To transform lives, leaders, and organizations through the power of purpose, we often use a variety of assessments. These assessments provide information that enables us to identify strengths, clarify issues to be resolved, build effective teams, provide career guidance, build employee development processes, and benchmark job positions to make sure the right person is hired for a particular job.
Studies have shown that employee engagement and retention increase with the right person-job fit. Employees will also be more motivated when they are doing work that is meaningful and in which they have the opportunity to use their natural talents, skills and abilities. When this is the case, productivity is increased as much as 40%!
Sondra Whitt is a workplace psychologist who heads our coaching and personal development. For a free consultation give her a call at 918-494-0009.
Below you'll find more of our Assessments, the RxCDTM Training & Development System, and a list of the RxCDTM Titles with their descriptions.To view a Sample Report just click on the PDF.
If you would like to see other versions of a particular report, send your request to Sondra@PurposeUnlimited.com and she will email the report to you in a pdf document.
TTI Success InsightsTM Management Staff Report [pdf] Talent is a combination of many factors, one of which is behavior. The key to successful people management and personal growth is knowledge of what is unique about each person's talents. With the knowledge provided by the Success Insights report, people can be effectively coached in maximizing their strengths to achieve the organization's goals. Apply the results of the report to create improved morale, more effective communication, increased productivity, personal development plans, and win-win situations for both staff and managers throughout the organization.
Available in versions:
Sales, Executive, Team Building, Customer Service, Time P.L.U.S., Interviewing Insights Sales, Interviewing Insights General, Communicating with Style, Relationship Insights, Family Relationships for Adult and Young Adult, Work Environment, and Sales Strategy Index
TTI Career Planning InsightsTM[pdf] Learn what your natural and adapted behaviors are, your ideal work environment compared to your current work environment, your strengths and your challenges. Use this assessment, along with the Workplace Motivators assessment, to find a more fulfilling and satisfying career fit.
TTI Workplace MotivatorsTM Report [pdf] What is it that motivates you to take action? What is the source of your desire to become involved in certain activities—or to avoid them? Why do you behave in the manner you do? The answers lie deep within your unique set of personal interests, attitudes and values. These powerful motivating forces within you largely affect how you behave and how others perceive you. Identifying them is important to understanding what makes you effective, satisfied and personally successful.
TTI Job InsightsTM Report [pdf] All jobs have unique requirements for behavior. For example, the behavior required by a Customer Service Job's work environment would likely include "tactful decision making, contacting many people, patience, being diplomatic and cooperative." These behaviors can be determined by the results of the Job Insights questionnaire, produced by the people who know the job. The result of this benchmarking process is a set of bar graphs that define required, job-related behaviors. In addition, all jobs have inherent rewards and a predominant culture that drive performance excellence. When the job's rewards/culture are in line with the person performing the job, then the result is performance excellence.
TTI Talent InsightsTM Report [pdf] People have unique behaviors that can be matched to jobs, but seldom are! When a person's behaviors are in sync with a job's, the result is increased performance and employee satisfaction. Common behaviors range from outgoing and assertive, to soft-spoken, mild and reserved; from adventurous and daring, to controlled and restrained, and everything in between. A person will also respond to the rewards/culture of a workplace in a particular way. The Talent Insights report will measure the individual's job-related behaviors along with the personal rewards that drive that behavior.
TTI TriMetrix JobTM Report [pdf] To drill down deeper and get an in-depth look at the attributes, behaviors, and motivating values that a job requires for excellent performance, use the TriMetrix Job Assessment. Only the revolutionary TriMetrix System enables businesses to benchmark jobs and assess the talents they require for maximum performance. Then use the TriMetrix Personal Talent report to match the right person to the right job. The report continues being useful as a tool for effective employee development and appraisal.
Available in versions: Job Plus Report, Multi-Respondent Job Plus Report, Personal Talent Plus Report, Coaching Report
TTI Attribute IndexTM Report [pdf] When you have already assessed a person?s behavior and values, complete the picture with the Attribute Index. Unique to the Attribute Index is its ability to assess an individual's cognitive structure (i.e., how their mind perceives themselves and the world around them).
