HRD Press - Assessments

8/12/2019 HRD Press - Assessments

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HUMAN RESOURCE DEVELOPMENT PRESS

ASSESSMENTSDISCStyles

Managerial Assessment of Proficiency

Dealing with Conflict

Strategic Leadership Type Indicator

SAQ Assessment

Emotional Intelligence Style Profile

Ethical Type IndicatorInfluencing Style Clock Assessment

Performance Skills Leader

User Friendly Comprehensive Always Available

Call 1-800-822-2801 for a free consultation. No Risk, Money Back Guarantee


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You will

Learn your behavioral style tendencies, strengths,

and struggles.

Learn communication preferences.

Learn the four basic DISC styles.

Learn to identify another persons style.

Learn adaptability to improve communication effectiven

Features Full facilitation materials

Classroom or online versions

15-20 minutes to complete; produces profiles for work,personal, and family environments

Training plan options from under half a day to

two or more days

Self/Other report available at no additional cost

NEW Team Report available!

Key Benefits Gain awareness of personal strengths and motivators

Uncover career development opportunities

Improve methods for interpersonal communication

Enhance conflict resolution ability

Create 360-degree feedback for your leaders

Build and strengthen teams

Improve professional relationships internally

and externally

DISCStyles Online Assessment$75.00

DISCStyles Assessment (paper)5-pack$75.00

Ask about Unlimited Use Licensing!

Certification Available!Contact: [email protected] x 1125

Take advantage of the worlds most widely-usedbehavioral assessmentmodelto teach participantshow four primary behavioral stylesinfluence severalkey work competencies.

Become the DISC coach/expert in your organization.

Teach managers how touse DISC informationtoenhancelong-term motivation.

Provide managers and other professionals withthecommunication dos and donts.

Understand the ideal job culture for certain profiles.

Teach what eachDISCStyles profile needs forincreasedeffectiveness.

DISCStyles is thepremier behavioral style assessmentavailable today. The goal of DISCStyles is to understandinterpersonal chemistry and enhance relationships. Oncemanagers know their own personality and behavioralstyle characteristics, itis easier to understand what

drives others and usea variety of options for dealingwith them more successfully.

This easily administered 30-item assessment includes theuse of three interpersonal settings (work,home, social)to increase the accuracy of results. Eachof thethreestandard interpretive graphs areplotted, enabling acompleteview of your preferred style, and since theDISCStyles Assessment can be completed in only 10 to 15minutes, you gain valuable time for individual coachingsessions or group discussions.

DISCStyles2

Try a Free DISCStyles Assessmentexperience the benefits on us:Go to www.hrdpress.com/Demo


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Understanding Behavioral Styles

DISCStyles Online Feedback Report and Home Page!

Atotallyautomated online DISCStyles self-assessment

Apersonalized DISCStyles report

A DISCStylesHome Page to invite others to respond tohow they see you for 360-degree feedback

eGraphs and ObserverGraphs of how others seeyou

Additional online resources

NEW Team Report available!

The DISCstyles Report Report for KateCooper - I/Is Style

Copyright 1996-2013 A & A, Inc. All rights reserved. 17

HRD Press 413-253-3488 www.hrdpress.com

DISCstyles eGraphs for Kate CooperYour Adapted Style indicates you tend touse the behavioral traits of the Istyle(s) inyourselected Leadershipfocus. Your Natural Style indicates that you naturally tend to use the behavioral traits of the Is style(s).

Your Adapted Styleis your graph displayed on the left. It isyour perception of the behavioral tendencies you think you shoulduse in your selected focus (work, social or family). Thisgraphmay change when you change roles or situations. The graph onthe right is your Natural Styleand indicates the intensity ofyour instinctive behaviorsandmotivators. It is often abetterindicatorof the real you andyour knee jerk, instinctive behaviors This is how you act when you feel comfortable inyourhomeenvironment and are notattempting to impress. It is also what shows up in stressful situations.This graph tends to befairly consistent, even in different environments.

Adapted Style - Graph I

Pattern: I (3633)

Focus: Leadership

Natural Style - Graph II

Pattern: Is (3642)

Adapted NaturalNOTE: Your resultsgraphs will appearon a smaller scalethroughout thereport for yourquick reference.

