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There are five Core Assessments (DISC, Motivators, Hartman Value Profile, Emotional Intelligence, and Learning Styles) and each measures a different aspect of human behavior and personality. Understanding the human behavior enables better communication skills, fosters improved relations and reduces tension.  Whether you want to develop better leaders, build top performing teams or improve workplace communication, the Core Assessments provide the bedrock for dependable human performance answers.

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DISC

DISC is an assessment designed to teach users the behavioral skills they need to improve their performance and increase productivity, influence people and generate sales, build “A” teams for special projects, make employee selection faster and easier, and much more.

Many of the world’s most famous businesses have relied on DISC to create a strong competitive advantage. The key to successful sales pitches, management, executive-level leadership, and even everyday life, is to know how to establish good relationships.

DISC ASSESSMENT APPLICATIONS:

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BENCHMARKING & COMPARISON

Empower business owners, managers and HR professionals with the ability to compare new applicants to desirable job-performance benchmarks.

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CHANGE MANAGEMENT

Learn behaviors for transforming resistance into receptivity.

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COACHING

Discover how to help others consistently achieve their potential.

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CONFLICT RESOLUTION

Bring clarity and understanding to otherwise disparate behavioral styles.

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CUSTOMER SERVICE

Teach administrative and customer support teams how to dependably provide stellar service and interaction regardless of behavioral style.

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HIRING & SELECTION

The right person in the right job is priceless. The wrong person is an expensive nightmare waiting to happen. DISC provides the cornerstone for many of the hiring and selection decisions by understanding behavioral patterns.

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LEADERSHIP PROGRAMS

Empower your organization’s managers with the ability to get the most out of their teams.

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MANAGEMENT SKILLS

Teach an organization’s management the methods for dependably and genuinely motivating their staff.

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TEAMBUILDING

Create your teams based on compatible skills and traits, not just generic ideas of balance.

MOTIVATORS

Motivators is an in-depth diagnostic that reveals the inherent motivations of a user. While we think we are aware of what motivates us to a great degree, research shows that successful people share a common trait of exceptional self-awareness. The Motivators assessment identifies and measures variances among various potential dimensions (drivers) of motivation.

Business leaders can be better equipped to make decisions the right way once they understand what motivates each team member.

MOTIVATORS ASSESSMENT KEY DIMENSIONS

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AESTHETIC

A drive for balance, harmony and form.

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ECONOMIC

A drive for economic or practical returns.

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INDIVIDUALISTIC

A drive to stand out as independent and unique.

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POLITICAL

A drive to be in control or have influence.

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REGULATORY

A drive to establish order, routine and structure.

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THEORETICAL

A drive for knowledge, learning and understanding.

HARTMAN VALUE PROFILE

The Hartman Value Profile (HVP) is based on formal axiology, a field of psychology that evaluates how individuals assign value to themselves and the surrounding environment. This collection of situational values makes up what the HVP defines as an individual’s “value system”. A value system is not something that individuals have, but rather the composite of who they are. An individual’s value system molds his/her attitude, behavior and performance.

HVP brings scientific accuracy to the areas of hiring and selection, management development, performance improvement, and employee development, and is most beneficial when used in conjunction with other assessments like DISC or Motivators.

At IBG, we use HVP alongside several of Hiring and Selection instruments such as The Executive Summary, The Judgment Series, and The Work Ethic Screening to introduce greater clarity and certainty in critical areas of business.

EMOTIONAL INTELLIGENCE

The Emotional Intelligence (EIQ-2) assessment helps you determine how effectively you apply your knowledge and feelings in a given situation.

EMOTIONAL INTELLIGENCE FOR PROFESSIONAL SUCCESS

It’s a popular misconception that Emotional Intelligence has no impact on professional performance, but research proves that it is its single strongest predictor. Studies have found that 90% of top performers in companies rank high in emotional intelligence, and it’s not mere coincidence.

A person with a high emotional intelligence is more likely to be aware of and manage his/her behavior in stressful workplace situations, and this helps in making better decisions and being a more successful leader. Someone with a high emotional intelligence is also good at reading others, and we all know where that can take you.

EI grows as you grow, and the Emotional Intelligence assessment gives you a roadmap to begin and continually refine yourself in your personal and professional life.

LEARNING STYLES

The Learning Style assessment identifies how each individual is best able to learn and retain information. Some people are better at gathering information through text, while others might need visual aid. Some grasp the information best when they’re alone, others prefer working in groups. Understanding people’s learning styles can greatly impact an organization’s training investments.

The Learning Styles assessment is designed to measure the learning style of an individual within most situations.

LEARNING STYLES ASSESSMENT CATEGORIES

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ATTENDING

The ATTENDING category looks at what motivates individuals to learn in the first place, and how committed they are in understanding the information that is being presented to them. This category has two sub-scales: “Telescopic” and “Wide-angled”.

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TRANSLATING

The TRANSLATING category looks at whom an individual relies on most in understanding his/her learning process. This category has three sub-scales: “Dependent”, “Collaborative”, and “Autonomous”.

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RELATING

The RELATING category looks at how an individual perceives data or information. It has three sub-scales: “Visual”, “Auditory”, and “Kinesthetic”.

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UNDERSTANDING

The UNDERSTANDING category looks at an individual’s preferences for synthesizing data or information that they receive. This category has two sub-scales: “Global” and “Analytical”.