ASSESSMENTS

Before Rowpoint business trainers and coaches begin work with you or your team we will administer an “Assessment”  customized to the type of business training or coaching you seek.  Whether Business Leadership, Sales, Sales Management or Public Speaking  we have a specific assessment designed to help us gauge exactly where you or your organization are at professionally and where you want to go.  The more detailed information we have to start with the better we can help guide you to achieving your business and leadership goals.

Here are the outlines for the business assessments we utilize in our Leadership, Management and Sales Programs including the Predictive Index or PI, the DISC Assessment, Emotional IQ, Leadership IQ and Advanced Sales IQ to name just a few.

  1. Management style

The purpose of this management and leadership test is to:

– increase your understanding of management and leadership and the distinction between transformational and transactional styles

– benchmark your performance and potential against other managers on leadership level, leadership style and situational leadership effectiveness

– give you some practical tips and suggestions about how to improve your leadership style and competencies and become a better leader

Management is about business administration and continuous improvement whereas leadership is about strategic thinking, creativity and innovation, and transformation. Great leaders transform and manage organizations through a combination of transformational leadership competencies and transactional management competencies.

What the test measures

The ROWPOINT  Management Style  assesses 30 transformational and transactional competencies covering 6 key areas: strategic and creative thinking, leading and deciding, developing and changing, implementing and improving, communicating and presenting, and relating and supporting. For more information about what the test measures and its technical properties, click here…

Theory behind the test

The ROWPOINT  Management Style  scales emerged from a review of the leadership literature on leadership competencies, transformational versus transactional style, people versus task orientation and situational leadership effectiveness. The MLQ30 is a modern psychometric test that enables respondents to benchmark their style and competencies against other managers and professionals.

Who your responses are
compared with

An international comparison group of over 1,000 senior, middle and first-level managers with equal numbers of men and women. The average age of the sample is 37, and the sample is made up mostly of respondents from the USA, Canada, the UK, Australia and New Zealand.

What the report covers

The feedback report contains 5 sections covering leadership level, management versus leadership style, task versus people orientation, situational leadership effectiveness and leadership competencies. The report also provides access to a downloadable leadership development booklet.

How long the test takes

15-20 minutes.

 

  1. Employee Motivation/Engagement Assessment

Over 70,000 people have taken our personality and motivation assessments

 The purpose of this test is to:

– increase your understanding of the factors that motivate people

– help you understand the things that increase and reduce your motivation

– give you an idea of how far these exist in your current job

 

 

Technical Specification
Background This test is designed to throw light on the things that affect your drive, commitment, and performance. It provides an assessment of what you are looking for in an ideal job, and an indication of how far these existing in your current work.
What the test measures The Motivation Assessment measures twenty motivation dimensions covering five global factors – Drive, Control, Challenge, Relationships and Rewards. For information about the reliability and validity of the test,
Theory behind the test The Motivation Assessment covers dimensions were identified as a result of a literature search of the psychology of job motivation.
Who your responses are
compared with
An international comparison group of just over 3,000 working people between the ages of 16-65. Respondents came mostly from the USA, Canada, the UK, Australia and New Zealand, Singapore, and South Africa.
What the report covers Your report provides a profile of the factors that increase and reduce your job motivation, and an assessment of how well your current position meets your preferences (8 pages
How long the test takes 15-20 minutes.
What the test costs

Varies depending on number of assessments ordered.

Test standards

This test meets the key standards for reliability and validity of a modern psychometric instrument set out in the EFPA review criteria.

Email us for a sample. info@rowpoint.com

  1. ROWPOINT Sales Ability assesses

Over 70,000 people have taken our personality and sales tests

 The purpose of this test is to:

– increase your understanding of advanced selling skills

– give you an idea of your strengths, weaknesses and mid-range skills

– improve your ability to deal with customers and achieve sales targets

 

