Strengthfinders

StrengthsFinder 2.0 Practitioner:  For decades, the Clifton StrengthsFinder assessment has been given to more than 15 million people as a way to discuss and develop their unique combination of skills, talents, and knowledge known as strengths.

Strengths coaching is about focusing on what others do well instead of fixating on their weaknesses.

  • People who focus on using their strengths are three times more likely to report having an excellent quality of life.
  • Those who use their strengths every day are six times more likely to be engaged on the job.
  • Teams that focus on their strengths are 12.5% more productive.

Research shows that two-thirds of the workforce are unhappy or hate their jobs. Do you have employees who may fit that description?  Learn was strengths-based coaching is and how to empower your team to re-engage in their jobs and become energized and positive contributors to your team.

Values Assessment

The Values Assessment helps you identify your “Why”.  When you are clear about what your values are, it is easy to understand your drivers and motivations for doing things.  You can actively build your decisions, actions, and vision for a better you, a better career or life around them.  Through a facilitated process, you will discover knowing your values can act as your compass to help give direction to what, how and why you do what you do every day.

Career & Life Wheel

Commonly used by professional life & career coaches, it helps you consider each area of your life or work and assess where you are at.  It helps you identify where you would like to give priority and areas that need more attention. The Wheel is a powerful tool to give you a vivid visual representation of the way your life or work is currently, compared to what you’d ideally like it to be.  Our professionally certified coaches can help you identify gaps in the wheel, and map out action plans to get you where you want or need to be.

DISC Assessment

DISC is a behavior assessment tool which centers on four different behavioral traits:  dominance, inducement, submission, and compliance. The best use of DISC is to learn more about oneself, others and how to deal with situations where interpersonal relationships are involved. Some more specific versions of the DISC assessment will help understand how one person would likely react in a specific team, management or leadership situation, given her or his DISC style. The assessment has been used to determine one’s leadership skills. There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective.

Motivators

The perfect companion assessment to pair with DISC, Motivators measures the Seven Universal Dimensions of Motivation that drive each of us: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory and Theoretical. Whereas DISC predicts “How?” a person will behave, Motivators explains “Why?” If you’re only using DISC, you’re only scratching the surface of what assessments can offer individuals and organizations.

Learning Style Assessment

Learning Styles 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 learn in groups. There are those who can grasp information intuitively, while others prefer to follow a strong sequential path. Understanding learning styles offers the key to maximizing an organization’s training efficiencies, enlightening its management teams and even assembling top performing teams.

Emotional Intelligence Profile

 

Emotional Quotient reflects a person’s ability to empathize with others: identify, evaluate, control and express emotions one’s own emotions; perceive, and assess others’ emotions; use emotions to facilitate thinking, and understand emotional meanings. This emotional intelligence assessment will evaluate several aspects of your emotional intelligence and will suggest ways to improve it.

 

360 Degree Assessment

The 360-degree employee feedback provides a holistic view of an employee by gathering feedback from an employee’s manager, peers, and direct reports. The feedback is non-evaluative and forward-looking – what are employees’ strengths and weaknesses, and what developmental steps can help them become even better.

Emotional Intelligence Profile + 360 Degree

Emotional Quotient reflects a person’s ability to empathize with others: identify, evaluate, control and express emotions one’s own emotions; perceive, and assess others’ emotions; use emotions to facilitate thinking, and understand emotional meanings. This emotional intelligence assessment will evaluate several aspects of your emotional intelligence and will suggest ways to improve it.

The 360-degree employee feedback provides a holistic view of an employee by gathering feedback from an employee’s manager, peers, and direct reports. The feedback is non-evaluative and forward-looking – what are employees’ strengths and weaknesses, and what developmental steps can help them become even better.

Corporate Training Needs Assessment

A Training Needs Assessment is the process in which we identify training and development needs of a company or agency and its employees.   It involves an analysis of training needs required at various levels, review of employees’ levels of competence, business needs, budget, and schedule.  Based on our findings, we can make specific recommendations for training or coaching services.

Myers-Briggs

 

(MBTI) is a foundation for self-awareness in how we interact with others, giving us the insight to improve how we communicate, learn, and work. With 16 dynamic preferences, it helps us identify where we get our energy, how we take in information, how we make decisions based on that information, and how we organize our outside world. MBTI provides a powerful framework for building better relationships, driving positive change, harnessing innovation, valuing differences, and achieving excellence. Truly understanding your type preference integrates seamlessly with all other aspects of development, giving us the tools to more deeply engage in all we do.   please contact us for pricing information!

 

Hartman Value Profile

The Hartman Value Profile offers the critical third piece to the human puzzle. Based on the research of Robert S. Hartman’s formal axiology, this unique assessment measures each individual’s problem-solving skills and their ability to avoid the blind spots associated with situational bias. In essence, the HVP assessment measures— with uncanny accuracy— an individual’s critical thinking, judgment and decision-making abilities.

 

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