Global Training and Coaching LLC

Assessment Services

Assessment Services

Personal assessments help people learn new things about themselves, understand how they come across to others who work with them, and increase self-awareness. For each assessment, GTC LLC provides access to an online platform on which clients can take the assessment and receive a full report of the results in digital format. Once the assessment results have been received, clients meet either face-to-face or virtually for a personalized debrief session with a certified practitioner from GTC LLC. Here is an overview of the assessments that GTC LLC provides for leaders, staff members, sales professionals, non-supervisory employees, and hiring professionals.

 

Myers-Briggs Type Indicator Personality Instrument (MBTI)                                                                

The MBTI assessment helps individuals discover their personality type. Not only is it designed for people who want to increase their self-awareness, but it can help them to understand how they can best use their personality type both in the workplace and at home. Within organizations, the MBTI framework is used as a foundation to optimize leadership development, interpersonal communication, change management, creation of high-performing teams, stress management, and individual development. Furthermore, schools, colleges, and universities can use MBTI personality assessments to reveal their students’ natural learning styles, enable them to make better decisions about courses and majors, and give them more confidence when choosing a career path.

GTC LLC provides its clients access to an online platform on which to take the assessment. This is followed by a one-to-one session with a certified MBTI practitioner who provides an in-depth debrief and interpretation of the assessment results. The debrief session can be followed up by ongoing individual coaching and/or group training.

The Strong Interest Inventory

The Strong Interest Inventory® (Strong) assessment is used for career development, planning, or change. It looks at the following six broad categories of occupations, or themes: realistic, investigative, artistic, social, enterprising, and conventional (RIASEC). It identifies where a person’s interests lie. It then uses information about the person’s personality and work style, plus empirical data, to find over 100 suitable roles. The roles are ranked to show the 10 most compatible. The Strong is a wonderful way to get people excited about their career possibilities.

 

Thomas-Kilmann Conflict Mode Instrument (TKI)

The TKI is an assessment that reveals which of the five conflict modes an individual may be using too much, too little, or just right. This online assessment creates self-awareness about an individual’s conflict-handling behavior. Not only will clients gain knowledge about using each of the five conflict-handling modes, but they will also sharpen their skills for resolving a variety of conflicts and problems encountered either at work or at home. Each individual who takes the TKI assessment can also take the MBTI personality assessment to discover how their personality type influences the conflict mode they tend to use most often. The TKI is also ideal for use within teams in order to help them effectively resolve conflicts that arise among team members.

 

 

Genos Emotional Intelligence Assessments                      

Everyone has emotions. It‘s a simple fact – a part of our being human. Whether we realize it or not, these emotions impact us every day. They also impact those around us, both in the workplace and in our personal lives. Studies have shown that high levels of emotional intelligence boost career success, mental health, relationships, and happiness. Higher levels of emotionally intelligent workplace behavior are also the best antidote to work stress and building personal resilience. GTC LLC is a certified reseller of the Genos International emotional intelligence products that include four types of assessments:

  • Workplace behavior reports for individuals and teams who want to develop their emotional intelligence
  • Leadership behavior reports for leaders who want to better connect, influence, and inspire others
  • Sales behavior reports for salespeople who want to be more capable of regulating their own emotions, adapting, and authentically connecting with the emotions of buyers to create positive and productive interactions
  • Selection reports for hiring managers who want to measure how often a candidate demonstrates emotional intelligence in the workplace.

Clients can choose to do a self-assessment in which they assess their own emotional intelligence. A second option is to undergo a 180° assessment which contains feedback from one colleague group in addition to an optional self-assessment. A third possibility is to undergo a 360° assessment which provides information about how well an individual demonstrates emotionally intelligent behavior, how important it is to colleagues that they do so, and qualitative comments from multiple rater groups.

When using the selection reports, hiring managers can use emotional intelligence measures as an additional means of making the best possible hiring decisions.

 

Hogan Personality Assessments

Hogan assessments enable businesses to dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential.

The Hogan assessments predict job performance by assessing normal personality, derailment characteristics, core values, and cognitive reasoning ability. The assessments are grounded in decades of research and evaluate every major job family from bank teller to CEO. The three main Hogan assessments are the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI).

The HPI—often described as the bright side of personality—explains how people relate to others when they are at their best. Whether the goal is to find the right hire or develop stronger leaders, assessing personality gives organizations valuable insight into how people work, how they lead, and how successful they will be in an organization.

The HDS—often referred to as the dark side of personality—measures characteristics that emerge in times of increased strain. If left unchecked, these characteristics can disrupt relationships, damage reputations, and derail people’s chances of success. By assessing the dark side of personality, people can recognize and mitigate performance risks before they become a problem.

The MVPI describes the core goals, values, drivers, and interests that determine what people desire and strive to attain. It provides insights into the elements that give people energy and motivation. The MVPI is typically used to ascertain:

  • An individual's compatibility with an organization’s culture.
  • Factors that motivate an employee.
  • The type of career for which an individual is best suited.
  • The type of leadership environment an individual might create.