Technical Specification
Background Sales people are being constantly challenged to find new and innovative ways to meet client expectations from customers who face greater choice, and who are becoming more sophisticated and demanding. This test identifies advanced selling skills for today’s higher-grade customer-facing roles in a global sales environment.
What the test measures The ROWPOINT  Sales Ability assesses thirteen diverse advanced sales competencies needed for high level customer interaction. It covers 156 selling skills.
Theory behind the test The ROWPOINT  Sales Ability assesses dimensions were identified from a review of the literature on the psychology of selling.  The ipsative SSQ compares your skills in one area to those in another area, and produces a differentiated list of the skills that you find easier and harder without reference to other people. The normative SCQ compares your selling skills to a large norm group showing how your skills compare with those of other sales people.
Who your responses are
compared with
An international comparison group of over 3,000 respondents. The group includes respondents from the USA (the majority), Canada, UK, Australia, New Zealand, Singapore, and South Africa.
What the report covers A summary assessment of your perceived strengths, mid-range skills and improvement areas along with a description of where you stand on each competency along with development advice. (16 pages).
How long the test takes 15-20 minutes.

 

  1. 4. Transformational Leadership Assessment (Leadership IQ)

Over 100,000 people have taken our leadership assessments

The purpose of this test is to:

– increase your understanding of what transformational leadership is

– give you an idea of your current style and competencies compared to others

– improve your ability to act as a transformational leader

 

Technical Specification
Background Transformational leadership significantly increases organizational performance, is positively linked with long-term market share and customer satisfaction, generates higher commitment from employees, reduces employee stress, and enhances employee job satisfaction and well-being.
What the test measures How far you appear to have a transformational leadership style based on an assessment of eight competencies relevant to transformational leadership. For information about the reliability and validity of the test,
Theory behind the test According to Bernard bass, transformational leadership occurs when leaders “broaden and elevate the interests of their employees, when they generate awareness and acceptance of the purposes and the mission of the group and when they stir their employees to look beyond their own self-interest for the good of the group.
Who your responses are
compared with
An international comparison group of over 6,000 respondents. The group includes respondents from the USA (the majority), Canada, UK, Australia, New Zealand, Singapore, and South Africa.
What the report covers Your overall leadership style and your score on each of the eight transformational leadership competencies (7 pages).
How long the test takes 15-20 minutes.

 

  1. Advanced Sales IQ Assessment (ASIQ)

Over 70,000 people have taken our personality and sales tests

 The purpose of this test is to:

– increase your understanding of advanced selling skills

– give you an idea of your strengths, weaknesses and mid-range skills

– improve your ability to deal with customers and achieve sales targets

 

Technical Specification
Background Sales people are being constantly challenged to find new and innovative ways to meet client expectations from customers who face greater choice, and who are becoming more sophisticated and demanding. This test identifies advanced selling skills for today’s higher-grade customer-facing roles in a global sales environment.
What the test measures The (ASIQ) assesses thirteen diverse advanced sales competencies needed for high level customer interaction. It covers 156 selling skills.
Theory behind the test The (ASIQ)dimensions were identified from a review of the literature on the psychology of selling.  The ipsative (ASIQ) compares your skills in one area to those in another area, and produces a differentiated list of the skills that you find easier and harder without reference to other people. The normative SCQ compares your selling skills to a large norm group showing how your skills compare with those of other sales people.
Who your responses are
compared with
An international comparison group of over 3,000 respondents. The group includes respondents from the USA (the majority), Canada, UK, Australia, New Zealand, Singapore, and South Africa.
What the report covers A summary assessment of your perceived strengths, mid-range skills and improvement areas along with a description of where you stand on each competency along with development advice. (16 pages).
How long the test takes 15-20 minutes.

 

  1. Stress Assessment

Over 150,000 people have taken our health and well-being assessments

 The purpose of this test is to:

– increase your understanding of the factors causing stress in your life

– give you an idea of the severity of your stress symptoms

– indicate the possible impact of your personality and different coping styles

 

Technical Specification
Background In the workplace and at home, stress and other difficult situations are at an all-time high. Factors such as job insecurity, long hours, continuous change and unrealistic deadlines can cause serious problems for workers. On the home front, going through a divorce, caring for children or elderly parents or dealing with a life-threatening illness are common situations that put people under stress.
What the test measures The SA assesses seventeen dimensions of stress covering possible sources, common symptoms, coping style, personality factors, and impact on mental health.
Theory behind the test A literature review indicated that a comprehensive stress assessment needed to take account of potential stressors such as work, relationships, parental responsibilities; critical life incidents;  common symptoms of stress; coping strategies; personality; and, the impact of stress on mental health.
Who your responses are
compared with
An international comparison group of over 20,000 respondents between the ages of 16 and 65. The group includes respondents from the USA, Canada, UK, Australia, New Zealand, Singapore, and South Africa.
What the report covers The SAQ report is designed to help you understand the things that may be causing stress in your life and how you respond to pressure and stress. It is intended to clarify things for you but it cannot in any way replace a formal assessment by a qualified mental health professional (9 pages). See sample report…
How long the test takes 10-15 minutes.

