Leveraging Talent in the Workplace

Talent is a combination of many factors, one of which is behavior. The TTI Success Insights Management-Staff is a report that not only defines unique behavior, but guides the employee and manager in leveraging behavior for success. With this capability, this versatile management tool can be used to hire the right person, get employees off to a fast start, revitalize current employees, improve communication and build sound employee-manager relationships.

Computers Have Manuals—Why Not People?

The key to successful talent management and personal growth is knowledge of each person’s unique behaviors. With this knowledge, people can be effectively coached by maximizing strengths to achieve to achieve the organization’s goals. Apply the results of the Management-Staff report to create improved morale, increased productivity, personal development plans and win-win situations for everyone.

Easy Application in the Workplace

The Management-Staff report can become an extremely valuable contribution to talent management. Easily administered at any time, it takes only 10 minutes to complete the 24-question online assessment. Its insights and versatility position it as an ideal tool for applications such as:

• New Employee Orientation
• Employee Development and Performance Plans
• Retention Strategies for Key Employees
• Coaching and Mentoring Top Talent
• Leadership Development
• Conflict Resolution

Personalized Report Delivers Unique Information

The highly validated assessment immediately produces a personalized report with valuable information unique to the respondent’s behavior. This knowledge empowers both the manager and employee to take action toward effective communication and professional growth by providing insight into the following areas:

• General characteristics: The individual’s preferred work style based on natural behavior
• Value to the Organization: The individual’s contributing behaviors
• Checklist for Communicating: How others can effectively communicate with the individual
• Communicating “Don’ts”: What others should avoid when communicating with the individual
• Communication Tips: How the individual can adapt his/her own communications to other styles
• Ideal Environment: The individual’s preferred work environment
• Perceptions: How the individual views his/her self and how others view the individual
• Descriptors: Words that portray the individual based on each of the four quadrants of behavior
• Natural and Adapted Style: A four quadrant comparison of the natural and adapted style
• Adapted Style: characteristics of the individual’s current adapted style
• Keys to Motivating: The individual’s wants provide the means for motivation in the workplace
• Keys to Managing: The individual’s needs provide the essential areas managers must address
• Areas for Improvement: The individual’s possible limitations identify areas for development
• Action Plan: The individual creates a customized plan based on the results of the report and discussion
• Behavioral Hierarchy: The individual’s behavior style ranked within eight common areas in the workplace.
• Style Insights ® Graphs: an easy visual of the individual’s natural and adapted styles
• The Success Insights ® Wheel: A visual illustration of the individual’s behavioral adaptation

Values: Hidden Motivators

Why do employees sell, manage, consult, or service customers and clients the way they do? What prompts their enthusiastic responses—a happy customer, a big sales contract landed, a tough legal problem solved? What can you do to capture their enthusiasm and leverage their unique talents? The answers to these questions are all based on “values.”

Values are the drivers behind our behavior/abstract concepts in themselves, values are principles or standards by which we act. Values are beliefs held so strongly that they affect the behavior of an individual or an organization.

An individual’s experiences, references, education, and training tell us “what” they can do. Behavioral assessments (DISC) tell us “how” they will do it. Knowledge of an individual’s values tells us “why” they do what they do. Because values lie beneath observable behavior styles, values are not discovered until we have known individuals for a long period of time. Alternatively, we can measure values through the use of a carefully constructed instrument.

TTI Workplace Motivators Report

The Workplace Motivators report identifies six different values categories. These categories represent motivators that are shared by corporations, non-profit organizations, associations, education, and government agencies. The instrument behind the report, Motivation Insights ™ is highly validated and reliable. Norms have been developed for this instrument from thousands of professionals.

The six “value” categories are:

• Utilitarian/Economic—a characteristic interest in money/utility and return on investment
• Theoretical—an interest in the discovery of knowledge and an appetite for learning
• Aesthetic—a relative interest in form, balance, and harmony
• Individualistic/Political—an interest in exerting power and influence
• Social/Altruistic—a keen interest in helping others
• Traditional/Regulatory—a focused interest in following a specific system for living

Report Contents

The textural content of the workplace Motivators report is based on robust statistical analysis, real-time and virtual focus group input, and a database of tens of thousands of people. The personalized report includes:

• An individualized section explaining the respondent’s rankings in General Characteristics, Value to the Organization, Keys to Managing and Motivating, Training, professional development and Learning Insights, and Continuous Quality improvement
• A Norms and Comparisons section (respondent vs. national mean)
• A Values Graph and a Values Wheel (visual representations of results)
• A Values Action Plan affirming strengths and encouraging growth and development
• A Team-Building summary to facilitate sharing with team members

Results And Benefits

Identifying the values drives of individuals, teams, and organizations reduces conflicts, increases talent retention, improve efficiency and productivity, and energizes any group working together toward common goals. The benefits include reduced turnover, enormous cost savings, and increased satisfaction of internal/external stakeholders.

Today, business success is measured in TALENT—the RIGHT talent for the job! The lack of job performance and employee turnover result in missed business opportunities and increased costs. It makes business sense that managers are seeking better ways to accurately assess, develop, and retain top talent. Your search is over! We have a proven assessment that will assist you in these endeavors—the TTI Personal Talent Skills Inventory!

About the Personal Talent Skills Inventory

The Personal Talent Skills Inventory (PTSI) is unique in its ability to assess an individual’s cognitive structure, focusing on three dimensions of thought used in the process of thinking:

• Systematic: the dimension of ideas, thinking, and structure. Systems judgment and self direction are measured.
• Extrinsic: the dimension of things, doing, and events. Practical thinking and role awareness are measured.
• Intrinsic: the dimension of people, feelings, and self awareness. Empathetic outlook and sense of self are measured.

Along with the three dimensions of thought, the PTSI has a direct relationship with mathematics, which is unlike other instruments of its kind. This is one secret behind its ability to measure the core dimensions of how we think. The result is an accurate ranking of PERSONAL TALENT SKILLS describing individual potential for workplace performance.

The overall intent, format, and output of the PTSI are specifically tailored to meet the needs of managers and executives. When combined with an assessment of behavioral traits and values, the PTSI will give you the third component to assess an individual in a way that provides a complete picture of individual talent.

VALIDATION

The PTSI has been validated in over 28 individual validation studies, conducted over 20 years by more than 19 separate examiners. It meets the standards of the U.S. Federal Government Equal Employment Opportunity Commission (EEOC). Ongoing research continues to underscore the value of this unique business tool.

APPLICATION

The PTSI can contribute successfully to a number of business processes requiring effective talent management, including:

• Employee Selection
• Employee Development
• Coaching and mentoring
• Leadership Development

Targeted reports are available to identify key talents required in a number of business positions, such as general employment, management, sales management, sales, and customer service.