FAQ About Behavioral Assessments

Q – What kind of Assessments does Blue Gill offer?
           
A -  There are numerous Assessments.  Knowing when to use which one is very important.  At Blue Gill, we want to know what does a Company want to know.  Is the information for hiring, improving communication, employee development, retention strategies, improving team performance or simply to be a better a communicator and so on? When the goals have been established, the proper assessment is selected. 

Her are some assessments we use frequently:

Sales Performance
Sales Management
Team Effectiveness
Career Insights Coaching opportunities
Leadership-Management Effectiveness
Emotional Intelligence
Coaching for Improved Work Performance
Workplace Motivators

Benefit - A basic Success Insights assessment measures:

• Strengths and weaknesses
• Typical responses to obstacles
• Capacity to influence others
• Ability to conform to rules and procedures
• Response to the pace of the environment
• Value to the organization
• Keys to communication
• The respondents preferred environment
• Keys to motivating and managing

Q -  We hear much today about incentives and how to motivate employees.  Is there an assessment that can determine an employee’s motivators?

A  -   Yes and No.  Although many have tried, behavior cannot be changed simply by a discussion, an assessment or training. 

Behaviorists tell us there must be an accompanying Attitude Change for any behavior to change.  That being said, there is much to be learned by knowing what the Workplace Motivators are to an employee.  We can measure that with our Workplace Motivators assessment.

The Personal Interests, Attitudes and Value assessment measures the responses in each of six attitudes:  theoretical, utilitarian, aesthetic, social, individualistic, and traditional.  This computerized report shows the six attitudes compared to a recently validated national average.  The TTI Success Insights PIAV report provides information on why your actions can positively impact your life.

Q  - What about Sales Performance Assessments?

A  - Our Sales Performance Assessment measures the following:

The information in this Assessment can provide key information on how a person might respond in a sales situation, what kind of sales they prefer, how they communicate to prospects, what their Strengths and Weaknesses might be in sales and how to manage their performance.  Competencies in sales are identified.

Benefits - This information might be used to:

• Show how to spot winners and establish a reliable method of choosing salespeople.
• Evaluate the performance of both new and existing salespeople.
• Show managers how to get the most out of the sales team.
• Coach the sales team for maximum results.
• Pick the salesperson who best fits the present needs of the company.

• Bring a salesperson out of a sales slump and back on a winning track.
• Reduce employee turnover and new training costs.
• Boost your sales

Q - How about building an Effective Team?  Some members of my team simply shut down at a meeting where others never quit offering ideas.  Can I measure any of these behaviors?

A - Yes.  The assessments can provide important insight for a person to begin to understand how people behave.  The information provides a firm foundation for beginning to improve work performance because knowing the style of others on a team fosters more communication. 

Benefits – Having the following information and more can simply expand the team members’ understanding of the members of the team.  They can learn when and how to lean on someone’s strengths and how to offset their weaknesses.  Vital information to companies who depend on team performance.

• Increased team effectiveness
• Improved communication between team members
• Greater understanding of why each team member behaves and reacts the way

Q - What about Emotional Intelligence? 

A - Our behavioral assessments measure the following characteristics in our EQ Assessment:

• The intrinsic, extrinsic, and systemic dimensions of thought
• Strengths
• Areas to focus improvement
• Competency in emotional intelligence skills:  communication skills, interpersonal skills, personal motivators, self awareness, self management, social awareness, and social skills

When should it be used?
The Emotional Intelligence assessment can be used in employee valuation, team environments, employee selection, and leadership development.