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ASSESSMENTS

"Know Thyself" The first step to effective change and developing Behavioral Intelligence (tm)is to "know thyself". The best way to learn about yourself is through a reliable, valid assessment. Start here to learn your Total Person Analysis - the ABCs - Attitude, Behavior and Competencies with a DISC Behavioral Style Analysis, Motivators report or Hartman Value Profile based Emotional Intelligence report.

TAKE AN ASSESSMENT VIEW SOME SAMPLE ASSESSMENTS
 WHY ASSESSMENTS?

DID YOU KNOW?

TALENT IS MORE IMPORTANT THAN EXPERIENCE, BRAINPOWER AND WILLPOWER.

From First Break All the Rules, Jim Collins

PROFESSIONAL SOLUTIONS

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WHY ASSESSMENTS?

by Dr. Carol Renaud Gaffney, Ph.D. 2003-2009

Ready to change your life? Ready to grow your business? Ready to make your present business more productive with a healthier bottom line? Are you ready for Behavioral Intelligence at Work and in Life? Whether it's personal or organizational growth, having a well-established reason for change and understanding your values, traits and attributes are essential for success. The best way to evaluate what you want, what you have and what you need is by using an investigative process that includes assessments and profiles. Such assessments provide objective, validated, reliable information necessary for sound decision making.

The ABCs of Total Person or Total Job Analysis (c)2003 -2009

For personal change:

An important step in developing Behavioral Intelligence; real change, moving toward personal, value based goals, is to know where you are starting and what you're starting with. When the goals are about personal change, you have to got know more than your geographic position, you know about who you are: what you really care about, how you go about interacting with people and your environment and what skills you have. You must get a good description of your personal strengths and a good inventory of what areas need development in order to move most easily toward the desired goals.

The quickest, most valid and most cost effective way I know of getting this essential information is by using assessments that provide the Total Person Analysis the ABCs the Attitudes, the Behaviors and the Competencies that not only describe motivations and typical behaviors, but whether or not you will do what you say you want to do. As much as I trust my friends and family, their vision and honesty sometimes can only go so far.

Because there is no one who knows you as well as you know yourself, there's nothing like a computer generated report based on your own answers for objectivity. It is through the privacy of your own responses that you can learn about your strengths, when your strengths support your success and when those same strengths can interfere with success. In addition you will learn about the skills needed to take you to your next level of success.

Some people are hesitant to complete behavioral profiles because they think they're personality tests which are often associated with psychological treatment which is often associated with Freud which is often associated with "What's Wrong With Me?" In fact Attitude , Behavioral, and Competency profiles describe "what's right with me". They are not personality profiles. With the "what's right with me" information, decisions are based on figuring out how to use strengths. The assessments can also point out areas of potential weakness and with that information the necessary skills for success can be learned and implemented.

There are many assessments available that describe behaviors or styles or temperament but there are few that consider values. Without knowing our values or understanding why they're important you can set up many programs for change and continue to wonder why they're so marginally effective.

Once we have a good description of our values we can figure out where our values have come from and whether or not they are still right for us. You see, values and attitudes are learned and reside deep within an area of the mind that isn't always in awareness yet they are the most powerful influencers of choice of behaviors. What I think is right or wrong, good or bad, whether I want to create a relationship with someone or an organization is based on my beliefs, my values.

Values direct behavior and determine whether I become passionately committed to something or whether I'm willing to be a disinterested observer or perhaps even actively hostile toward certain events or people. Values allow a peek into the question of "what's in it for me" and whether I want to spend time with you, to work with you or to be excited about the job I have. It is through the shared values that people spending time together or working together have what it takes to become a team.

My personal belief is that we have a purpose based on spirit and the closer we are to acting in accordance with our spirit wish, the more satisfied we are in life. Important life decisions such as college and career and who we marry are made for many reasons. Sometimes we slip through our lives without much thought. Sometimes we make choices to keep the family peace or to satisfy momentary needs. Until we clarify the "why", the "what's in it for me", the "what's right with me" of who we are and get our life actions in line with that, there is a good chance that we can not be fully life satisfied.

Within organizations:

Assessments have been used within organizations, businesses and education in order to improve communication, team productivity and determining what type of development someone can benefit from. Increasingly they are being used during the selection process, for creating excellent matches between the job and candidates.

Why the increase in assessments for selection? Because the stakes are too high to make mistakes. The cost of hiring the wrong person for the right job or the right person for a job not well defined is just too high, financially and emotionally for all concerned. Either way, whether the job doesn't fit the needs of the company or the person doesn't fit the needs of the job, the cost of making a mistake is too costly financially and then emotionally for all concerned.

Also, we are now capable of specialized evaluation of jobs as well as candidates. We've always known that job candidates and employees could talk. People can answer questions about themselves and can respond to assessments. But now it's possible to listen to the jobs themselves and when jobs talk and we listen, we have the best information for selecting the right person for the right job.

Yes, Jobs Talk. It's just up to stakeholders to listen to the needs of the business (what job is really needed and why), listen to the job (now that you want me, this is what I need) ABCs, attitudes, behaviors and competencies) and come to consensus about what those ABCS are.

The process of comprehensively listening to what the Job wants is the Total Job Analysis. Because of the way the job talks and stakeholders may not all hear the same thing, the use of assessments combines information from several sources to create a job profile.

This profile not only describes the job but creates the questions the job would like to ask if it could. When you think about it, the interviewers are really representing the job when they ask questions of potential candidates. The job is the silent partner in the background relying on its human representatives to find the best person to fill it.

Whether it's the Total Person Analysis or the Total Job Analysis, whether it's change at work, change at home or personal change knowing your ABCs (the Attitudes, Behaviors and Competencies) is essential. The most unbiased, comprehensive approach to gathering this information is to integrate assessments into your change process. And be sure you get the Total Analysis, not just behavior as they only tell part of the story. For more information and to try one of the assessments, please contact Dr. Carol Gaffney at 401-345-8950 or carol at drgaffney.com



VIEW SOME SAMPLE ASSESSMENTS TAKE AN ASSESSMENT


TAKE AN ASSESSMENT

The more you know about your style, the easier it is to figure out what naturally stresses you and what to do to relax.

TAKE AN ASSESSMENT

TAKE A DEEP BREATH, RELAX
Stress and strain of daily living got you down? Breathe. Relax. Reclaim yourself and your energy – two minutes at a time.

TAKE A DEEP BREATH, RELAX
MORE TWO-MINUTE MOMENTS


MEDITATION & THE RELAXATION RESPONSE
Have you been wondering about meditation? Well, it’s easier than you think. You just have to get started. One breath, one focus, two moments.

MEDITATION & RELAXATION RESPONSE
MORE TWO-MINUTE MOMENTS
 PEOPLE SOLUTIONS

THE NEWSLETTER
Dr. Gaffney's Newsletters provide insight and direction for successful communication and action to help you create your life – at work, at home and within your community.



PERSONAL
Creating your life requires self-knowledge, planning and taking action otherwise you'll be making the trip but it may be the magical mystery tour. Start here for personal understanding, the basis of success.

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PROFESSIONAL
Do you hire right the first time? Are you and the people you work with at peak performance? Do you have the skills and attitudes for extraordinary success? Start here to learn about excellence in your professional life.

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FAMILY
If you have children
and are concerned about their development and
well-being and having them become loving, independent,
productive and responsible, check out the materials
in this section.

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