• Objective - To identify and understand personality types
• Intended For - All organizational members
• Time Required - 1 to 1-1/2 hours
• Product Format - Instrument
• Team Version available in Spanish

An HRDQ best seller, the Personal Style Inventory (PSI) is a proven and reliable training tool that uses Jungian theory to identify personality types. Revised and expanded, the PSI includes a chart for recording team member personality types, questions for team discussion, and detailed instructions for developing a team profile and conducting a team workshop.

PSI Learning Outcomes:

• Identify preferences towards: Introversion or Extroversion, Sensing or Intuiting, Thinking or Feeling, and Perceiving or Judging
• Explore the potential strengths and weaknesses of each personality style
• Understand how each style is likely to affect other individuals and/or team members
• Discover how to capitalize on strengths of others

Newly revised, the PSI consists of a combined Participant Guide (formerly two separate versions)--perfect for both individual and team training--and an expanded Facilitator Guide in a convenient 3-ring binder format.
 
What sets the PSI apart?
 
Other Jungian instruments assess respondents' behavior, which can be affected by external factors such as work environment. The PSI captures behavioral preferences, which more accurately measure respondents' personality strengths and weaknesses.
 
The Participant Guide includes a detailed explanation of the 16 different dimensions, ideas for supplementing strengths, a strength/weakness paradox, and action planning.
 
The comprehensive Facilitator Guide serves both the Team and Individual versions. Included in the Guide are tips on interacting with each personality type, suggested training designs, theoretical background, transparency masters, and more. A CD-ROM containing a Microsoft® PowerPoint® presentations and other reproducible materials is also included. Order one guide per facilitator.
 

The "Style" Series

What's My Style?
HRDQ Research & Development Team

• Objective - To identify behavioral style
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument
• Participant booklet available in Spanish

  
Leading Change at Every Level

• Objective - To identify and measure organizational change-leadership behaviors
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument

Whether you’re in the midst of a change effort or just planning one, you’ll need Leading Change at Every Level. Created for all organizational levels, this diagnostic tool drives home the importance of individual behavior to the success of an overall change effort.
  
Leading Change at Every Level generates score in five dimensions:

• Modeling the Change
• Communicating about the Change
• Involving Others in the Change
• Helping Others Break from the Past
• Creating a Supportive Environment for the Change

Leading Change at Every Level Learning Outcomes:

• Examine behaviors that lend to or inhibit change efforts
• Develop change leadership skills and behaviors
• Generate support for change efforts
• Establish an effective learning environment
• Improve ability to lead change

Leading Change at Every Level is ideal for employees who are currently leading a change effort and want to identify actions to assist the process, want to evaluate their effectiveness leading a recent change, and are planning to lead a change effort in the near future.
  
Newly expanded Leading Change at Every Level consists of:

Participant Guide: 30-item assessment with three-part, pressure-sensitive scoring form, interpretive information, action planning, and suggestions for communicating change. Order one guide per participant.
  
Facilitator Guide: Administrative guidelines, theoretical background, technical development, half-day workshop outline, frequently asked questions, supplemental activities, and a copy of the Participant Guide. Reproducible handout masters include The Change Leadership Journey article, Leading Change When You’re Not in Charge case study, training evaluation, certificate of achievement, and overhead transparency masters. A CD-ROM containing a Microsoft® PowerPoint® presentation and all reproducible materials is also included. Order one guide per facilitator.

• Objective - To help individuals successfully move through the phases of change
• Intended For - Any organizational member subject to frequent change
• Time Required - 1 to 1-1/2 hour
• Product Format - Instrument

Administered periodically, Mastering the Change Curve can be used to monitor and track progress through a change. The participant booklet includes the 24-item assessment and features pressure-sensitive scoring, descriptions of the four phases, and discussion questions.

Respondents will:

• gain an understanding of the four phases of change
• pinpoint their current stage in the transition process
• identify productive - and nonproductive change behaviors
• develop a strategy to master change

Sample items from self-evaluation:

• I'm sure the whole thing will blow over soon. (denial)
• I'm not sure I can do what is expected of me. (resistance)
• I keep thinking of new ways to do things. (exploration)
• I'm surprised at what has come out of this process. (commitment)

The Mastering the Change Curve Facilitator Guide includes background information, administration guidelines, and transparency masters.

• Objective - To identify personal response to organizational change
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument

Rapid change invigorates some people and immobilizes others. With the Organizational Change Orientation Scale (OCOS). Participants can learn to recognize and manage their own reactions to change.
  
