Each of the five Core Assessments used measures a different, and equally important, aspect of human behavior or cognition.

 

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Used individually or in a variety of combinations, assessments are an efficient and meaningful way to create awareness of self and others.

There are no right or wrong answers, but different “styles” that define an individual’s characteristics in each of these five categories: Behavioral, Motivational, Thinking, Emotional and Learning. While the DISC assessment, (measures Behavioral styles,) is the best known, all five provide remarkable insights to ensure that top-performing organizations will optimize their outcomes.

Each of the five Core Assessments is derived from many years of research, validation and “real world” application. Whether you want to develop better leaders, build top performing teams or improve workplace communication, the Core Assessments provide the bedrock for dependable human performance answers.

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These five assessments form the core of well rounded assessment strategies.

 

Choose one or any combination of assessments for you and your team.

Each assessment includes a customized report and a one-hour coaching session to clarify your next steps to move you toward your goals.

 

DISC

 

The world’s #1 behavioral profiling tool. DISC provides a highly-detailed analysis of each individual’s Natural (i.e. personal/ internal) and Adaptive (i.e. workplace/external) behavioral styles. An individual’s behavior is often the strongest indicator of fit; whether that be within a particular job, as the member of a team or as the leader of an organization. In essence, DISC predicts “How?” a person will behave within a given role or situation. Likewise, it offers the prescriptive lessons necessary to maximize the outcome of any interpersonal or workplace communication.

 

Motivators

 

The perfect companion assessment to pair with DISC, Motivators measures the Seven Universal Dimensions of Motivation that drive each of us: Aesthetic, Economic, Individualistic, Political, Altruistic, Regulatory and Theoretical. Whereas DISC predicts “How?” a person will behave, Motivators explains “Why?” If you’re only using DISC, you’re only scratching the surface of what assessments can offer individuals and organizations.

 

Hartman Value Profile (HVP)

 

The Hartman Value Profile offers the critical third piece to the human puzzle. Based upon the research of Robert S. Hartman’s formal axiology, this unique assessment measures each individual’s problem solving skills and their ability to avoid the blind spots associated with situational bias. In essence, the HVP assessment measures— with uncanny accuracy— an individual’s critical thinking, judgment and decision-making abilities.

 

Emotional Intelligence (EIQ)

 

The Emotional Intelligence (EIQ) assessment helps users understand the correlation between the way they apply their current EIQ and the outcome of their interactions with others. This lends itself to improved decision-making, leadership, reading the emotions in others and engaging in a greater number of mutually beneficial workplace outcomes. Here’s the key: EIQ can actually be improved and coached-up over time, so it makes an excellent self-improvement assessment.

 

Learning Styles

 

Learning Styles identifies each individual’s best means for learning and retaining new information. Some people like to process information through text, while others need visual support and images. Some learners best assimilate information alone, while others prefer to learn in groups. There are those who can grasp information intuitively, while others prefer to follow a strong sequential path. Understanding learning styles offers the key to maximizing an organization’s training efficiencies, enlightening its management teams and even assembling top performing teams.

 

 

CONTACT   |  907 632 1501  |  emily@emilybassstrategies.com

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