Our behavioral research indicates that the most effective individuals clearly understand themselves, including their strengths and weaknesses. This self-awareness allows them to develop strategies that align with their environment's demands.

Behaviors/DISC assessments evaluate an individual's levels of dominance, influence, steadiness, and compliance and shed light on how they respond to the following aspects:

- Problems and challenges

- Influencing others

- The pace of their environment

- Adherence to rules and procedures

Behavior/communication style training for leaders and teams will help your organization:

Reduce conflict

Communicate more clearly

Improve productivity within departments

Create harmony in the workplace

Help leadership to manage more effectively

Driving Forces (Methodologies) motivate and engage an individual in work and life. At the core of 12 Driving Forces are six motivators rooted in Eduard Spranger’s esteemed 1928 research. Backed by decades of research, 12 Driving Forces uniquely define what sparks movement and ambition in each of us.

Behavioral (or DISC) assessments help us understand how people behave and perform in a work environment. Our 12 Driving Forces™ assessment reveals why people do what they do and what impacts their decision-making.

Assessments measuring 12 Driving Forces examine the relative prominence of the following:

Instinctive/Intellectual (Knowledge)

Objective/Harmonious (Surroundings)

Selfless/Resourceful (Utility)

Intentional/Altruistic (Others)

Collaborative/Commanding (Power)

Receptive/Structured (Methodologies)

Identifying motivators within your team will help your organization with:

Stronger employee retention outcomes

Greater job satisfaction

Higher levels of productivity

Emotional Intelligence (EQ) refers to an individual's ability to recognize, understand, and effectively use emotions to enhance collaboration and productivity.

Our research shows that successful leaders and high-performing individuals possess well-developed EQ skills, allowing them to work effectively with diverse people and adapt to the fast-changing conditions in the business environment.

EQ encompasses five key areas related to intrapersonal and interpersonal relationships:

1. Self-Awareness

2. Self-Regulation

3. Motivation

4. Social Awareness/ Social Regulation

Emotional intelligence training and coaching will help your organization:

Produce higher levels of customer satisfaction

Improve leadership skills

Empower employees to be more flexible

Inspire leaders and employees to be better listeners

Promote greater empathy in the workplace

Research indicates that personal skills (often soft) are just as crucial as technical skills for achieving outstanding performance in many jobs. Individual skills are frequently transferable across different roles, while technical skills are more job-specific.

Our assessments evaluate these competencies by measuring the level of development of each of the 25 unique personal skills. We rank them from the most developed to the least developed, highlighting areas that require further growth.

While not every job necessitates the development of all 25 competencies, we focus on essential qualities such as:

- Appreciating Others

- Conflict Management

- Continuous Learning

- Creativity and Innovation

- Conceptual Thinking

- Customer Focus

- Decision Making

- Diplomacy

- Employee Development/Coaching

- Flexibility

- Futuristic Thinking

- Goal Orientation

- Influencing Others

- Interpersonal Skills

- Leadership

- Negotiation

- Personal Accountability

- Planning and Organizing

- Problem Solving

- Project Management

- Resiliency

- Self-Starting

- Teamwork

- Time and Priority Management

- Understanding Others

Using a skills assessment will help your organization know how to:

Hire accurately

Promote people

Develop employee skills

You might be wondering how skill tests are used in the recruitment process. Assessments serve as valuable tools for employers to gain insight into potential employees. This process often involves benchmarking, which means creating a profile of the ideal candidate for a position and then measuring candidates’ assessment results against that profile.

These assessments help employers understand various aspects of job candidates, including their skills, emotional and social intelligence, temperament, and motivation. For example, if a role requires extensive research, fact-checking, and a patient, methodical approach, a candidate who prefers a faster pace and more direct behavior may not find the role satisfying. Benchmarking helps prevent poor hiring decisions and is effectively achieved through these assessments.

Creating a benchmark each time you hire will help your organization:

Hire with greater accuracy

Save time and money in the hiring and retention process

Find a candidate that is the closest match for what your company needs in that role

Identifying and addressing the sources of stress within your team, department, or organization is essential. The Stress Quotient is a diagnostic tool designed to uncover various causes of stress that individuals, teams, departments, or organizations may experience in their work.

There are three unique versions of the Stress Quotient to suit any organization's needs:

1. **The Leader Version**: This version clarifies the specific stressors leaders typically encounter.

2. **The Individual Version**: This version helps individuals identify and enhance their stress management in personal areas of concern.

3. **The Anonymous Version**: This version enables employees to reveal workplace stressors while maintaining anonymity.

Implementing the Stress Quotient within an organization can help identify negative and positive stressors, ultimately improving productivity, morale, and employee engagement.

Diagnosing employee and leadership stress will help your organization with the following:

Evaluate burnout and current employee engagement/ risk for turnover

Gain valuable data on how to make positive changes within the organization