Impacting Lives. Improving Performance.

Assessments can offer greater insight into personalities and behaviors.

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The Caliper Profile®

Caliper has been an industry standard in employment assessments for over 50 years.

The Caliper Profile is an employee- and applicant-assessment instrument that accurately measures an individual’s job-performance potential. It is a proven resource that helps you find out which person is the best fit for a given job based on their intrinsic motivations relative to the role’s responsibilities.

The Profile can be used to support hiring, employee development, team improvement, leadership development, talent alignment, and succession planning. With the right people in the right roles, you will increase productivity, employee engagement, and profitability. Improve performance with the right talent. Develop talent for organizational growth and talent retention.

Courtesy: Caliper

  • Aligning Talent with Strategy
  • Hiring the “Right” Talent
  • Leadership Development
  • Talent Development
  • Improving Performance
  • Organizational Effectiveness

Courtesy: Caliper

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Strong Interest Inventory® Assessment

The Strong Interest Inventory® assessment is one of the world’s most widely respected and frequently used career planning tools. It has helped both academic and business organizations develop the brightest talent and has guided thousands of individuals—from high school and college students to mid career workers seeking a change—in their search for a rich and fulfilling career.

Courtesy: CPP, Inc.

Why It’s Popular

The Strong Interest Inventory assessment is a trusted tool because it is:

  • Empirically based
  • Underpinned by rigorous science and research
  • Regularly updated to reflect changes in today’s world of work
  • Backed by excellent support and guidance through CPP’s global distributor network

How It Helps

The Strong Interest Inventory assessment is ideal for a wide range of applications, including the following:

  • Choosing a college major—helps students uncover their career interests and identify which areas of study are appropriate or required for a particular field
  • Career exploration—opens up the world of work to first-time career seekers and those considering career transition by identifying their interests and demonstrating how they relate to various occupations and careers
  • Career development—helps heighten individuals’ self-awareness and provide deeper understanding of individual strengths and blind spots, including work style and risk-taking orientation
  • Employee engagement—helps employees align their interests with areas of responsibility in their job that reflect those interests
  • Reintegration—helps individuals navigate the reintroduction process after a period of disconnection

Courtesy: CPP, Inc.

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DISC Profile Assessment
(One of the most widely known and used assessments)

I partner with Assessments 24×7 to offer the DISC online assessment as a resource for all types of individuals and organizations. 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.

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Motivators Assessment

What truly motivates you?  Are these motivators aligned with what you value and do everyday? The Motivators assessment identifies seven potential “drivers” of motivation that 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.

I partner with Assessments 24×7 to offer the Motivators Assessment. The assessment measures variances among seven key dimensions (i.e. drivers) of personal motivation:

Aesthetic – Drive for balance, harmony and form.

Economic – Drive for economic or practical returns.

Individualistic – Drive to stand out as independent and unique.

Political – Drive to be in control or have influence.

Altruistic – Drive for humanitarian efforts; help others altruistically.

Regulatory – Drive to establish order, routine and structure.

Theoretical – Drive for knowledge, learning and understanding.

The DISC Profile can also be combined with the Motivators Assessment.

Courtesy: Assessments 24×7

Motivators offer insight into self-awareness. Having self-awareness means these individuals are better at recognizing opportunities that correlate with their inherent motivations, thereby increasing their likelihood for success.

Like-wise, 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 are not issues for someone whose motivations align well with the values necessitated by a particular job.

Career Management, Career Development, Leadership Development are ideal for the Motivators Assessment.

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Emotional Intelligence (EQ-i™ and EQ 360™ )

The EQ-i™ is ideal for business environments where developing effective communication between individuals, teams, and the entire organization is crucial to success. The EQ-360™ identifies key employee strengths and impediments to high performance that could be improved. The assessment process can also be used as a follow-up to formal coaching and to measure progress. Talent selection should not be made using EQ-i ™ alone, but can provide an additional resource in the process. The EQ-360™ is often used with high potentials that are in the leadership pipeline.

Courtesy: Multi-Health Systems, Inc.

  • Leadership development
  • Individual development
  • Organizational development
  • High potential identification
  • Team effectiveness
  • Succession planning initiatives
  • Executive and general coaching
  • Performance management
  • Student development (higher education)
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Learning Styles Assessement

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. In essence, understanding learning styles offers the key to maximizing an organization’s training investments, enlightening its management teams and even assembling top performing teams.

Courtesy: Assessments 24×7

The Learning Styles assessment is designed to measure the learning style of an individual within most situations. These situations encompass four categories:

  • Attending
  • Translating
  • Relating
  • Understanding
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ABLE – Assessment of Basic Leader Effectiveness®

The ABLE (Assessment of Basic Leader Effectiveness) is a customized 360° assessment that accurately measures how well a leader uses nine leadership skills that are essential for leaders at all levels.