Available in versions: General Employment, Leadership/Management, Sales Management, Sales, Customer Service, Healthcare, Emotional Intelligence
TTI Interactive InsightsTM Report [pdf] The unique Interactive Insights process guides respondents through the online completion of a proven behavioral assessment and detailed action plan. Since it is on the Internet, it is flexible and can be completed anywhere, anytime. The entire assessment and performance plan is designed to be finished in less than an hour and updated during performance reviews or coaching sessions throughout the year.
Available in versions: Success, Sales, Relationship, Motivation, Team Building
Training and development can now be accomplished in a more time-efficient, cost-effective way with the purchase of the RxCD Master LibraryTM. The great thing about this training system is that it specifically targets each needed area of development and each CD only takes about 10 minutes to listen to. It doesn't require employees to attend seminars that take them away from their job, since the CDs can be listened to in the car or on the computer. Also, since the assessments are completed on the Internet and can be debriefed over the phone, having to set aside time for face-to-face meetings is eliminated. The training is specific since the job has been analyzed and you know which attributes are needed for a person to be effective in that particular job position. And it's cost-effective because each CD can be used over and over again by multiple people in the organization.
Let me give you an example of how it would work. From the Core Attribute List of the eighty attributes measured in a TriMetrixTM or Attribute IndexTM report, you can see that Internal Self Control has a score of 5.2. Let's say that this attribute is important for success in your job position and you want to develop it. You would check that particular RxCD out of the Master Library, listen to it as many times as you want,[print the workbook], work through the exercises, and keep your results to refer back to when you work on your personal development plan. Then check the RxCD back into the Master Library to be available for the next person or to listen to again later.
The TriMetrixTM and Attribute IndexTM Asessments give you an exact snapshot of a person's cognitive structure, behaviors and values, measuring key areas that a person may need to develop to be more effective. Then the RxCD system is an efficient, convenient training program, providing targeted solutions for the specific needs the assessment has revealed. The Master Library includes 117 Audio/Data CDs. Each of the CDs target one of the attributes from the Core Attribute List, six (6) Motivating Values/Rewards/Culture and eight (8) Behaviors.
The RxCDs are available as single CDs, in customized sets as well as in a Master Library, Healthcare Master Library, and Master Library with Healthcare.
Accountability for Others – being responsible for the consequences of the actions of those whom you manage.
Accurate Listening – an openness to people and a willingness to hear what others are saying and not what you think they should say, or are going to say.
Attention to Detail – the ability to see and pay attention to details; the ability to recognize the component parts of a procedure or object, and to verify the correctness or error in an individual part or procedure.
Attitude toward Honesty – a person's view of honesty, and of structure and order in society; the level of self-esteem available to accept the consequences of their own actions, and toward reporting the dishonesty of others.
Attitude toward Others – maintaining a positive, open, and objective attitude toward others.
Balanced Decision Making – the ability to be objective and to fairly evaluate the different aspects of a situation, and to make an ethical decision that takes into account all aspects and components; the ability to maintain balance between the needs of oneself, others, and the company at the same time.
Commitment to the Job – motivation from within oneself to stay focused and committed to a task.
Conceptual Thinking – the ability to identify and evaluate resources and plan for their utilization throughout the execution of comprehensive, long-range plans.
Concrete Organization – the ability to understand the immediate, concrete needs of a situation and to establish an effective action plan for meeting those needs.
Consistency and Reliability – the capacity to feel an internal motivation to be conscientious in personal or professional efforts; the need to be consistent and reliable in life roles.
Conveying Role Value – the ability to draw upon a variety of capacities (empathetic, interpersonal, and leadership) to instill in an employee a sense of value for the task at hand.
Correcting Others – the ability to confront controversial or difficult issues in an objective manner; the ability to have non-emotion discussions about disciplinary matters.
Creativity – the ability to adapt traditional methods, concepts, models, designs, technologies, or systems to new applications; or the ability to devise new approaches to make improvements or solve problems.
Developing Others – the ability to understand the needs, interests, strengths, and weaknesses of others, and to utilize this information for contributing to the growth and development of others.
Emotional Control – the ability to maintain a rational and objective demeanor when faced with stressful or emotional situations; a measure of self-composure in a difficult situation and the ability to act objectively, rather than impulsively or emotionally.
