 |
 |
|
 |
|
|
 |
 |
|
| IF
YOU ARE LOOKING FOR ASSESSMENTS TO USE PLEASE READ
THIS!: |
| Aren’t
all assessments the same? [back
to top] |
While hundreds of assessment companies are hoping – actually
counting - on you to believe that one assessment
is as good as another or that theirs is the best,
this just isn’t always the case. We have chosen
to use only assessments from TTI (with one exception)
because we believe this company’s long history
with assessments and their penchant for research
provides our clients with the best possible assessments
and surveys available. And we believe that they continue
to get better – in presentation, useability,
support, allowing only certified distributors
to become licensed and their
commitment
to the Internet as a delivery and administrative
tool for our clients. We believe TTI has the best
products, the best systems and the best people to
help us meet our clients' challenging needs.
TTI offers a full complement of solutions that allow
companies and individuals to accurately get assessment
feedback on attributes, motivators and behaviors
via the Internet – in
various formats - that are useful to meeting a variety
of an individual client’s needs. These assessments
are available in a variety of languages and the number
of languages grows daily. Plus TTI has launched one
of the best, most flexible ODSurvey(TM) Internet systems
there is with expert traiing to accompany it.
TTI commitment doesn’t stop with the most
accurate and useable assessments and reports available
in the world. TTI’s services are specifically
designed to help companies like The KENNA Company
acquire the knowledge, skills and wisdom which will
enable us to help you use TTI reports to your greatest
advantage. Our seven year relationship with TTI – and
my 25 years of corporate experience - helps me equip
my clients with a better understanding on how to
effectively manage constantly changing social, cultural
and economic well-being using the correct tools and
information.
It doesn't stop there: while many other companies
are satisfied with selling you a lot of assessments,
the joint commitment
of TTI
and The KENNA Company is to we provide you with planning,
solutions and support that helps you meetyour critical
business needs. In no case do we
sell you assessments and go away. We continue to support
you in whatever ways are best for your organization.
This relationship – combined with industry leading
assessment and survey solutions – allow The KENNA
Company to partner with its clients and solving
problems and increase productivity quickly and cost
effectively..
The
KENNA Company – as a result of its relationship
with TTI - is a constant source of new ideas and solutions
for our clients. And in recognition of our expertise,
we have just been appointed to TTI's International
Faculty - the highest tribute they can pay a licensee.
Our assessments are great; our experience, skills
and guidance, though, are the real difference makers! |
| “Since working with you
and your assessments, it’s been –interesting
- like looking in a very clear mirror. I have such
a realistic understanding of both myself and my
organization – the
good and the not so good. This allows me to build
on my strengths, develop new skills and adapt where
necessary in order to be more effective or reduce
stress. This is the reason we now routinely have
our employees complete the same assessments and
meet with you to understand themselves and leverage
their styles and motivators in a number of ways
in our organization.” |
| Ken Cardell |
|
| Why
use assessments? [back
to top] |
Millions of our reports
have been used by thousands of companies (large and
small) in the following, and other, situations. The
client demands are always the same: clarity, objectivity,
reality. Goals are often retention and ROI.
We know the right assessments,
explained and used correctly, are non-threatening,
objective
and valid. Our assessments
help people understand their business competencies
(see: What
are Business Competencies?). By answering
just a few questions via the Internet, an easy to understand,
high quality, validated report provides respondents
with a series of detailed narrative reports on themselves
(or job candidates). As Ken said, “It’s
like looking in a very clear mirror because the information
is accurate and actionable.” The
true value, though, is understanding what to do with
what
you see – how
to use the information:
|
 |
to understand yourself better
which alows you to communicate more effectively; |
|
to understand the diversity of styles
there are around us – and the benefits; |
|
manage and motivate others more effectively; |
|
choose a career path that will satisfy
you; |
|
choose a candidate that can succeed
at the job; |
|
work better as teammates; |
|
sell more effectively; |
|
resolve conflicts quickly (or prevent
them); |
|
to coach subordinates; |
|
to mentor others; |
|
and on and on. |
| Note: We offer numerous
versions of the same assessments - to meet the special
needs of specific
situations. |
| Our
behavioral assessments are based on the DISC Four Quadrant
model? [back
to top] |
The TTI behavioral
assessments (we believe them to be the best available)
are based on the DISC model, which is considered
by many to be the universal language of behavior
or how we act. DISC is a neutral
language - there is no right or wrong. DISC simply
describes how people
approach problems, people, pace and procedures. Here’s
what is key – while there are literally hundreds
of DISC products out there – none are supported
by the 25 years of research and validation of the
application of the DISC model supported by Bill Bonnstetter
- the leader in DISC research, automation and interpretation.
Bill is the CEO of Target Training International
(TTI) and Dean of its International Faculty.. What
this means to you is the information you receive
in your
report(s)
is valid and the way your information is reported
is accurate and is delivered to you in a format that
is extremely useable.
By the way, not all DISC assessments are the same.
Some are based on an average of Graph I and Graph
II creating a Graph III. Because our Graph I represents
the individual at work or in an adapted environment
and our Graph II
represents a person in their most natural and comfortable
environment - the real behavioral expression, a great
deal of valuable information can be lost in the one
graph approach. Averaging the two and calling that
the real person is counter-intuitive.
But, it works for some people. If you are using one
of these products I would love to talk with you.
|
| Our
assessments that are currently available (plus samplesof
many for you to print and evaluate)? [back
to top] |
NEW
Tri- Metrix™ System
|
Appropriate for use with ANY job, the
TriMetrix™ System is the perfect process for
matching the job to the candidate to assure good fit.
