Resolutions provides the following leadership assessments:
- DiSC® Personal Profile System®
- Emotional Intelligence Assessment
- Profiles Performance Indicator™
- ProfileXT® (PXT) 360
- Lominger: Voices: The Multi-rater 360 Feedback System
- The Platinum Rule 360
- Customized 360 Leadership Feedback Interviews
- Myers-Briggs Type Indicator (MBTI)
All assessments are accompanied by a detailed, personalized report and a debrief with a licensed consultant.
DiSC® Personal Profile System®
Why DiSC®?
Resolutions has chosen the DiSC® Personal Profile System® as our primary behavioral assessment because it continuously brings our clients the most significant long term results with the highest quality project management at the lowest suggested retail price.
Questions DiSC® Can Help Answer
- What are my strengths?
- What are my limitations?
- How do I relate to people and my environment?
- How do people relate to me?
- How and when do others view me as effective and ineffective?
- What are my strategies for creating positive relationships (with family, friends, clients, others)?
- How can I increase effectiveness in others and myself?
- How do I behave as a manager?
- What are my strategies for managing others?
- How do I direct, delegate, motivate and problem solve?
- What is my natural approach to selling?
- How do I open the call, ask questions, present my ideas or products?
- How do I handle objections, gain commitment and service my clients?
- What motivates me?
- What de-motivates me?
- What type of environment do I prefer?
- What things do I tend to avoid doing?
- What's my response to conflict?
- How do I make decisions, manage time, solve problems, handle stress?
- How can I flex my styles to create more positive and productive reactions in others?
- And more!
DiSC® can help you in helping your clients and direct reports:
- Improve communication with others
- Improve sales ability
- Ease frustration and conflicts in the workplace
- Enhance customer service
- Build relationships
- Build productive teams
- Develop effective mangers
- Develop effective relationships
- Decrease conflicts
- Coach self or others
- And more!
- Logistics:
15 minute online assessment is fast and simple
Resolutions will manage project entirely including follow up
An introductory email will provide each member with details and instructions
Each member will receive an individual 20 – 25 page confidential report based on their assessment results
Reports distributed in person at the Debriefing Workshop which is a ½ - 1 day LIVE interactive workshop
Emotional Intelligence Assessment
Building Emotionally Intelligent Leaders
A 360 Feedback Assessment with developmental program.
Years ago, we were taught to keep our emotions out of work. Studies over the past 10 years reveal that not only is that impossible but the capacity in which a manager recognizes, understands, manages and expresses emotions at work has a TREMENDOUS impact on organizational success. In other words, research shows that Leaders considered to be "emotionally intelligent" are more effective on the job.
Emotionally intelligent people have the ability to:
- Perceive and understand the emotions of others
- Effectively regulate and manage moods and daily emotions in themselves and others
- Productively control strong emotions in themselves and others, as it relates to particular situations
- Recognize emotions within themselves and express them appropriately and productively
- Use emotions in decisions to the extent to which emotions and emotional information are properly utilized in reasoning and decision making
Research has linked EI to the following:
- Stronger focus
- More confidence
- Improved interpersonal relationships
- Effective stress management
- Improved communication
- Productive problem solving
- Stronger influencing skills
- Better decision making
- Effective management of the emotions of others in the workplace
- Improved motivation in self and others
- Higher respect from others
- Increased ability to think outside the box
- And more!
EI can be developed through a customized approach that integrates both assessment and development activities. The EI assessment tool is based on workplace norms with a professional coaching developmental strategy.
Organizational Benefits:
- Enhance recruiting practices by identifying specific hiring attributes
- Identify a benchmark for current and future leadership to aid in succession planning
- Enhance recruiting practices by identifying specific hiring attributes
- Measure effectiveness, challenges and development success
- Sustain quality leadership
Timeline: Customized based on organizational challenges and goals.
Profiles Performance Indicator™ (PPI)
The Profiles Performance Indicator™ and is an assessment that reveals work style and behaviors followed by an intensive debrief that will advance all program learnings and serve as a foundation for all sessions. This process allows participants to learn more about themselves and at the same time, understand why others do the things they do.
* Most importantly, this process reveals how others may be viewing them as ineffective when they think they are being effective. Strategies for how to flex their style to create more positive and productive outlines will be provided.