If the two bars are similar, it meanst hatyou tend to use yoursame natural behaviors in that environment. If yourAdaptedStyle isdifferent from yourNatural Style, this may causestressif done over a long period of time. You are then usingbehaviors that arenot as comfortable ornatural for you.

The four-digit numbers (under the graphs) represent your segment numbers in DISC order and dictate the adjectives highlightedon theWord Sketch pages.

The higheror lower each D,I, S, C point is onyour graphs, the greater or lesser your needs-motivated behavior impacts yourresults at work and others around you. Once aware, you canadaptyour style. Can you change? Of course!You do it every daydepending onyou r situations. How ever, permanent behavioral change comes only with awareness and practice. Study andpracticeusing the Behavioral Adaptability Chartsin this report to gain behavioral flexibility. For further questions or personalcoaching, contact your consultant.

TheDISCstyles Report ReportforKateCooper-I/IsStyle


HRDPress 413-253-3488 www.hrdpress.com

Behavioral Pattern View

The BPV has eight behavioral zones. Each zone identifies a different combination of behavioral traits. Theperipheral descriptors describe how others typically see individuals with your style. Plots on the outer edges ofthe diamond identify that one factor (DISC) of your style will dominate the other three. As you move towardsthe center of the diamond two and eventually three traits combine to moderate the intensity of your styledescriptors within a specific behavioral zone.

THE SCORING LEGEND

D = Dominance:How you deal with ProblemsI = Influence/Extroversion:How you deal with Other PeopleS = Steadiness/Patience:How you deal with your Activity LevelC = Conscientious/Compliance/Structure:Howyou deal with the Organizations Rules as well as the

focus on details, accuracy and precision

Efficient,Analytical, Organized,Factual,Aware ofthe Consequences

oftheir Actions,PracticalandInnovative.Data,Fact&Analysis

Based. Precise&

AccurateTrustsin theValueof Structure,Standards& Order.Seesthevalueof

Rules.

Assertive,Results

Focused,Rapid Decisions,WillSeek Challenges,Can

beAggressive andImpatient,Desiresto Lead.

BothAssertive andPersuasive,Likely to

embraceNewConcepts,Often a

MoverandaShaker,Canbe very outgoingwithHighEnergyand

EngagingEffort.

VeryOutgoing&Persuasive,Very People

Oriented,Quite OptimisticOutlook,Strong

CommunicationSkills,Likes

tohaveVarietyintheirday.

Supportive& Persuasive,GoodTeam Player,CreatesGoodWill&providesGood

CustomerService

VeryPatient& FavorsStability andStructure.NotaRiskTaker,LikestooperateataSteady,

EvenPace.

Balances& ValuesData& Diplomacy,

MindfuloftheRules.WillbeGoal

Focused,DislikesConfusionand

Ambiguity.

The DISCstyles Report Report for KateCooper - I/Is Style


HRD Press 413-253-3488 www.hrdpress.com

How to Adapt to the DOMINANTStyle

Theyre time-sensitive; so dont waste their time. Be organized and get to the point. Give them relevantinformation and options, with probabilities of success. Give them written details to read at their leisure all on

a single page.

The Dominant Styles are goal-oriented, so appeal to their sense of accomplishment. Stroke their egos bysupporting their ideas and acknowledge their power and prestige. Let the D Style call the shots. If you

disagree, argue with facts, not feelings. In groups, allow them to have their say because they are not the typewho will take a back seat to others.

With the Dominant Style, in general, be efficient and competent.

More realistically gauge risks

Exercise more caution and deliberation before making decisions

Follow pertinent rules, regulations, and expectations

Recognize and solicit others contributions

Tell others the reasons for decisions

Cultivate more attention/responsi veness to emotions

Plan to be prepared, organized, fast-paced, and always to the point

Meet them in a professional and businesslike manner

Learn and study their goals and objectives what they want to accomplish, how they currently aremotivated to do things, and what they would like to change

Suggest solutions with clearly defined and agreed upon consequences as well as rewards that relatespecifically to their goals

Get to the point

Provide options and let them make the decision, when possible

Let them know that you dont intend to waste their time

Convey openness and acceptance of them

Listen to their suggestions

Summarize their achievements and accomplishments

Give them your time and undivided attention

Appreciate and acknowledge them when possible

AT WORK, HELP THEM TO

SALES AND SERVICE

IN SOCIAL SETTINGS


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Key Benefits Participants buy in because MAP depicts realistic

management scenarios.

