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 Assessment Tools The Networking & Relationship Building Profile Leader's Guide provide a detailed process for assessing an individual's existing capacity to network with others and highlights areas where improvements might be possible. More About the Diagnostic Assessments When individuals or organizations face significant situations or challenges, one of the first priorities is to understand the issues involved and to work out what needs to be done. In many cases, we do not need any formal assistance to help this process and can think our way through the steps that seem to be most appropriate. However, on occasion the issues or the problems may not be entirely clear and a structured approach can help considerably. This suite of simple and easy-to-use but comprehensive diagnostic assessment profiles help people to understand their skills or the situations they face more effectively. The diagnostic assessments fall into three categories:
All of these assessments are described in detail on the subsequent pages. In most cases, assessments have comprehensive facilitator guides to explain the underlying structure of the profile and to help facilitators to provide structured feedback. Person and organization assessments also have detailed coaching guides which provide practical “how to” tips on each question in the relevant profile.
 This 84 item, online assessment provides an objective process for a sales person and their supervisor to identify the salespersons weaknesses in order to improve the skills and competencies they need to be successful. The detailed individual feedback report displays both the salespersons and their supervisors ratings of 7 competencies.
 This Facilitators Guide enables a trainer to lead a half-day workshop administering, scoring, and interpreting the Sales Effectiveness Profile. Includes templates for development planning and 84 sets of coaching tips. Section 1 of the Facilitator’s Guide provides an introduction to sales effectiveness that can be used as a lecture primer in conjunction with a group exercise to introduce the topic. There are timing guidelines for the workshop and instructions on administering the assessment. The next 7 parts are short primers on each sales effectiveness competency covering a more detailed definition of the competency including a process model of the skill. There are experiential exercises with facilitator notes and handout copy masters wherever appropriate. Section 2 of the Facilitators Guide includes 84 sets of coaching tips, (12 per competency), designed to direct development for low scorers of each individual item (behavior) on the questionnaire. Each set of coaching tips expands the context of the behavior and provides several alternative best practices that can be used on-the-job to develop a specific skill. There is a Personal Action Plan template and a Contract for Change that participants also get in either their assessment booklet or online report of results.
 The Diversity and Cultural Awareness Profile will help individuals understand how much awareness and commitment exists towards the diversity of individuals and different backgrounds in their organization. More About the Diagnostic Assessments When individuals or organizations face significant situations or challenges, one of the first priorities is to understand the issues involved and to work out what needs to be done. In many cases, we do not need any formal assistance to help this process and can think our way through the steps that seem to be most appropriate. However, on occasion the issues or the problems may not be entirely clear and a structured approach can help considerably. To meet this need, here is a simple and easy-to-use but comprehensive diagnostic assessment profiles to help people understand their skills or the situations they face more effectively. HRD Press’ diagnostic assessments fall into three categories:
All of these assessments are described in detail on the subsequent pages. In most cases, assessments have comprehensive facilitator guides to explain the underlying structure of the profile and to help facilitators to provide structured feedback. Person and organization assessments also have detailed coaching guides which provide practical “how to” tips on each question in the relevant profile.
 Most of us are less skilled at handling conflict than we should be. Although studies show that a negotiating behavior is usually the best response to a conflict situation, negotiation is a difficult endeavor-one that requires considerable skill and thought. The normal negotiating behavior, as typically practiced in business and social contexts, does not generally produce high levels of satisfaction for either participant. The Dealing with Conflict Instrument (DWCI) will help change this by encouraging conflicting parties to shift to a more collaborative style in order to find and pursue shared interests, creating a win/win outcome. The Dealing with Conflict Instrument presents five conflict-handling styles. The five styles; accommodate, avoid, compromise, compete, and collaborate, encompass all the effective ways of dealing with conflict. By completing the Dealing with Conflict Instrument-Self, participants will learn about their own natural style tendencies, while the information gathered from the DWCI 360-Degree Feedback set will give them insight into how they are perceived by others when resolving conflicts. The combined results of these assessments indicate which styles of conflict resolution need the most improvement. Participants will explore the characteristics of each conflict-handling style which will help them develop greater style flexibility. In order to decide which style is best in a given situation, they will learn to dissect situations, using Conflict Situation Analysis. DWCI is a significant improvement over conventional conflict assessments. It shortens usage time, produces clearer and more user-friendly results, and includes helpful support material. DWCI is compatible with most existing training programs and is the easiest way to update assessment materials.
 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
 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
 The newest addition to the best-selling Insight Inventory product line is Teaming Up with Insight. Using all of the tried and trusted knowledge gained by using the Insight Inventory, this team focused product is dedicated to evaluating and improving vital group communication. The 16-page booklet contains a scoring sheet and grid as well as full breakdown of trait preferences and appropriate "flex" points, allowing for quick administration and comprehension of scoring outputs. Teaming Up with Insight will help to track and evaluate interpersonal communication through each stage of team development with positive effects on your group's core structure, conflict management, time management, goal setting, and overall efficiency. Sections in Teaming Up with Insight Include:
 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.
 In just 20 minutes participants can complete the INSIGHT Inventory and begin bridging communication gaps that are costing your company a fortune. Key Benefits
Key Features
Description INSIGHT Inventory has a fast paced approach in an uncomplicated format which can make it the centerpiece of a training program or easy to integrate into an existing curriculum. Easy to use, participants will see results quickly. INSIGHT moves quickly from developing a profile to applying the learning. INSIGHT allows participants to develop a profile and apply what they have learned. Consultants and trainers alike appreciate the INSIGHT Inventory's ease of use and skill building designed to produce results in a quality psychometric instrument. INSIGHT can be used for:
 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:
 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.
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