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Workplace Assessments
360-degree Assessments | Personality Assessments | MBTI | DiSC | FIRO-B | LPI
360-DEGREE ASSESSMENTS AND FEEDBACK
360-degree assessments are conducted to gather feedback data from the managers and others to help bridge the gap between their strengths, weaknesses, and opportunities for future development. The 360-Degree Assessment process provides each employee with a multi-rater picture of his or her performance as perceived by others. This information is gathered from confidential feedback from supervisors, peers, direct reports, and internal or external customers and put into a detailed 60+ page 360-Feedback report. Aligned with the core competencies found in the Assessments, the 360-Degree report will include a Knowledge Performance Grid, which incorporates the learner's skills knowledge and perception data - providing leaders with the most comprehensive individual leadership profile available. HNA Consulting administers the following assessments:
The 360º for Leaders tool provides each employee with a mulit-sourced picture of his or her performance as perceived by others. Each leader, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and development.
Competencies Measured: • Adaptability & Innovation Primary Audience: Executives, Managers and First-Line Leaders schedule your leadership development assessment: dramy@amyhymes.com
The 360º for Leads provides each employee with a mulit-sourced picture of his or her performance as perceived by others. Each leader, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and stronger leadership skills.
Competencies Measured: • Building Trust Primary Audience: First-Line Leaders, Non-Salaried Leads schedule your management/PM assessment: dramy@amyhymes.com
The 360º for Engineers provides each employee with a mulit-sourced picture of his or her performance as perceived by others. Each leader, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and stronger leadership skills.
Competencies Measured: • Building & Maintaining Relationships Primary Audience: Engineers schedule your engineer assessment: dramy@amyhymes.com
The 360º for Individual Contributors provides each employee with a mulit-sourced picture of his or her performance as perceived by others. Each leader, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and improved leadership skills.
Competencies Measured: • Communication & Interpersonal
Primary Audience: Team Members, Individual Contributors, and Administrative Staff
schedule your individual contributor assessment: dramy@amyhymes.com
PERSONALITY ASSESSMENTS A personality inventory is a questionnaire that is developed to yield a description of a person's personality traits. HNA Consulting administers the following personality assessments: MBTI ® is a valid and reliable self-assessment enabling people to understand why some situations are enjoyable and energizing, while others are uncomfortable and draining based on personality preferences. These preferences can affect personal decisions, ability to work with others, communication, preferred careers, adaptability to change, and other factors of personal leadership and effectiveness.
Measures: Personalityreferences as described by Carl Jung, Isabel Myers, and Katherine Briggs. Measures how individuals: * Direct energy (Extraversion—Introversion) * Take in information (Sensing—Intuiting) * Make decisions (Thinking—Feeling) * Orientate to the environment (Judging - Perceiving).
Outcomes: Enables individuals to understand personal preferences and how these may affect their leadership styles and behaviors. Can reveal potential strengths (gifts) as well as potential “blind spots” or situations where leaders may experience stress or reduced energy/performance. With an emphasis on valuing differences, the MBTI® is also useful in building collaboration within and among teams as well as working effectively with customers and external partners.
The DiSC Profile helps your organization build productive teams, develop effective managers, reduce interpersonal conflict, improve customer service, understand individual behaviors, and improve communication. Dominance: The "D" = Drive. Some people are forceful, direct and results oriented. It represents how people respond to problems and challenges. Influence: The "I" = Influencing. Some people are optimistic, fun and talkative. It represents how you influence others to your point of view. Steadiness: The "S" = Steady.Some people are steady, patient and relaxed. It represents how you respond to the pace of the environment. Conscientiousness: The "C" = Compliance. Some people are precise, accurate and detail oriented. It represents how you respond to rules and procedures set by others.
FIRO-B™ is a self-assessment instrument for improving organizational relationships, team dynamics, and individual effectiveness. The FIRO-B™ is based on the assumption that all human interaction may be divided into three areas: need for inclusion, need for control, and need for affection.
Measures: The FIRO-B™ instrument assesses individual interpersonal needs and the impact of the individual’s behavior in the workplace. Three needs are measured in two dimensions: “expressed” behavior (how much we initiate behavior) and “wanted” behavior (how much we prefer others to initiate behavior).
Outcomes: Enables individuals to manage personal behavior, recognize stagnation and sources of conflict, and to find possible solutions, and increase productivity through awareness of interpersonal dynamics at work.
(The Myers-Briggs Type Indicator®, MBTI®, Fundamental Interpersonal Relations Orientation-Behavior®, and FIRO-B™ are registered trademarks of Consulting Psychologists Press, Inc. The Campbell Leadership Index® and CLI® are registered trademarks of David P. Campbell, PhD. The DiSC® is a registered trademark of Inscape Publishing, Inc.) Consulting Services Organization Development Consulting | Human Resources Consulting
Organization Development Consulting Organization Development (OD) is the process of improving organizations. The process is carefully planned and implemented to benefit the organization, its employees and its stakeholders. The client organization may be an entire company, non-profit organization, volunteer group - or a smaller part of a larger organization. Organization development is an effort that is planned, organization wide and managed from the top of the organization. It is intended to increase organization effectiveness and health through planned interventions in the organization's process, using behavioral science knowledge. The client and consultant work together to gather data, define issues and determine a suitable course of action. The organization is assessed to create an understanding of the current situation and to identify opportunities for change that will meet business objectives. OD differs from traditional consulting because client involvement is encouraged throughout the entire process. The ways in which people communicate and work together are addressed concurrently with technical or procedural issues that need resolution. Industrial-organizational psychologists contribute to an organizations success by improving the performance and well-being of its people. An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems. OD consultants custom tailor established social science theory and methods to organizations seeking to improve profitability, productivity, morale and/or quality of work life. HNA Consulting Organization Development Facilitation Services:
Human Resource Consulting Strategic Workforce Planning | On-Call HR Advice | EEO Investigations | Human Capital Development
We will project future human resources needs to enhance the ROI of today's resources.
You can receive high-quality advice on any number of pressing HR issues, including sexual harassment, disciplining and/or firing employees, leaves of absence, sick leave, performance, and more. We will provide HR Guidance on day-to-day issues by answering questions on HR issues that may arise in the workplace. Staffed by degreed HR professionals and consultants with years of Human Resources experience, we provide trustworthy, confidential and reliable information to ease your workplace demands. Our qualified team will provide customized responses to every question within 24 hours. Allow HNA Consulting to be your HR expert -without the overhead- to assist with all of your human resources needs.
HNA Consulting will investigate and report on any workplace discrepancy including sexual harassment claims, hostile work environment, or management related disputes. We conduct the investigation - you decide on the discipline.
We will train, coach and develop your employees, managers, and leaders to peak performance.
Call us Today For Assistance: (703) 873-7086
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The Development Connection 2008 |
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Management Development 
Leadership Development 
Team and Group Development 
Training Workshops and Seminars 
Corporate Change Inititatves 
Personality Assessments 
