Personal Development

Why the Achiever?

The Achiever is a unique assessment tool in that it combines mental and personality measurements in one easy to understand instrument.

It uses a system that easily relates scores to individual job requirements by means of a benchmark of successful performers who nationally have previously used this measurement. The Achiever measures the following aptitudes and traits:

The achiever measures six mental aptitudes:

  • Mental Acuity – measuring learning comprehension, judgment, and reasoning and problem-solving ability
  • Business Terms – measuring the candidates’ knowledge of basic business terms.
  • Memory Recall – measuring the candidate’s knowledge of current events as they relate to their specific job.
  • Vocabulary – measuring general English vocabulary skills.
  • Numerical Perception –measuring one’s ability to handle numerically related tasks quickly and accurately.
  • Mechanical Interest – measures one’s interest in the mechanical area.

 Ten personality traits are measured by the achiever as well:

  • Energy – energy, drive, tension and stress levels.
  • Flexibility – integrity, reliability, dependability and work ethics of the individual
  • Organization – personal orientation to plan and utilize time wisely.
  • Communication – innate ability to meet and interact with people-extremely important area of concern for one involved in communications such as a sales person.
  • Emotional Development – ego, self-esteem, self-confidence and ability to handle pressure-very important areas of concern for sales people.
  • Assertiveness – strength and determination to get one’s way. In sales, I think we see the importance of this one.
  • Competitiveness – team orientation versus individualistic competitiveness.
  • Mental Toughness – psychological stamina to deal with life and job problems
  • Questioning/Probing – instinct to question and probe rather than accepting things at face value.
  • Motivation – security-motivated or recognition, incentive and /or commission-good information needed by management to help coach this individual

 The Achiever also contains two validity scales to assess the accuracy of The Achiever report:

  • Distortion – frankness of the respondent as related to the statistical validity of the personality dimensions.
  • Equivocation – consistent decision-making of the respondent as it relates to the accuracy of the personality dimensions measured.

 This report section evaluates your candidate’s traits in five key Areas of leadership:

  • Planning
  • Organizing
  • Staffing
  • Coaching
  • Facilitating

 These reports are designed to eliminate errors in hiring and to help individuals choose areas within themselves they wish to improve. Each report has a plan of action to help one reach desired goals and objectives and also can be used as an effective management guidance tool.

Isn’t it best to have this information before rather than after you have selected your candidate for a particular position that he or you may be less qualified for?

Or if you find yourself in a position that you feel less qualified for, you now have information to help you make better choices.

The supervisor’s report will discuss Potential areas needing development for the particular position with this candidate. As an example, the report might suggest the candidate for the leadership role:

  1. Learn to be a better leader and planner.
  2. Learn to better organizer.
  3. Learn to make better staffing decisions.
  4. Learn to better lead others through effective personal coaching.

 Simply put, with the use of the Supervisor’s report you will make better informed decisions about your candidate or yourself.

This report section evaluates traits in key areas such as:

  • Persistence and consistency
  • Ability to meet and communicate effectively with people
  • Ability to command respect
  • Setting goals to win excel and achieve
  • Developing rapport
  • Identifying need or desire
  • Dealing with objections
  • Learning speed & efficiency

 Summary Report Measures Potential and Includes the following strength(s):

EXAMPLE:

  • Persistence and Consistency
  • Ability to command respect
  • Developing Rapport
  • Identifying need or desire
  • Dealing with objections
  • Learning speed and Efficiency
  • Ability to meet and communicate effectively with people
  • Setting goals to win excel and achieve
  • Changing, growing and learning new concepts and ideas

 Changing the way we do things is our key to success-selecting the right candidate for the job, evaluating ourselves for the position we have chosen.

It has been said that if you continue to do things in the same old way, why would you expect different results?

The supervisor’s report contains Interview and Developmental Suggestions for the candidate’s supervisor and Personal Development Suggestions for the candidate as well.

And, steps on how to Effect Change.

Suggested areas of study to effect change including a plan of action.

Additionally we offer several training programs designed to increase productivity and revenue for an individual, team, or company.