| 1. | Sales Skills and Sales Management Inventory Assessments |
| "Can they sell . . . how do they really
compare to thousands of other salespeople . . . what will make them
better?" |
|
A
comprehensive analysis of an individual's strengths and weaknesses
that relate to selling and managing. It identifies the level of
strengths and weaknesses of the 21 core competencies that we look
for in our salespeople and managers, along with an example that
explains how the particular strength and weakness will affect their
performance. We are able to identify things like desire, commitment,
level of excuse making, depth of need for approval, level of buy
cycle, money weakness - the most powerful hidden strengths and
weaknesses that exist in salespeople and managers that, when fixed,
will separate them from 95% of the others.
|
| 2. | Professional
Skills for Non-Selling Professionals: |
| "We are in the professional services
business . . . but our existence depends on creating revenue. I have
people in my organization who are more gifted and qualified than
others, but I am not sure how to use them in selling."
|
|
A
comprehensive analysis of an individual's strengths that relate to
their ability to build trust and communicate with clients and
prospects. It helps identify the levels of strengths and weaknesses
and competencies that, while they would exist in salespeople as
well, they might well exist in our professional service providers.
In this assessment we are able to identify things that will clearly
give us insights to the internal desires and motivations, strengths
and weaknesses of each of our professionals and how we might better
train them to present the firm when revenue is at stake.
|
| 3. | Pre-employment
Inventory Assessments: |
| "Are they worth the time to
interview?" |
|
Gives
us an immediate review of the candidate's strengths . . . can they
sell, prior to interviewing them to determine if they meet our core
criteria for advancing to the next level of the hiring process.
|
| 4. | Management Skills Inventory Assessments: |
| "How do my managers compare to the best in
the world . . . can they improve?" |
|
We
measure the 33 behaviors that exist in your manager, those behaviors
we look for in them that gives them the ability to be in a highly
competitive environment and thrive. Aggressiveness, their authority
relationships, their communication skills, their concentration,
their ability to deal with conflict management, creativeness,
decisiveness, detail-mindedness, negotiating, response to change,
social ability, task completion, time competency and listening are
just some of the behaviors we look for in our managers and measure
those behaviors relative to the most successful people in the world
over the last 30 years.
|
| 5. | Behavioral and
Communication Style Profiles: |
| "We hire the personality, but we live with
the results . . . how does this person get what they want?"
|
|
Knowing the personality and how it might fit
into our existing organization becomes critical. We measure the
person at a deeper, unconscious level to include the impact of their
environment. The results show who the individual actually is and not
what the person needs to be in the existing environment. As a
result, the assessment identifies the true strengths and develops in
areas to allow for truer communication and performance improvement.
|
| 6. | Personal Interest,
Attitudes, Values and Motivations: |
| "What does this person
really want . . . what excites them about work and life?" |
|
Understanding how a person will relate,
communicate and operate in the environment is important, but
understanding the sub-surface issues of what they really want, what
motivates them and causes them to move into action becomes even more
critical. It is essentially impossible to determine their real
motivation in an interview, or often even after working with someone
for extended periods of time . . . now you can know.
|
| 7. | Team Analysis
Inventory Assessment: |
| "Do I really have the most effective team
members . . . is someone misplaced?"
|
|
Provides a clear, easy to use framework to
understand complex issues quickly to solve problems and improve
performance. We use the team analysis to help teams better solve
communication problems. It shows the team dynamics, the strengths
and development areas needed to make the team more effective and
illustrates how the team members are adjusting their behaviors in
the existing work environment.
|
| 8. | Work Style
Analysis Inventory Assessment: |
| "Are these two people a good team . .
.could they be better, what is their strength?"
|
|
Designed to provide information that allows two
individuals to take action that will have a positive impact on their
collective performance. This tool combines the results of two
individuals into one report. It identifies the styles of
individuals, how the styles complement one another and where the
behavior gaps exist. It also provides information regarding what the
individuals should remember and practice when working together.
|
| 9. | Leadership
Inventory Assessment: |
| "Is this person a Work Horse, Plow Horse,
Play Horse or Race Horse!"
|
|
Measures the "Basic 8" personality traits
proven to predict job performance and retention at leadership
levels. We use this both in the selection and retention process in
working with our clients for upper level leaders. This is the tool
we most frequently use to help organizations hire upper level
leaders and/or when an organization is seeking to determine if they
have "the right people in the right seats on the bus."
|
| 10. | Oxford Learning
Aptitude Inventory: |
| "Are they smart, are they slow . . . I
don't know."
|
|
Measures an individual's propensity to learn
and adapt to the demands of a new position. We use it for
pre-employment selection, identifying the learning styles of
individuals and identifying potential candidates for managerial
development and succession planning.
|
| 11. | 360 Feedback
Inventory Assessment: |
| "How do those most affected by my
performance feel about me?"
|
|
360 feedback platform allows us to provide an organization a
complete review of how persons, team members, supervisors, peers and clients
perceive and relate to each one involved in the 360° evaluation. It is very
useful when skillfully applied in certain organizations.
|
All of the Edmundson
Northstar assessments are highly validated and all are taken with maximum
efficiency on-line:
- Construct validation - it measures what it
says it will measure.
- Predictive validity - it will accurately
predict future behavior.
- Face validity - when the participant reviews
the results they will find great consistency in their own view
with what the assessment tells them.
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