Assessment Tools
We are using the following assessment tools is assess the Organization’s culture:
Leadership Assessment Tools:
1.Developmental Needs Inventory® (DNI)
2.Profile Evaluation System® (PES)
Organizational Culture Assessment Tools:
1.Cultural Transformation Readiness Assessment-40 (CTRA-40)
2. Cultures of Culture Assessment (5CCA)
3.MA Employees/Organization Wellbeing Assessment™
Leadership Assessment Tools:
1. Developmental Needs Inventory® (DNI)
“Feedback is for CHAMPIONS”
A 360 Analysis of Management Strengths and Developmental Needs
The Development Needs Inventory was designed to help leaders understand their strengths and development needs better. This customizable assessment consists of 9 Bases and 6 Optional Scales. When combined with a facilitated interpretation and feedback session, the DNI results provide participants with a sound basis for setting development goals and tracking developmental improvement over time. This information facilitates individual growth and progress, increasing the overall effectiveness of the organization.
The Development Needs Inventory was designed with one primary objective in mind, to help leaders lead more effectively. Other objectives which support this primary objective are:
-To identify a leader’s strengths and most pressing development needs.
-To help leaders plan for their own leadership development, moving from understanding to action.
-To assist leaders in making intelligent choices among alternative leadership practices.
The Development Needs Inventory was designed with one primary objective in mind, to help leaders lead more effectively. Other objectives which support this primary objective are:
-To call attention to the critical relationship between a company’s structure, culture, and typical leadership practices and the success and failure of a given leadership style.
-To provide a framework for transitioning from a traditional bureaucracy to a flexible, rapid response team or for making informed choices on why no transition is needed.
-To help leaders lead in ways that get results that are personally satisfying, morally sound, and that empower, rather than overpower, subordinates.
Developmental Needs Inventory® (DNI)
The DNI serves three purposes:
1.To help you better understand your own managerial practices, providing a basis for increasing effectiveness as a leader and for planning a more realistic career.
2.To help you understand how other people in the organization view your leadership practices and determine whether you see yourself as others see you. Armed with these insights, you can test the validity of you’re own self-perceptions, improve your human relations, lead and manage more effectively, and plan your career more realistically.
3.To serve as a basis for setting personal development goals and for tracking your development over a period of time.
How will DNI help you grow you're Organization?
The Development Needs Inventory®
(DNI) is a 360-degree instrument that is administered over the internet and designed to allow managers, supervisors, and others in leadership positions to better understand their strengths and development needs. The information provided by the DNI will help facilitate the individual(s) growth and progress and as a result, increase their effectiveness in the organization. Designed for customization to the client’s needs, it consists of 9 Base scales and 6 Optional scales.
DNI Scales
Base Scales
- Communication
- Empowerment
- Trust Building
- Decision Making
- Interpersonal Relations
- Motivational Skills
- Adaptability
- Concern for Productivity
- Leadership
Optional Scales
- Delegation
- Team Building
- Participative Leadership
- Assertiveness
- Persuasiveness
- Disciplinary Action
- Initiative
- Planning
- Control
- Time Organization
- Motivational Level
- Personal Growth
- Development of Reports
- Innovation
- Goal Directedness
This tool is provided by:
2. Profile Evaluation System (PES)
- Predicts how an individual may perform in a given job by comparing that individual’s profile to a normative pattern that can be developed for a specific job at a specific organization. Along with interviewing, checking, references, administering, and other applicable tools, PES helps ensure good solid hiring decisions.
- Because it is very comprehensive (PES) and is often used in the hiring and placement of higher-level associates and sales individuals as a coaching tool profile evaluation system help group leaders to communicate skillfully with group members and motivate them effectively. Windows-based software is available to score and print comprehensive reports
- The report provides essential information on six mental aptitudes, 10 personality dimensions, and 2 validity scales. The information can be saved and retrieved for further evaluation and reports. The PES is an effective instrument that allows companies and individuals to maximize the fit between the employment demands and the abilities, aptitudes, and personality constellations of an employee or potential employee. When the fit is optimized, there will be greater comfort and productivity on the part of employee inefficiency, minimized turnover, and maximized organizational productivity. While all managers acknowledge the importance of the hiring function, most also recognize the importance of developing management and leadership skills in their present employees. The profile evaluation system was developed to help companies make sound employment, assignment, training, and promotion decisions.
- The profile evaluation system is the right business tool for evaluating people. It identifies strengths and areas for developing the profile and is widely used in coaching and training. It helps increase employee effectiveness and determines training needs.
- Profile evaluation system represents a successful, valuable effort to business, industry, government, and educational services that characterize individuals on several important psychological traits for job performance.
- Profile evaluation measures job-related information in 18 different classifications.
