Assessments
Many corporate staffs are intuitively aware that they are not functioning properly as a team, but are hard pressed to actually identify specific issues impeding success. Before planning any training intervention, we believe an organization must first fully comprehend their current level of effectiveness and determine where their opportunities for improvement actually lie. To promote this concept, Impact encourages a thorough, scientifically valid assessment of the individual, managerial, team, and/or organizational issues before employing any training strategy.
Structured Management Interview
This interview is a one-hour meeting where an Impact representative will interview the leader of an organization to obtain their views regarding what issues may exist within that team or organization. This interview will help determine what other assessment tools and/or training interventions Impact will recommend.
Team Functioning Survey
The purpose of this survey is to facilitate a process of self-evaluation for teams by helping them to assess their ability to function as a team. The Team Functioning Survey is a statistically reliable instrument that will allow the team to measure themselves in such critical areas as trust, communication, conflict resolution, decision making, goal setting, and work distribution. Impact will compile the results and generate a report that summarizes the mean or average rating for each variable as well as the results of a correlation analysis between all the variables. The correlation analysis will report any statistically significant, possible cause and effect relationships that might exist among the team functioning variables.
Myers Briggs Personality Type Indicator
Based on Carl Jung’s theory of psychological types, the MBTI examines personal preferences in four categories. The four categories are: focus of attention, method of acquiring information, method of decision making, and orientation to the outside world. When applied to teams, it can help team members understand the differences and similarities among individual team members as well as identify possible catalysts for conflict. By providing an overall organizational type and profile for a team, it can provide managers and team members critical information about how the team functions. It can also help identify any imbalances in personnel within a team. If there are too many members of any one type, it can cause a team to have blind spots in their functioning. Impact administers this survey online via the world-wide web.
DiSC
DISC is the four quadrant behavioral model based on the work of William Moulton Marston Ph.D. to examine the behavior of individuals in their environment or within a specific situation. It therefore focuses on the styles and preferences of such behavior. Research has found that characteristics of behavior can be grouped into four major 'personality styles' and they tend to exhibit specific characteristics common to that particular style. All individuals possess all four, but what differs from one to another is the extent of each. This creates varying degrees of compatibility, not just toward tasks but interpersonal relationships as well. When they are identified, energy can be donated towards refining the results. Each of these types has its own unique value to the team, ideal environment, general characteristics, what the individual is motivated by and value to the team. Impact administers this survey online via the world-wide web.
DiSC Sales Styles
Based on the basic DiSC Styles Inventory, the DiSC Sales style introduces you to the DiSC Sales map that describes the four basic DiSC Sales Styles and allows you to understand your preferred style. It will allow you to understand your priorities when buying and/or selling.
Thomas-Kilmann Conflict Mode Instrument
The Thomas-Kilmann Conflict Mode Instrument is designed to assess an individual’s behavior in conflict situations – that is, situations in which the concerns of two people appear to be incompatible. In such situation, a person’s behavior can be described along two basic dimensions: (1) assertiveness, the extent to which the individual attempts to satisfy his or her own concerns, and (2) cooperativeness, the extent to which the individual attempts to satisfy the other person’s concerns. These two basic dimensions of behavior can be used to define five specific methods of dealing with conflicts. The five “conflict-handling modes” are competing, collaborating, compromising, avoiding, and accommodating. Interpretation and feedback materials help clients learn about the most appropriate uses for each mode and how to increase their comfort level with their less-used modes. Used as a stand-alone tool by individuals, in a group learning process, or as a part of a structured workshop, the TKI is a practical approach to conflict resolution. Its simple-to-use format and easy-to-understand content have made it the centerpiece of training programs over a wide variety of applications. Impact administers this instrument online via the world-wide web.