 

 


  1. Emotional Intelligence Questionnaire (EQ)

Over 70,000 people have taken our emotional intelligence assessments

 The purpose of this test is to:

– increase your understanding of your own and other people’s feelings and emotions

– give you an idea of your current EI level compared to others

– improve your ability to manage and make the most of your feelings and emotions

 

Technical Specification
Background Emotional intelligence is a set of acquired skills and competencies that predict positive outcomes at home, in school, and at work. People who possess these are healthier, less depressed, more productive at work, are higher earners, and have better relationships.
What the test measures The EQ measures 16 emotional competencies covering the ability to accurately perceive emotions in oneself and others, use emotions to facilitate thinking, understand emotional meanings, and manage emotions.
Theory behind the test The test is based on the emotional intelligence model of John Mayer and Peter Salovey. Mayer and Salovey have defined emotional intelligence as an ability to recognize the meanings of emotion and their relationships, and to reason and problem-solve on the basis of them.
Who your responses are
compared with
Your responses are compared with an international comparison group of over 40,000 people who have taken the test. The average age of the group is 36, and the group includes working people from a wide range of occupations and managers of all levels.
What the report covers Your report provides an assessment of your overall emotional intelligence, your profile on the 4 key ability areas, and your scores on each of the 16 emotional competency scales (8 pages).
How long the test takes 15-20 minutes

  1. Leadership 360

Dynamic, effective leaders are constantly honing their skills and investing in their own personal development. The Leadership360 Assessment is based on eight leadership abilities that are demonstrated by outstanding leaders. The Leadership360 survey is a powerful and significant tool that will help you improve your leadership effectiveness. It measures your current attitudes and abilities in eight major leadership abilities.

  1. Communication Skills – The art of using words effectively to impart information or ideas in ways that resolve conflicts. Conducts constructive meetings. Expresses facts and ideas in an understandable and convincing manner. Listens well and considers other’s opinions before coming to conclusions. Does not interrupt others. Master of self-awareness and self-management in coping with stressful situations. Mastery of self-awareness and self-management in coping with stressful situations.
  2. Decision Making – The process by which one makes a conscious selection of a course of action from among available alternatives that is based on the best information available. Such a selection or decision is done in a timely manner appropriate to the challenge at hand. Important characteristics of good decision-making include influencing others of a wise course of action, carrying through on the course of action identified, and sound logic.
  3. Promotes Innovation and Change – To create a work environment that encourages creative thinking and justifiable risk-taking. Being open to change and new information. Adapting behavior and work methods in response to new information, tolerating ambiguity, changing conditions, or unexpected obstacles. Identifying opportunities to develop new products and services.
  4. Working Relationships – Creates an environment that encourages input and feedback by attentive listening. Positive responses and openness to alternative concepts by valuing diversity of ideas and cultural differences. Fostering an environment in which people can work together cooperatively and effectively in achieving organizational goals. Establishing and maintaining good working relationships with direct reports, peers, supervisor, and outsiders, as well as internal organizational units.
  5. Leadership Skills – Creates a vision or goal for one’s work unit and communicates it in a way that motivates others to implement it. Empowering people by sharing power, authority, and delegating responsibility. Actively builds staff’s trust and commitment by mentoring, fostering good working relationships, and acting selflessly and with integrity.
  6. Coaching Skills – Seeks out the very best of “what is” in terms of another’s values, beliefs, and behaviors to help ignite “what might be.” Helps people clarify their career goals and actively develop skills needed to achieve those goals. Continually challenges people to improve performance, while providing frequent and helpful development discussions and feedback.
  7. Utilizes The Strengths of Others and Self – As discussed on page 2, leaders focus most of their time developing and using their strengths, and a smaller portion of time trying to overcome their shortfalls. Of course, you still have to work on strengthening your shortfalls, particularly those that have a significant impact on your productivity.
  8. Team Development – Has the ability to influence a group of diverse individuals, each with their own goals, needs, and perspectives, to work together effectively for the good of the team. Insures that team members understand their roles and responsibilities, while encouraging mutual accountability for successes and failures. Works cooperatively with other parts of the organization by building trust, creating synergy, and recognizing successes.