The ABLE measures skills that can be learned and improved, rather than personality traits or innate talents. The leader, the leader’s boss, direct reports and/or peers can complete the ABLE online in as few as10 minutes. Results are presented in clear, easy-to-read graphs with customized paragraphs that explain the meaning of the score and a Leader Effectiveness Action Plan (Action Plan) for future development.

Courtesy: High Performing Systems, Inc.

  • Performance measurement 
  • Individual/leadership development
  • Executive and general coaching
  • Organizational development
  • Designing training/coaching initiatives
  • Measuring training and coaching effectiveness
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FIRO® Element B™ Assessment

FIRO® Element B™ is an excellent tool for group dynamics. People need to work together, and leaders need to manage the interpersonal issues that arise as a result. Element B™ reveals how a person prefers to interact with others, making it an ideal assessment for improving work relationships and team performance. 

Element B™ measures interpersonal behavior in three areas: Inclusion, Control and Openness. Element B™ provides the same information as the FIRO® plus twelve additional measures. Highly validated instrument to identify behavioral patterns, help people better understand their own and others’ behavior and create action plans.

Courtesy: High Performing Systems, Inc.

  • Group Dynamics
  • Individual, Leader and Team Development
  • Team Building
  • Executive Coaching
  • Performance Management
  • Compatible Team Design
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ARSENAL Assessment™

Stress is a major factor in life, impacting people personally and professionally. Workplace performance and engagement can be impacting negatively when stress is not managed. Stress causes heart disease, high blood pressure, weight problems, poor performance, depression and more. Some stress is good, however, a person needs to be able to bounce back after periods of high stress.

ARSENAL can help manage stress, develop stress resilience and allow for better decision-making. It is based on the ARSENAL Model of seven best practices that are key to resisting the negative effects of stress. ARSENAL measures the overall level of stress as well as how well a person is currently doing in each of the seven areas.

Courtesy: High Performing Systems, Inc.

Benefits of the ARSENAL Assessment

  • Reduce stress

  • Improve overall health

  • Control emotions and stay calmer

  • Improve performance

  • Increase ability to tolerate stress

  • Make better decisions

  • Build new brain cells and Increase brain functioning

  • Reduce healthcare costs

Applications

  • Health and safety

  • Employee wellness programs

  • Leadership development

  • Individual development

  • Organizational development

  • Stress reduction initiatives

  • Performance management

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Sales AP

The Sales AP measures eight scales that have been shown to relate to success in sales roles based on past research. Each participant in the Sales AP is compared to a group of 1,530 individuals who have taken the assessment previously. This sample is evenly distributed by gender and across five age-ranges and was matched to the 2016 U.S. Census by race/ethnicity and geographic region. The participants in the comparison group had a variety of employment statuses and levels of education.

Achievement Motivation Using one’s inner drive to apply the effort needed to attain strategic goals
Assertiveness The open and direct expression of thoughts and beliefs
Competitiveness The desire to perform better than others and surpass personal standards of performance
Composure Staying calm under pressure and in difficult interactions
Sociability Engaging with others and developing relationships effortlessly
Persuasion Influencing others to change their thoughts or behaviors
Self-Confidence An individual’s level of belief in their abilities and judgments
Selling-Related Knowledge The desire to understand different sales techniques and learn about their respective industry
 Is the Sales AP valid and reliable? 
Research conducted by MHS in the development of the Sales AP provide evidence that the assessment results are both valid and reliable. Validity: The Sales AP has multiple sources of evidence that support its validity. The assessment has a factor structure that seems the most empirically and theoretically consistent compared to other plausible models. Additionally, the validity studies for the assessment demonstrated that sales professionals score higher than the general population. Those who have higher sales competencies as measured by the Sales AP have higher self-reported levels of job performance and average calls made in a day, supporting that the assessment relates to work outcomes. Furthermore, the scales of the assessment seem theoretically consistent, as they correspond closely to other measures that reflect similar content. • Reliability: The reliability of the Sales AP was examined using internal consistency. The coefficient alpha values of the Sales AP had a median of .87, with a range of .85 to .92. These high values imply that the questions assessing each competency are connected and are measuring the same idea.
Courtesy: Multi-Health Systems, Inc.

Application:

New Sales Talent Selection
Sales Talent Development

Why Certification Matters

Not all assessments require certification. However, I have selected assessments that offer a wide range of benefits for my clients. I am authorized and certified to administer the following assessments.

Feel free to contact us for more information on our assessments.