Our most popular assessment and the world’s #1 behavioral assessment tool, DISC provides a highly-detailed analysis of your Natural and Adapted behavioral styles and the emotions and fears that are driving your observable behaviour. DISC reveals how you will behave within a given environment, situation, or relationship.
The perfect companion to DISC, Motivators measures your Seven Dimensions of Motivation that drive your behavior and decisions: Aesthetic, Economic, Individualistic, Power, Altruistic, Regulatory, and Theoretical. Just as your DISC Style reveals how you will likely behave, Motivators explores why you are driven to do what you do and what you value at your core.
The Critical Thinking (HVP) assessment, is a unique assessment that measures your problem solving skills and your ability to avoid the blind spots associated with situational bias. In essence, the assessment measures, your critical processing patterns, thinking strengths and abilities, and overall judgment skill.
Learning Styles identifies your preferred method for taking in, retaining, and recalling new information while engaging with the whole brain. Because there is no one way to learn most effectively, everyone values different ways of interacting with their learning experience.
We would like to introduce you to some additional assessments that we feel will give you more success in your business relationships with your managers and staff. These assessments have been especially designed for use in sales, service, leadership and a variety of industries, roles and environments.
Remember, often the way we perceive ourselves and the way others perceive us can be two very different things. Without self-awareness, even experienced business leaders will persist in communication and organizational practices with a belief that everyone recognizes their "obvious" intentions. Well sometimes this is not the case! Overlooking these misinterpretations from different behavioral styles, communication preferences and emotional expression can be costly. What if you had an enhanced 360° view to tell you how others perceive you? With the help of honest and candid feedback, you can be confident that your intentions match your behavior and that others interpret your actions as they were intended.
Not everyone has innate qualities that make them natural leaders, leadership is a skill that can be learned, practiced, and improved though. The insight from this assessment will unlock and enhance the parts of leadership that are natural strengths and support you to work on areas that have potential, to make you a more well-rounded, balanced, and adaptable leader.
Sales IQ Plus provides feedback relating to your individual sales skills by assessing your effectiveness in eight key areas. When used with an a selling strategy, this information allows you to effectively self-manage and consistently reach your sales potential.
The Sales IQ Plus assessment is an objective analysis designed as a starting point — a type of ‘personalized map’ for your sales knowledge. 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 - Preparing, Targeting, Connecting, Assessing, Solving, Confirming, Assuring and Managing.
From this, you will be able to accurately and more easily:
Develop a plan to overcome challenges
Simplify sales training
Focus on areas that produce results
Determine strategies that are needed to sell a specific product/service in a given market
Identify every new sales applicant’s strengths and weaknesses
Address specific training or management needs of a salesperson or sales team
Check out a video here: https://youtu.be/f4tprev2dQw
When coaching her clients, Deborah asks many questions about them as business leaders, for gaining clarity about how they show up in their business relationships. However what about your internal customers (your staff)? Business leaders can easily misreport the source of their organization’s challenges. The sales team may be underperforming, but is it due to a lack of adequate training or operations? Employee retention is slipping, but is that stemming from culture or your leadership? Before the PGI reports, organizations and consultants were forced to rely on manual discovery processes to find the answers to their greatest and most impactful challenges. When done correctly, the process had always been time consuming, expensive and prone to human error. With the PGI assessments, key information is quickly determined and immediately accessible to start making a difference in identified performance gaps.
The Performance Gap Indicator (PGI) allows you to measure performance and identify critical company-wide issues. Within a single report, PGI allows you to analyze five core performance metrics and identify areas for improvement. The PGI anonymously combines individual employee responses and analyses them across each of five Non-Financial Key Performance Indicators (NF-KPIs) for a multi-faceted and revealing look at an organization’s strengths and performance gaps. More than a standard one-dimensional company culture tool, PGI examines culture, operations, leadership, training and service to build a holistic look at what’s happening within the company.
Use the PGI process to integrate into your assessment-driven practice:
Initial Analysis: Administer the PGI Diagnostic to an entire company (or department) for a complete report on the organization’s current status across the five key performance areas.
Action Steps: Deborah or one of her team members will recommend and launch individual coaching and/or group training initiatives that address the performance gaps identified by the PGI Diagnostic report. These initiatives allow us to offer laser-targeted solutions leveraging individual assessments (DISC, Motivators, EIQ-2, etc.), team reports, benchmarking and other instruments.
Follow-up Analysis: Administer the PGI Pulse after completing individual coaching and/or group training initiatives (ex. 6-months, 12-months). Continually administer the PGI Pulse report to track ongoing company-wide progress during extended consultative relationships.
What is the benefit of a 360 Leadership versus a self-assessment?
The Leadership Effectiveness 360 report is designed to give you a holistic view of your own perception of your Leadership abilities and skills and to compare and contrast them with observer data. Through collecting information from a variety of relationships and roles, you have a unique opportunity to examine how others perceive you as a leader in 8 key areas. Once you’ve opened yourself up to receiving candid feedback, you can determine if your leadership intentions and skills are as effective as possible.
Will the information in the 360 be anonymous? How many raters do I need?
The feedback presented to you will be anonymous in terms of each rater’s name, but the report structures the feedback by role. You will see supervisor, peer, direct report, other and an observer average category with scores noted for each of the 8 competencies.
You must have a minimum number of raters to maintain anonymity, so a 360 report will not generate if you have not received enough feedback from others. We always recommend having as many people rate you as possible. The more information you receive, the better snapshot you have of how different individuals in various roles perceive you and respond to you.
Leadership Effectiveness 360 gives me general information about what others think about me, but doesn’t really go into details about why they think that. How can I find out more about why they rated me this way?
Ask them! The report is a compilation of your rater’s perceptions. Using that information as a starting point for discussion, if you are not sure about what you do or don’t do and how it works, that’s a great place to ask for clarity. Remember, sometimes feedback is not objective, and while it may not seem true, others perceptions are their reality, and it is important that you acknowledge the feedback and appreciate their willingness to share.
The key to this conversation is that it must be safe for feedback to be shared openly. If you are unwilling to hear the feedback or become defensive, the conversation will not be as helpful or honest as it could be. However, if you come to the conversation with an authentic curiosity and a desire to learn more about what others are experiencing, you will find a wealth of information that you can use to build stronger, healthier relationships.