TTI Success Insights DiSC

DISC is the most widely used behavioral assessment tool, measuring four behavioral styles: dominance, influence, steadiness and compliance. DISC measures how a person behaves.

TTI Success Insights is the only provider of DISC assessments in the marketplace fully customized for the individual. All levels of within an organization can benefit from the information it provides.

Commonly used to: Improve teamwork and understand communication styles.

12 Driving Forces® (Motivators)

Unlocks the why behind an individual’s actions, showcasing what drives their behavior. Rooted in Eduard Spranger’s esteemed 1928 research, 12 Driving Forces reveals how each individual is uniquely motivated in both life and work.

Commonly used to: Improve employee engagement, and determine job and culture fit.

Talent Insights™

Combining both behaviors (DISC) and driving forces (motivators), this is an integrated report that explains the how and the why behind our actions. It examines the behaviors individuals bring to the job and the driving forces (motivators) that drive them.

Commonly used to: Engage employees, coach leaders, build better communication and to select team members.

TriMetrix DNA

Describes how people behave, why they behave that way, and what the process is behind their decision-making. It also reveals soft skills they’ve mastered. It examines the behaviors individuals bring to the job, the motivators/driving forces that drive them and the ability to demonstrate the competencies required by the job.

Commonly used to: Develop talent effectively for leadership and for high potential-team members, also for job fit evaluation.

TriMetrix® EQ

Examines the behaviors individuals bring to the job, the driving forces that drive them, and an understanding of their own emotional intelligence. TriMetrix EQ blends all three sciences together in an integrated section that will illustrate the impact emotional intelligence has on core behavioral styles, as well as the top driving forces.

Commonly used to: Assist in executive coaching, selection and the development of high potential employees.

TriMetrix HD

Provides a 55-point analysis that uncovers a person’s behaviors (DISC), motivators/driving forces, acumen, as well as an individual’s unique competencies. It examines the behaviors individuals bring to the job, the motivators/driving forces that drive them, the ability to demonstrate the competencies required by the job and whether they possess the acumen to perform the job successfully.

Commonly used to: Assist in executive coaching, selection and the development of high potential employees.

The Emotional Quotient (EQ)

Accurately measures a person’s emotional intelligence, which is the ability to sense, understand and effectively apply the power of overall emotional well-being to facilitate higher levels of collaboration and productivity.

Commonly used to: Develop leaders, engage teams, coach and in succession planning.

The Stress Quotient

Measures workplace stress in seven index factors, revealing how stress affects the overall health, productivity and morale of both individuals and the teams.

A leadership version of the Stress Quotient is also available to help gauge a leader’s stress level and their stress triggers.

Commonly used to: Identify root causes of stress, facilitate conversations to begin creating a plan that addresses the causes and to help improve employee performance and productivity.

OD (36) Surveys

Gives the ability to tailor surveys that uncover the effectiveness of employee performance, as well as the effective or ineffective practices of a team. Surveys determine where an organization can improve its services, policies and practices to achieve complete employee and customer satisfaction. In addition, the surveys can be tailored to a group

Commonly used to: Aid organizations in understanding how leadership is viewed, and to better develop and grow as individuals and as a team.

The Sales Skills Index

An objective analysis of an individual’s understanding of the strategies required to sell successfully in any sales environment.

Commonly used to: Determine if sales staff members understand the sales process, how they compare against top sales performers, and if they have the ability to sell. Used in sales training, team and leadership coaching, and as an all-in-one training guide.

Talent Management Plus (TMP)

The only assessment-based applicant tracking screening system powered by job matching on the market. Using science-based assessments and customized job-benchmarking protocols, TMP looks at the whole person and ranks according to the job benchmark, behaviors, motivators and skills to paint a picture if that person will be fulfilled in the open position.

Commonly used to: Pre-screen and pre-rank candidates based on their assessments — making it clear which candidates are matched to the job in one complete system.

TMP features include:

• A daily email summary of applicants who match the open position
• Pre-screening interview questions to narrow applicants
• Search, filtering and candidate comparison capabilities
• Master database that stores applicant resumes and assessments

Your score on this change management assessment tool will place you on the change style continuum, ranging from a Conserver style to an Originator style. A third style, the Pragmatist, occupies the middle range of the continuum. The three styles display distinct differences and preferences when approaching change. How it Works:

The assessment utilizes 22 situational pairs of statements to determine the respondent’s preferred approach to addressing and working with change. The assessment addresses both initiated and imposed change and places the respondent on a 133-point continuum between Conserver and Originator, with Pragmatist in the center of the continuum.

Most individuals are a blend of Conserver-Pragmatist or Pragmatist-Originator; however, the degrees of blending are identifiable. The preferences and behaviors associated with 11 scoring segments along this continuum are described in detail and are reported on the personalized assessment sheets.

Assessment administration can be managed through Discovery Learning’s Online Assessment Center, which decreases time needed in the classroom and empowers trainers to create customized group composites and more in-depth individual reports. This self-scoring change management assessment can also be completed and scored in the classroom in 10-15 minutes.

Why use it?

Improve teamwork by avoiding conflicts and reducing dysfunctional meetings
Consider all perspectives when resolving issues to increase collaboration
Enable the group’s creativity and innovation by understanding style preferences
Get to the “win/win” solution more quickly by promoting successful teams.
Learn the advantages and strengths that each style brings to an organization.