Trainers buy in because MAP provides objective competencybased scores.

Management buys in because training needs are objectively

identified and targeted training material is available to close

skill gaps fast.

MAP Online Feedback Report

Development suggestions for highest needs and

the most important competencies in your job.

Bar chart summary of your test scores across 12 competencies

and 10 styles/values, provided in percentile ranking.

Development planning templates for your highest needs.

Summary explanations of your thinking and communica-

tion styles, and your appropriate usage of authoritarian

or participative styles.

Aggregate percentile scores in competency clusters.

The 12 Competencies covered include: Time Management

Setting Goals and Standards

Planning and Scheduling Work

Giving Clear Information

Getting Unbiased Information

Listening and Organizing

Appraising People and Performance

Disciplining and Counseling Employees

Training, Coaching, and Delegating

Identifying and Solving Problems

Making Decisions and Weighing Risks Thinking Clearly and Analytically

MAP Online $125 / MAP Classroom Version $125

Get a Free MAP Demoemail: [email protected] visit www.hrdpress/MAP

For more information visit: www.MAP-assessment.com

Managerial Assessment of Proficiency

12 KeyCompetencies

ManagementStyle

Your OverallProficiency

CommunicationStyle

Percentiles Basedon Performance of100,000 Managers

Personal Style

Sample Individual MAP Profile of Proficiency


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DCI

Features Classroom or online versions

15 minutes to complete

Training plan options from under half a day to two

or more days

Self/Other report available at no additional cost

Key Benefits Solve conflict problems with a win/win solution

instead of a win/lose outcome.

Transform workplace conflict into productive

outcomes.

Uses a contemporary application of the

Thomas-Kilmann conflict model

Teach negotiation and conflict resolution by practicin

collaborative problem solving

Build team morale by fostering a collaborative

environment.

Online Feedback Report

Graphs of the results in the five

conflict styles

Comparison of the participants scores

to the scores of the general population

A guide to conflict handling stylesthat outlines the implications of

the participants scores across

all five conflict styles

A detailed skill-building section

An explanation of conflict IQ

and how to improve yourconflict IQ

The effect of conflict onemployee motivation

Anger management practices

The Conflict Situation Selector

exercise teaches participants

how to select the optimal

conflict style for every situation

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This simple and easy-to-use conflict instrument assessesyour use of five conflict-handling styles, each ofwhichare effective ways of dealing withconflict for aproduc-tive outcome. Withthis instrument, itseasy for partici-pants to learn thepositive uses of each style and themost appropriate conflict style to use in any circum-stance. The assessment is acritical activity to establishhow managers are currently approaching conflict so theycan utilize a widerangeof more optimal solutions.

You will

Learn yourown natural style of resolving conflict.

Learn to workcollaboratively to solve conflict issuesin ways that recognize the interests of all proponentswhile keeping the focuson performance.

Learn how and when to use eachof five conflictresolution strategies:

compete

compromise

accommodate

collaborate

avoid

Learn toworkthrough conflict, keeping the focus onbusiness goals.

Try a Free DCIGo to www.hrdpress.com/Demo


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Dealing with Conflict Instrument

Dealing with Conflict Online Assessment...$24.95

Dealing with Conflict Instrument / (paper) 5-pack$59.75

Dealing with Conflict Workshop License

email: [email protected]

or call 1-800-822-2801 x 1138


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Strategic Leadership Type Indicator

SLTI Online Feedback Report

Displays your preference to coach, relate, delegate or instruct.

Provides a summary score of how appropriately you match a style

to the situation.

Provides a worksheet to determine what strategy you should use

with each direct report.

Recommends key development points for each strategy.

Teaches a development continuum for direct reports that increases

their responsibilities and expertise.

