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.

Team Health Checkup (R. LIKERT)

Based on the philosophies of Rensis Likert detailed in “the New Patterns of Management”, this rating of 16 basics of team functioning will give you a quick idea of where your team needs to start in its’ journey of improvement.

Team Dimensions (INSCAPE PUB.)

This profile is a unique self-directed learning instrument that helps individuals work from their strengths by identifying their most natural team role. It helps team members understand the importance of each role and furthers their appreciation of each individual’s contribution. The five roles are Creator, Advancer, Refiner, Executor, and Flexor. The Team Dimensions Profile maps the flow of assigning roles, completing tasks, and handing off tasks to other team members through the Z Process.

Team Functioning Survey (IMPACT/TURNER/POPE)

The Impact Team Functioning survey is a scientifically valid instrument that will allow team members to assess their team’s current level of functioning. They will be able to determine what their strengths are, and where they could use some work. The survey will measure the team’s current level of functioning with 33 different variable of team functioning such as communication, cooperation, trust, problem solving, delegation, and planning. The survey is completely anonymous and the participants will only see the results in the aggregate and will serve as a guide for establishing goals for any team intervention.

Team Performance Model (DREXLER/SIBBET)

This instrument will allow your team to determine where it is functioning in the various stages on a continuum between creating and sustaining. It will demonstrate precisely what steps your team will need to take in its pursuit of realizing its’ greatest potential.

Myers-Briggs Type Indicator (C.P.P.)

Based on Jung’s theory of psychological types, the MBTI examines personal preferences in four categories. Each category is composed of two opposite preferences. 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 catalyst for conflict. By providing an overall organizational type and profile for a team, it can provide critical information to managers and team members 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 on a team, it can cause a team to have blind spots in their functioning.

The MBTI is also an excellent tool in the process of leadership development. It can help managers identify their personal style of leadership and then evaluate how that styles fits with the functioning preference of the team that they lead.

DISC Workplace (INSCAPE PUB.)

DISC is a four quadrant behavioral model based on the work of William Moulton Marston Ph.D. used 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.

DiSC Sales Profile (INSCAPE PUB.)

This four quadrant model Based on the Basic DiSC Model, will give salesmen keen insight into what each of the four types need to buy. The comprehensive report will provide the salesman with their preferred style and how their style meshes with the other three types. It will provide the buying priorities for each of the four types and provide tips for accommodating those priorities

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.

Personal Listening (INSCAPE PUB.)

This instrument helps people discover their most natural approach to listening and gain insight into the listening approaches of others. Participants will discover that their preferred listening approach may not be appropriate to every situation and learn how to adopt other approaches for improved communication.

Time Mastery (INSCAPE PUB.)

This instrument helps employees assess their time-management effectiveness skills and create personal plans for improving their ability to identify priorities, create plans to achieve them, and then execute their plans to realize their goals.

DiSC Management Profile (INSCAPE PUB.)

Based on the basic DiSC four quadrant model, this instrument will help managers understand their management style, their propensity for communication, and ability to engage their employees.

DiSC Work of Leaders (INSCAPE PUB.)

Using the framework of Vision, Alignment, and Execution, this instrument encourages leaders to understand their own leadership behaviors and how they impact their effectiveness.

Frontline Leadership Comprehensive Assessment / Interview (POPE – IMPACT)

Designed to be a pre-curser to an overall plan of skill development or coaching for Frontline Leaders, this very thorough assessment is conducted by an Impact Training professional in an interview format. It is effective is ascertaining a supervisor’s skill level and knowledge in seven key areas of leadership. It also has embedded assessments including in Conflict Resolution and Handling Emotions Under Pressure.