Leadership, Coaching and Sales Assessments
As leaders and coaches we are always looking for ways to improve the human condition and results. Getting people to grow, change and/or follow has never been an easy task. What we have found is that Assessment tools can be an invaluable aid. Assessments provide uncanny insights and a deeper understanding of an individual their strengths, weaknesses, preferences and job fit before we spend our money, time and energy hiring and investing in the wrong person.
In coaching, we know that personal or professional development always starts with self - awareness. No ownership - No change!
Our assessment tools are used to create awareness and to identify gaps in competencies or behaviors to improve individual and team results. Our tools , consulting and coaching are used for building high performance people and teams. Individual assessments are used to improve selection, sales performance, management and leadership effectiveness.
Our selection tools for Athletic Coaches are available for the Athlete, The Coach and Administrators to improve performance, team synergy and communications.
A few of our assessments for sales, coaching, team building and leadership are listed below.
Assessments for Leaders and Sports Management
DISC 360
The DISC Sales 360 assessment is a resource for individuals and organizations who desire to improve sales and service performance and to positively persuade other people.
Unlike many other behavioral assessments, our behavior reports are as much prescriptive as they are descriptive! In other words, we spend as much time teaching you how to improve your own productivity and interpersonal interactions as we do describing your natural DISC behavioral style.
DISC Sales report has three parts:
Part I: The focus is on Self Awareness which highlights your individual DISC Graphs, Your Strengths and Struggles, Strategies that Motivate, Your Style Work Preferences, Your Style Communication and Tips for Others
Part II: The focus is on Applications and includes how to Identify Another Person’s Behavioral Style, How to adapt to others to improve communications, sales and leadership . how to reduce stress and improve client receptivity.
Part III: The focus is on personal development and implementing new strategies for sales, team communications and leadership.
CLICK HERE for a sample report
DISC Leadership
The DISC Leadership assessment is a resource for individuals and organizations desiring to improve leadership awareness and management effectiveness. Unlike many other behavioral assessments, our assessment reports are as much prescriptive as they are descriptive! In other words, we spend as much time teaching you how to improve your own interpersonal interactions and ability to influence and lead others.
DISC Leadership report has two parts:
Part I - The focus is on Self Awareness which highlights your individual DISC Graphs, Management Strategies, Your Strengths and Challenges, Motivation, Decisions Style, Preferences, Communications Style and Tips for Others
Part II: The focus is on Applications and includes how to Identify Another Person’s Behavioral Style, How to adapt to others to improve communications, coaching, team performance and leadership, how to reduce stress and improve team synergy and receptivity to change.
Part III: The focus is on personal development and implementing new strategies for personal development, team communications, coaching, accountability and team development.
CLICK HERE for a sample report
Emotional Intelligence
Research indicates that the greatest part of success lies in applied emotional intelligence. EIQ has twice the power of IQ to predict performance. It is a better predictor than employee skill, knowledge, or expertise. It creates the ability to relate positively and constructively in both personal and professional settings. Emotional Intelligence may be defined as the awareness of feelings; ability to define them; recognition of their causes; and the controlling of these emotions to elicit optimal effectiveness. The major core skills are perception, understanding, definition, application, and management. These skills are vital to both intra-personal and interpersonal engagement. Individual, team and organizational performance all improve with development and enhancement of these abilities.
In the fields I have studied, emotional intelligence is much more powerful than IQ in determining who emerges as a leader. IQ is a threshold competence. You need it, but it doesn’t make you a star. Emotional Intelligence can. ---- Warren Bennis
Emotional intelligence can be learned and improved. Effective training and coaching create enhanced performance at all levels. By implementing a coherent growth plan throughout an organization, significant improvements can be made. This growth is measurable and sustainable. The EIQ system produces the organizational climate and culture of peak performance and long term success.
The EIQ-2 System provides a comprehensive platform for development from individual performance through organizational excellence. This system provides a comprehensive set of tools that form an integrated learning experience.
EIQ-2 is focused on targeted results. It provides for high value, ease of application, return on investment and a multi-disciplinary approach designed to engage and involve learners at all levels. Customized support, professionalism, consulting, coaching and training assure unparalleled achievement.
