Assessments

Assessments

If you are planning on hiring someone soon, these are the three assessments you should consider.

The following are the online assessments we offer:

DISC/Motivators

For owners and existing staff to identify the company culture.

Executive Summary Report

Use this for potential candidates for every job

Sales IQ Plus

For potential candidates in sales or for existing sales reps that are struggling
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Why Take Online Assessments?

Business professionals leverage online assessments to make decisions about who they want to do business with, who they are selling to, hiring, managing, promoting and how to lead others.

Assessments are the first step towards personal awareness of how we interact with others. Assessments give us the opportunity to gain new insights about ourselves and others… and that allows for better relationships in both our professional and personal life.

Our assessments come with support materials and action plans to help people implement new strategies, skills and behaviors. Whether you are an employee, entrepreneur or an executive it’s important to have the skills to demonstrate those attitudes and behaviors that enable us to get along with others and communicate more effectively.

DISC Self

This online assessment 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.

Many of the world’s most forward-thinking and successful organizations rely upon our DISC expertise to provide them with distinct competitive advantages.

In simplest terms, our DISC is an invaluable behavioral profiling system that teaches users how to identify— and use to their advantage— the predictable aspects of communication. Based on the research of Dr. William Moulton Marston, DISC is the most widely-used behavior profiling tool of its kind, supported by decades of research and continuous validation.

It’s not a secret: people prefer to interact with people they like. The ability to create rapport is a fundamental skill in sales, management, executive-level leadership and everyday life.

The goal of DISC is to help users first build, then maximize productive relationships. You do not have to change your personality; you simply need to recognize what drives other people and understand your options for effectively dealing with them.

Our DISC reports are as much prescriptive as they are descriptive. In other words, our DISC reports are unique because they teach users specific skills to improve their own interpersonal interactions. While our reports do go into considerable detail describing users’ natural DISC behavioral style, we believe this is really just the first step. Our reports empower users with specific recommendations unique to their individual profile. When utilized, these skills have the ability to enact powerful and demonstrable returns. To see significant professional and interpersonal benefit, we believe it’s important that our DISC users come away with fast, effective learning strategies that demonstrate immediate results.

DISC Collaboration

The DISC Collaboration Report shows how two people, (in a single report,) interact with each other after having taken the online DISC assessment, in order to help them develop a better working relationship.

The DISC Collaboration Report shows how two people, (in a single report,) interact with each other after having taken the online DISC assessment, in order to help them develop a better working relationship. The DISC behavioral style is only one element within a working relationship, but it is one of the most crucial, as it defines how individuals interact and communicate with each other, which is critical to the success of any workplace effort.

Immediately resolve conflict or preempt it before it happens.  Use the report with managers and their direct reports, amongst co-workers or even between managers themselves.

The DISC Collaboration Report presents the key features of the interrelationship between any two individuals, highlighting side-by-side the likely areas where they have both similar and dissimilar perspectives and behavioral tendencies. The report shows specific areas where differences in perspective could lead to potential misunderstandings, and offers possible solutions for conflict resolution.

In any dual relationship, each individual has their own distinct way of
doing things.

Used proactively during team-building and employee selection processes or in response to interpersonal conflict, the DISC Collaboration Report consolidates all of the important aspects of each unique interrelationship.

In short, the DISC Collaboration Report is loaded with information about both individuals’ respective styles and how each, with the in-depth knowledge of the other’s behavioral preferences, can optimize interpersonal and professional workplace outcomes.

The DISC Collaboration Report produces many insightful suggestions, for both individuals, organized by specific sub-sections, including:

  • DISC Scores
  • Behavioral Style Overviews
  • Strengths & Struggles
  • Work Style Tendencies
  • Communication Do’s & Don’ts
  • Workplace Motivations
  • The 12 Integrated DISC Relationships

Emotional Intelligence (EIQ-2) Assessment

The Emotional Intelligence Assessment 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.

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.

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.

