Continuing Education Programs


Making Sense of Assessments & Tools

3rd Tuesday of the Month

Passion (Motivation), Processing (Judgment), and Presence (DISC) – the graphs depicting these attributes are now presented in one page for easy analysis. This one-page summary sheet is available when an assessment user completes any version of the three reports. Come learn how this is used and the power it provides. Click to see the webcast

The job description, the cornerstone of setting the standards of a job, really describes the desired attributes of the person seeking the job. It is really a person description. The job is better defined by understanding what the expected outcomes the job will produce. It is defining the responsibilities of the person performing the duties of the job, what are the priorities, how time is spent delivering on the priorities, and how success is measured.  Click to see the webcast

Matching a person’s behavioral style to a particular job can be extremely useful. Understanding a desired behavioral style starts with creating a behavior-based benchmark. People very familiar with the job can come up with very broad preferred behavioral elements, but precision was elusive until now. Our benchmarking tool takes ‘broad guess’ to ‘precise understanding’ creating job benchmarks against which applicants can be measured.  Click to see the webcast

The DISC Fitness Benchmarking & Comparison System will allow business owners, managers and HR professionals an unprecedented ability to analyze job applicants, understand team dysfunction, compare multiple individuals against benchmarks or other people, and more. With a carefully thought out behaviorally-based job for all of your positions promising new applicants can be compared to multiple positions, not just the one for which they applied for. This is a powerful tool that will show you the strengths of a person against a particular job and where additional training or coaching may be in order to prevent failure. Join us for a look at how this tool can provide valuable information in the employment phase, as well as in development, team integration, and conflict resolution.  Click to see the webcast

Most people know the measure of a salesperson’s success is their ability to make new sales.  However, how can a sales manager or organization predict a sales professional’s current skill level?  Likewise, how can sales professionals see through the opaque lens of self-bias and identify their own areas of improvement while finding the practical solutions for correcting them?

Like any profession, selling has a body of knowledge related to successful execution. There are a multitude of skills, behaviors, knowledge and attitudes involved in any successful sales career. To know how to improve your own sales performance requires that you look at all of them from time to time. The Sales IQ Plus assessment offers such an objective analysis and essentially answers the question, “Can this person sell?”   Click to see the webcast 

The Emotional Intelligence (EIQ-2) assessment helps you understand the way you apply your emotional intelligence in terms of style, preferences, and behavior. It will bring clarity in determining how appropriately and effectively you apply your knowledge and feelings in a given situation. It’s this understanding that forms the basis on which you can make adjustments in order to be more effective in the future; personally as well as professionally.  Click to see the webcast

Our Insights Reports are based on Robert Hartman’s Value Profile. They are the only assessments we are aware of that do not rely on self-assessment. It is an objective measurement of a person’s information processing and focus.  In 2014, we enhanced the original list of 18 value statements for the world and self to make the language used more contemporary. We then validated that effort to insure we were true to the science. As part of the process we created a new self view that removes the emphasis on work in order to get an unbiased perspective of job applicants. We have now incorporated these new value statements in our family of Plus reports. Come learn our thinking behind this endeavor and what it means to you and your clients.  Click to see the webcast

The ability to evaluate facts, trends, and situations is vital in today’s information age. Organizations are finding critical thinking to be one of the key competencies of highly successful people and leaders. A lack of situational awareness or perceptual biases in critical thinking can lead to compromised decisions costing organizations time, money, resources, people, or worse – their reputation! Click to see the webcast

Now that we’ve previewed our Selection App, renamed ‘Insights GPS’, let’s take employee selection to new levels of success for your clients!

In this webinar we will cover Pointing the way – Attrition is worse than we thought, using the Attrition Calculator to make that point and uncover savings in the selection process; and, A deeper understanding of ‘Insights GPS’ – Why this App will disrupt the way assessments are used to make better hiring decisions giving you more success.  Click to see the webcast


2nd Tuesday of the Month

How can you use the profile to identify different qualities that lead an individual to become a toxic influence in their environment? What, if anything, can be done to work with a toxic individual?

How can you debrief and use all three reports with teams? What do you gain? How do you structure the training with teams?

Trust can be as difficult to define as love. Like love, we all know when we have trust, when we feel it, and we know when we have lost it. We will unpack a combination of assessments on a people’s passions, presence and process and how they can provide incredible insight into how different people perceive what is trust and trustworthy are and what can hijack them into a state of distrust.

How to dig deeper to create a more lasting impact How can you help your clients be vulnerable enough to own the good, the bad, and come out from under the discomfort enough to make a change.

You may be coach and not want to expand beyond coaching individuals, but here are a few things you may be able to add to your tool box to increase potential revenue and leave a greater impact.

How much of the Gap is a myth? How much of the Gap is perspective? How can organizations use the assessments to make better connections with millennials?

What does it measure? How can it be used? **We will attempt to get you a link to test it out before the Session!!**

Would you like to add more tools to your tool box to help the organizations you work with? Learn how to use all three tools to create a benchmark for a company and learn more about how the tools can be used in selection.

We hear many times how you would like to have us just walk through the reports. Send us your difficult ones and let’s connect to improve best practices!