Strategic Leadership Type Indicator Online Assessment$49.95

Strategic Leadership Type Indicator Assessment (paper) 5-pack$74.

Strategic Leadership Type Indicator Workshop License

email: [email protected]

or call 1-800-822-2801 x 1138


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0

The HRD Online Assessment Centerallows you to administerall of our online assessments. With this online system, youwill be able to offer your clients a launching ground for

professional development opportunities and a simplified

method for tracking professional growth.

You will be able to offer 360-degree feedback so your clientcan invite supervisors, peers, direct reports, customers, or any

other type of rater. This option gives you instant information

on how well your training is being applied on the jobits

ROI made easy!

You will also be able to improve understanding and com-munication through our series of Style Assessments. All of this

can be done with administrative ease; set up participant and

group accounts in seconds with our user friendly administrative

options. Import every employee instantly and create andchange employee groups, run aggregate scoring reports, and

much more.

For more information: [email protected] o

call 1-800-822-2801 x 1110

Instant Accessto All of Your Assessments24/7/365!

The HRD Online AssessmentCenter provides:

Accurate, comprehensive, anduser-friendly reports

No minimum purchase requirements

Complete library of facilitation and

training materials

Ability to brand and customize

HRD Online Assessment Center


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If your workforce needs greater clarity, focus, and execution, find

out how to get your organization on the Acceleration Impact

Curve with this pioneering assessment and development tool.

The SAQ Assessment package is applicable to any professionalat any level. The simple, step-by-step guides and support tools

for both participants and facilitators helps expedite organiza-

tional and cultural change, while facilitating the execution of a

strategic plan.

The SAQ Assessment includes: An online test covering 45 items within three core

competencies, requiring 15-20 minutes to complete

The participants SAQ upon completion.

Individualized Reports that produce targeted behavioral

development suggestions

A Group Report function that produces a Custom Trainers

Guide with experiential activities linked to the highestdevelopment needs identified for the group.

An Assessment Facilitators Guide and ParticipantDevelopment Planning Book

Easy application for 360-degree feedback

Core insights, distinctions and action plans provided byTony Jeary, Coach to the worlds top CEOs, and creator/author

of theStrategic Acceleration methodology.

Tony Jeary InternationalFor the last decade, Tony

Jeary has been coaching and

advising the worlds top CEO

on how to master StrategicAcceleration. Namely, Tony

is known for helping top

achievers get results fasterby helping them get clearon what theyre doing, focus

relentlessly on High Leverage

Activities that make the

biggest difference, and driveexecution at peak levels.

Constantly taking a look at

yourself (and having those

around you do the same) candramatically accelerate your

effectiveness. Assessments facilitate this process enormously. Th

SAQ Assessment was developed to help people in organizationszero in, quickly and efficiently.

Whether or not you manage others, leadership is a results con-

test. The Strategic Acceleration Quotient Assessment is designed

to help you win at every level.

Tony Jeary

SAQ Assessment

Getting ResultsIts the one thing every business needsall the time. And now theres an assessment that targetsthis most crucial of outcomes for you to use throughout your organization.

Get key managers and staff

working at the speed ofThe Acceleration Impact Curve

SAQ Self Assessment $17.00

SAQ 360-degree Assessment $57.00

For more information: call 1-800-822-2801 x 1122or email [email protected]


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Features Classroom or online versions

20 minutes to complete

Assessment describes the advantages and disadvantage

of several ethical belief systems:

Leaders respond to questions like these to determine

their ethical type:

Do you regard written codes of conduct as helpful inresolving ethical dilemmas?

Do you believe the needs of the many outweigh the need

of the few?

Are the thoughts, feelings and beliefs of friends an impor

tant consideration?

Key Benefits Customers would rather do business with an ethical compa

Operating ethically results in:

Improved productivity

Increased profitability

Superior employee morale

Enhanced recruitment and retention of employees

Better company reputation

Long-term success

Online Feedback Report

Summary of your ethical preferences are provided in bar

chart format displaying your score in comparison to whe

most people score.

Advantages and disadvantages of using each ethical typwhile summarizing your propensity to use the type.

Includes questions and content for self exploration or to

support a facilitated discussion of the use of various

ethical types.