Empathetic Outlook – the ability to perceive and understand the feelings and attitudes of others; the ability to place oneself "in the shoes" of another and to view a situation from their perspective.
Enjoyment of the Job – the feeling that one's job is both fulfilling and rewarding and that it has a positive and useful benefit.
Evaluating Others – the ability to make realistic and accurate judgments about others, to evaluate their strengths and weaknesses, and to understand their manner of thinking, acting, and behaving.
Evaluating What Is Said – a person's openness to people and willingness to hear what other people are saying and not what they think they should say or are going to say.
Flexibility – the ability to readily modify, respond to, and integrate change with minimal personal resistance.
Following Directions – the ability to effectively hear, understand, and follow directions or instructions; the willingness to postpone making personal decisions, or taking action, until you have openly listened to what you are being asked to do.
Freedom from Prejudice – the ability to not allow unfair implications of prejudged information to enter into and effect an interpersonal relationship; not allowing a person's class, race, sex, ethnicity, or personal philosophy to cause you to prejudge the actions, potential, intentions, or attitudes of others.
Gaining Commitment – the ability to develop and invoke a self-starting attitude in employees in their pursuit of goals; the ability to motivate employees to do their best and to provide them with practical, concrete ideas and methods by which they can achieve their goals.
Goal Directedness – the ability to stay on target regardless of circumstances; the ability to stay focused on the task at hand.
Handling Rejection – the ability to handle rejection on a personal level, based solely on your self-esteem; the ability to see yourself as valuable, separate, and apart from your role or position in life.
Handling Stress – the ability to balance and defuse inner tensions and stresses; the ability to appropriately separate yourself from stressful situations and maintain your own sense of inner peace.
Human Awareness – the ability to be conscious of the feelings and opinions of others; to value others as people instead of just their organizational role or value.
Initiative – the ability to direct one's energies toward the completion of a goal, without an external catalyst; the ability to initiate actions based on one's own interpretation or understanding of a situation.
Integrative Ability – the ability to identify the elements of a problem situation and understand which components are critical; the ability to see different types of situation structures and therefore, different types of solutions.
Internal Self Control – the ability to maintain rational and objective actions when faced with a stressful and emotional situation.
Intuitive Decision Making – the ability to accurately compile intuitive perceptions about a situation into a decision or action; ability to be ?intuitional' as opposed to intellectual in decision making, and to be effective in doing it.
Job Ethic – the personal commitment an individual makes to executing a specific task.
Leading Others – the ability to organize and motivate people to get things accomplished in a way that everyone feels a sense of order and direction.
Long Range Planning – the ability to identify long-range goals and design realistic plans to attain them; the ability to see the big picture and then determine what direction to take and how to use resources to attain future goals.
Meeting Standards – the ability to see and understand the stated requirements established for a job, and a person's commitment to meeting them.
Monitoring Others – the ability to focus on the actions and decisions of others in a practical way to identify both successes and mistakes; the ability to identify the causes of success and failure and to do so in an objective and accurate manner.
People Reading – the ability to "read between the lines" in such things as the body language, reticence, stress, and emotions of others.
Persistence – the ability to stay the course in times of difficulty; the ability to remain motivated to accomplish goals in the face of adversity or obstacles.
Personal Accountability – the ability to be responsible for the consequences of one's own actions and decisions; taking responsibility for these decisions and not shifting focus on blame or poor performance somewhere else or on others.
Personal Commitment – the ability to focus and stay committed to a task; the measure of a person's internal personal commitment without any external influences or pressures.
Personal Drive – a measurement of how strongly a person feels the need to achieve, accomplish, or complete something.
Personal Relationships – the motivation generated by the importance of forming personal relationships with the people with whom you work.
Persuading Others – the ability to convince others, to present one's viewpoint in such a way that it is accepted by others.
Practical Thinking – the ability to make practical, common sense decisions; to see and understand what is happening in a common sense way.
Proactive Thinking – the ability to evaluate future implications of current decisions and action; the ability to mentally create the scenarios and outcomes of situations that could develop from decisions or plans of action.
Problem Management – the ability to keep critical issues in context so that you can understand what is happening and effectively use one's knowledge to solve problems.
Problem/Situation Analysis – the ability to identify the elements of a problem situation and to understand which components are critical; the ability to identify critical activities in a process – to be able to break the process down into its component activities.
