Purpose of assessment:

1.      Used as a personal / professional performance enhancement tool, this assessment can be utilized by the employee to help support their personal career growth aspirations and overall job success.

2.      This is not so much a test as it is an assessment that is 100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to overall job success.

3.      The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

4.      Besides offering personal and professional growth, this assessment can also be used to support an individual’s performance as it relates to a team, group, or organizational goals thus providing the foundation for a dynamic system that builds toward success.

5.      This assessment can be utilized as a benchmarking tool, relative to your current traits across the board; you can then use this snapshot for further development goals as they relate to your success in your current / future positions.

Tips for taking the assessment:

• Follow the audio instructions closely for the “development“ assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.
• Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.
• Take the assessment when you are yourself, not while ill or suffering from stress. There is no need to be nervous, be yourself.
• The more honest you are with yourself during this process the better your self-perspective results will be.
• It will take approximately one hour to complete the test, move quickly but not carelessly. The more time you take to answer chances will increase that you will over-think the questions. Your first answer will usually be best.

Take a deep breath , relax and open yourself to not only discovering what you are made up of but also showing your employer all the talents you have to offer him if he will just give you a chance!  You are going to be amazed that this one hour test can answer a lifetime of questions about who you really are!

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Purpose of the Winslow Assessment Test:

1.      Used as part of the selection process, this assessment is not a test of your personal tastes and views as it is a snapshot of your personality from a 100% objective point of view.

2.      The goal of all hiring is to select the right candidate and place them in a position that will allow for the highest possible level of potential success in both the short and long term.

3.      In addition, one of the primary benefits is the ability of the employer to utilize the assessment in a professional performance enhancement model.  This assessment can be utilized by the employee as well to help support their overall personal success.

4.      This is not so much a test as it is an assessment that is100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to success.

5.      The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

Tips for taking the assessment:

• Follow the audio instructions closely for the “applicant“ assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.
• Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.
• Take the assessment when you are yourself, not while ill or suffering from stress. There is no need to be nervous, be yourself.
• The more honest you are with yourself during this process the better your self-perspective results will be. It will take approximately an hour to take the test. Move quickly but not carelessly. The more time you take to answer chances will increase that you will over-think the questions. Your first answer will usually be best.

Take a deep breath, relax and open yourself to the idea of finding out what you are really made up of.  It will blow your mind how accurate the Winslow Assessment is in revealing the “Real You”!

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Consider this question. Why is it that organizations have set standards, policies and procedures to optimize the work environment but when it comes to the evaluation, development and selection process it is often left to the “tyranny of the urgent”?  Just get a warm body in there and hope it works out.  If these standards were applied throughout an organization it would spell immediate disaster.

The most critical pieces of the puzzle include the people who keep it all together and their ability to add success or failure to an organization’s productivity. Taking the time to Assess these people is too often overlooked and not given enough importance.  The Winslow Research Institute has developed a test that is virtually fool proof in assessing human behavioral traits that are vital in the business place.

“Behavioral assessments testing is the most objective, economical way of obtaining necessary information for predicating an applicant’s probability of success in any position.”

Dr. Denis Waitley

Most information on applications for employment is predictably subjective. Resumes present only positive information, some of it exaggerated. Stricter EEOC regulations and the threat of lawsuits for discrimination make it difficult to obtain negative information from an applicant’s previous employers. Even former employers willing to comment on an applicant rarely give the real reasons he or she left the former organization. Experienced interviewers can often obtain additional information, but many applicants are skilled at being interviewed and can mask their true personality.

Behavioral assessment testing is the most objective, economical way of obtaining necessary information for predicting an applicant’s probability of success in any position.

The Winslow Assessment reigns at the top in covering all the concerns mentioned above and giving you the edge in hiring and promoting in today’s competitive job market.

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“There is one quality that one must possess to win, and that is definiteness of purpose, the knowledge of what one wants and a burning desire to achieve it.” – Napoleon Hill

You’ve got to be crystal clear about WHY you want something.  When you are setting your goals make sure to ask yourself the critical question:  Why it is important to you?  Is the goal for you?  Is it your burning desire to achieve it?  Or is it someone else’s wish for you?