General discussion of ethical and moral decision making

How to assess and use ethical type information to impro

influence.

Ethical Type Indicator Online Assessment$24.95

Ethical Type Indicator (paper) 5-pack$75.00

The Ethical Type Indicator

Does a business culture grounded in ethical behaviormake your organization more successful? Would more

customers prefer to do business with an ethical company?

The Ethical Type Indicatorprovides leaders with aframework for evaluating and understanding the ethicaland moral decision making of themselves and others.

This improved understanding of ethics makes it easier

for leaders to make more persuasive arguments in favor

of any course of action which has ethical implications.

The Ethical Type Indicator for leaders addresses theproblems of ethical principles or organization policies

that are often far too general to provide meaningful

guidance. By completing the assessment to reviewtheir own ethical decision making patterns, individualslearn to categorize decisions within a specific ethics

framework.

This process makes it possible for managers to explore

and understand different ethical foundations while beingable to objectively assess the strengths and weaknesses

of their own ethical decision making patterns.

You will

Learn your own primary and secondary ethical decision

making preferences.Learn to take a more reasoned approach to ethical

dilemmas in the future.

Learn to use specific steps to consider, confront, and

resolve ethical dilemmas.

Try a Free Ethical Type IndicatorGo to www.hrdpress.com/Demo


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Performance Skills Leader Feedback Assessment

PSLeader isa research-based, 82-item, assessmentthatgives leadersa 360-degreefeedback view oftheir leader-ship effectiveness in 24competencies. The assessmenthelps leaders identify development priorities and higheststrengths. Participants learn about their known andunknown strengths by comparingtheir own self-perceptions tothose oftheir supervisor,direct reports,and peers.

The Powerof 360-Degree FeedbackforLeaders

The360-degree assessment process isa sensitive under-taking that can pay off for theorganizationandindivid-ual participants when the program is carefully delivered,and communicationis comprehensiveto ensure under-standing and establish buy-in. HRD Press has beenworking withclients and consultants usingthe PS Leaderassessment for more than adecade.Useourexperiencetoensure your assessment program is a success.

$125purchasesacomplete360-degreefeedback cycleforone leader

Features Unlimited raters can participate in 360-degree feedback

Instant online questionnaire administrationand report processing.

Participant interpretation and development planning

workbook and job-aids.

Development suggestions linked to highest

development needs.

Assessment Administrators Manual includes comprehen

sive workshop outline to debrief managers on results

and plan development.

Confidentiality Guaranteedonline process ensures

confidentiality so that peers and direct reports can

feel comfortable giving honest feedback.

Key Benefits Relevant Feedbackthis assessment provides a method

for accurately weighing which leadership competencies

are most important in each leaders job. This informatio

is used to more accurately identify highest developmenneeds and strengths.

Convenient Online Corporate Accountyour designatedadministrator controls how and when leaders or facilita-

tors print or view individual or group feedback reports.

Group Reports AvailableFree group reports enable

you to establish benchmarks and norms within your

organization according to however you want to group

participants results.

Comprehensive

Individual Feedback Report

Feedback is on discreet, learnable behavioral itemslinked to high performance. Respondents are asked to

rate specific, observable behaviors where known, learn-

able best practices ensure measurable gains can occur.

Known and unknown development needs and highest jostrengths are identified.

Sets of development suggestions are produced for

highest needs.

Feedback report is designed to facilitate comparison of

self-ratings with the ratings of others including theparticipants boss.

Alignment between self and supervisor is highlighted.

Foundational skills needed

for individual, team,

and organizational

performance

StrategicFocus

Business

Focus

InterpersonalFocus

PersonalFocus

Workforce

Focus

Skills needed by executives

and managers to set the

strategic direction

of the organization

Skills needed by team

leaders, supervisors, project

managers and managers to align

employees to strategic direction

PS Leader:24 Competencies

for BuildingLeadership Effectiveness

For more information contact [email protected]

or call 1-800-822-2801 x 1122


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Priority Codewhen placing your order.

Call 1-800-822-2801Visit us: www.hrdpress.comFor changes or removals to our mailing list, please fax the

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HRD Press - Assessments

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