The Decision Style Profile® poses ten typical, real-world business situations that require decisions. Based on the cases as presented, the respondents chose among five decision-making styles in selecting the one they believe is most appropriate for each case. The five styles differ primarily in the degree to which the respondent may choose to involve others in the decision-making process. A personal report for each respondent compares individual choices to the “expert” style choices and to the style choices made by more than 41,000 executives and middle managers. Decision Inclusion Index scores and Decision Style Index scores are calculated and explained.

Why use it?

• Improve the capability of the organization to produce acceptable, quality decisions.
• Build knowledge of a research-based system for choosing the most appropriate decision style.
• Create awareness of the five critical decision factors.
• Improve and refine the decision-making skills of managers.
• Build awareness of how improved decision-making practices pay off on the bottom line.
• Establish a uniform system for guiding managers in their decision-making process.
• Build uniform knowledge in an organization about good decision-making processes.
• Create awareness in individual managers of their strengths and weaknesses in decision-making.
• Strengthen awareness of effective outcomes based on the level of inclusion of others in the decision-making process.
• Build awareness of the bottom-line payoff to the organization from improved decision practices.

Decision Style Profile® is a registered trademark of Discovery Learning, Inc.

The survey gathers perspectives and opinions from an individual leader and up to 20 selected “others” regarding leadership performance. Performance is measured through an online 96-item survey that takes approximately 15-20 minutes to complete.

“Others” may include subordinates, peers, and supervisors. The confidential and aggregated responses of respondents are compared to the self-assessment of the leader in a color graphic that highlights the leadership strengths and weaknesses of the individual manager. These items review leadership performance in 12 areas that represent the four organizational culture traits as defined in the Denison Organizational Culture Survey model.

Why use it?

• Build understanding of a leader’s role in creating the culture of a high-performance organization.
• Allow leaders to learn how others, who are important to their success, see their performance.
• Benchmark an individual’s leadership performance.
• Compare leadership performance to skills of higher-performing and lower-performing leaders.
• Establish a model for leadership effectiveness throughout the organization.
• Help develop leadership skills essential to adapting in a changing environment.
• Help establish a plan for addressing leadership development needs.

Denison Leadership Development Survey is a Registered Trademark of Denison Consulting.

The Denison Organizational Culture Survey will produce a powerful, visual summary of organizational culture strengths and weaknesses and provide suggested actions to improve operational performance.

Why use it?

• Create a readily understandable measure of organizational culture and its potential impact on bottom-line performance.
• Help determine relative organizational competitiveness.
• Framework to focus management attention and investment in priority order on those organizational issues that have potential for bottom-line payoffs.
• Evaluate an organization’s preparedness to compete in its industry.
• Benchmark an organization’s culture to that of high performers.
• Help manage the successful merger of separate cultures and organizations.
• Measure organizational culture on four major characteristics: Mission, Consistency, Adaptability and Involvement.

Denison Organizational Culture Survey® is a registered Trademark of Denison Consulting.

The highly effective assessment includes a participant workbook, Maximizing Results, and a 12-week goal-setting Plus component which provides the leader with a follow-up report on improvement on up to five goals and overall effectiveness. Both are designed to aid the leader in implementing necessary and lasting behavior changes identified by the feedback.

Why use it?

• Enable leaders to learn how others, who are important to their success, see their leadership performance.
• Compare self-perception to the perceptions of others.
• Establish a common model for leadership effectiveness.
• Create a common framework among organizational leaders of the skills and leadership competencies that are critical for success in that organization and/or industry.
• Benchmark individual leadership performance.
• Identify the strengths and developmental needs of managers in the 10 categories identified as important for effective leadership.
• Create a plan for addressing leadership development needs.

Discovery Leadership Profile™ is a trademark of Discovery Learning, Inc.

Companion instrument:
The Emerging Leaders Profile™

A 360-degree multi-rater leadership assessment focusing on the specific needs and challenges of emerging leaders. Developed by Discovery Learning, this specialized assessment provides emerging leaders with feedback on how their specific management practices are perceived by others.

The Emerging Leaders Profile™ gathers perspectives and opinions from the individual leader and up to 17 selected raters regarding leadership performance on competencies essential for effective leadership. Raters can include bosses), peers, direct reports, and others.

An outgrowth of an extensive search for an appropriate assessment tool for new or high-potential leaders, the Emerging Leaders Profile™ measures performance by responses to 60 items focusing on 12 leadership skills and traits that influence a new leader’s effectiveness and establish a foundation for personal growth. The confidential and aggregated responses of raters are compared to the self-assessment of the leader in a color graph that clearly highlights the individual’s leadership strengths and developmental needs.

The highly effective assessment includes a participant workbook, Maximizing Results, and a 12-week goal-setting Plus component which provides the leader with a follow-up report on improvement on up to five goals and overall effectiveness. Both are designed to aid the leader in implementing necessary and lasting behavior changes identified by the feedback.

The Emerging Leaders Profile™ can be used to:

• Enable emerging leaders to learn how others, who are important to their success, see their leadership performance.
• Compare self-perception to the perceptions of others.
• Benchmark individual leadership performance.
• Identify strengths and developmental needs of emerging leaders in 12 categories identified as important skills for effective leadership.
• Create a plan for addressing leadership development needs.