In Think and Grow Rich, Napoleon Hill outlines “Six Steps to Turn Desire into Gold”

1. Fix in your mind the exact amount of money you desire.  Be definite about the amount.
2. Determine exactly what you intend to give in return for the money you desire.
3. Establish a definite date by which you intend to possess it.
4. Create a definite plan for carrying out your desired outcome and start now.
5. Now write out steps 1 through 4.
6. Read your statement aloud, twice daily (in the morning and the evening).  As you read – see, feel and believe yourself already in possession of the money.

A Definite purpose backed by a burning desire (CLARITY) + Taking the appropriate ACTION = Your desired result.

What is the intensity of your desire?  Do you possess the persistence necessary to succeed?

How to develop persistence:

1. Have a definite purpose backed by a burning desire to achieve it.
2. Create a definite plan, expressed in continuous action.
3. Cultivate a mind closed tightly to al negative and discouraging influences, including any negative suggestions of relatives, friends and acquaintances.
4. Develop a friendly alliance with one or more persons who will encourage you to follow through with your plan (a mastermind)

To Improve the Quality of Your Life… All You Need is the….

• Desire to change
• Decision to take action
• Discipline to practice new behaviors
• Determination to persist until you get results

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Can you really identify these traits in the interview process? So many applicants are coached on how to come across with these traits, when in fact these traits can show up later NOT to be strong once the applicant enters your workplace.

The Winslow Assessment is able to tell you immediately if the traits are even there! You will now have the best tool in your hiring process to select exactly the right person for the position you must fill.

To follow are the key traits that need to be assessed in determining Dedication and Cooperation in the workplace:

Coachability: will tell you if this person respects authority figures (their managers) and willingly accepts their leadership and direction.

Recognition: indicates if this person has an internal motivation to be seen as a desirable person and will act appropriately to receive recognition.

Trust: trusting individuals are not suspicious and defensive.  They openly communicate and believe others are deserving of their trusting nature.

Flexibility: tells you if this applicant will readily adapt to the company’s methods of operation and decisions or be resistant and insist on their own.

Contentment: lets you know if this is a happy person with a positive disposition, rater than someone who is disenchanted with their life.

Responsibility: will this individual accept responsibility for the consequences of his or her words and actions or blame others instead.

The Winslow Assessment will reveal the level of each of these traits in your applicant. Normally theses traits will show up over time once the applicant is hired. But with the assessment the employer can know how the applicant will hit the road on his first day!

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The Winslow Research Institute offers a unique assessment program to aid individuals in achieving their career success and personal contentment.  Regardless of your career, social position, or economic status, the assessment will help you to develop and maintain optimum personal performance.  They complement other self-improvement efforts and programs, by preparing reports on your personality, behavior, and attitudes, based on the results of assessment instruments.

Interpersonal Traits

Sociability – Recognition – Conscientious – Exhibition – Trust – Nurturance

Organizational Traits

Alertness – Structure – Order – Flexibility – Creativity – Responsibility

Dedication Traits

Ambition – Endurance – Assertiveness – Boldness – Coachability – Leadership

Self-control Traits

Self-confidence – Composure – Tough Mindedness – Autonomy – Contentment

After you take the Winslow Assessment, your Personal Dynamic Profile will provide immediate and accurate insight into the personality characteristics that influence your career success.  This Profile will show how you measure in the 24 key behavioral characteristics listed below. The information provided to you in your Personal Dynamic Profile will enable you to objectively understand your personality, attitudes, and resulting behavior.  Action can then be taken to amplify assets and to control or modify behavior that may be limiting career achievement and/or preventing personal happiness.

This proven method of achieving and maintaining high personal performance will assist you in exploring and emphasizing your personality assets and help you control or eliminate potential liabilities.  This time-tested program will also assist you in attaining contentment and satisfaction in all aspects of your lifestyle.

So, yes there is a tool and it is the Winslow Assessment

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Most businesses would rather promote from within rather than go through the hiring process. In this case, do you really know for sure that a current employee could undeniably fill that vacant position in your business?  You think you know their capabilities and personality, but is there a lingering question as to whether you are making the right decision.

Your expectation in this situation is that the employee will hit their new position running and will need little instruction or motivation. That is, you hope your theory is correct but there is always that lingering doubt.

