The Achiever

The Achiever is a unique test that combines mental and personality measurement in one instrument. Its scores are arranged in a normal distribution that easily relates to job requirements and benchmarks of successful performers. The Achiever measures aptitudes and ten personality traits and uses the stanine scoring system to compare an individual’s scores to a benchmark and the Normal Distribution.

Profile Evaluation System® (PES)

The Profile Evaluation System — which benefits business, industry, government, education, and other services — characterizes individuals on a number of psychological traits that are important for job performance. Results allow companies and individuals to maximize the fit between their employment demands and the abilities, aptitudes and personalities of employees or potential employees. When this fit is optimal, employees are more comfortable and productive, and in turn, inefficiency and turnover are minimized.

Hiring the right people is important, but managers should also develop the management and leadership skills of their present employees. Information about individuals and their tendencies is extraordinarily valuable in these contexts as well.

The PES identifies strengths and areas for development so that companies can make sound employment, retention, assignment, training, and promotion decisions. To help with this, the PES features 16 job-related characteristics and includes two validity scales.

Based on the knowledge that strengths in some dimensions can compensate for challenges in others, the system assesses over 100 possible combinations or correlations of personality traits and mental aptitudes. The PES also allows users to customize patterns and benchmarks for the positions within an organization. Managers can use the results to determine which employees’ mental aptitudes and personality dimensions best reflect the characteristics required of certain jobs. When employers use the system in conjunction with other coaching, hiring and interviewing tools, the PES results can help ensure they are treating employees and applicants fairly and without regard to race, color, religion, gender, or national origin.

Developmental Needs Inventory® (DNI)

The Development Needs Inventory — a 360-degree instrument that is administered over the internet — was designed to help managers, supervisors and other leaders to understand their strengths and development needs better. Customized to meet the client’s needs, it consists of 10 Standard Scales and up to 13 Optional Scales. The results of the DNI, along with the Interpretation and Feedback Session, gives participants a sound basis for setting development goals and tracking their development over a period of time. The information facilitates individual growth and progress, increasing the overall effectiveness of the organization.

The Development Needs Inventory was designed with one primary objective in mind … to help leaders lead more effectively. Other objectives which support this primary objective are:

  • To identify a leader’s strengths and most pressing development needs.
  • To help leaders plan for their own leadership development, moving from understanding to action.
  • To assist leaders in making intelligent choices among alternative leadership practices.
  • To call attention to the critical relationship between a company’s structure, culture, and typical leadership practices and the success and failure of a given leadership style.
  • To provide a framework for transitioning from a traditional bureaucracy to a flexible, rapid response team or for making informed choices on why no transition is needed.
  • To help leaders lead in ways that get results that are personally satisfying, morally sound, and that empower, rather than overpower, subordinates.

The DNI serves three purposes:

  1. To help you better understand your own managerial practices, providing a basis for increasing effectiveness as a leader and for planning a more realistic career.
  2. To help you understand how other people in the organization view your leadership practices and determine whether you see yourself as others see you. Armed with these insights, you can test the validity of your own self-perceptions, improve your human relations, lead and manage more effectively, and plan your career more realistically.
  3. To serve as a basis for setting personal development goals and for tracking your development over a period of time.