Assessments

Assessments allow an individual to view themselves from a different perspective, providing a snapshot in time regarding whatever is being assessed.

They provide a platform for self-awareness, observation, growth and change as they form the basis for discussion around an individual's strengths and areas of challenge.

Coaching then provides the tools, resources, ideas etc for acknowledgement, development, improvement and/or change.

Assessments that Sandee currently uses include:

• Genos Emotional Intelligence Assessments at Time 1 and Time 2
• DISC Behavioural & Motivators Assessments
• 360 Degree Assessments used by an organisation and linked to coaching

Genos EI

Put simply, Emotional Intelligence (EI) is a set of skills which define how effectively you perceive, understand, reason with and manage your own - and others' feelings. And one of the great beneits of EI is that everyone can actively enhance it within themselves with remarkable results.

Enhancing EI can dramatically improve decisions, behaviour, and performance at work - as our moods, feelings, and emotions inluence us everyday. And since feelings underpin relationships and other important issues like job satisfaction, engagement and team morale, enhancing EI can produce a big effect on the bottom line.

While there are many psychological assessment tools available, research shows one of the strongest predictors of success is EI. Genos EI has been specifically designed for use in the workplace.

The assessments are thoroughly researched and rigorously tested, achieving real-world results, time and again. And they're backed up by a comprehensive support platform to help you enhance workplace performance.

Hundreds of companies are already beneiting from Genos' EI expertise across Australia, New Zealand, the UK, Asia and the USA. Are you?

   
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DISC & MOTIVATORS Assessments

DISC is not a measurement of "intelligence" or "personality" but of behaviour, and looks at both our natural and adapted styles of behaviour in various environments. It is highly accurate, and was developed by TTI Performance Systems through worldwide validation on over 4 million people in as many as 40 different countries.

The Managing for Success (DISC) program is simple to use - and the Assessment consists of choosing the "most" and "least" likely from 24 different groupings of words and phrases. These replies are then converted into one of 384 different graphs which have been condensed from some 19,360 "most" words and 19,680 "least" words, which gives DISC such a powerful validity.

The Movitators section of the Assessment answers the "why" regarding our behaviour, and helps people understand the beliefs behind their decisions, which is why it is an important complementary tool to utilise in conjunction with DISC and is part of the report. It assesses 6 basic attitudes which are: theoretical, utilitarian, (economic), aesthetic, social, individualistic/political and traditional (regulatory) values. This part of the assessment involves 12 categories, each with 6 items to consider, which require ranking based on your focus on those interests, attitudes and values that are important to you in guiding your life. In the communication process, attitudes are the arena.

The assessment is available on-line, and takes about 20 minutes to complete.

The report provides 40 plus pages of information to understand yourself more fully, and to enhance and improve communication and effectiveness, through learning how to:

Personal & Corporate:

• communicate well with other people's styles
• use your natural strengths and motivators
• work with your values/attitudes

Corporate:

• employ the best candidates to fit your company and culture
• Management Development
• Performance Management
• Team Building.

"He who knows others is learned. He who know himself is wise."
Lao Tse

Comments from respondents

State Operations Manager
"I have read a number of books on management, they did not allow me to look in the mirror, see the reflection of others and understand. Somewhere I lost my natural rhythm, the assessments brought back to me an understanding of my style, the debrief allowed me to open the door and switch on the light and see the rhythm."

Chief Financial Officer
"I found the DISC and PIAV reports both described my character and behaviours very well. I have decided to add the summary page of the DISC report to my Resume as a form of reference as I feel it would assist both a future employer and me in ensuring that I and the job were the right fit."

Sample Report

View the sample report... (PDF 332kb)

FAQ

Is DISC a personality test?

DISC does not "measure" personality - it views how we behave at work and how we may mask our core behavioural style. Everyone exhibits all four behavioural factors in varying degrees of intensity, with most people being a combination of two or more styles.

What are the four behavioural styles?

They are:

• D = Dominance - Challenge. How you respond to problems and challenges.
• I = Influence - Contacts. How you influence others to your point of view.
• S = Steadiness - Consistency. How you respond to the pace of the environment.
• C = Compliance - Constraints. How you respond to rules and procedures set by others.

Can your behavioural style change during your lifetime?

Your natural style is fairly static, however occasionally a personal, catastrophic event may impact your behavioural style. Most people vary little from their core style during their lifetime.

Which behavioural style is the best?

There is no best style. DISC is neutral, in that it describes the differences in how people approach problems, other people, pace and procedures. However, certain behavioural styles are better suited to different types of work and careers, and the report covers topics such as Ideal Environment, Value to the Organisation, Specific Factor Analysis ie employee interface, decisiveness etc.

What makes the assessment 91% accurate when there are only 24 questions?

The high accuracy is due to the software analyzing almost 40 000 behavioural and emotional variations, and reducing this to 384 graphs which provides precise and accurate behavioural definition.

Why don't you use a Graph III?

Research by TTI has proven conclusively that if there is disparity between Graph I and Graph II, Graph III does not provide accurate information regarding behaviour, and therefore is not valid. Graph III would be used if Graphs I and II were similar - in which case Graph III would mirror Graphs I and II.

Aren't there 16 classical styles that make up 95% of the population?

There are 16 classical styles, however research by TTI has shown that these 16 styles comprise only 54% of the population and that the other 46% of the population are "fitted" into the closest style. Statistically and behaviourally this causes questions as to the overall accuracy and validity.

What are the assessments used for besides recruitment?

They are also used for developing high performance teams, conflict intervention, developing people, selecting future leaders, mentoring and coaching. DISC has been described as an Operations Manual for the person being assessed - highlighting areas such as those mentioned above, and including others such as General Characteristics, Keys to Motivating and Managing etc.

Will the report tell me if the person is depressed or severely neurotic?

No. The assessment describes normal behaviour -it does not assess abnormal behaviour, as it is not a clinical instrument. It indicates areas of stress and other behavioural adaptions related to the work environment.

Why do you look at motivators

DISC looks at HOW we behave, and the motivators section looks at WHY we behave the way we do. Integrating the two brings in the dynamic of passion - the motivators or drivers behind why a person "will" do specific things.

DISC & Motivators Fees Fees exclude GST

	Each
Corporate Assessment Profile, Reports & Debrief	$750
Team Profile preparation for DISC & Motivators	$1000