CLICK HERE for a sample report
Leadership Effectiveness 360
Dynamic, effective leaders are constantly honing their skills and investing in their own personal development. The Leadership360 Assessment is based on eight leadership abilities that are demonstrated by outstanding leaders. The Leadership360 survey is a powerful and significant tool that will help you improve your leadership effectiveness. It measures your current attitudes and abilities in eight major leadership abilities.
Communication Skills – The art of using words effectively to impart information or ideas in ways that resolve conflicts. Conducts constructive meetings. Expresses facts and ideas in an understandable and convincing manner. Listens well and considers other’s opinions before coming to conclusions. Does not interrupt others. Master of self-awareness and self-management in coping with stressful situations. Mastery of self-awareness and self-management in coping with stressful situations.
Decision Making – The process by which one makes a conscious selection of a course of action from among available alternatives that is based on the best information available. Such a selection or decision is done in a timely manner appropriate to the challenge at hand. Important characteristics of good decision-making include influencing others of a wise course of action, carrying through on the course of action identified, and sound logic.
Promotes Innovation and Change – To create a work environment that encourages creative thinking and justifiable risk-taking. Being open to change and new information. Adapting behavior and work methods in response to new information, tolerating ambiguity, changing conditions, or unexpected obstacles. Identifying opportunities to develop new products and services.
Working Relationships – Creates an environment that encourages input and feedback by attentive listening. Positive responses and openness to alternative concepts by valuing diversity of ideas and cultural differences. Fostering an environment in which people can work together cooperatively and effectively in achieving organizational goals. Establishing and maintaining good working relationships with direct reports, peers, supervisor, and outsiders, as well as internal organizational units.
Leadership Skills – Creates a vision or goal for one’s work unit and communicates it in a way that motivates others to implement it. Empowering people by sharing power, authority, and delegating responsibility. Actively builds staff’s trust and commitment by mentoring, fostering good working relationships, and acting selflessly and with integrity.
Coaching Skills – Seeks out the very best of “what is” in terms of another’s values, beliefs, and behaviors to help ignite “what might be.” Helps people clarify their career goals and actively develop skills needed to achieve those goals. Continually challenges people to improve performance, while providing frequent and helpful development discussions and feedback.
Utilizes The Strengths of Others and Self – As discussed on page 2, leaders focus most of their time developing and using their strengths, and a smaller portion of time trying to overcome their shortfalls. Of course, you still have to work on strengthening your shortfalls, particularly those that have a significant impact on your productivity.
Team Development – Has the ability to influence a group of diverse individuals, each with their own goals, needs, and perspectives, to work together effectively for the good of the team. Insures that team members understand their roles and responsibilities, while encouraging mutual accountability for successes and failures. Works cooperatively with other parts of the organization by building trust, creating synergy, and recognizing successes.
If you are an upper-level leader or executive, you will benefit from reassessing the leadership qualities that brought you to your current position.
As a supervisor or mid-level leader, you’ll identify your current strengths and the areas where you need to improve.
As a new and developing leader, you’ll have a clear set of guideposts on which to base your growth.
The Leadership Effectiveness 360 questionnaire takes approximately 8-10 minutes to complete. It is both a catalyst and a road map for change, awareness, and development of your personal leadership qualities. Find out how you can be a more effective leader!
CLICK HERE for a sample report
Coaching Effectiveness
Coaching is an important part of any effort to bring out the best in an individual. In fact, it is a key skill that contributes to the development of an organization’s most valuable asset… its people.
Formalized coaching might be relatively new in some commercial or business organizations, but it’s been around for a long time. Top athletes have personal coaches to help them compete to win. Opera singers, actors and public speakers hire people to coach them.
A coach’s key role is to help an individual improve specific skills and achieve better results. They do this by providing helpful, productive feedback about specific performance.
You don’t have to be an expert in the field to be an effective coach. You just need to want to help someone achieve more. Many of the best coaches in sports were only average performers. Top athletes often make poor coaches. Top salespeople often make poor sales managers.
In business or organizational work, coaching is generally connected with professional development. The process usually involves an individual first identifying areas for improvement (with the help of the coach) and then developing skills or competencies on the job, backing that up with informal or formal training sessions or even college courses.
