Here are some of the reasons our solution set leads to superior Learning, Training and Development Processes and why it is used for this at some of the world's top organizations:
- More comprehensive individual information related through job and role specific research to the person's roles, job and/or competencies.
- The use of paradox and incorporation of stress impact with preferences, natural tendencies, attitudes and motivation to provide a more accurate, insightful and predictive behavioral and competency profile.
- Role specific input which provides superior insight, understanding and motivation to help the person understand their mental models and the issues underlying behavior. As part of this an understanding of weak areas that should be steered away from and a true strengths that should be utilized in place of them is an important result.
- The use of the Leadership Paradigm applied through the Paradox report (See your report with Horizontal axes (Maintain, Implement, Motivate and Initiate) the Vertical Axes ( Interpersonal, Achievement and Leadership) and how stress impacts behavior.
- Ability to (at often at no additional cost) to provide relevant competency reports prior to training events that enable the person to focus on the behaviors relevant to them and better understand how to use their inherent strengths and situationally focus away from inherent weak areas.
- Coaching and Development reports- which provide a planning framework for each key trait enabling the creation of a development report to improve that area.
- Potential for Before and After objective measurements to show progress.
- Objective determination of underlying traits and competencies through empirical research which assists with diversity and Inclusion initiatives and practices.
- Ability to create your own competency and culture models and screening instruments.
- Use of our validated 10 competency leadership model (and 4 competency EI model and 5 competency Collaboration model) and ability to develop and customize your own competency models.
- Ability to implement a data-driven development process focused on what makes the most difference for the person involved.
- Ability to make perceptual (multi-rater) system data more relevant and "real" when used with job specific validated behavioral data.
- Data and reports to better enable managers and members of the "talent community" to more effectively influence the development of the person.
- Ability to use paid-for data from Talent Acquisition at no or little additional cost (if you choose to use it for hiring first).