It is accurate and reliable and it is objective information,
allowing you to penetrate information that is difficult
to arrive at during a selection process. Based on a
unique 37-factor analysis, the
TriMetrix Job Report lists the job's requirements into
three separate talent categories: rewards/culture,
behavioral traits and job attributes and creates a
specific job Benchmark (agaist which you can compare
candidates).
The TriMetrix System's Personal Talent Report provides
a summary of a person's talent to match the identical
areas outlined in the TriMetrix Job Report.
Within the framework of a company's overall selection
and
development processes, this report reveals the WHY (values), HOW (behaviors)
and WHAT (attributes) an
individual can contribute to a job It can also be used
to evaluate employees already in jobs (versus the job’s
benchmark). Together,
these assessments answer the questins "WIll the
candidate do the job successfully?" Samples |
|
NEW
Attributes Index™ |
The Attributes Index is an amazing new assessment
tool that has been in an extensive beta (20 separate
studies have cnfirmed its accuracy). It measures the
value respondents place on over 80 work-related competencies
of
personal
attributes
such
as resiliency, teamwork and flexibility. If a competency
is important to the individual, the individual will
be likely to do it – consistently
and do it to the best of their ability. A number of
different
versions of this assessment are available based on
the job of the respondent(such as Manaement -Leadership
or Sales). Primary uses: employee selection, pre-employment
testing,
performance improvement, understanding existing employees’ competencies
versus needs of job and leadership development. Samples |
|
Newly Validated
Success Insights – Personal Interests, Attitudes & Values |
Personal Interests, Attitudes & Values assesses
what motivates people - why do they do what they do?
What is important to them? This has a major impat
on both job satisfaction and productivity. Aligning
a work environment
or manager’s approach to the employee's motivational
interests / needs is often key to engaging the employee
in the job. Primary uses: employee selection, performance
improvement, leadership development, career
planning, team building, coaching and sales training. Samples |
|
Newly Validated
Success Insights™ Series - Manafement -
Staff Version |
The Success Insights Management - Staff Assessm)ent assesses
a respondent's behaviors. This is our oldest and most
popular assessment although it was recently updated
and revalidated - producing some of the most impressive
validation results available (See: Validation Report).
A short questionnaire results in a detailed
report
on the individual’s style helping them and others
understand their best work environment, keys to being
managed and motivated, the do’s and don’ts
of communicating with them, etc.. A number of different
versions – including
interactive assessments – are available on behavior.
Primary uses: employee selection, performance improvement,
leadership development, career planning,
team building, interpersonal communication skills,
coaching and sales training. Samples |
|
INSIGHT
Inventory™
Form A - Original
Form B - Short form
Form C - Student Version
|
The Insight Inventory is best known for
its ease of use in workshop types of environments.
It is a paper-based,
self-scored, easy to use assessment of behavior. It,
too, is a four quadrant assessment which allows people
to use it and our other assessment together without
confusion. Insight Inventory helps people
understand themselves and others by showing them how
they make
decisions and solve problems, influence people, pace
themselves and comply with procedures. Primary uses:diversity
trianing, team building, interpersonal communication
skills and sales training.
Samples |
|
| Sales
Strategy Index™ |
The Sales Strategy Index is a popular test
used to understand how well sales people understand
successful
selling strategies. Primary use: Sales employee selection,
training and performance improvement. A series of audio/data
CDs are available as training resources for areas that
need to be addressed. Samples |
|
TeamTraks™
Pre-assessment
|
This simple but highly effective paper-based assessment
tool guides discussion and prioritization of areas
for needed
team
improvement.
It is amazing how effectively a team can discover their
root needs as a team using this simple assessment.
Primary use: team building and team training. Effective
with
small
and
large teams,
teams
that have
been together
a short time or a long time. Not effective with new
teams (nothing to assess yet). Samples Special
Free Offer |
|
OD
Surveys Plus™ 360
Degree Feedback
Survey
|
This Internet-based customizable survey allows multiple
team members, co-workers and/or managers to give valuable
feedback regarding the effectiveness of an individual's
performance in key areas. Used properly (360s are often
misused because of insufficient training - we'll explain
the RIGHT way), the results of the 360 surveys are
then used in a number
of situations
to
enhance
and develop
the
interpersonal skills and effectiveness of the individua
being evaluatedl. Samples |
|
OD
Surveys Plus™
Employee Feedback Survey
|
Every organization must seriously assess its operations,
policies and practices regularly to assure they are
providing the leadership, work environment, management
practices and incentives to attract top notch employees.
Frequent organizational surveys, customized to gather
the right feedback from all employees, help keep organizations
and policies on target for attracting, developing and
retaining
top talent and meeting company performance goals. These
Internet-based surveys are very user friendly and the
data can be
provided
in
a format
that
meets customer needs. Samples |
| How
do I decide which assessments will best meet our needs? [back
to top] |
The best way to decide which assessment(s)
to use are to:
|
| 1. |
Determine your specific goals. What
are you trying to learn of measure? |
| 2. |
Decide what information can best help you achieve
that goal. Check out some of our free samples to see
if they provide the needed information. If you'd benefit
from completing an assessment yourself, let us know.
Normally, this can be arranged free-of-charge. |
| 3. |
Determine your budget and timetable. |
| 4. |
Call us. We will help you further define your project
and process and suggest the best and least expensive
ways to meet your goals. |
| Let’s
Get Started [back
to top] |
We’d like to help your employees gain the
skills and attitudes they need for success in their
jobs. Want assurance? We guarantee your satisfaction
with our work and products.
|
|
|
|
 |
|
|
|
