TALENT MANAGEMENT - YOUR MANAGEMENT NEEDS MET IN US....
	Behaviours A Complete System Computers have manuals—Why Not People? People are unique and must be managed, coached and supported in a way that capitalizes on their uniqueness. The SI behavioral reports are designed to assess an individual’s strengths and possible limitations and to assist the individual in developing an action plan. Why Learn About Behavior? Learning about a behavioral model will help a person to better understand themselves and others; therefore, enhancing personal and professional relationships. An understanding of behavior will lead to the accomplishment of the following: • Increased Understanding of Self • Increased Understanding of Others • Increased Communication • Increased Productivity • Decreased Tension MORE INFORMATION   Attitudes The WHY of Your Actions: What is it that causes you to move into action? What are the drivers of your behavior? What activities, careers and conversations inspire a "passion" within you, causing you to want to become involved? The Personal Interests, Attitudes and Values™ Assessment measures the WHY of your actions, leading to an understanding of what drives your behavior and the attitudes that move you into action. The Six Attitudes • Theoretical • Utilitarian • Aesthetic • Social • Individualistic • Traditional MORE INFORMATION   Personal Growth Individuals continually strive to achieve the desired results in life, whatever that may be for each individual. Once the results are achieved, the individual tends to move to the next goal. In order to grow personally and/or professionally, an individual must have a strong sense of self-awareness, including strengths and potential weaknesses. SI assessments can give individuals a stronger sense of self-awareness needed to develop a targeted path to achieve their goals. Personal growth can be one of the most rewarding adventures in a person’s life. With the help of a coach or mentor, proper goal setting and accountability checkpoints, anyone can make the personal growth process a success. MORE INFORMATION   Recruitment-Human Capital Management The corporate world today is focused on concepts about leadership, retention, management, attracting the "right" type of employee and other various aspects of the people-side of business. Organizational development professionals are using buzzwords such as “talent” and &ldquoattitudes”. Focus is on retaining and developing a company’s most valuable asset-people. This concept is what we refer to as, Human Capital Management. Management of an organization’s human capital starts prior to hiring an individual. It starts with only hiring individuals that possess the characteristics needed for the job, the motivators satisfied by the job and culture of the company and the drive to contribute to the overall success of the company. SI offers assessments to determine the behavioral characteristics and attitudes that naturally "fit" with a position. Employing a person with these characteristics and attitudes will decrease job stress, increase job satisfaction and productivity. An essential aspect in keeping employees moving towards optimum performance is letting the employee know what is expected and how performance will be measured. Developing an action plan with goals, time-lines and evaluation review dates will assist with this process. This will also add accountability and give forward focus for the new hire. MORE INFORMATION   Career Transition Is a Career Change Right for You? Determining if a career change is right for you is a process in which the discovery of your personal strengths, motivations, and goals are of the utmost importance. If a career change is the right thing for you, you need to be sure you are making the right change. The report, dentifies specific talents and behaviors inherent in an individual. Success and job satisfaction come easier the closer the job matches an individual’s natural behavioral style. The Successful Career Planning report offers a system to capitalize on the individual’s talents, as well as their potential strengths and specific value to the organization. The report also provides a list of potential occupations that may suit the individual’s natural behavioral style. Understanding the Position Benefits of Understanding MORE INFORMATION   Sales Performance The first step to success is to identify what sales talent truly means for your organization. This will vary slightly from one organization to the next, even within the same industry. As a researcher and developer of organizational and sales development tools, We refer to sales talent as the positive aspects and performance potential a sales professional brings to the organization. By positive aspects and performance potential, we mean behavioral characteristics, attitudes, soft skills, experience and education. This is considered a whole-person approach to hiring, managing and retaining sales talent. We develop assessments to enhance self-awareness and facilitate management of behavioral characteristics and attitudes. Information provided in our report gives a sales manager insight on a person’s sales characteristics and how the individual naturally approaches problems and influences people. In addition, it will show the person’s optimum activity level and degree of preference for structure and procedures. Our attitudes report will identify the natural motivators that drive the person into action. This can give insight to the reasons the person will perform the job, for instance, whether they are motivated by commissions, incentives or being number one. MORE INFORMATION   Sales Management Properly managing an organization’s sales talent can be a key competitive advantage in today’s workforce. It will lead to higher productivity, job satisfaction, increased morale and decreased turnover. All of these factors can contribute to a healthy increase in the organization’s return on investment. Our report is designed to help salespeople and their managers attain a greater knowledge of themselves as well as others. The ability to interact effectively with people may be the difference between success and failure in both our work and personal life. Effective interaction starts with an accurate perception of oneself. Our report quantifies information on how salespeople see themselves and