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 Assessment Tools All assessments are self scoring and are suitable for self development or group facilitated training: Leadership Effectiveness Profile, Coaching Effectiveness Profile, Change Management Effectiveness Profile, Communication Effectiveness Profile, Listening Effectiveness Profile, Teambuilding Effectiveness Profile, Creativity/Innovation Effectiveness Profile, Sales Effectiveness Profile, Goal/Objective Setting Profile, Customer Commitment Profile, Personal Stress & Well Being Assessment, Diversity and Cultural Awareness Profile, Time Management Effectiveness Profile, Problem Solving and Decision-Making Profile, Management Effectiveness Profile, Networking and Relationship Building Profile, Emotional Intelligence Profile, Learning Styles Questionnaire, Negotiation Style Instrument, Assertiveness Profile, Influence Style Profile, Management Styles Questionnaire.
 The Test of Supervisory Skills (TOSS), formerly Elements of Supervision, is a 70-item, multiple-choice, untimed test that taps the knowledge required for successful supervision. Based on careful, repeated factor analyses of supervisory behavior, TOSS provides norms that allows a comparison of scores with a large (1,000+) number of supervisory and non-supervisory profile. The new version of this well-established screening instrument includes separate test booklets and self-scoring answer sheets and a revised, enhanced technical and administrative manual. TOSS is a valid instrument for evaluating both applicants for supervisory positions and those being considered for promotion to such positions.
 12 Reproducible Instruments for Trainers In this era of rapid change in training methodologies, one of the most powerful tools available to trainers is a vast range of instrumentation focusing on either the individual, team, or organization. The Complete Management Skills Assessment Kit has a special emphasis on the different styles of adult learning. Trainers will become familiar with adult learning theories which will aid them in understanding how each individual prefers to learn. It has become increasingly clear that each employee needs to contribute positively to their own workplace development. This series of management assessments provides trainers with user-friendly materials which can be used in a variety of settings. Also, The Complete Management Skills Assessment Kit is fully reproducible saving trainers time and money. Contents
 Other than the evaluation sheets that participants turn in at the end of a training session, most instructors get very little feedback on how they are doing and where they can improve. But, their growth and development depend on more than the reactions of their learners. Professional expertise and established standards for classroom performance should be applied. That's why TAP was created. It measures an instructor's relative strengths on key skills, generating a Proficiency Profile that pinpoints developmental needs and defines the competencies critical to the effective delivery of training. TAP is a three-hour video-based program for instructors and course designers to assess 12 key instructional skills, identify needs and opportunities, and form Individual Development Plans. The 12 Competencies
The Complete TAP Package includes: One Facilitator's Guide with:
 Here’s a great way for your leaders to gather feedback from sources all around them and learn to work better with their supervisor, peers, and direct reports. 360-degree feedback using SLTI provides the leader and the direct report with a powerful platform to review their supervisor/direct report relationship. How and why the leader has used a specific approach or strategy can be examined, as well as the direct reports perception of the approach or strategy being used. Few techniques have greater potential to initiate positive behavior change than 360-degree feedback with SLTI. Following discussion of the leader¹s feedback, there is a natural segue into clarifying roles and responsibilities, as well as a review of performance.
 Philip R. Harris, Ph. D. The twenty assessments in this collection are divided into four sections. The first , Personal Assessment, contains seven instruments to help individuals learn about themselves in order to more effectively acquire new competencies and meet the challenge of change. The second, Team Assessment, contains four complimentary instruments to help both team leaders and team members understand the dynamics of the group process. The third section, Management Assessment, provides five instruments which may be used by individual managers for self-assessment of their managerial role and effectiveness. The final section, Organizational Assessment, includes four instruments which can be used by HRD specialists or top management to evaluate a company's climate, clarify one's position in the system, and improve meeting management. This collection of reproducible assessment instruments will:
The Assessments:
 By Kenneth Thomas and Ralph Kilmann The Thomas-Kilmann Conflict Mode Instrument (TKI) is the number-one best-selling instrument for conflict resolution. This easy-to-use, self-scoring exercise is fast and powerful. Participants select responses from 30 statement pairs to discover which of five conflict handling styles is their preferred "mode". Interpretation and feedback materials help clients learn about the most appropriate uses for each mode and how to increase their comfort level with their less-used modes. Its simple-to-use format and easy-to-understand content have made it the centerpiece of training programs over a wide variety of applications. This Self-Assessment:
 This innovative book is a gold mine of field-tested principles, activities, instruments, and designs. The materials will help you produce high impact training to support performance improvement initiatives for individuals and teams. Everything is reproducible and even customizable using the word processing files provided on disk. More than 60 tools, activities, and designs are included. One look through this fieldbook, and you'll agree that it is the most directly beneficial collection of tools for trainers ever assembled under one cover.