Overview
 
Through the OCOS, respondents identify their tendency toward 1 of 3 basic patterns: functional (moving toward change); nonfunctional (moving away from change); and dysfunctional (moving against change). An interpretive section helps individuals make sense of their behaviors -- and rethink the more self-defeating aspects of their reactions to change.
 
Using the OCOS
 
As a management training instrument, the OCOS may be used to present the important aspects of change theory. In addition, it can be used to raise individual consciousness about people's responses to change, to plan more effective behavior, and to improve organizational support systems.
 
As an organization development diagnostic tool, the OCOS has multiple uses, including: surveying norms regarding change; generating "force field" analyses of the forces impacting the change process; and forming the basis for an educational intervention that will provide employees with information about themselves, change, and effects on the system as a whole.

The "Style" Series

What's My Communication Style?
HRDQ Research & Development Team

• Objective - To identify preferred styles of verbal and non-verbal communication
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument
• Participant booklet available in Spanish

                    
#0151E3SK What's My Comm Style? Starter Kit / $86
Includes:5 Participant Guides and Facilitator Guide
   
#0151E1S05 What's My Comm Style?  Participant Guide 5-Pack / $40
   
#0150E1FG What's My Comm Style?  Facilitator Guide / $50

Communication. It’s more than how we speak. It’s how we walk into a room, where we direct our gaze. And it’s all covered in What’s My Communication Style? — a fun, fast learning instrument that identifies preferences in verbal and nonverbal communication.
 
What’s My Communication Style? is ideal for any type of communication, management development, leadership, or team training.
 
What's My Communication Style? (WMCS) is based on the assumption that people have personality styles and that those styles drive behavior and communication. We define personality styles as: the way a person acts when he/she is able to do things his/her own way. Does this mean that people act the same way all the time? Certainly not. Even the most boisterous individual would not be loud and jovial at a funeral. But most people do have enough consistency in their behavior to allow themselves and others to predict their behavior. Everyone acts friendly sometimes, but when a person acts friendly more than the average person, others start to think about that person as being friendly. People then come to expect friendly behavior from that person all the time.
 
What's My Communication Style? focuses specifically on communication. It is a fun, non-threatening tool that highlights the strengths and weaknesses of different communication styles. Participants discover their communication style by choosing the communication behaviors that best describe them.

• Objective - To assess awareness of nonverbal communication
• Intended for - All organizational members
• Time required - 1 - 2 hours
• Product Format - Instrument

• Objective - To teach participants the skills for effective listening
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument

The TeamLife Series

Team Communication Inventory
HRDQ Research & Development Team

• Objective - To assess the use of task and maintenance behaviors during team discussions
• Intended for - Work groups and teams at any stage of development
• Time required - 2 hours
• Product Format - Instrument

#0214E2PR Team Communication Preview Pack / $47
Includes: Participant Guide and Facilitator Guide
                  

• Objective - To identify and manage preferred conflict strategies

• Intended For - All organizational members

• Time Required - 1 hour

• Product Format - Instrument

• Participant booklet available in Spanish

#0135E1PR Conflict Strategies Preview Pack / $52
Includes: Participant Guide, Article, and Facilitator Guide
        

  
Some people thrive on conflict; others shrink away from it. But no matter how we react, it’s important that we understand our conflict-related behavior — and learn to manage it more successfully.

The Conflict Strategies Inventory (CSI) gives participants valuable new insights into the strategies they use in conflict situations. Presented with 10 short cases of typical, work-related conflict, respondents choose the actions that are most like them.

The TeamLife Series

TeamConflict
HRDQ Research & Development Team

• Objective - To assess and improve group conflict behavior
• Intended For - Groups and teams at any stage of development
• Time Required - 2 hours
• Product Format - Instrument

TeamConflict Starter Kit / $71
Includes:5 Participant Guides, and Facilitator Guide
   
#0253E1S05 TeamConflict Participant Guide 5-Pack / $35
  
#0253E1FG TeamConflict Facilitator Guide / $40

Team conflict is one outcome of team organization that is practically inevitable. When we consult with team-based organizations, one of the most frequent requests we receive is for help in dealing with team conflict. People see conflict as a barrier to productivity. We take the point of view, however, that team conflict is a potential promoter of productivity. The effects of team conflict are dependent on the way team members handle it. If team members can get a firm grasp of what behaviors turn conflict into a plus, they will be well on their way to using their diversity to their advantage.
  
TeamConflict is designed to give team members insights into how their behaviors determine the outcome of conflict and how they can change those behaviors to be more productive.

