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T2 helps build and strengthen and individual's effectiveness by developing Success Profiles, testing for Personality Traits, analyzing Communication Styles, and providing 360° Feedback.
If you could clone your “ideal performers”, what would they look like? Yes, a good team is composed of a variety of skills, styles, interests and strengths, but what are the key elements that they share? What really determines which people are most successful in their roles? We work with you to identify success profiles -- those critical traits, competencies, values and characteristics necessary for success in your organization. Once identified, they are instrumental in the selection, promotion and development of key contributors.
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T2 follows a rigid protocol in identifying the success factors needed to succeed in any job. We work with you and your team to capture those traits that are directly tied to good performance and then utilize them throughout the selection process. Success Profiles are typically developed in the following way:
- Interview those who are most knowledgeable about the job
- Review job description for identified position and update it (or create it)
- Identify current top performers in identified position
- Administer assessment instrument to top performers
- Develop a Success Profile for the identified position that is based on the profile of your top performers
- this becomes the benchmark against which to compare others
- it identifies desirable traits for the position and the acceptable ranges for those traits
- results in customized norms for the position
- Incorporate assessment instrument into the in-house selection process
- Administer assessment instrument to candidates for jobs, promotions, redeployment
- candidates’ profiles are compared with the customized norms
- the degree of match is determined by a similarity index
- only the best matches proceed further in the selection process
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What is the value in identifying one’s personality profile? The list goes on and on, but personality measures are most often used for:
- Selecting the best candidates for a specific job
- Providing insight into traits related to job performance
- Identifying strengths and weaknesses in leadership
- Developing bench strength for succession planning, high potential pools and career pathing initiatives
We utilize a variety of personality assessment tools that are highly validated and reliable instruments and are designed for use in business and corporate settings. This class of assessment tools includes instruments such as the 16PF, Hogan Assessment Services and the Herman Brain Dominance Instrument.
What these tools have in common is they measure personality traits as manifested in a set of attitudes, preferences, social and emotional reactions and ways of thinking. In all, these elements have a pervasive effect on practically every facet of a person’s overall functioning and way of being in the world. What makes people unique comes from the wide range of elemental combinations that are possible. Knowing yourself and your own distinctive style provides the cornerstone for a variety of business applications.
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What is the value in identifying one’s communication style? Our preferred means of communicating is a key determinate of our ability to get along with others and therefore:
- Embody leadership qualities
- Be a contributing member of a work group or project team
- Avoid conflict and foster collaboration
- Practice good customer service skills
- Sell, negotiate, nurture accounts and develop business
We use several different communication style inventories to assess style. We then utilize the findings in our programs for team building, conflict resolution, sales training and leadership development.
This group of assessment tools includes instruments such as the Myers Briggs Type Indicator®(MBTI) and the Personal DISCernment Inventory® (DISC®). What these tools have in common is they help us understand how and why people are likely to behave in one way or another and what our preferred style of communication is. This knowledge is especially helpful in determining how to communicate effectively with others to impart information, resolve conflict, negotiate solutions to problems or function as part of a team.
The popularity of the multi-rater (360°) feedback instrument is well-deserved. It is an excellent developmental tool for use in training, coaching and consulting situations because of the type and scope of data that is generated. We use several types of standardized multi-rater instruments that are designed for use in specific applications such as sales teams, work groups, individual contributors and global leaders. We will also customize instruments to a company’s unique needs. Feedback can be gathered on-line for ease of administration or “live” for added richness of the information.
This type of assessment provides recipients with feedback from a full range of people with whom they interact – bosses, peers, subordinates, clients, etc. We use a variety of 360° instruments, all of which are aligned to the specific competencies that you want to measure. Although customization is our specialty, we also use standard “off the shelf” instruments. We can administer a 360° assessment on-line or by paper and pencil. We also conduct “live” 360° assessments in which raters are personally interviewed to obtain their feedback. This approach adds a great deal of richness to the data. Multi-rater feedback is especially applicable in coaching situations where performance improvement or leadership development is the goal.
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