 Frustrated when you can’t find the right assessments and inventories to use during training sessions? This manual is chock full of an assortment of assessments, checklists and surveys covering a variety of different topic areas. It is a must resource for trainers, HR professionals, line managers, team leaders – anyone who wants to provoke self-awareness and discussion during training and development sessions. The 49 inventories are arranged in alphabetical order by topic. For easy reference, they are organized in a matrix index into 10 categories:
In each category, you’ll find a wide range of inventories covering the skills, attitudes and behaviors needed to demonstrate virtually any skill set or competency – such as assertiveness, interview skills, motivation, creativity, conflict management and many more. You can use each inventory as a stand-alone item. The inventories also are ideal as preparatory material before sessions, part of group or individual coaching sessions or assessment modules to gauge improvement after training is over. Using the key learning points that accompany each inventory, you’ll become a better trainer as you learn how to initiate stimulating discussions and help learners create their own personal action plans.
 25 Reproducible Assessment Exercises, Self-Inventories, Tests, and Survey Instruments What makes top-performing managers successful and effective in their jobs? And what do you need to develop in order to achieve similar success? The majority of American managers and supervisors work for firms with fewer than 100 employees - firms that lack the resources to offer management-development programs. This collection of self-assessment exercises was created to fill that gap and provide every manager and supervisor with professional-development materials designed for high performance. Over 100,000 participants have successfully used these materials in Training House programs, but the secret to the long-term effectiveness of these materials is they are based on the belief that before you can build on your strengths, you must first identify what they are and how they relate to job effectiveness. Each self-assessment is accompanied by information explaining how the scores should be interpreted, thus giving you the information you need to set realistic goals for yourself and to then achieve them. Training House believes that management begins and ends with measurement - measurement of needs, of goals and resources, and of timetables. And that you can't manage what you have not first assessed. Selected Contents
Darin E. Hartley, M.Ed. This Instrument will help you maintain your quality of training, but offer it faster-in real time and as work is performed. It measures employee perceptions of how often and how well your organization is creating conditions that support just-in-time training. Measures classroom training efforts, planned and unplanned on-the-job training practices, coworker "peer training," and other methods of training in real time. Includes a fully reproducible Data Collection Instrument and 1 Administrator's Handbook
 Studies show that recognizing employees for their good work is one of the most effective ways to motivate them. So why don't more managers say thank you or give praise? This assessment measures beliefs and expectations, past and current experiences, and organizational variables that influence your managers’ use of recognition. It will help your organization clarify why your managers use or don’t use recognition and help your managers better understand their strengths and weaknesses in this often-overlooked area. Create a baseline for creating and sustaining a culture of recognition The 54-statement, self-scoring assessment provides feedback in six dimensions that have a significant influence on why managers use or don't use recognition:
Includes examples and exercises for applying the information in the real world to motivate employees, increase their performance, provide practical feedback, make it easier for them to get the work done and build a more positive and productive work environment. Use Organizational Recognition Assessment for Managers in a group or individually. Either way, you’ll foster the skills that will inspire even the most difficult employees to do their best. Bob Nelson is a motivational specialist and author of 1001 Ways to Reward Employees and 1001 Ways to Energize Employees.
 Trainers Guide Improve your selling skills by better understanding yourself and others using the INSIGHT Inventory. This new selling system uses the INSIGHT Inventory to help increase sales effectiveness. It will help participants to understand themselves and others better and to use this understanding to improve interpersonal relationships with customers. This makes it possible for salespeople to reduce the interpersonal tension that often develops from style differences between themselves and their customers and to create open, honest dialogue. Sales representatives will be able to uncover customer needs and accurately match them with the most appropriate products and services. The Selling with INSIGHT System includes:
Participants will learn
 Competency-based interviewing techniques will give your company a strategic focus by allowing hiring managers to integrate job-specific, future-oriented competencies into their interviews. This workshop teaches participants to identify key competencies (characteristics that differentiate outstanding performers from average performers in a given job) and build those competencies into their hiring and selection process in order to attain this strategic focus. Interviewing for competencies follows a structured format which this workshop takes you through step-by-step-the interviewer builds a customized interview format for each individual position based on the duties and responsibilities of the position and identifies the critical skills needed to perform these duties and responsibilities at a superior performance level. Unlike other competency-based interviewing workshops, Interview for Success uses personality measures based on the results of a Big 5 Personality Assessment in conjunction with competency-based interviewing and ties the two factors together to assess areas, such as technical acumen and behavioral tendencies. Video role-plays effectively model behavioral interviewing practices and provide learners with a structured format to recognize and critique, good and bad approaches. With a series of Job Aids for each step, as well as a database of competencies, behaviors, and more than 300 effective behavioral interviewing questions provided on CD-ROM, this easy-to-use tool enables the hiring manager or human resources professional to expertly build a competency-based interview.
Career Development Toolkit to Develop and Motivate Your Employees This toolkit gives employees the framework, assessments, and practical tools to take charge of their development and learning in sync with the needs of your organization.
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