TTI Assessments & Related Tools DNA Assessment  –  Soft Skill Competencies DNA Competencies Assessment Success in any job depends on the value of the person's contribution to the organization. Managers, mentors and professional coaches can encourage, advise and guide the individual as he/she grows professionally. However, the ultimate responsibility for his/her career development is theirs alone. This report is designed to assist individuals in managing and developing their careers. For many jobs, personal skills are as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific. Based on the responses to the Personal Soft Skills Indicator™ questionnaire, this report indicates the person's development of 25 personal skills. These personal skills contribute to superior performance in many jobs. These include: Analytical Problem Solving Anticipating, analyzing, diagnosing, and resolving problems. Conflict Management Addressing and resolving conflict constructively. Continuous Learning Taking initiative in learning and implementing new concepts, technologies and/or methods. Creativity/Innovation Adapting traditional or devising new approaches, concepts, methods, models, designs, processes, technologies and/or systems. Customer Service Anticipating, meeting and/or exceeding customer needs, wants and expectations. Decision Making Utilizing effective processes to make decisions. Diplomacy Effectively handling difficult or sensitive issues by utilizing tact, diplomacy and an understanding of organizational culture, climate and/or politics. Empathy Identifying with and caring about others. Employee Development / Coaching Facilitating and supporting the professional growth of others. Futuristic Thinking Imagining, envisioning, projecting and/or predicting what has not yet been realized. Goal Orientation Energetically focusing efforts on meeting agoal, mission or objective. Interpersonal Skills Effectively communicating, building rapport and relating well to all kinds of people. Leadership Achieving extraordinary business results through people. Management Achieving extraordinary results through effective management of resources, systems and processes. Negotiation Facilitating agreements between two or more parties. Personal Effectiveness Demonstrating initiative, self-confidence, resiliency and a willingness to take responsibility for personal actions. Persuasion Convincing others to change the way they think, believe or behave. Planning/Organizing Utilizing logical, systematic and orderly procedures to meet objectives. Presenting Communicating effectively to groups. Self-Management - Time and Priorities Demonstrating self control and an ability to manage time and priorities. Teamwork Working effectively and productively with others. Levels of Development The individual's development of the personal skills are categorized into 4 levels:     1. Well Developed     2. Developed     3. Moderately Developed     4. Needs Development While personal skills are certainly important for career development, it is not necessary to fully develop every one. In fact, development of a personal skill may not benefit a career if it is not required in the current job. In order to optimize career potential, it is best to focus development efforts on the personal skills that are required in current job, or, the job the individual want. The entire report should be read with an open mind. Everyone has areas where they can improve. Before deciding to work on developing personal skills the individual has not yet fully developed, the person may want to discuss the report with a trusted peer, mentor or professional coach. He/She may even wish to share the report with his/her manager. In most cases, management takes a very positive view of individuals who wish to develop their skills. Development Indicator This section of the report shows his/her development level of these personal skills based on the responses to the questionnaire. The personal skills are categorized into 4 levels; based on means andstandard deviations.     – Well Developed     – Developed     – Moderately Developed     – Needs Development Competencies Hierarchy The person's unique hierarchy of competencies is key to his/her success. Knowing what they are is essential to reaching his/her goals. The graphs rank ther competencies from top to bottom. Competencies Development Break Down These 4 sections of the report lists and describes the competencies in each of their 4 levels of development. Getting the Most From Your Report This section asks the person questions about the personal skills in which he/she:     – is well developed.     – is developed and moderately developed.     – has not yet developed.     DNA Individual / Talent report report     DNA Job - Talent Gap report sample     DNA Job - Talent Comparison report sample     DNA Multi-respondent Job report sample Please contact us for more information and pricing. RELATED ASSESSMENTS TriMetric DNA Coaching - Behaviors/DISC + Motivators + Soft Skill Competencies (3-in-1) This report blends Behaviors / DISC, Motivators, and 25 Competencies. Based on responses to the Personal Soft Skills Indicator™ questionnaire of the assessment, the DNA part of the report indicates the individual's development of 25 personal skills. View more TriMetric DNA Coaching information     TriMetric DNA Coaching - General report sample     TriMetric DNA Coaching - Executive report sample     TriMetric DNA Coaching - Sales report sample     TriMetric DNA brochure Job Benchmarking TriMetrix DNA Multi-respondent Job report This assessment requests unbiased input regarding the specific requirements of the job, in question. Then this input is applied to the TriMetrix DNA Job benchmarking process. The result is an evaluative report that analyzes a total of 41 separate areas. View TriMetrix DNA Multi-respondent Job report sample TriMetrix DNA Gap report Long-term superior performance is directly related to job fit. Job fit, in simple terms, is having the talent that the job requires. Most people match some, but not necessarily all, job requirements. When this happens, there is a gap. The gap is nothing more than an area for development. This report makes it easy for both manager and subordinate to discuss and develop a plan for personalized development. View TriMetrix DNA Gap report sample Please contact us for more information and pricing. These assessments are not a measure of intelligence, values, skills, experience, education or training. OTHER ASSESSMENTS View information about all of the Online Assessments / Reports GROUP WHEELS  – for Online Assessments       Behaviors / DISC Group Wheel information       Motivators / 12 Driving Forces Group Wheel & Bar information COURSEWARE – facilitator material, participant workbooks, games       Role Exercise Games       Behaviors / DISC options       12 Driving Forces / Motivators / Attitudes options       Combined Behaviors / DISC + Motivators       Sales / Selling related       Emotional Quotient - Emotional Intelligence       Leadership Development Program Additional Information     DNA - Uncovering Training Challenges With Brain Imaging     DNA - Neuro Regulation     DISC - Verbal Barriers     DISC - 10 mistakes Technical Reports     TTI   DISC / Behaviors Technical report     TTI   Motivators Technical report     TTI   DNA Competencies Technical report     TTI   Combined Technical reports     Emotional Quotient Technical report Return to TTI assessments & training tools main page.

Wednesday, December 4, 2024

-------------   Items  by  TOPIC  AREA    12 Driving Forces – motivators - attitudes, values    Behaviors and Motivators –  Behaviors / DISC, 12 Driving Forces, Motivators, attitudes    Career Planning    Coaching assessments – Executive, Sales, Career, Personal      Communicating – Communication    Courseware and Training material – Facilitator & Participant materials    Customer Service    DNA – 25 soft skill competencies    DISC Game and Courseware, Training material    Education and School related    Emotional Intelligence –  Emotional Quotient – EQ    Behavorial Intelligence – EQ and DISC / Behaviors in one report    TriMetric EQ – DISC + 12 Driving Forces / Motivators + EQ in one report    Executive – Management    Family Relations – Adult and Young Adult versions    Group Wheel information    12 Driving Forces – Motivators - attitudes, values    Job Benchmarking    Management and Staff    Relationships    Sales – Sales Skills Index    Stress Quotient – for individual and groups    Talent Insights Coaching – Behaviors / DISC + 12 Driving Forces / Motivators + integrated    Task Quotient –- tasks    Team Building    Time Management    Working From Home – working remote location - 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