Assessment

Part of the role of a manager is to develop staff through training, mentoring and coaching.  This process is not limited to the twice-a-year performance process, but instead it is on-going.  Coaching for Development uses the GROW model –a pure “asking” model—to enable a manager to help employees create a development plan they can own.  GROW is best suited to addressing development needs--i.e. an employee who want to prepare for a promotion or bigger role—and is not intended to be used for performance improvement.

• Value the role of manager as a developer of people.

• Assess the organizational value of a variety of development opportunities.

• Identify which individuals are ready for development.

• Use effective asking and listening techniques.

• Follow a process for coaching using GROW methodology.

The Hogan Leadership Series are a selection of personality assessments used for coaching and awareness building for leadership development. The assessments highlights individual strengths, values, and challenges. The results of which provide a snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior. TRI deploys the Hogan Assessment on an individual or team-based basis and can integrate the Hogan into the interactions of our experiential simulations.

• Provide an in-depth look at a leader’s performance capabilities, challenges, and core drivers.

• Gain strategic self-awareness to leverage your strengths and how to avoid behaviors that get in the way of success.

• Gain insight into the culture you create as a leader for your team based on your motivators and values.

• Understand how others are likely to see your day-to-day behaviors and overall leadership performance.

• Become aware of your performance risks, or potential derailers, and learn how to manage them.

• Uncover core values, motivators, and potential unconscious biases that can affect leadership style.

The way you learn is the way you approach life in general. It is also the way you solve problems, make decisions, and meet life’s challenges. Learning occurs in any setting and continues throughout your life. The experiential learning process supports performance improvement, learning and development. The Kolb Learning Styles Inventory, or KLSI, is an assessment based on David Kolb’s experiential learning theory. The KLSI is designed to help individuals identify the way they learn from experience. In this module, we also review the learning cycle and how to navigate learning and the learning of your colleagues. TRI deploys the KLSI assessment on an individual or team-based basis and can integrate the KLSI into the interactions of our experiential simulations.

• Connect learning to all life’s adaptive processes, such as decision-making and adapting to change.

• Identify the four modes of the learning process and the roles of grasping and transforming.

• Connect the learning process with the structure and function of the brain.

• Define the concept of learning style and debunk common myths.

• Identify one’s learning preferences, their implications and impact.

• Describe the benefits of learning flexibility in life and work.

• Apply new knowledge to become more effective in any situation.

• Improve communication and decrease conflict with others whose styles are different.

• Implement an action plan for personal and professional development.

The Myers Briggs Type Indicator -- MBTI® -- is a self-report questionnaire designed to help individuals understand themselves better using the framework of psychological type defined by Swiss psychologist Carl Jung.   In this robust and interactive session, participants will explore elements of their personality through a series of exercises and games as a means to pinpoint their preferences.  These preferences produce one of 16 possible four-letter type results which provides a remarkably accurate description of one’s personality traits.   The MBTI is also an excellent tool for individual personal development.  Participants can use Type to identify their strengths, motivations, and development areas. 

• Identify their unique personality type and preferences

• Clearly distinguish between preferences (what’s done on instinct) and behaviors (what you consciously choose to do, given the situation)

• Recognize that opposing reactions and behaviors exist – both positive and negative

• Learn to appreciate the benefits of opposite Type and value the contributions of all Types

• Use Type awareness to build diverse teams that function effectively