If you are an upper-level leader or executive, you will benefit from reassessing the leadership qualities that brought you to your current position.

As a supervisor or mid-level leader, you’ll identify your current strengths and the areas where you need to improve.

As a new and developing leader, you’ll have a clear set of guideposts on which to base your growth.

The Leadership360 questionnaire takes approximately 8-10 minutes to complete. It is both a catalyst and a road map for change, awareness, and development of your personal leadership qualities. Find out how you can be a more effective leader!

  1. The DISCstyle™ Online Report
  2. An indisputable fact is that people prefer to interact with people they like. The ability to create rapport with people is a fundamental skill in sales, management, personal relationships, and everyday life. The goal of the DISCstyles is to help you create personal chemistry and productive relationships. You do not have to change your personality; you simply have to understand what drives people and recognize your options for effectively dealing with them. DISCstyles teaches you powerful life skills that will serve you well in all your relationships: business, social and family.

The DISCstyles online assessment is a resource for individuals and organizations desiring to improve performance, increase productivity and to positively persuade other people.

Unlike many other behavioral assessments, our 34-page reports are as much prescriptive as they are descriptive! In other words, we spend as much time teaching you how to improve your own productivity and interpersonal interactions as we do describing your natural DISC behavioral style. We realize that you are about to invest money and time in our online assessment, so we want you to come away with fast, effective learning strategies that get you results immediately. The DISCstyles report has two parts:

PART I – UNDERSTANDING YOURSELF

  • Your DISC Graphs
  • Your Behavioral Style Overview
  • Strengths and Struggles
  • Management Strategies
  • What Motivates Your Style
  • Work Preferences for Your Style
  • Communication Tips for Other
  • Summary of Your Style

 PART II – APPLICATION OF DISC STYLES 

  • Application, Application, Application
  • The Four Basic DISCstyles Overview Chart
  • How To Identify Another Person’s Behavioral Style
  • What is Behavioral Adaptability?
  • How to Modify Your Directness and Openness
  • Tension Among the Style
  • Action Plans With All Four Styles
  • How to Adapt to the Different Behavioral Styles

The DISCstyles Assessment is valuable for individuals and all types of organizations; public or private; large or small.

Our proven, scientific measurement tool will assist you in specific areas that directly impact productivity:

  • Improving Executive Team Performance
  • Developing Leaders
  • Making Smarter Hiring Decisions
  • Increasing Employee Retention
  • Leading People More Effectively Through Improved Communication
  • Increasing Profitability
  • Growing Sales

11.The Values Assessment

The Online Values Assessment is a combination of the research of Dr. Eduard Spranger and Gordon Allport into what drives and motivates an individual. The seven dimensions of values discovered between these two researchers help understand the reasons that drive an individual to utilize their talents in the unique way they do.This Values Index will help you understand your motivators and drivers and how to maximize your performance by achieving better alignment and passion for what you do.

The Online Values Assessment measures seven dimensions of motivation:

  • Aesthetic – a drive for balance, harmony and form.
  • Economic – a drive for economic or practical returns.
  • Individualistic – a drive to stand out as independent and unique.
  • Political – a drive to be in control or have influence.
  • Altruistic – a drive for humanitarian efforts; help others altruistically.
  • Regulatory – a drive to establish order, routine and structure.
  • Theoretical – a drive for knowledge, learning and understanding.

The Online Values Assessment uses a click & drag approach to ranking the various statements in the instrument, which makes taking the instrument more intuitive, natural and in the end you can actually create the order you see in your mind on the screen.

The Online Values Assessment instrument contains the most contemporary list of statements to make your choices more relevant to your life today, which helps ensure the most accurate results possible.

