Assessments are used to improve performance of individuals, teams and their leaders. Onpoint uses leadership, selection and performance baseline assessments in coaching engagements which build awareness and ownership in clients so they can choose what to start, continue, and stop doing in order to be more effective on the job and in life. Talent and Selection assessments identify future leaders and successors for organizations, which makes developing those leaders a sure return on investment. Leadership and Teamwork tools help teams function better and rise to the increased pressures and expectations their organizations challenge them with. High potentials can be groomed using our tools and coaching.
We have many categories of instruments available.
| Assessments | Deliverable |
|---|---|
| Leadership & Teamwork | 4-D Systems was developed for NASA’s technical leaders and teams and consists of simple yet elegant online 360s, depicting 4 dimensions and 8 behaviors of performance. Equally powerful for teams and their leaders, 4-D builds awareness around social context pertaining to Cultivating Relationships, Including the right people, Creating a realistic yet visionary outcome, and Directing the work. Clients learn the 8 key behaviors in those dimensions:
The tool is based on “How NASA builds teams” by Dr. Charles Pellerin, former NASA director of Astrophysics. Onpoint has 6 coaches fully trained in this methodology. It works for project teams from all industries, and we find that technical leaders in particular seem to connect to its simplicity and elegance. We assess the teams and then lead the team leader through the results. The leader then coaches his/her team regarding what to improve. We deliver consulting and group coaching to the teams to insure consistent progress towards improved performance. A 60% improvement in scores can be achieved through coaching. 4-D tracks results over time, so the team can measure results in the dimensions and correlate team improvement |
| Leadership 360◦ | Lominger Voices Multi-rater 360, a Korn Ferry Product, provides feedback about performance and potential. Users find it to be one of the most critical components of their personal and professional growth. Nothing happens until career-minded people get direct, timely feedback on the things that matter. Feedback is a must in stimulating people toward self-improvement, job, and career success.
It allows leaders to compare how others view their effectiveness with their view of themselves. This totally customizable, web enabled system rates on 67 competencies or skills, and 19 Career Stallers in multiple languages High potentials benefit from the ability to leverage specific competencies they must enhance and grow in order to take on larger roles in their organizations. These tools help establish and implement a scalable talent management foundation. Onpoint uses Lominger Voices 360 due to its robust and sophisticated tools, research based norms, and customizable competencies. www.lominger.com |
| Selection / Development / Succession | The Winslow Assessment System is recognized by experts as being one of the most comprehensive and objective programs to maximize performance, hire with precision and to minimize turnover. The assessment measures 24 personality characteristics in four trait groups: interpersonal, organizational, dedication and self-control. It is the personality of the individual that determines how successful they will be in their career and how content they will be in their personal life.
Selecting best candidate, promoting the right person Winslow is the only selection assessment tool which will not print a test result if it is positively biased. This feature prevents candidates from gaming the system. Applicant selection is one of the most, important aspects of building and maintaining a successful organization. Research proves when a person fails in their career in more than 90% of the time that failure is directly attributed to some aspect of human behavior. Individuals do not usually fail because of lack of education, experience, training, or skills. They fail because their personality is not compatible to the behavioral requirements of their job. The Winslow Dynamics Profile Report will significantly increase the probability that applicants you hire will be successful and achieve their maximum potential in your organization. http://winslowresearch.com/ |
| Strengths/Career Development | Strengths Based Tools: The books, “Strength Finder 2.0” by Tom Rath and “Now Discover Your Strengths” by Marcus Buckingham are a good first step in for a client unaware of his/her talents. Improving awareness of their unique strengths results in the application and maximization of those strengths to work and life. Individuals benefit from clear understanding of their talents and how to use them. Team leaders can discover which talents are lacking and therefore what to look for in new hires. Teams learn to appreciate their individual talents and find that projects can be redistributed to those who have the natural talent for specific types of work. Leaders of those teams discover what to maximize and enhance in their teams, as well as what to access and obtain from outside their immediate organization. Cross functional teams benefit from discovering core attributes of themselves and teammates, cultivating mutual respect necessary for collaboration. Strong Interest Inventory® Assessment is the most widely used and respected career planning instrument in the world. It helps organizations attract and retain the brightest talent and guides individuals in their career search. www.cpp.com |
| Style | MBTI®, Myers Briggs Temperament Indicator is the world’s most trusted and widely used assessment for understanding individual differences and uncovering new ways to work and interact with others. Form Q provides a more richly textured picture of four basic type preferences and behavior. www.cpp.com |
