Success Performance Solutions is visionary in its approach to identifying and developing leadership skills and effective leaders. Programs include the very best on-line, on-site, off-the-shelf and customizable assessments, development and training programs.
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Prevue Assessments is a proven selection assessment for hiring, promoting, coaching and team building supported by a simple automated system for creating and managing job specific benchmarks.
The Prevue Assessmentidentifies key traits where a job candidate may not align with the job-then provides behavioral interviewing questions to probe deeper into the candidates experience-to determine job fit suitability.
Prevue Assessment provides an objective comparison of the candidate with a psychometrically sound standard of high performance.
Managers can see, graphically, how 20 traits correlate with high performance in a specific job in your organization.
Prevue Assessment System is fully web enabled and available on software.
Prevue Assessment System includes five reports for one fee.
Prevue fits the Whole Person Approach criteria for employee assessment, recommended by the U.S. Department of Labor.
The Prevue Learning & Reasoning Assessment provides critical information about an individual’s capacity to learn and use information, develop skills, solve problems, and understand instructions.
This assessment examines four cognitive dimensions of General Mental Abilities: General Abilities, Working with Number, Working with Words and Working with Shapes.
Why is the Prevue Learning & Reasoning important?
“General Mental Ability is the best single predictor of performance, job competence and flexibility,”says David Bartram, a world renowned psychometrician and former President of the International Test Commission.
What is General Mental Ability?
General mental ability is one component of “cognitive capacity,” an individual’s ability to handle complexity and ambiguity effectively and quickly. It is a measure of a candidate’s mental horsepower. It looks at the person’s ability to organize, extrapolate, and apply information in the making of decisions and solving of problems; to grapple with complexities of the job and your market. Individuals with high general mental abilities possess the ability to quickly and efficiently process large volumes of information of various types. They combine and synthesise information to develop plans, and define priorities and objectives quickly.
CriteriaOne® Assessments for predictable and reliable selection and promotion of hourly, managerial, sales, executive, and professional employees. Finding and developing talent is the priority in building a business today.
CriteriaOne® Assessments provide management with powerful new business tools to accurately measure the cores behaviors and skills that drive workplace performance including the Style Insights Map .
Click on links below to read more about CriteriaOne Assessments:
Business Values and Motivators reports identify what motivates your employees? Why would a manager want to manage and will he or she be motivated by the title or the responsibilities? How will they motivate their reports and effectively will they provide feedback?
Business Values and Motivators measures how people
Leadership Clues is typically used by management as a screening tool for potential managers and leaders. It is the perfect tool to use before promoting hourly employees to team leader and supervisory positions. Its low-cost and ease of administration makes it affordable and efficient to screen an entire organization to identify benchstrength and potential managerial skill gaps.
The report shows a "Good", "Ok" or "Poor" fit for each of the individual's traits as compared to general leadership traits.
Leadership Self Development, included in Leadership Clues, is then designed to be used by an individual who wants to explore their own core personality traits and how they affect their leadership style. The report provides tips as to how the individual can develop themselves in a leadership role.
LeadershipClues reports will tell you how an individual's personality traits will affect:
Now for the first time you can assess leadership and plan development in one continuous classroom style exercise.
This new self-assessment is the perfect solution when you don’t have the time or resources to conduct a multi-rater assessment project.
PS Leader is an 82 item, assessment that gives leaders an objective self-assessment of their leadership proficiency in 24 competencies. PS Leader is brand new in this self-assessment format.
Leaders identify highest development needs from 5 critical performance clusters: Strategic focus, Business focus, Workforce focus, Interpersonal focus and Personal focus.
The assessment helps leaders identify development priorities and job strengths by using self-ratings of proficiency in 82 discrete leadership behaviors. Scores are produced for 24 critical competencies that have been shown to be critical to effective leadership.
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The
Management Effectiveness Profile is a competency-based
diagnostic instrument that will give executives and business
owners a valuable employee evaluation for managers and supervisors,
up and coming and incumbents. After managers evaluate their
own competencies (or supervisors and peers evaluate them, too),
individuals can develop individual improvement plans so
they can supervise even more successfully in the future
This trusted
profile is self-scoring or online, user-friendly, and cost effective.
Used in organizations across the country and in individual coaching
situations, the tool is a must-have if you want to maximize
the power of your most important resource-your leaders.
The profile contains 144 questions organized into 12 key categories
of management effectiveness:
Managing
Your Job
. Setting goals and standards
. Managing and Prioritizing
Time
. Planning and scheduling work
Relating to Others . Listening and organizing
. Giving clear information
. Getting unbiased information
Developing the Team . Training, coaching and
delegating . Appraising people and performance . Counseling
and disciplining
Thinking Clearly . Identifying and solving problems
. Making decisions and weighing risk . Thinking clearly and
analytically
Management Effectiveness
Profile is available on paper and online. The online version is available
as a self-report, 180 or 360 degree employee evaluation
Also available:
The Management Effectiveness Profile Facilitator's Guide-a complete
how-to manual for facilitating a workshop based on the Management
Effectiveness Profile.
Why do clients select Management Effectiveness Profile?
Conduct a one-of-a-kind learning experience that helps all the managers
and supervisors in your organization leverage their strengths and
improve upon weaknesses. The guide is also perfect for individual
use and self-improvement.
The guide introduces
facilitators to the instrument and how it can best be administered.
It describes the 12 most-important competencies and how they fit into
an overall model of managing effectively. Included are a variety of
exercises, discussion ideas and suggestions for workshops and additional
learning activities.
Also included
are suggestions for bolstering weaker areas, followed up by a Personal
Action Plan template and a Contract for Change-both helpful tools
in guiding each manager's step-by-step efforts to improve.
Training modules are available for each of the 12 core competencies.
To learn more about supervisory and management training, go
to Managing to Excel.
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The Leader Within
Best-selling authors and Fortune 100 consultants, Dr. Drea Zigarmi, Dr. Ken Blanchard, Dr. Michael O'Connor and Dr. Carl Edeburn reveal the results of an in-depth, seven-year statistical study of leadership in Corporate America. Their new book, The Leader Within, Knowing Enough About Yourself To Lead Others, shows how leaders exert influence and how disposition, values, beliefs, and persona contribute to their very success—or failure.
The Leader Within explores the following:
Which of the four unique management styles of
Situational Leadership® II: directing, coaching, supporting,
delegating—is most—and least effective.
The difference between being a manager and a leader—and how one cannot fundamentally lead unless he or she knows what his or her values are.
Identifies the 4 classic DISC dispositions for a boss—direct controller (D), direct acceptor (I), indirect acceptor (S) and indirect controller (C)—and shows us the guiding principles that govern all bosses.
Contrasts how famous leaders compare with one another, based on their values-inspired leadership styles: traditionalists; challengers, in-betweeners, and synthesizers.
No matter how you arrived
at your supervisory position, you need a specific set of skills to work
successfully with your employees. Written for those who want to not
only survive, but thrive in their leadership role! $10.95 -
ORDER HERE
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