information as well. When observer ratings are compared with the results of a standard EQ-i self-report, a more complete and well-rounded profile emerges that is even more helpful in improving a leader’s capabilities.

The EQ-360 is ideal for use:

• In organizations where developing effective communication between individuals, teams, and across the entire organization is crucial to success.
• To identify key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved.
• As a follow-up to formal coaching and to measure progress.