We Give You the ANSWERS to the Key
Can this Candidate DO the Job?
Will this Candidate DO the Job?
Will this Candidate Fit with Our Company Culture and be Compatible with Our Manager?
1. The Critical Thinking Decision Making Capacity Measures
“Most Successfid outcomes are preceded by a series of good decisions.”
Our Critical Thinking Measures are built upon Nobel Nominee Dr. Robert S. Hartman’s HVP Research
Why Measuring Critical Thinking is so important:
- The Critical Thinking score identifies the capacity to recognize the CORE ISSUES that are driving the Workplace Problems, Challenges and Opportunities the individual faces.
- The Critical Thinking score identifies the capacity to create WORKABLE SOLUTIONS for those core issues.
- The Critical Thinking score identifies the capacity to IMPLEMENT the WORKABLE SOLUTION using the resources ($$$, Time, Manpower, etc.) currently available. Please tell me more about the Critical Thinking contribution. My contact info is enclosed.
2. The Critical Competency Inventory Measures
“The Strength of the Competencies form the building blocks for making consistently good decisions.”
We have identified various CORE PERFORMANCE CATEGORIES that drive each of the Four Executive Summary Models. Each of the CATEGORIES is supported and empowered by the specific competencies that consistently drive the particular job’s requirements.
The Leadership and Management Inventory is shown on the left. We score each competency’s strength based on an A thru D score and ALSO a RISK SCORE (Risk is a measure of the probable Risk of Failure).
The combined total of the competency scores contribute to the overall Critical Thinking Z score that is an essential element within the overall predictive performance measures.
Each report provides a complete explanation of each of the core competencies.
Note: The specific competencies we measure are tied to the Core Functions of the 4 different Executive Summary reports — For example, the Sales Competencies are different than the Administrative ones etc. (And yes, we can also customize a report for your company based upon your specific needs).
Please tell me more about the competency measures. My contact info is enclosed.
3. The Internal Motivators or Drivers Hierarchy
“Based upon the Harvard Studies, these 7 Universal Motivators measure what is IMPORTANT to the individual and report how the Motivators can influence the direction of a person’s decisions.”
The Seven (7) Universal Drivers or Motivators (either HIGH OR LOW Scoring Motivators) will influence or filter the Critical Thinking Choices so that the final result will reflect the individual’s belief about the way “THINGS OUGHT TO BE!”
Everyone is influenced to some degree by each of the motivators. Discover which ones will be MOST influential for the candidate or incumbent.
Each report provides an intensity definition for each Motivator’s influence along with a clear explanation and understanding of the influence exerted by EACH of the motivators.
4. The DISC Style Communication Measures
“The DISC Communication Instrument is considered the “gold standard” for measuring How the individual will communicate or deliver their motivated Critical Thinking decisions to others (customers, co-workers and managers).”
“this DISC assessment has one of the highest Cronbach scores in the DISC marketplace.” Assessment Standards Institute
Our DISC report has earned the coveted Validation and ASI Certification. The Assessment Standards Institute demands rigorous criteria set by the American Psychological Association and the EEOC.
By incorporating this Superior DISC report into our Executive Summary Series reports, we can predict HOW the individual will deliver or display their motivated critical thinking decisions to your customers, co-workers, and managers.
We score and plot HOW each person displays their unique combination of Dominance, Extraversion, Patience and Precision in two ways. First via the natural and adapted bar graphs shown above and, via the DISC Wheel shown on the immediate left that combines the same four individual scores into a SINGLE PLOT POINT. This is ideal for group or team analysis as the entire group can be plotted on a single graphic. Notice the behavioral indicators shown on the outside of the various slices of the wheel.
The DISC Wheel
(Same info as the DISC Graphs shown above). The Dot marks the Natural or Baseline Style and the Star is the person’s Adapted or ‘how I currently believe I need to ADAPT my NATURAL communication style on the job.‘
The Wheel enables you to see a display of how the combination of the individual’s intensity scores of their Dominance, Extraversion, Patience and Precision combine to form a single plot. This is very valuable as we can create a group wheel that plots and scores an entire group or team. ‘
You can see from the outer ring indicators, how easy it is easy to read the person’s Natural Communication Style AND how they believe they need to ‘adjust or adapt that style’ in their current situation. A wide disparity indicates a significant source of stress for the individual. For example, if an entire team is ‘adapting their behavior’ in a similar fashion, the issue could be an inflexible and demanding team leader who would benefit from learning how to lead, connect and communicate with the team via their natural communication styles.
Learning to connect with others via their NATURAL STYLE is presented via our Team Dynamic Report that is designed to rapidly improve the teamwork within any team or group.