Each of our five Core Assessments measures a different — but equally important — aspect of human behavior or cognition: Behavioral, Motivational, Thinking, Emotional and Learning. Use them individually, sequentially or in any combination for a multi-faceted coaching solution.
Our DISC reports are as much prescriptive as they are descriptive. In other words, they pinpoint the insights users need to improve their interpersonal outcomes and workplace dynamics. While our reports do go into considerable detail describing each user’s natural and adaptive DISC behavioral style, we believe this is only the first step.
What good is understanding your behavioral style without the actionable lessons to leverage them?
The Motivators assessment identifies the seven personal “drivers” which exist in everyone to varying levels. By taking detailed measurements across the seven Universal Dimensions of Motivation, this popular assessment is able to offer the insights needed to align an individual’s inherent motivations and values with their workplace responsibilities.
Where-as DISC enables you to understand (and even predict) HOW someone will behave, Motivators reveals WHY.
After all, is it ideal developing a commissioned sales professional who isn’t motivated by economics? Or a team supervisor who doesn’t sufficiently value regulation?
Our third Core Assessment is the invaluable Hartman Value Profile (HVP), based on the research of Robert S. Hartman’s formal axiology. This unique assessment 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 today’s world of complex and nuanced business challenges, are there many things more important to evaluate and understand than someone’s critical thinking? Their judgement? Their decision-making?
A person with a high emotional intelligence is more likely to be aware of – and manage his/her behavior in – stressful workplace situations. That balance lends itself to improved decision-making and leadership.
Studies show that someone with a high EIQ is also likely to be better at “reading” the emotions in others, thereby engaging them for more profitable and mutually beneficial outcomes, whether that be in sales, entrepreneurship, human resources or even collaborative projects.
The emotional intelligence trend in business is REAL… and it’s only getting bigger. Don’t find yourself unequipped.
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.
For organizations, understanding employee learning styles can be key to maximizing training investments, enlightening management teams and even assembling top performing groups for special projects.
Understanding your ow learning style, is the very definition of a reusable life-hack!