• Objective - To identify and understand
  a team's preferred conflict strategy

• Intended For - All levels of teams

• Time Required - 1 hour

• Product Format - Instrument

#0137E1SK Team Conflict Strategies Starter Kit / $76
Includes:5 Participant Guides and Facilitator Guide
   
#0137E1S05 Team Conflict Strategies Participant Guide
5-Pack / $40
  
#0137E1FG Team Conflict Strategies Facilitator Guide / $40

Don't let unresolved issues drain the productivity from your teams! The TCSI provides an ideal opportunity for teams to work through issues and learn how to handle future conflicts more productively.
  
Teams have preferred ways of handling conflict. Some teams avoid conflict at all costs, while others find that the battle gives them energy and motivation. Start your teams on a discussion of how they choose to handle conflict - and what impact their behavior is having on the success of their team - with the Team Conflict Strategies Inventory (TCSI).
  

• CREATIVITY & INNOVATION ASSESSMENTS

  
Breakthrough Creativity Profile

• Objective: To help individuals uncover their creative talents
• Audience: Individuals at any organizational level
• Time required: 1 – 2 hours
• Format: Instrument

#3101E1XFG Breakthrough Creativity Profile Facilitator Guide/ $95

#4029E1BK Breakthrough Creativity Book / $27 Hardcover, 267 pages

 
Creativity isn’t a trait that belongs only to entrepreneurs, artists, and geniuses. The fact is, all of us are born creative. And in today’s world, in which old ways of doing business are constantly being challenged, the ability to produce different and valuable results is the competitive edge for individuals and organizations.

New from author and creativity expert, Dr. Lynne Levesque, The Breakthrough Creativity Profile is based on the belief that everyone is creative, yet differently gifted. Just as there are multiple types of personality, there are also many types of creative talent. Using the Carl Jung’s well-grounded theory of personality types, The Breakthrough Creativity Profile enables an individual to identify their preference for one of eight creative talents and then define what is needed to achieve their creative best.

The Breakthrough Creativity Profile Learning Outcomes:

• Identify preference for one of eight creative talents
• Better understand creativity and its impact on individual success
• Recognize the contributions and challenges of preferred talents
• Practice tapping into creative talents
• Develop an action plan to better utilize one’s creative talents

Once individuals have discovered their creative talents, the profile can be used to assess the creative talents of a team.

Participant Guide features introduction to creativity, 16-item assessment with pressure-sensitive scoring form, creative talent overview, team talent matrix and questionnaire, and action planning.

Facilitator Guide features administrative guidelines, theoretical background and model, workshop for individuals and teams, alternative training designs, exercises to expand the learning, copy of the Participant Guide, and CD-ROM containing overhead transparency masters, activity handouts, and more.

Innovative Organization Assessment Elaine Dundon, MBA / Alex Pattakos, PhD Objective - To measure an organizational group's capability to support and sustain ongoing innovation  Intended for - Managers, organizational leaders, supervisors Time required - 1½ - 2 hours Product Format - Assessment Survey     #0612E1S05 IOA Participant Guide 5-Pack / $45   #0612E1FG IOA Facilitator Guide/ $50

Encouraging Innovation Through 5 Key Conversations Marianne Minor / Jocelyn Kung Objective - To assess a manager’s or team leader’s current skill level in encouraging  innovation in employees Intended For - Managers and Team Leaders Time Required - 1-1/2 hours Product Format - Instrument    #0594E1S05 Encouraging Innovation Participant Guide 5-Pack / $45     #0594E1FG Encouraging Innovation Facilitator Guide / $50

 
Becoming A Customer Service Star

• Objective: To measure and increase customer service awareness
• Audience: Customer service employees and managers
• Time Required: 1 hour
• Format: Instrument

The newly expanded Facilitator Guide includes suggested training designs, theoretical background, transparency masters, and more in a convenient 3-ring binder format. A CD-ROM containing a Microsoft® PowerPoint® presentations and other reproducible materials is also included. Order one guide per facilitator.

The Five Points of Customer Service
 
Five categories of excellent customer service have been identified based on current theories of customer service, as well as the author's personal experience in consulting with customer service personnel. These categories comprise the five points on your Customer Service Star.

1. Feel Positively Toward Customers. Good customer service begins with a positive view of customers. Individuals who enjoy dealing with customers exhibit this attitude in their customer interactions. These individuals provide contact and friendly relationships with customers.

2. Encourage Customer Feedback. In order to provide excellent service to customers, you must know what your customers need and want. Encouraging customers to provide you with both positive and negative feedback is crucial to fulfilling their needs.