The Winslow Institute’s Assessment Test is the perfect tool to the above situation. By having your employees take the one hour Winslow Test, you will know from your Manager’s Report and their Personal Assessment Report who you really have on your team and whether or not they are the right person for the position.

The Winslow Test will assess collectively 24 behavioral traits in the following categories:

• Interpersonal Traits
• Dedication Traits
• Organizational Traits
• Self Control Traits

If, after reviewing the Assessment Reports, you see that the employee is not the right candidate for the position, you will know the areas that he or she needs to improve in order to enhance their performance and possibly advance in the future and the employee will have their Personal Assessment Report that will reflect the same information on a personal level.

As you can see this is a win-win tool for any business.  The Winslow Test and Reports will be like having a Fortune 500 Human Resource Department at your fingertips

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The Winslow Assessment can eliminate the dreaded Trial Period that employers have to endure after they make a selection. During this period the hidden personality traits that you missed in your hiring process begin to show up. Yes they have all the experience and training that you need but their real personality traits are now showing up and they are just not fitting in to your workplace.

Where in the world is that Perfect Tool that could have eliminated all of the above?

Selection of applicants is one of, if not the most, important aspects of building and maintaining a successful organization.  Research proves when a person fails in their career in more than 90% of the time that failure is directly attributed to some aspect of human behavior.  Individuals do not usually fail because of lack of education, experience, training, or skills.  They fail because their personality is not compatible to the behavioral requirements of their career.  An organization can invest significant amount of time and money creating products or services and a successful business.  However, if the wrong applicants are hired it will fail or at best, never achieve its potential.  The Winslow Applicant Selection Reports will significantly increase the probability that applicants you hire will be successful and achieve their maximum potential in your organization.

These Selection Reports will show the applicants’ behaviors and attitudes that you can expect to show up when they arrive at your workplace. The Winslow Assessment measures the 24 personality traits related to success and the Winslow Reports that are generated after the assessment is taken give you the results in an easy to understand format.

Ambition, Self-confidence, Conscientiousness, Coachability, Trust and Flexibility are just a few of the traits that the Winslow Test will assess in your applicants. Wouldn’t it be incredible to know the level of each of these traits the applicant will bring to your workplace?  Knowing this information ahead of time would save every employer precious time and money.

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Our personality holds the keys to our success.  It has been proven time and time again that your personality coupled with your skillset is the driving force behind the curtain of your leap to the top.  Whether in sales, management, administration or entrepreneurship, there are three key components of your personality that must be explored closely in order for you to excel.

Based on the Winslow model, these three traits are most influential on impacting your ability to weather the storm of tough times.  According to Winslow, Dr. Denis Waitley and several more experts in the field it is critical to get focused on your Self Confidence, Ambition and Mental Toughness (SAM).

Breaking down each one of these and seeing their interrelationships is vital to understanding why, in no particular order, they work so well for us and can crush your chances to succeed.

Self-confidence, from an athletes perspective is the ability to tap into that all important God gifted, Universe gifted or where ever you believe it comes from base talent we all have inside of us.  These core gifts we have is what our Confidence is based on.  I really like the definition of this as it relates to an athlete.

The athlete with high Self-confidence is described as having unfaltering confidence in self and the capacity to deal with things; handles unexpected situations well; speaks up for beliefs to coaches and other players.  Athletes have a wide range of talents in different areas and athletic competition invariably involves a test of those abilities.  Accompanying this talent is the belief in one’s ability, knowing one’s potential as well as one’s limits.  Athletes high in Self-confidence have great belief in their skills, knowledge, experiences and ability.  They have a strong feeling they can accomplish the goal.  More importantly, they possess a willingness to accept challenges that may exceed their capabilities.  Confident athletes continually strive to meet and test the limits of their capacity.

Taking this explanation and overlaying with your business practices can lead to great insights into how critical it is to “think” like an athlete.  Read that explanation again and you quickly see your “thinking” expose itself.  I would suggest you capture this thinking and see what parts you can apply to yourself or your team.

Next is Ambition.  Just as I mentioned in a previous post, your Ambition / Drive are key in the decision strategy you operate from while making choices moment to moment.  While it is quite obvious that one’s ambition contributes greatly to your success,  I like to point out how easy it is to spot the upcoming burn-out factor if you fixate on this part of success.  Please read my previous post, “High Ambition / Drive” so as to understand why and how this plays such a key role.