Profiles Performance Indicator™ (PPI) is a DISC-type assessment that reveals an individual’s job performance and aspects of themselves that could impact their fit with their patients, manager, coworkers and team. The PPI specifically measures an individual’s motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, and adapting to change, as well as response to stress, frustration, and conflict.
The output from this assessment serves as a “manager’s operating manual” for an employee, which helps managers better motivate, coach, and communicate with the employee. It also helps to predict and minimize conflict among co-workers, and provides crucial information for improving team selection and performance.
This assessment also has a Team Analysis feature which shows the manager the team strengths and weaknesses and how a manager should respond to these weaknesses.
* More details of assessment benefits are provided on the following page.
- Logistics:
Resolutions will manage the assessment project entirely including follow up
An introductory email will provide each member with details and instructions
Each member will receive an individual confidential report based on their assessment results
A live debrief will provide a detailed look at assessments results, advanced results not provided in reports, skills practice, break out sessions and how to integrate new learnings in the rest of the program and daily work life.
ProfileXT® (PXT) 360 Assessment
The PXT assessment is a multi-purpose, total person employee assessment used for selection, development, training, managing, and succession planning. This is an ideal tool used in establishing benchmarks for performance success. This assessment measures how well an individual fits specific jobs in your organization. The “job matching” feature of the PXT is unique, enabling you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing, and strategic workforce planning. The PXT reports help managers interview and select people who have the highest probability of being successful in a role, and provide practical recommendations for coaching them to maximize performance.
Behavioral categories include:
- Profile for Thinking Style – Learning Index, Verbal Skill, Verbal Reasoning, Numerical Ability, and Numeric Reasoning
- Profile for Behavioral Traits – Energy Level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, and Objective Judgment
- Profile for Interests – Enterprising, Financial/Administrative, People Service, Technical, Mechanical, and Creative
- The Total Person & Management Considerations – Overall description of a person and how to most effectively maximize their potential.
Customized 360 Leadership Feedback Interviews
Resolutions will personally interview key stake holders to obtain feedback around an individual's demonstration of leadership. These interviews will consist of custom designed questions aligned specifically with an individual's challenges and objectives. Interviews will be 20-30 minutes in length and be conducted live, by phone or skype. Details of all interviews are confidential. An overview of the results will be provided in an Executive Summary and serve as a foundation for coaching. Interviews are conducted at the start of a coaching program and again before it ends to measure progress. For the most well-rounded results, it is recommended to couple this with one of our self assessments.
Lominger's Voices: The Multi-rater 360 Feedback System
By Lominger's Global Survey Center
Lominger VOICES® 360º Feedback System is a Web-enabled 360° feedback system that provides access to the LEADERSHIP ARCHITECT® Library of 67 Competencies, 19 Career Stallers and Stoppers, 26 Clusters and 8 Factors, 7 International Focus Areas, 10 Universal Performance Dimensions, and 356 Behavioral Aspects. You may also use your own items.
VOICES® is designed to be a best practice application where anonymity and data security are a must.
A competency is a measurable characteristic of a person related to success at work. It can be a skill, an attribute, or an attitude. As people are complex, the characteristics that describe their behavior are many and varied. When creating the Competency Library, founders Bob Eichinger and Mike Lombardo asked two questions. The first was "Do we know people who have one of the competencies and not the other?" The second question they asked was "Would we develop these things the same way?" When these questions were answered with "yes," seemingly similar items were made separate competencies. This resulted in a Library of 67 Competencies with different behavioral descriptions as well as development tips and remedies for each.
Features and benefits of the VOICES® online system:
- Simplified survey event setup
- Fully customizable use any combination of Lominger's or your own items
- Three possible rating questions for VOICES®: Skill, Importance, Overuse
- Optional pre-coding of rater relationships
- Customizable automatic email invitations to learners and raters
- Customizable follow-up email reminders to raters who haven't completed a pending survey
- Visual feedback to raters as they complete the survey to help them see the distribution (spread) of their ratings to encourage full use of the scale
Easy administration authorized system:
- Users can enter the survey system from any PC with Internet access
- Up to 19 selectable report sections-including Skill-Importance Matrix Report.
- Report selections and sequence can be customized for each learner.
- For best results, The Voices 360 is debriefed on an individual basis. Each participant and leader will spend a half day one-on-one with a Certified Executive coach who is a licensed Lominger Global Survey Center Administrator.