presents this self-perception in a detailed computer report. Identifying a sales person’s knowledge of the sales process is also key to the development process. Our report measures: can they sell, do they understand the sales process, and are they treating each sales situation the way top sales performers do? A training program can then be established to help the individual advance. MORE INFORMATION   Sales Skill Assessments Selling techniques are used throughout the sales process, from prospecting, to first impressions, to demonstration, to closing. In prospecting, it is imperative to understand the different types of customers you will encounter and what selling techniques will work best for them. Some customers are going to want all of the facts and supporting data and may take a long time to make a decision to move forward. Other customers will want to know how the product will benefit the organization and may even make a decision without hearing the entire presentation. When dealing with demanding situations, sales professionals need to be able to adapt their selling techniques to match the customer’s needs. After all, the golden rule has changed to, “Treat others how THEY want to be treated.” In order to adapt to a customer’s needs, a sales person must first understand his or her own selling style. Which selling techniques come naturally, and which ones are a challenge? How does he or she naturally tend to handle objections, make decisions, pay attention to details, and how fast does he or she move through a presentation? If a customer does not handle these items in the same manner, a communication breakdown is likely to occur. To avoid the breakdown, you will want to choose a different selling technique. The assessment looks at six areas of the sales process: • Prospecting • First Impressions • Qualifying • Demonstration • Influence • Closing Once the results are received, sales skills development can be tailored to the different needs of each sales person. When sales people understand themselves and their prospects, communication becomes more effective. Therefore, sales productivity and performance increase. MORE INFORMATION   360 Feedback Perception is reality. Success stems from knowing how others perceive you. A 360-degree feedback assessment will identify areas in which a person is performing about, at or below standard of his/her boss, self, peers and customers (if applicable). A 360-degree assessment is a powerful tool for helping individuals improve, grow and develop their interpersonal skills through personalized feedback. A 360 assessment shows an individual what others think his or her performance is versus what it should be. Understanding the others’ perception will increase an individual’s drive for success, when he/she is given the information in a constructive manner such as a one-on-one debriefing session. It is imperative that necessary follow-up strategies are adhered to in order to have a successful outcome. A 360 assessment is to be used as a starting point for a developmental process. The reports should be facilitated in a way that leads to a complete process for improvement. When individuals look at a 360 as a starting point to an improvement process, they feel more secure with the information given to them. Features of our 360 Surveys • Customized Survey Questions • Customized Answer Scales • Open-ended Questions • Demographic Breakdowns • Online • Easy to Interpret Using 360 assessments will increase professional development and overall productivity. MORE INFORMATION   Communications Effective Communication Opening the doorways for effective interpersonal communication between managers, employees, and team members will increase productivity and satisfaction on all levels. People are unique and must be managed, coached and supported in a way that capitalizes on their uniqueness. Effective communication stems from the right combination of tone of voice, words, body language and pace of speech and actions. These four areas are the components of a person’s behavioral style. We need to adapt our behavior in order to communicate effectively with others. Communication Profiles We offer behavioral reports, which help individuals identify their communication style and how others perceive them. The profiles can be used in settings such as: • Sales -Team Building - Social Relationships - Job Selection - Customer Service • Career Planning - Conflict Resolution - Time Management - Goal Setting MORE INFORMATION   Time Management Managing time and priorities can greatly impact an individual’s productivity. Every individual has a natural way of managing or not managing his or her time. Our Time P.L.U.S.™ Plan, Learn, Use and Succeed report offers solutions for time management based on the individual’s natural behavioral style. This opens up an opportunity for the individual to develop a new approach to organizing, monitoring and managing his or her time. Time P.L.U.S. identifies time wasters that impact individual productivity, their possible causes and offers solutions for correcting or eliminating them. Time P.L.U.S. includes personalized information on: • General Characteristics - Time Wasters - Checklist for Communicating • Don’ts on Communicating – Perceptions – Descriptors - Interactive Flexibility • Action Plan MORE INFORMATION   F.I.R.E.F.L.Y. consultative Engagement Selling Seek to understand Selling the way customers buy: Flex-Impress-Rapport-Engage Flow-Leveraging-Yielding Challenged by the higher demands of the markets and the competitive landscape, customers are now demanding more from their strategic vendors. Some are even more sensitive to minor price differentials then before. Vendors who have been successful with repeat businesses are now threatened with steep discount or even cancellation of orders. Seasoned customers account professional, sales or technical personnel are now faced with a customer who needs to see the value before they buy. Customers want to realize the differential value-add between long-time trusted brand and newcomer brands. With these, a consultative approach is needed to be pro-active in building a trusted relationship where the account professional can achieve better relationship, sharper needs analysis and handle customer concerns or negotiations that places the customer’s interest first. MORE INFORMATION