Problem Solving Ability – the ability to identify alternative solutions to a problem and to select the best option; the ability to identify the system component that is causing the error, as well as the options available for resolving it and completing the task.
Project and Goal Focus – the ability to maintain your direction in spite of obstacles in your path; the ability to stay on target, regardless of circumstance.
Project Scheduling – the ability to understand the proper allocation of resources for the purpose of getting things done within a defined timeframe.
Quality Orientation – a person's affinity for seeing details, grading them against a pre-set standard, and identifying flaws.
Realistic Expectations – the ability to have expectations of other people that can realistically be met, either in quality of production or quality of performance.
Realistic Goal Setting for Others – the ability to set goals for others that can be achieved using available resources and operating within a projected timeframe; the ability to utilize previous measurable performance in the establishing of goals or quotas.
Realistic Personal Goal Setting – the ability to set goals for yourself that can be achieved using available resources and operating within a projected timeframe.
Relating to Others – the ability to coordinate personal insights and knowledge of others into effective actions; the ability to make use of accurate interpersonal skills in interacting with others.
Respect for Policies – the ability to see and appreciate the value of conducting business affairs according to the intent of company policies and standards.
Respect for Property – the ability to see and appreciate the value of protecting and correctly using company property.
Results Orientation – the ability to identify actions necessary to achieve task completion and to obtain results; the ability to meet schedules, deadlines, quotas, and performance goals.
Role Awareness – your ability to see your role in the world, or within a given environment; your ability to understand the expectations placed on a position and to see clearly how those expectations are to be met.
Role Confidence – the ability to develop and maintain an inner strength based on the belief that one will succeed.
Seeing Potential Problems – the ability to structure current situations in an ongoing scenario and identify developments that could cause problems in the future.
Self Assessment – the ability to practically and objectively identify one's personal management strengths and weaknesses; the ability to take the skills and techniques gained in evaluating external situations and apply them to evaluating your own performance and abilities.
Self Confidence – the ability to develop and maintain inner strength based on desire to succeed; a person's belief that he or she possesses the capabilities to succeed.
Self Direction – the internal drive to excel in a chosen career path; a desire to be "better" than you currently are, no matter how good you have already become.
Self-Discipline and Sense of Duty – the measure of strength you have in the convictions with which you rule your own conduct; the compulsion that you have to be true to the ideals you have set for yourself.
Self Esteem – the ability to realize and appreciate your own self-worth.
Self Improvement – the motivation that a person has based on the importance of improving oneself; the motivation to obtain training and educational growth opportunities.
Self Management – the ability to prioritize and complete tasks in order to deliver desired outcomes within allotted time frames.
Self-Starting Ability – the ability to find your own motivation for accomplishing a task, and the degree to which you will maintain this course in the face of adversity.
Sense of Belonging – how motivated a person is by feeling like part of a team or a member of a group.
Sense of Timing - the ability to accurately evaluate what is happening in such a way that statements, decisions, and actions are the most effective, accurate, and timely.
Sensitivity to Others – the ability to be sensitive and aware of the feelings of others, but not allow this awareness to get in the way of making objective decisions.
Surrendering Control – the ability to surrender control of a given situation; the ability to be comfortable in a situation where a significant portion of the responsibility for achieving a goal lies in the hands of others.
Systems Judgment – the ability to be balanced in getting things accomplished within the external system of people and things within which you work; your affinity for schematic thinking.
Theoretical Problem Solving – a person's ability to apply problem solving abilities in a mental, or abstract, scenario; the ability to create, operate, and identify problems in a hypothetical situation, then to manufacture the appropriate response to resolve the problem.
Understanding Attitude – the ability to "read between the lines" in understanding such things as body language, reticence, stress, and emotions.
Understanding Motivational Needs – the ability to understand the needs and desires of employees enough that this knowledge may be used to motivate them to succeed; the ability to encourage a self-starting, active pursuit of goals and objectives.
Understanding Prospects' Motivations – the ability to understand the needs and desires of prospective clients and use this knowledge to help them sustain an emotional connection and motivate them to take action.
Using Common Sense – the ability to focus on practical thinking; the ability to see the world clearly.