Can be used as part of Leadership, Management, Sales, Relationships & sales Development and recruiting.

  1. The DISCstyle™ Sales Report ( Used as part of an all day training and coaching curriculum)

Has your sales approach ever succeeded with one person, then “bombed out” with the very next prospect? We all have experienced this and shrugged it off thinking, “That’s just the way it is.”

However, things do not have to be that way. Nearly every sales interaction with each prospect can be a success… if you know how to adapt to different buying styles!

If you are interested in improving your sales results—immediately—we recommend that you start by taking the DISCsales online assessment first, so you can practice the proven techniques described within the report.

You’ll first discover the strengths and weaknesses of your DISC behavioral style. The DISCsales report will then help you to hone your ability to recognize the “style mode” being displayed by another person so you can then make small adaptations in the pace and focus of the conversation, which is the quickest, surest path to sales mastery!

There are five definable phases to most every buying cycle (see the five phases below in part II of the report outline). Successfully guiding prospects through each phase will lead to more and better sales and positive outcomes for both of you.

The DISCsales online assessment is a resource for individuals and organizations desiring to improve sales and service performance and to positively persuade other people.

Unlike many other behavioral assessments, our 34-page reports are as much prescriptive as they are descriptive! In other words, we spend as much time teaching you how to improve your own productivity and interpersonal interactions as we do describing your natural DISC behavioral style. We realize that you are about to invest money and time in our online assessment, so we want you to come away with fast, effective learning strategies that get you results immediately. The DISCsales report has two parts:

PART I – UNDERSTANDING YOURSELF

  • Your DISC Graphs
  • Your Behavioral Style Overview
  • Strengths and Struggles
  • Management Strategies
  • What Motivates Your Style
  • Work Preferences for Your Style
  • Communication Tips for Others
  • Summary of Your Style

 PART II – APPLICATION OF DISC STYLES 

  • Application, Application, Application
  • The Four Basic DISCstyles Overview Chart
  • How To Identify Another Person’s Behavioral Style
  • What is Behavioral Adaptability?
  • How to Modify Your Directness and Openness
  • Tension Among the Styles
  • Action Plans With All Four Styles
  • Building And Maintaining Rapport Throughout The Selling Cycle
  • Phase 1: Building Rapport During Initial Contact
  • Phase 2: Maintaining Rapport in the Exploring Stage
  • Phase 3: Maintaining Rapport in the Collaborating Stage
  • Phase 4: Maintaining Rapport in the Confirming Stage
  • Phase 5: Maintaining Rapport in the Assuring Stage
  • Summary of Selling Each IDSC Style in Each Phase of the Sales Process

The DISCstyles Assessment is valuable for individuals and all types of organizations; public or private, large or small.

Our proven, scientific measurement tool will assist you in specific areas that directly impact productivity:

  • Improving Executive Team Performance
  • Developing Sales Leaders
  • Making Smarter Hiring Decisions of Sales Reps
  • Increasing Employee Retention
  • Leading People More Effectively Through Improved Communication
  • Increasing Profitability
  • Growing Sales

 

  1. The Change Management Effectiveness Profile ( Used as part of an all day training and coaching curriculum)

The only constant in today’s business environment is… change.

How you handle change will determine if you become a victim or the victor!

When you hone your “change agent” skills, you are seen as a visionary leader that others are compelled to follow. You become an adaptive, charismatic sales professional that buyers prefer to choose. You can rise to the top of any chosen profession; earning the respect of clients and colleagues alike.

The nature of change has many forms. Sometimes change is highly personal; related to a significant shift in circumstances and perspective about people or your environment. At other times, change is initiated by an organization. Change may be small-scale; affecting individuals or pieces of the organization. Change may roll in like a tsunami; impacting an entire organization.

Change that is evolutionary and incremental is called ORGANIC change. Change that is dramatic and transformational is called STEP-CHANGE. Whatever form it takes, change needs to be managed. This assessment will help you through the process of managing change in any form.