A person with a high emotional intelligence level 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, management, customer service or team projects.

The good news is that unlike an individual’s mostly fixed IQ, studies have demonstrated that emotional intelligence is malleable and capable of being improved upon throughout life. Coupled with the strong, aforementioned statistics demonstrating its measurable professional value, the ability to improve one’s emotional intelligence virtually necessitates serious professional consideration regardless of industry or even current emotional intelligence level.

Every individual is capable of improving his/her emotional intelligence and gleaning the almost immediate benefits that come with this heightened self-awareness. The Emotional Intelligence (EIQ-2) assessment offers us a roadmap to begin and continually refine this simultaneously personal and professional endeavor.

DISC + Emotional Intelligence Combination Reports

By combining our robust DISC and Emotional Intelligence assessments, we’re effectively pairing two of the world’s most powerful behavioral instruments into a single tool.

Users receive an objective analysis coupling their innate behavioral style (via DISC) with their learned emotional IQ style (via EIQ-2).

DISC is an invaluable behavioral profiling system that teaches users how to identify— and use to their advantage— the predictable aspects of communication. Based on the research of Dr. William Moulton Marston, DISC is the most widely-used behavior profiling tool of its kind, supported by decades of research and continuous validation. It’s relied upon by individuals and organizations around the world to drive improved performance and increase productivity across a variety of settings and professional frameworks.

The EIQ-2 assessment helps users understand the way they apply their emotional intelligence in terms of style, preference and behavior. 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. Similarly, a person with a high emotional intelligence 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, management, customer service or collaborative projects.

Motivators

Motivators combines 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.

Likewise, 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 Motivators assessment identifies seven potential “drivers” of motivation which exist in everyone, to varying levels.

By taking detailed measurements of these seven key impulses, the Motivators assessment is able to offer the practical applications and insights necessary to maximize performance and project outcomes. The seven key dimensions (i.e. drivers) of personal motivation:

  • Aesthetic– a drive for balance, harmony and form.
  • Economic– a drive for economic or practical returns.
  • Individualistic– a drive to stand out as independent and unique.
  • Political– a drive to be in control or have influence.
  • Altruistic– a drive for humanitarian efforts; help others altruistically.
  • Regulatory– a drive to establish order, routine and structure.
  • Theoretical– a drive for knowledge, learning and understanding.

DISC/Motivators

Human beings can be complex characters —driven by their primary needs, who is influencing them, and what motivates each emotion and behavior they often choose to use.

By combining DISC and Motivators, you can not only apply what you’ve learned about your needs (via DISC), but you can also align your work in ways that reflect what matters most to you (via Motivators). This combination report allows end users to maximize and/or eliminate tasks that may work for or against their value base.

Imagine an organization capable of leveraging the very best from each employee via a keen understanding of how to harness each employee’s inherent needs and values.

Sales IQ Plus

There are a multitude of skills, behaviors, knowledge and attitudes involved in any successful sales career.

To know how to improve your own sales performance requires that you periodically examine all of these aspects. The Sales IQ Plus assessment essentially answers the question, “What, specifically, is keeping this person from selling more?” This award-winning sales skill assessment was jointly developed by best-selling authors Jeffrey Gitomer (The Sales Bible,) Jim Cathcart (Relationship Selling) and Dr. Tony Alessandra (The Platinum Rule for DISC Sales Mastery.) Borrowing upon the wisdom and experience of these three authorities, Sales IQ Plus measures a sales professional’s understanding of the strategies required to sell successfully in any environment.

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, along with some vital selling traits. A sales “competency” is a category of selling proficiency that contains a number of different skills and knowledge components. All eight competencies combine to provide an overview of your current selling effectiveness.