3. Respond to Customer Problems. Making every effort to respond to customer's problems is an essential part of good customer service. A customer's problems can serve as an opportunity to improve overall customer service.

4. Develop Repeat Relationships. Long-term customer relationships pay the largest dividends because the value of a customer increases over time. In order to develop repeat relationships, individuals should take positive actions, such as remembering customers' names and keeping records of customers' personal needs.

5. Seek to Exceed Customer Expectations. The greatest opportunity to satisfy and retain customers is to find ways to exceed their expectations. Doing more than a customer expects makes that customer's experience a memorable one, which can spark future business.

• Objective - To evaluate and improve internal customer service skills
• Intended for - Any employee who serves others within their organization
• Time required - 1 hour
• Product Format - Assessment

  
As the focus on excellent customer service continues to be a popular trend, there is a growing expectation that employees should receive the same level of service from internal service providers as they would elsewhere. But internal service providers have a bond with their customers that external vendors simply do not share. Because of the complexity of this relationship, internal service providers need to judge their behavior by a new standard. 

Unlike any other assessment available on the market today, the Internal Customer Service Assessment recognizes the differences between internal and external service. This 30-item assessment is designed to help internal service providers evaluate how well they are practicing the behaviors that constitute excellent internal service - and then assists them through action planning to improve those behaviors.

• Objective - To identify employee needs in order to influence higher levels of performance
• Intended For - Managers and front-line supervisors
• Time Required - 1 ½ - 2 hours
• Product Format - Instrument

#0938E1PR Achieving Peak Preview Pack / $66                                                                Includes: Manager Version, Employee Version, and Facilitator Guide

 #0938E1SK Achieving Peak Starter Kit / $124
Includes: 5 Manager Booklets, 5 Employee Booklets, and Facilitator Guide

• Objective - To identify and enhance personal strengths in the area of visionary leadership
• Intended For - Organizational managers and leaders
• Time Required - 1-1/2 hours
• Product Format - Instrument

#0935E1S05 Comp Leader Participant Guide 5-Pack / $45
#0935E1F05 Comp Leader Feedback Form 5-Pack / $19
#0935E1FG Comp Leader Facilitator Guide / $60

• Objective - To identify and assess team-leadership skills
• Intended For - New or potential leaders of high-performance or self-directed teams
• Time Required - 2 hours
• Product Format - Instrument

#0930E1S05 Team Leader Survey Participant Guide 5-Pack / $40
#0930E1F05 Team Leader Survey Feedback Form 5-Pack / $19
#0930E1FG Team Leader Survey Facilitator Guide / $40

• Objective - To measure the extent to which respondents view themselves as empowered
• Intended For - All types of leaders
• Time Required - 1-1/2 hours
• Product Format - Instrument

Profile Preview Pack / $62   Includes: Leader Version, Employee Version, and Facilitator Guide
#0536E3SK Empowerment Profile Starter Kit / $140
Includes: and Facilitator Guide
      
   

The "Style" Series

What's My Leadership Style?
HRDQ Research & Development Team

• Objective - To identify individual leadership style 
• Intended For - Anyone who needs to influence others to work towards a goal
• Time Required - 1 hour
• Product Format - Instrument

By definition, effective leaders are able influence others to work towards achieving goals. But the way they choose to do so varies from leader to leader. While one leader may rally troops around a cause, another might typically bolster their team's self-confidence. So is one style better than another? Not necessarily.
  
Current theory suggests that different situations require different leadership styles. In fact, the most successful leaders are those who are able to adapt their style to the unique demands of the situation. The latest addition to our Style Series, What's My Leadership Style? is thought-provoking instrument that provides individuals with insight into their preferred style of leading others.
  
Individuals will:

• Identify their preferred leadership style.
• Understand their style's strengths and weaknesses.
• Learn how to adjust their style in different situations.

We highly recommend this tool for anyone who needs to influence others towards achieving a goal. What's My Leadership Style? is perfect for all types of leaders from front-line supervisors, to mid-level managers, to top executives.
    

• SELLING & NEGOTIATING ASSESSMENTS

  
Selling Skills Inventory
Third Edition

• Objective - To improve selling skills
• Intended For - Anyone involved in face-to-face sales
• Time Required - 1 to 3 hours
• Product Format - Instrument

  #0810E3S05 - Set of 5 for $40.00

• Objective - To teach the specific skills needed to handle difficult negotiations
• Intended For - Organizational members with prior negotiating experience
• Time Required - 1 hour for the assessment; 1 to 3 hours for workbook activities
• Product Formats - Instrument and Workbook  $20

• Objective - To assess a team's degree of independence in decision making
• Intended for - Self-managing or self-directed teams 
• Time required - 1 hour
• Product Format - Instrument

Are your self-managing teams confused about how much authority they really have? Don't be surprised if they are. Individual members of self-managing teams often have widely diverse expectations and beliefs about how self-management actually works.
  