The Change Management Effectiveness Profile will help you master seven skills:

  1. Proactive Thinking 
  2. Organization for Change 
  3. Involving Others 
  4. Visualizing the Future 
  5. Communicating Clearly 
  6. Breaking from the Past 
  7. Consolidating New Learning 

Right this moment you are contemplating a purchasing decision. You are wondering if parting with a few dollars is too risky without a certain outcome guaranteed to you in writing. If you are still wavering, then you have just answered your own question about needing help managing change.

 

13.The Dealing with Conflict Instrument (DCI) ( Used as part of an all day training and coaching curriculum)

This instrument examines your use of the five different conflict-handling styles:Conflict is a natural part of everyday interpersonal interactions. Learning how to effectively deal with conflict will help you reduce stress while improving all of your relationships.

  1. Accommodate 
  2. Avoid 
  3. Compromise 
  4. Compete 
  5. Collaborate 

The styles in which you had the highest score will tend to dominate your behavior in conflicts. Regardless of your dominant style, there will be situations in which that style is the most appropriate for effective conflict resolution. Sometimes, however, another style would be more effective. By increasing your mastery of all five styles and enhancing your ability to assess conflict situations, you will be better able to effectively match the situation with the most productive conflict-handling style.

In addition to the style descriptions, the online assessment report includes tips and techniques to help you implement each style more effectively. These are designed to increase your level of comfort in using each style and give you greater control over conflict processes and outcomes. You can broaden this assessment by receiving feedback on your conflict-handling style from your peers, managers, direct reports, clients, and other individuals with whom you interact on a regular basis. This additional information will give you insight into how others perceive you when resolving conflicts.

14.The Diversity and Cultural Awareness Profile ( Used as part of an all day training and coaching curriculum)

PART OF CULTURAL DIVERSITY CURRICULUM –click here for details.

 How good is it at fostering teamwork? Does it bring together people of diverse backgrounds and styles in order to enhance creativity, solve problems more effectively, and discover new approaches to old issues?An organization’s success rests heavily on how well it harnesses the array of skills and experiences of its employees while they remain a part of its workforce.

The organization must do all these things if it wants to achieve its goals and hold on to its best and brightest workers.

The Diversity and Cultural Awareness Profile looks at the individual’s awareness of differences among people in the organization and assesses their level of commitment to such diversity. This is done by examining the individual’s views and understanding about diversity, as well as their perspective regarding the organization’s awareness and commitment to a culturally diverse workplace.

Because Diversity and Cultural Awareness is such a broad subject, this assessment breaks it down into six competency areas. Individuals completing this questionnaire will be assessed in each of the six competency areas:

  1. Awareness and Climate
  2. Levels of Inclusion
  3. Levels of Tolerance and Understanding
  4. Degree of Empathy
  5. Degree of Adaptation and Change
  6. Persistence and Commitment

Many researchers and industry experts believe that the organizations that excel at these things have six characteristics in common-six sets of actions or attitudes that form the foundation of a successful team of people who take pride in together achieving greater levels of success.

15.The Time Management Effectiveness Profile  – (Generally used as part of advanced Management level ii or iii training)

If your bank credited your personal account with $480.00 every morning and then cancelled whatever part of the amount that you failed to use by 5:00 or 6:00 P.M., what would you do? Draw out every dollar and cent, of course!

Well, Time is like that bank: Every morning, we are each credited with 480 minutes in an eight hour work day, and 1,440 minutes in a 24-hour period. Every night, our “time bank” writes off as lost whatever we have failed to invest in a good purpose. It carries no balance forward and allows no overdrafts. Each new day, it opens a new account with us, and each night it burns the record for the day.

If we fail to use the day’s deposit, the loss is all ours. There is no going back, no drawing against tomorrow. We must live in the present—on today’s deposit. Invest in it to get the utmost in health, happiness, education, and service, and anything else that is valuable to you.

The Time-Management Effectiveness Profile has been designed to help individuals make the most of their time-bank investment. As such, it is intended to provide a useful way for the individual to rate themselves in a number of competency areas widely considered to be relevant to managing time well. This questionnaire is divided into seven segments that constitute an overall time-management “profile.” These are:

  1. Predisposition/Temperament 
  2. Preparation 
  3. Organizational Ability 
  4. Stress Management 
  5. Delegation 
  6. Managing Interruptions 
  7. Results 

Don’t be cavalier in protecting your most valuable asset: Time!