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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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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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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