Keep your self-managing teams on track with How Independent is Our Team?, an incisive and accurate means of helping your teams clarify the degree to which they currently plan, implement, and evaluate their own work.
  
How Independent is Our Team? measures autonomy along 7 dimensions:

1. Goals
2. Performance
3. Production Method
4. Assigning Tasks
5. Membership
6. Leadership
7. Individual job

Armed with a new understanding of how they function, teams can reflect critically on the need for autonomy given the task, working conditions, and other environmental factors. Used with newly formed self-managing teams or groups that are unsure of their current status, this instrument is an excellent way to stimulate team development through discussion, clarification, and negotiation.

The TeamLife Series TeamAccountability HRDQ Research & Development Team Objective - To examine and clarify perceptions of accountability within a group Intended For - Groups and teams at any stage of development Time Required - 2 hours Product Format - Instrument #0254E1S05 TeamAccountability Participant Guide 5-Pack / $35    #0254E1FG TeamAccountability Facilitator Guide / $40

How can you encourage each member of your team to feel accountable for the team's work? TeamAccountability clarifies this often-elusive concept and drives home its importance to achieving team excellence.    As anyone who is involved with work teams can tell you, their potential is immense, but if it remains un-harnessed, it is just that -- potential. TeamAccountability is one tool that will help you to maximize the potential of your teams. It is designed to explore how individuals within the team view their own and the team's accountability. TeamAccountability also provides a forum for giving and receiving feedback so that teams can work together to develop plans for maintaining accountability in their teamwork.   Holding individuals accountable for their actions has long been a goal of organizations. The reasons are fairly straightforward. It is assumed that if individuals are required to answer for their actions, they will take great care in those actions. And, in fact, individual accountability in many cases does improve the quality of people's work.   In TeamAccountability, team members will examine their understanding of their own accountability. Then they will work with a partner to examine and discuss how each person views the other's accountability. Finally, a team discussion provides the team members with an opportunity to plan how they will work accountability into their team environment.      Group Development Assessment John E. Jones, PhD / William L. Bearley, EdD Objective - To diagnose a group or team's present stage of development Intended For - Groups or teams at all stages of development Time Required - 1-1/2 hours Product Format - Instrument Participant booklet available in Spanish     #0211E2S05 GDA Participant Guide 5-Pack / $40    #0211E2FG GDA Facilitator Guide / $40   As your groups evolve into teams, it's vital that they periodically assess their current level of group development - and be willing to discuss it openly. The Group Development Assessment (GDA) gives groups a clear, comprehensive picture of how they're functioning - and of what it will take to become a team.    The GDA measures group development along two dimensions: task behaviors and process behaviors. Groups often get stuck in one dimension as they grow in the other. Truly synergistic teams, however, engage in high levels of task and process behaviors simultaneously. When GDA scores are plotted on a matrix, teams see how close they are to that goal. The intersection of sub-scores also reveals the group's current stage of team development.    The TeamLife Series TeamShare HRDQ Research & Development Team Objective - To examine the extent to which team members share information Intended For - Intact teams that are experiencing difficulty in sharing information Time Required - 2 hours Product Format - Instrument    #0252E1S05 TeamShare Participant Guide 5-Pack / $35   #0252E1FG TeamShare Facilitator Guide / $40        TeamShare provides an opportunity for teams to explore how open they are in their communication patterns. It provides a structured experience in which teams can gradually gain experience in opening up, and giving and receiving feedback.    TeamShare was designed to help team members who are having difficulty in being open within the team. The instrument begins with a self-analysis, moves to a partner analysis, and then finally to a full team discussion. The exercise is structured in this manner to allow participants to gain experience in the feedback process in a non threatening manner. The exercise includes discussion questions and action planning so that team members can continue to increase the openness of their team communication. TeamShare introduces team members to effective feedback processes and gives them the tools they need to continue improving the process.

The "Style" Series

What's My Time Style?
HRDQ Research & Development Team

• Objective - To help individuals with different behavioral styles manage their time
• Intended For - All organizational members
• Time Required - 1 hour
• Product Format - Instrument

 #0307E1S05 
WMTS Participant Guide 5-Pack / $40
  
#0307E1FG WMTS Facilitator Guide / $40