Each of our five Core Assessments measures a different — but equally important — aspect of human behavior or cognition. In essence, each addresses one the five “core” aspects of the human personality. There are no right or wrong answers, but different “styles” that define an individual’s characteristics in each of these five categories. The five Core Assessments are:
The Hartman Value Profile (HVP) assessment offers a critical piece to the human puzzle. Based upon Robert S. Hartman’s formal axiology, this unique assessment measures each individual’s problem solving skills and ability to avoid the blindspots associated with situational bias. In essence, the HVP assessment measures, with uncanny accuracy, an individual’s critical thinking, judgment and decision-making.
Our most popular assessment and the world’s #1 behavioral profiling tool. DISC provides a highly detailed analysis of each individual’s Natural (i.e. personal/ internal) and Adaptive (i.e. workplace/ external) behavioral styles. A person’s behavior is often the strongest predictor of fit; whether that be within a particular job, as the member of a team or as the leader of an organization. In essence, DISC predicts “How?” a person will behave in a given role or situation. Likewise, it offers the prescriptive lessons necessary to maximize the outcome of any interpersonal or workplace communication.
The Emotional Intelligence (EIQ) assessment helps users understand the correlation between the way they apply their current EIQ and the outcome of their interactions with others. This lends itself to improved decision making, leadership, reading the emotions in others and engaging in a greater number of mutually beneficial workplace outcomes. Here’s the key: EIQ can actually be improved and coached-up over time so it makes an excellent self-improvement assessment.
The perfect companion assessment to pair with DISC, Motivators measures the seven universal dimensions of motivation that drive each of us: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory and Theoretical. Where as DISC predicts “How?” a person will behave, Motivators answers “Why?” If you’re only using DISC, you’re only scratching the surface of what assessments can offer individuals and organizations.
Take a Learning Styles assessment based on the simple premise that, the more you understand how you perceive and prefer new information and learning, the better and more successful learning transfer will be. You will also gain insight into how to become more well rounded in coaching, training, and developing others.
The Performance Gap Indicator (PGI) isn’t just a company culture assessment! PGI combines the anonymous individual employee responses and analyzes the results across all five Non-Financial Key Performance Indicators (NF-KPIs) for a much more multifaceted and revealing look at an organization’s strengths and performance gaps.
Our DISC 360º assessment offers everything you get from DISC plus the insight of how you are percieved by others. You take a DISC assessment about yourself as do your peers, clients, superirors, and subordiantes. You then get a report that details your natural and adapted self DISC style compared to the natural and adapted DISC style given to you by each of your assessors along with a personalized action plan to improve your interactions, effectivenss, and potential.