The debrief will include a fully personalized and confidential walk through of their report identifying their leadership competencies as they relate to their daily work life. Coaching around perceptions of others and business strategies to better align with organizational benchmarks will be the main focal point of the debrief. Building stronger leadership effectiveness will be the end result.
The Platinum Rule 360
The Platinum Rule™ Assessment Objectives:
- Know your own behavioral style
- Identify, understand and appreciate others' styles
- Cognitively adapt for greater communication, appreciation and understanding in order to build relationships that get better business results
Applications:
- Self Awareness and Self Development
- Interpersonal and Communication skills
- Leadership enhancement
- Conflict management and Negotiation skills
- Team building
- Sales skills
- Customers service skills
- Administrative skills
Logistics:
- Each participant will take the assessment and invite a MINIMUM of 5 or more raters to take it also.
- Online assessment is fast and simple
- Resolutions will manage project including follow up
- An introductory email will provide each member with details and instructions for the tool and the recommendations for choosing raters that will provide the most beneficial feedback
- Visual feedback to raters as they complete the survey to help them see the distribution (spread) of their ratings to encourage full use of the scale
- Easy administration authorized system users can enter the survey system from any PC with Internet access
- Each member will receive a link to view and print out their individual confidential report based on their assessment results
- Each participant will walk through their results during the debrief session in the Manager Leadership Program
What It Is?
- Describes natural reaction mode or behavioral stylE
- Inventory based on self-evaluation
- Measures natural behavioral styles
- Identifies observed perceptions of others
What It Is Not
- Does not classify people into good or bad
- Does not limit a person's ability to develop
- Does not give high or low scores
- Does not classify people into better or worse
- Does not measure intelligence, professional skills, or attitudes
- Open
- Direct/Fast paced
- Indirect/Slow paced
- Guarded
The Platinum Rule™ Styles
- The Director
- The Socializer
- The Relater
- The Thinker
The Debrief
For best results, this assessment is debriefed live as a group consisting of all participants. This is an interactive productive experience providing transformational results as their reports are understood and the "Platinum Rule" experienced.
The group will learn about their own styles and also the styles of others. They will see how and why others view them as effective and ineffective and how to improve upon that. Strategies will be offered to identify how others need to be treated to enhance communication, confrontation, conflict resolutions, nonverbal communication and more.
* Participants of the Platinum Rule 360 will walk away with a full understanding of why it is critical to stop treating others how they themselves would like to be treated. They will see how this limits their performance, sabotages projects, relationships even companies. They will then learn the importance of identifying how others need to be treated to get better results. Techniques will be provided to make this transition immediately so they can experience the benefits of the Platinum
Rule: "Do Unto Others As They'd Like Done Unto Them"
Leaders are also invited if the core development team believes this to be in the best interest of the participants. If it is decided to keep the group debrief strictly for the participants, the Leaders can each receive 2 hours of coaching to align with the others experiences and add to organizational consistencies.
Myers-Briggs Type Indicator (MBTI)
What the Myers-Briggs Is
The Myers-Briggs Type Indicator (MBTI) is a measure used to indicate personality types which can help explain differences between people. Companies use it to improve relationships between supervisors and
employees, improve customer service and sales techniques, and to enhance peer to peer work relationships. Career Coaches use it to help people with their career aspirations.
What the Myers-Briggs Is Not
The Myers-Briggs Type Indicator (MBTI) is NOT a test. There are no right or wrong answers. The MBTI does NOT indicate work performance, skill level, or career dedication. Therefore, only answering honestly will benefit you in the long run. Answering the way that you think you should or the way that you'd like to be is not beneficial.
“Resolutions presented a workshop to assist in identifying our individual styles and how those styles can influence our interactions. Though initially skeptical, I was amazed at how much I learned about myself and my peers. Identifying what others need enabled me to adjust my approach to their particular style to strengthen trust, and foster a better understanding of shared goals. As a result, others are more comfortable, cooperative, and motivated. I also learned how to help others understand my management style, which has strengthened my relationships by empowering those I supervise to approach me in an open, non-confrontational manner. With an underlying mutual respect for our differing styles, our discussions are more positive and productive."
Gerardo Maceira, P.E., Township Engineer, Township of Hanover
info@ResolutionsCoachingandTraining.com