- (1)Mental Alertness
- (2) Business Terms
- (3) Memory Recall
- (4) Vocabulary
- (5) Scanning Accuracy
- (6) Mechanical Interest
- (1) Distortion
- (2) Equivocation
–10 Personality Dimensions
- (1)Nervous Tension
- (2) Character Strength
- (3 Work Habits
- (4) Sociability
- (5)Emotional Maturity
- (6) Dominance
- (7)Competitiveness
- (8) Stamina
- (9) Naiveté
- (10) Motivation
- Profile evaluation system looks for over 100 combinations and correlations of the relationship between the traits of a person’s mental aptitudes and personality dimensions to help drive these combinations. The strength in some dimensions could compensate for challenges in other dimensions.
- The profile evaluation system can personalize and customize normative patterns or benchmarks for each position in your organization. Normative patterns identify the ideal ranges for each mental aptitude and personality dimension, which reflect the actual job.
- When the profile evaluation system is appropriately implemented and utilized with other regular coaching, hiring, and interviewing tools, a profile report will strengthen the employer’s position to ensure that employees and applicants are treated fairly regardless of race, color, gender, religion, or national origin.
- After testing over one million people, there has never been an adverse finding against any employer for using the profile evaluation system as part of their hiring process.
The profile evaluation system used with the reference check and interview helps ascertain whether a person is suited for a particular position.
- The perceived subjective accuracy of the profile evaluation system report has been published at 92.6%, meaning that 92.6% of those asked say that the report is a very accurate description of them.
This tool is provided by:
Organizational Culture Assessment Tools
REMEMBER,
“Culture Eats Strategy at Breakfast!”
– Peter Drucker
When Culture Transforms, The Organization Moves…
1- Cultural Transformation Readiness Assessment-40 (CTRA-40)
- The Cultural Transformation Readiness Assessment-40 (CTRA-40) is a measure of your organization’s readiness to successfully change and transform its’ culture based on our 6 Steps of Culture Transformation.
- There are 40 items across 6 Cultural Change Readiness Predictors (i.e., The imperative to transform; leadership; creating a compelling future; changing mindsets/changing behavior; pushing “talent levers”; and measure & course correct).
Cultural Transformation Assessment Tools
This assessment is typically completed by each member of the senior executive team prior to our 3-Day Cultural Transformation “Bootcamp” to capture where they perceive their organization’s cultural transformation readiness to be strong and lacking prior to launching a change or transformation initiative.
Transforming Culture - The 6 Critical Steps
Based on John Mattone’s book, Cultural Transformations
(John Wiley & Sons, February 2016)
This tool is provided by:
2. Five Cultures of Culture Assessment (5CCA)
The 5 Cultures of Culture Assessment (5CCA) is one of the most unique and popular Culture Assessments in the market today because it is based on research and proven culture constructs and models that we have researched and uncovered while working with global organizations over the past 30 years.
Cultural Transformation Assessment Tools
- The 5CCA generates a powerful and revealing 52-page report detailing the strengths and gaps in your culture.
- In addition to our team administering and deploying the 5CCA to your employee population, we generate robust and granular 5CCA Reports by tenure, level, and overall.
Cultural Transformation Assessment Tools
In our experience, the 5CCA debrief provides the foundation for us working in partnership with you to accurately isolate both strengths and weaknesses in your culture and to start to build the prescription “architecture” for how to best leverage your cultural strengths while addressing your culture gaps.
The 5 Cultures of Culture®
This tool is provided by:
3. MA Employees/Organization Wellbeing Assessment™
- This assessment tool is a unique way that combined multi procedures to ass the employees’ & organization’s wellbeing.
- Workers who feel positive about the environment and culture in their workplace are less likely to experience work-related stress, sustain a psychological injury, or leave the workplace, and more likely to have better performance and engage in learning and self-development.
MA Employees/Organization Wellbeing Assessment™
- The assessment will assess the following:
- Wellbeing based on PERMA, SPIRE, & other models
- Diversity equity, inclusion, accessibility, and belonging
- Health and wellness
- Positive & supportive environment
- Positive Leadership
- Psychology safety
- Mental & Organizational Fitness
- Employee engagement
- Effectiveness of current efforts & initiative
- Meaning
- And, more.
The Assessment will help our clients in:
The Benefits:
Thriving workers
Increased productivity
Decreased absenteeism
Decreased occupational illnesses
Decreased workers’ compensation claims
Increased engagement and job satisfaction
Decreased turnover and selection costs
Increased attraction of top talent
The return on investment of a mentally healthy workplace is $2.30 for every $1 invested
How will our Assessment help in Establishing a Positive and Supportive Workplace Culture?
Considering these seven factors will lead to establishing a positive and supportive workplace culture that promotes positive wellbeing/mental health.
- Show leadership commitment to a mentally healthy workplace.
- Develop supportive and capable managers and leaders.
- Implement workplace policies that support psychological safety and flexible workplace practices.
- Practice respectful and dignified workplace interactions.
- Encourage open, honest, and effective communication and consultation.
- Build organizational awareness of psychological health and safety.
- Model psychological self-care.
This tool is provided by:
