Smart business people use assessments to make decisions about personal development, hiring, managing, promoting and leading others.
You can think of assessments as “MRI tests” to reveal someone’s innermost values, behavioral tendencies, skill sets, etc. They empower the roadmap for development and improvement.
Assessments provide invaluable tools to enhance the human capital within your organization, whether it’s leveraging your investment in existing personnel or increasing the probabilities for success in new investments in human resources. Assessments can measure a variety of criteria: intellectual ability, motivation, skill proficiency, work styles, behavioral characteristics, and personal values. Assessments are used to help determine training needs, career counseling and personal development.
A good assessment tool is designed to increase personal awareness of how individuals interact with others. Our assessments come with support materials and action plans to help individuals implement new strategies, skills and behaviors. Whether your individual career track is frontline customer service, face-to-face sales, technical/professional services, supervision/management or executive staff/boardroom, it’s important for an individual to have the skills to demonstrate those attitudes and behaviors that enable them to get along with others. To get along, they must better understand themselves and others to communicate with others more effectively.
10 Reasons to use Assessment Tools in your Business
- Better hiring decisions
- Accelerated On-boarding
- Reduces employee turnover
- Correct job placement
- Improves Personal and Professional Development Needs
- Improves Sales performance
- Increases Leadership and Management Skills
- Reduces Conflict
- Aligns teams
- Develops New Leaders
Why don’t co-workers get along? The answer is in the assessments!
DISC Online Assessment Brochure
THE FOUR MAIN BEHAVIORAL STYLES
A Summary of Behaviors
D- THE DOMINANCE STYLE
A “D” personality demands decisive actions and decisions and really likes control, while severely disliking inaction. These people prefer maximum freedom to manage themselves and others and tend to be cool, independent, and, maybe most importantly, competitive. Of course there is a down side as “D” personalities have a low tolerance for feelings, attitudes, and the advice of others.But they do works quickly and impressively alone and they also employ strong administrative skills.
I- THE INFLUENCE STYLE
An “I” personality is one that likes to take spontaneous actions and make quick decisions. An “I” could be considered a “people person” which means they like involvement and dislike being alone. People with “I” personalities can be caught exaggerating and generalizing and they tends to dream and try to get others caught up in their dreams. These people tend to jump from one activity to another, but they also work quickly and well with others. They also have excellent persuasion skills. To properly manage an “I” personality, understand that they seek esteem and acknowledgment in what they do.
S- THE STEADINESS STYLE
An “S” personality is slow at taking action and making decisions, so in some ways they may drive the previous two personality types a little crazy. An “S” likes close, personal relationships but really dislikes interpersonal conflict. One of the great things about an “S” personality is that they supports and actively listens to others and they have an excellent ability to gain support from others. An “S” works slowly and cohesively with others and seeks security and belongingness. They also have good counseling skills but they tend to be weak at goal setting and self direction.
C- THE CONSCIENTIOUS STYLE
A “C” personality takes cautious actions and makes cautious decisions. They like organization and structure, but they dislike involvement with others. These people will ask many questions about specific details. They do this because they prefer an objective, task-oriented, intellectual work environment. A “C” personality wants to be right, so they tend to be overly reliant on data collection and they work slowly and precisely alone with strong problem-solving skills.