CONCERN 2: pros who want this technology may have no budget for it and, given all their priorities, it may be difficult to get approval. Their concern is not only, "Does it have a good return on costs" and also "Can we afford it?"

LEAD-360 Survey - 21 leadership competencies; 105 behaviors 

Lead with Vision - how to envision an inspiring future

Management Skills Inventory - assess 27 managerial skills

Motivation Profile - need to Achieve, Affiliate, and have Power

Self-Management Survey - will-ability-opportunity to self-manage

Skills Inventory  - list-weight-rate-inventory employees' skills 

Team Effectiveness Survey- high-performing team standards  

Time Management Survey - assesses time management skills

Values Survey - survey of your top 10 work-life values 

Work-Life Success Survey - assesses work-life success achieved

Our 5 Levels of Measurement technology diagnoses root causes of human talent and performance. We designed or can access hundreds of assessments for 1) Trait - motives, personality, aptitude, 2) Preferences - thinking patterns, 3) Values - beliefs about how life works, 4) Skills - know-how, competence, and 5) Work Behaviors . It took 20 years to build algorithms that combine all 5 measures, then 5 more making it simple for our client users.

What to Start-Stop-Continue in your HR Measures

We carry a deep inventory of diagnostic tools to assess  job-person compatibility, provide quantitative measures to predict how a person will perform, learn, interact with others, or fit into teams.


Our measures help predict-prevent turnover by identifying reasons people are thinking of leaving. We also have tools-education-experience to assess-explain-predict-improve human talent.

CONCERN 3: Taking measurements adds time to administer instruments, analyze and interpret them, plus maintain records of results. ​Being already pressed for time to get current HR tasks done - how can this additional task be justified? 

We Don't Guess...We Measure

SOLUTION: You don't need a big budget to use our technology because it is not a 'big system' rather a collection of affordable individual tools Secondly, we license rightsfor you to use only the tools you need...when needed... for as long as you need them.

1) STOP relying on intuition alone to hire-develop-coach-manage people. It is time you used more analytical, science-based selection-development-coaching tools and methods. What works best is using both intuition and analytical data.

 ​​2) START building a better measurement inventory to assess-coach-develop people at all accountability levels. Use 1 level of measure for low-level jobs, 2-3 levels for professional positions, and 4-5 levels for executive roles./

 3) CONTINUE using any measure that works but avoid over-relying on just one tool, especially in hiring. Single assessments may screen-out bad hires but rarely have enough measurement depth to help you 'select-in' and develop top performers.

WHY USE MULTIPLE MEASUREMENT LEVELS IN YOUR HR PRACTICES?

SOLUTION: we knew some end-users had no statistical training, or no numerical proficiency or had low interest in working with numbers, so all our analytical tools were designed for non-analytical users and are supported with simple user instructions.

SOLUTION: the time it takes to take measures is inconsequential compared to the time it takes to correct human resource errors that occur every day from making HR decisions on gut instinct alone. 

​​​We're scientists in the 'people business' who specialize in technology to assess talent and performance. We design-deliver-teach and consult in assessment and development tools-methods.​​


Call to see how we can help you succeed (972) 517-3389

Measuring human talent on relevant criteria and using multiple levels of assessment significantly increases odds you can hire, develop, and retain job-compatible people who will stay on the job.

​​​MeasureToSucceed.com 

TalentAssessment-Development Catalog

CONTACT US TO EXPLORE HOW OUR TECHNOLOGY COULD BE EFFECTIVELY APPLIED IN YOUR ORGANIZATION

CONCERN 1: Some potential users fear they are not analytical enough or lack quantitative skills. They feel reluctant to use assessments that are outside their exiting skill set.  

EXAMPLES OF MEASUREMENT TOOLS

Need an HR measure? We have it...can get it...or will build it to your specifications. Our assessments include tools to help select better candidates, manage performance, develop talent, and enhance work-life success.

5 Levels of Measurement - Traits-Styles-Values-Skills-Behavior 

Climate Survey - measures 90 reasons employees stay or leave

Coaching Practices Survey - guide to effective coaching practices

Confidential Power Survey - assesses how well people use power

Conversations Survey - checklist of Talking/Listening practices

Customer-Supplier Survey - how to build better work relationships

Delegation Checklist - 3 steps to effective delegation

Team Conflict Analysis  - diagnoses team interpersonal conflicts

Team Interpersonal Analysis - explains team interpersonal relations

Future State Survey - assesses self-fulfilling future expectations

CATALOG

   MEASUREMENT

OUR MEASURES HAVE PROVEN CAPABILITY TO EXPLAIN-PREDICT-IMPROVE TALENT/ PERFORMANCE

Measure people on all 5 levels because what you can't see below the surface can lead to some 'Titanic' problems

All our measures and learning solutions were well-researched, field-tested, and rated for value by the toughest judges in the world - live users who expect tools to work every time. Besides our own tools we are certified to use hundreds of 3rd party instruments.


We don't guess...We measure.

CONCERNS-SOLUTIONS FOR POSSIBLE USERS