GTC LLC is a certified Hogan practitioner and offers several online Hogan assessments listed below. Additionally, GTC LLC provides a one-on-one feedback session with a certified Hogan practitioner for individuals who have completed any of the following assessments:

 

 Cumulative Reports

 Leadership Forecast Series

 The series is based on the HPI, HDS, and MVPI. It provides the following benefits to leaders at the top:

  • The most robust and thorough development data possible.
  • A complete understanding of performance capabilities, challenges, and underlying motivators.
  • A five-step development planning worksheet and career development primer.

It is recommended to be paired with a one-on-one feedback session, allowing leaders to be well-equipped to build high-performing teams and thriving organizations.

Summary Report

 This report is based on the HPI, HDS, and MVPI and provides a comprehensive summary of an individual’s strengths, values, and challenges. It is:

  • Available both with and without assessment scores included.
  • Designed to help understand performance potential and any barriers to achieving it.
  • Includes a snapshot of the individual’s interpersonal performance (i.e., a way to evaluate the fit between an individual’s values and those of an organization) and a primer for thinking about performance improvement.

Coaching Report

 The Coaching Report is based on the HPI, HDS, and MVPI, and it:

  • Serves as a guide through the development planning process.
  • Helps bring together the results from the Leadership Forecast Reports (and any other assessment data that an individual may have).
  • Integrates those results into a comprehensive plan.

High Potential Talent

 This report is based on the HPI, HDS, and MVPI. Additionally, it:

  • Equips an organization’s high-potential talent to become the next leaders.
  • Features competency-based individual strengths and ranked areas of actionable development.
  • Highlights areas where focus and attention should be targeted, resulting in maximized leadership potential.

Insight Series

This report:

  • Is based on the HPI, HDS, and MVPI.
  • Is intended for selection and development of emerging and mid-level managers.
  • Includes discussion points to help spark development conversations or provide interview context.
  • Includes main scale and subscale scores, as well as interpretation of main scale scores.

Flash Report

The Flash Report graphically displays the main scales and subscales of the HPI, HDS, and MVPI.

Leader Focus Report

This report is:

  • Based on the HPI and MVPI and includes six leader-style competency scores.
  • Meant for entry-mid-level managers and leader populations who want to develop strategic self-awareness.

Emotional Intelligence (EQ) Report

This report is based on the HPI and HDS assessments. Additionally, it:

  • Provides an overall EQ score and feedback for six EQ competencies.
  • Includes a summary of likely behaviors, score pros and cons, and discussion points.

 

Hogan Selection and Development Reports

HPI Potential Report: (standalone report)

This report:

  • Explores day-to-day leadership styles under normal conditions.
  • Includes an introduction, background, and scale-by-scale description with a full-page graph.
  • Provides graphs for each scale with narrative descriptions of behavioral and leadership implications as well as a competency analysis.

Insight Report: (standalone report)

The Insight Report:

  • Is intended for selection and development of emerging and mid-level managers.
  • Includes discussion points to help spark development conversations or provide interview context.
  • Includes HPI main scale and subscale scores, as well as an interpretation of main scale scores.

Manager Report

This report:

  • Is given to the hiring manager of a new employee.
  • Identifies behaviors that may erode the relationship between employee and manager.
  • Outlines strengths of the employee that will complement job fit and provides tips for ways to optimize performance.

Career Report

The Career Report:

  • Provides guidance for career development.
  • Is useful as a development tool for a first-time manager.

 

Hogan Development Survey (HDS)

Challenge Report: (standalone report)

The Challenge Report:

  • Explores behaviors that can inhibit leadership effectiveness in times of stress, novel or ambiguous situations, or heavy workloads.
  • Includes an introduction, background, and scale-by-scale description as well as a full-page graph.
  • Provides graphs for each scale with narrative descriptions of behavioral and leadership implications as well as a competency analysis.

Insight Report: (standalone report)

This report:

  • Is intended for the selection and development of emerging and mid-level managers.
  • Includes discussion points to help spark development conversations or provide interview context.
  • Includes HDS main scale and subscale scores, as well as an interpretation of main scale scores.

 

Motives, Values, Preferences Inventory (MVPI)

Values Report: (standalone report)

This report:

  • Explores the motives, values, and goals that identify the best working environment for an individual.
  • Predicts individual fit with a career, team, and organization.
  • Includes an introduction, background, and scale-by-scale description as well as a full-page graph.
  • Provides graphs for each scale with narrative descriptions of behavioral implications, leadership implications, and environment fit.

Insight Report: (standalone report)

The Insight Report:

  • Is intended for selection and development of emerging and mid-level managers.
  • Includes discussion points to help spark development conversations or provide interview context.
  • Includes MVPI main scale and subscale scores, as well as interpretation of main scale scores.

Compass:

The Compass Report:

  • Can be used to choose an occupation or identify the type of organization in which an individual would be happy working.
  • Provides essential information for career planning process.

Hogan 360

The Hogan 360 Report:

  • Helps individuals and leaders at any level better understand how they are perceived by managers, peers, direct reports, and others.
  • Uses an easy-to-interpret leadership framework.
  • Offers constructive feedback and sets priorities for improvement. It is useful for development purposes.