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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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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The Most Comprehensive Assessment: The Winslow Profile is the most comprehensive assessment available to measure the personality, behavior and attitudes of employees or applicants.  The Profile measures 24 personality traits, on a bi-polar scale, for a total of 48 dimensions of personality.  It measures every trait relevant to success in all positions, at all levels on your organizational chart.

No Fail Assessment Validity Controls: The Winslow Profile contains special control questions that determine the accuracy and objectivity of the answers participants give to the questions in the Profile.

Valid Reports Guaranteed:  Winslow Reports will only be prepared when participants’ answers to the Profile are accurate and objective.  Thirty percent of all participants have invalid results on their first assessment.  Consequently, 3 out of 10 competitive reports are invalid and not worth the paper used to print them.

Unlimited Retakes:  Our clients are not charged an additional fee when participants with invalid results retake the Profile.

Most Comprehensive Assessment Feedback: Four versions of Winslow Reports are available to our clients on every participant.  They include a participant’s report, manager’s report, executive report and a position compatibility report.

As you can see from all of the above, the Winslow Assessment System is truly the premier product in its field.

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