Research has shown that there are seven competencies or factors that contribute to good coaching. This online assessment measures all seven:
Empathizing Ability
Listening Skills
Capacity to Confront and Challenge
Problem-Solving Ability
Feedback Skills
Capacity to Empower
Mentoring Skills
CLICK HERE for a sample report
DISC Assessments for the Athletic Department
DISC for the Coach
Why do I need behavioral profiling for myself, my coaches or athletes?
Athlete Assessments’ behavioral profiling for coaches and for athletes helps you realize your potential to be an exceptional coach. The key to achieving this is all about developing self-awareness, and understanding your athletes as individuals.
Self-awareness is the recognition of one’s behaviors, strengths, weaknesses, beliefs and values and how these help create your experiences in life. Coaches who are more self-aware can control and exhibit the types of behaviors that create great and consistent performances.
Exceptional coaching is about much more than technical knowledge. Did you know that:
Technical knowledge is not a determining factor in coaching performance.
Everything you say and do as a coach impacts your athletes’ performance.
Physical training can only get you so far.
A case in point. Coach John Wooden of UCLA is America’s most successful college basketball coach, with an unassailable record of winning statistics in his 40-year career, including:
An unequaled 885-203 overall win-loss record.
An unprecedented 10 NCAA championships.
38 straight NCAA tournament victories.
All time winning-streak record of 88 games.
19 conference championships.
Wooden was a truly exceptional coach, and took a different approach from others in two vital aspects:
He knew himself (was self-aware) Wooden’s focus was on setting an example for young men and preparing them for life after they departed from his care – the most effective teaching tool was his consistent example.
He understood his individual athletes He never coached his teams to try to be better than their opponent.. He taught his athletes to prepare
themselves to be the best they could be and the result would take care of itself.
“Consider the rights of others before your own feelings, and the feelings of others before your own rights.” – John Wooden
The importance of profiling in sport cannot be overstated. Athlete Assessments’ sports profiling products give you the insight and analysis you
need to become self-aware and to understand your athletes.
As a coach, Athlete Assessments offers you two profiling options:
Coach DISC Assessments - for yourself and your staff
DISC Assessments for the Athlete - to help you understand your athletes and your team’s dynamics
DISC Assessments for the Managers - non-coaching staff such as team managers, sports administrators and other professionals. Find out more about the profile specifically for sports managers and administrators.
Coach DISC and Athlete DISC are unique behavioral profiling products developed specifically for coaches and athletes. They are based on a well founded methodology and draw on many years of experience from top level athletes and coaches.
Sports Manager DISC
After many requests from our clients we have launched our latest professional development tool, specifically for sports managers and administrators.
For years now, our clients have benefited from the use of the CoachDISC and AthleteDISC profiles with their coaches, athletes and teams. They all agree that the importance and benefits of profiling can’t be overstated. This has been their key to developing the self-awareness you need, as a coach or an athlete, to develop your emotional intelligence and understand how your behavior and personality impacts on your sports performance and competition results.
With continued success in this area, many of our clients have asked for a similar tool especially for their team managers, administrators and support staff. We’ve heard you and responded by developing the Manager DISC profile.
We recognize and appreciate that much of a team’s success is based on excellence in team management and administration. Often, all of the focus is on the coaches and athletes and the very people that provide all of the support and service to this group miss out on their own professional development. We are working to change this! And Athlete Assessments has the unique background, in both sport and the business world, to provide excellence in professional development for sports managers and administrators.
Aligned with our existing Coach DISC and Athlete DISC profiles, it is an online sports industry specific assessment to support managers, administrators, support staff and other sports professionals in their personal and professional development.
You can use the profile to further develop self-awareness of your work behaviors, preferences and style – effectively, how you perform your role in the sports industry.
Using this information you can be more effective with your communication and build stronger relationships with staff, peers, bosses, coaches and athletes.
You will have a deeper understanding of your motivation, strengths and areas for development relating to your professional role.
With this valuable information and guidance you can consciously apply your personal strengths, and identify specific issues to focus on, to realize your full potential as a valuable and contributing member of your sports organization.
No matter what level in the organization you are, leadership development starts from the same foundation – self awareness. Using the Manager DISC is the most effective step in developing your self awareness by developing a comprehensive understanding of both yourself and the people you work with. You can clearly identify the factors that will lift your work performance to the next level, such as:
Your unique motivators
Your preferred communication style
Your most effective working environments
Style of management you best respond to
Your personal strengths
Areas to focus on for improvement