By the way, I recently taught a class attended by 50 plus Realtors and asked what they thought the top three traits of success were?  Of course their answers included Self-Confidence and Ambition however they couldn’t come up with the third trait quite so easily.  Just as I asked this group -  I have asked this a hundred times to many other groups always getting the same result,  people most always overlook this third trait, Mental-toughness.  People have asked me over and over why that is and I can only hypothesize that it’s a result of no “formal” sales training.  Long term sales success is predicated on recovery and one’s ability to get back in the saddle.

Periodic failure is an unavoidable aspect of operating your own business or working within someone else’s.  Although there are many potential responses to these setbacks, the mentally tough person is able to respond by “bouncing back” quickly and at times even becomes stronger as a result.  This ability to recover means across the board.  Whether it is finance, clients, co-workers, supervisors or the universe, this person can quickly pick themselves up, dust themselves off and get back to the business at hand.

Self-confidence, Ambition and Mental-toughness, examine it within you and check your internal map.

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Hiring is hard enough when times are good but what about today on this economic battlefield?  What about in this environment and in these times?   It might not be the hiring that can kick your butt… it could be the “who” do I keep problem you have right now?

Either way,  I have bought into the Winslow Assessment System 100% when it comes to helping me and my clients make the right decisions with reference to recruiting, hiring, developing and retaining the right person for any position within an organization.

Below is a great example of a few reasons why I see the Winslow System as “the best of the best” as pointed out by Dr. Dennis Waitley, one of the authors of the assessment with reference to the Winslow System:

“Winslow’s very detailed,  individually specific reports for position analysis and career development are almost uncannily accurate in predicting performance results.  What resume has ever done that?   Many managers decline to use assessment tests based on a misapprehension that they are illegal or invite litigation, but this isn’t true.   The Labor Department’s EEOC and other government agencies have declared that valid and reliable testing contributes substantially to nondiscriminatory selection placement and development practices.   Testing can also be a strong defense against complaints of, and lawsuits for, discrimination and wrongful dismissal.

Another myth is that applicants can falsify test results by giving answers they believe to be desirable rather than those they know to be true.   The fact is that the latest tests use control questions very effectively to detect dishonesty.   Experience has shown that from 10 to 30 percent of applicants try to “improve” their answers, usually in hopes of getting the job.   When told that their answers are inconsistent, most individuals are honest when they retake the tests and the results are validated.

Much of the information obtained used to be too technical to be useful to the typical manager, but testing programs are becoming user friendly, even for managers with no background in psychology.   Should applicants for all jobs be tested?   The general consensus is that only the two or three finalists for a position should be tested, and that current screening procedures should be continued, if effective,  for the preliminary selection stages.

In the past, tests were usually limited to applicants for management and sales positions. However,  high turnover rates and rapid increase of hiring costs have prompted many organizations to test for most white collar and technical positions.   In deciding which applicants to test, organizations must consider the importance of the position and hiring and training costs.   Applicants uncomfortable with testing or opposed to it often have high level of suspicion, aggression or rebelliousness – or a low level of self-confidence.  In any case, those possibilities should be explored before hiring.  For most organizations, the cost of testing is less than five percent of the applicant’s salary for a single month,  an insignificant expense in comparison to the cost of hiring and training the wrong person.

Behavioral assessment is also an excellent tool for skill development, and very helpful to those who recognize that they must be life-long learners.   In the leading companies I know, behavioral and personality assessments can identify employees skills and match them with jobs into which they can grow, helping to prepare people to assume key positions in the near or even the distant future.  The idea is to assess personality and talent, then provide the coaching or mentoring to develop it.  But most important is that testing for this purpose spurs the subjects to keep learning.

It’s worth noting that personality assessments are not primarily for investigating tastes or styles.   The analysis that counts is for helping determine whether this person will be ” successful” in that job.”

What a great ending to that explanation… “success in that job.”  That is what I have personally found to be critical in the approach for hiring the right person.  If we don’t select based on the ability for that person to be successful in that position then you are hurting not only the employee but the company in general is going to suffer as well as your clients / customers.

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