What Assessment Should I Use?
By Bill J. Bonnstetter
This is a legitimate question, and to answer it, we must dig deeper.  More questions may be needed to get to the root of this challenge.
How big is the challenge?  Do we have a challenge that is costing the business lots of money, time, [...]

Total Person Analysis
Today’s economy is challenging each and every organization to take a deeper look at its employees and what motivates them.  But how do you truly measure the total person?
Many companies have one or two ways to measure what a person brings to the job.  The fact of the matter is that people are [...]

Over the last 50 years, I have observed many fads come and go in the human resource arena. Coaching is one of the fads I hope stays, as it fills a void created by management’s failure to develop a personal development plan for each person they manage.

Job-based coaching starts with identifying the key accountabilities [...]

The idea of benchmarking jobs is a very effective first step to ensure getting the right person in the right job. However, that’s just the beginning. For years organizations have been paying top dollar for training, development and coaching, but towards what? Why is a person being developed? What expectations are the coaching [...]

Boomers, Gen X, Gen Y—Where to Start and What to Do
Today’s world is filled with labels from political groups, religious preferences and generations to low performers, high potentials and star performers.  What does this mean?  More importantly, when did we start becoming labeled groups instead of human beings?
Every week articles are published about what to [...]

Research has proven that superior performers in all fields bring very specific things to the job. To start, they all are fulfilling their passion on the job.  A good example of this would be a librarian who has a strong desire for knowledge.  Every day they are surrounded by books and people who are seeking [...]

More and more companies are measuring soft skills in their work force and evaluating their impact on performance. Only recently do we have evidence that soft skills may be age- and occupation-related.  This is based on four different studies.  The first two studies were conducted in the fall of 2008.  Nine hundred college freshmen from [...]

Why You Deserve a Customized Approach

Think back to the last time you or someone you know visited the doctor with an ache, pain or some kind of unusual symptom. What did the doctor do to determine the cause and treatment of the problem?

Just like doctors who administer several tests, make many observations and take typical vitals before determining a prognosis, we too must remember that there is not just one assessment that will work for every situation and reveal all the details you need to know. Instead, we need to be able to choose from a variety of assessments to find the best combination. Let’s face it. Not every development, selection or team-building situation is alike. You need different solutions for hiring an executive than you do a receptionist, and you need something different for leadership development than you do for sales development. Each specific situation deserves a customized approach to assessment solutions – one where you can choose which assessments to administer before determining a prognosis.

How Multiple Assessments Add to Success

While DISC is one of the most common assessments used in the workplace, it does not reveal everything you need to know about a person. In fact, DISC only measures behavior style and communication tendencies, or “how” we act in our natural and adapted environments. It doesn’t tell us “why” we act in a certain way, what skills we have, or how well we are aware of our emotions. For almost every situation in training and development, knowing more than one facet of a person will help you provide better, more effective solutions.

Knowing everything about DISC is great, but why stop there? Knowing more about yourself and those around you will even further allow you to leverage your skills and harness your challenges to increase the success you and others bring to an organization. Just imagine how much it would help to know why someone you work with makes the decisions they do or what skills they have that could help you achieve your goals.

TTI – The Assessment Company

Shouldn’t you have the ability to choose from a variety of assessment options to help achieve your specific goals? TTI strongly believes in the very foundation of assessments - empowering you to better understand, appreciate and leverage your unique strengths to succeed in life both on and off the job. [ Read More ]

TTI Conducts Research with Behavioral Assessments

As a loyal subscriber of People Energizing People, you are invited you to take part in TTI’s research on the DISC style of President Obama based on your perception of his public image. The quick, 10-minute assessment will give you the opportunity to choose adjectives that you feel describe Obama the most and those that you feel describe Obama the least.

Participate in the Study Today!

Then, stay tuned for the research results to be released next month after TTI collects and analyzes the data to determine both the natural and adapted behavioral style of the President based on perceived public image. The outcome will be truly interesting! This research study will reveal how diverse or consistent our perceptions are and how well the public identifies observable behavior. It will also identify the public’s consensus of Barak Obama’s perceived behavioral style, a piece of the puzzle that makes us all unique.