Each of the eight primary competencies is explored from a variety of perspectives:

  • Preparing for the sale and preparing yourself. You can be well prepared with information and sales tools, but if you are not in the appropriate frame of mind, or if you do not appear professional to the buyer, you might not get the sale.
  • Targeting explores the markets or groups you may target as prospective buyers. Then, we focus on the individuals with whom you will make contact. This includes the sales strategies and tactics you select for each target market. Poor targeting with great selling skills would result in limited success because you would be selling to the wrong people.
  • Connecting is the initial sales contact step, where you must appeal to people intellectually so they will see you as a credible resource, and emotionally so that they will trust you as a person. Without either, you are inhibited from learning enough about them to solve their problems and make a sale.
  • Assessing needs and wants uncovers what to sell and how to sell it, primarily through probing and listening. As they say, “In sales as in medicine, prescription before diagnosis is malpractice.”
  • Solving the buyer’s problem, or filling their need, is where most of the sales attention has been placed in the past. This is the part where you present your solutions, tell your stories, demonstrate your product or describe the outcomes that buying will produce. At its lowest level, this is a sales pitch. At its highest level, this is a dialogue where you prove there is great value for them in buying from you.
  • Confirming is the sales phase where you gain the prospect’s commitment to buy. Confirming is achieved only after you have shown the ability to solve the prospect’s problem. Historically, this has been known as “closing” the sale, but the truth is that it is not an end, but the beginning. It is at this point that the sales professional begins serving the customer and they, in turn, begin paying for the value they receive.
  • Assuring clients that the value promised will be received is critical to customer retention. This is where relationships are built and customer loyalty is to be given (by you) more than expected (from them).
  • Managing is the final phase of the sales cycle, where you manage sales and accounts and self-manage yourself. Ultimately, we are all our own ‘sales manager’. This is the phase of selling where you must make yourself do what needs to be done, even when you do not feel like doing it.

By assessing your sales effectiveness in each of the eight areas, you will gain an overview that enables you to be a much more effective self-manager and consistently successful sales professional.

Note: Each situation was developed and validated by sales professionals to reflect real sales strategies used by today’s sales force.

Hiring and Selection… Executive Summary Report

Developed over 25 years

The Executive Summary is an analytical human-performance instrument designed to do one thing: provide the performance insights necessary to make reliable hiring & selection decisions. This multi-dimensional tool demystifies human performance questions by providing decision-makers with concrete answers.

Each Executive Summary provides users with an easy-to-read 11-page report, distilled from a comprehensive 54-page analysis on the candidate. This analysis draws upon:

  • Robert S. Hartman’s Nobel nominated research that measures the level of an individual’s critical-thinking and decision-making capacity.
  • The Harvard studies into internal human motivation.
  • An integrated DISC communication style analysis, leveraged from over 65-years of non-stop empirical research.

Best of all, each 11-page report closes with an integrated “show me the answers” section. This final page provides decision-makers with a specific performance overview of the candidate that includes screening, hiring and promotional recommendations. You will also find the candidate’s primary hierarchy of internal motivators, their communication and behavioral style, along with the projected value they’d bring to an organization.

In addition, the report simultaneously identifies those areas in which the candidate may need support as well as those areas in which they’d thrive. The report also gathers the data you need to assess each candidate’s “personal chemistry and compatibility” within the context of an existing team.

In short, each Executive Summary provides specific performance answers — not merely the usual disconnected data points that business coaches and consultants are left to interpret on their own.

Built upon validated performance science, the Executive Summary will provide decision-makers the necessary instrument to see through a candidate’s “interview mask”. Begin dramatically reducing the costly and frustrating hiring errors that have always been a part of the selection, promotion and succession planning processes of the past.

The Executive Summary works by measuring and scoring the universal core functions, job-related competencies and attitudes of each candidate, plus the expected results and procedures that drive strong performance in each of these four job categories:

  • Leadership and Management
  • Sales and Business Development
  • Customer Service
  • General and Administrative

This revolutionary instrument identifies the factors integral to human performance while projecting a candidate’s likelihood to deliver results based upon their knowledge and skill set. Take a careful look at the Executive Summary — you won’t be disappointed.

Helping People Find the "Right Fit"