If your actions inspire others to dream more, learn more, do more and become more, you are a leader.
— John Quincy Adams
Leadership skills and organizational performance assessments are the first steps to achieving breakthrough improvement.
Whether your focus is change readiness, leadership development, work climate or expectations, customer focus, or operational excellence, Performance Continuum provides a broad array of assessment services delivered individually or in combination, depending on your needs.
Assessments tools include:
The Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most motivating for the employee and when he/she will feel the most satisfied.
Organizations can use this information to ensure that a new hire’s values are consistent with those of the organization. The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers – they are what a person desires and strives to attain.
Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the MVPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.
The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.
The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life.
Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the HPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.
The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These derailers affect an individual’s leadership style and actions. If these behavior patterns are recognized, however, they can be compensated by development and coaching.
The HDS concerns characteristics not covered by the Five-Factor Model. Under normal circumstances, the elevated scores on the HDS scales may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and derail success in careers, relationships, education, and life.
Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the HDS reports can help you identify the fundamental factors that distinguish personalities and determine career success.
The CHECKPOINT 360 is an employee survey for leaders and used primarily to evaluate the leadership skills and effectiveness of your managers and leaders. This survey compiles a feedback system from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. The reports explain how to improve training, management techniques, and communication for greater success.
It is a 360-degree leadership survey used to help managers identify and prioritize their own development opportunities and leadership skills. It is also used to surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.
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.
DISC is a behavior assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different behavioral traits, which today are called: dominance, influence, steadiness, and compliance.
The Taking Flight with DISC training program is a high energy training experience where individuals learn about themselves and others. This is not your typical DISC session. Read more, attached.