Talent is a combination of many factors, one of which is behavior. The TTI Success Insights™ Management-Staff DISC is a report that not only defines unique behavior, but guides the respondent and his/her manager in leveraging it for success. We profile the individual on how they respond to problems and challenges, people and influence, pace and multitasking, and procedures or constraints. Specific strengths and areas for improvement are noted for coaching and mentoring.

We take the DISC questionnaire and create a report that presents the individual as he or she will act and react in sales environments in the same four areas—problems, people, pace, and procedures. For example, the report discusses how the candidate will respond to objections and cold calling, as well as if the person will focus on finding new accounts or servicing existing accounts. This report can be used as either pre-hire or coaching.

The TTI Success Insights™ Workplace Motivators TM Report helps define why employees sell, manage, consult, or service customers and clients the way they do. What prompts their enthusiastic responses — a happy customer, a big sales contract landed, a tough problem solved, or learning a new technique? The answers to these questions are all based on Values. Values are the drivers behind our behavior. Values are beliefs held so strongly that they affect the behavior of an individual or an organization. As a supervisor, this reports helps one know what to do to capture their enthusiasm and leverage their unique talents.

The TTI Success Insights™ Sales Strategy Index TM is an objective test benchmarking respondents to a very large database of highly successful salespeople in 7 steps or aspects of the sales process using 54 questions. The report outlines where the respondent compares favorably to the others in the database, as well as those areas where additional training and development would be recommended. The report also highlights those questions to which the respondent picked the worst possible approach. Because each sales environment is different, we can look at which phases of the sales process are most important in profiling respondents—some positions require extensive prospecting while others require critical closing skills. This report is good for both pre-hire and coaching of existing team members, regardless of their performance level.

This assessment tool evaluates an employee’s current job alignment, or it can be used to prescreen job candidates for best job fit. TQ defines an individual’s mixture of, 1) Routine, 2) Trouble-shooting and 3) Project task types that create the preferred environment for the highest level of individual satisfaction and motivation.

Each job can be defined by actual and optimized task mixtures. The mixtures of tasks for similar job types from one company, or even from one organization to another, can be substantially different. The variation in these mixtures is dependent upon a variety of variables such as efficiency and effectiveness of existing processes and systems, customer and market demands, and level of request, predictability, and urgency. For example, the task split for an emergency 911 call center operator is quite different than one for phone operator that provides callers phonebook calling numbers.

As a summary, an individual's experiences, references, education, and training tell us WHAT they can do (like the Sales Strategy Index.) Behavioral assessments (DISC) tell us HOW they will do it. Knowledge of an individual's values tells us WHY they do what they do. Task Quotient tells us if the FORMAT of the job is a good match for the individual.

DISC is a four-quadrant behavior and communication model originating with Hippocrates in 400BC when he first started to notice and observe behavior. Dr. Marston published “The Emotions of People” in 1928, in which he described the theory that became DISC.

Once an individual has been brought onto the team, it is time for an effective and time-conscious ramp-up or training program. Understanding how an employee behaves and communicates, as well as why, will decrease training time and increase effectiveness on the job.

Management of an organization's human capital starts with only hiring individuals that possess the characteristics needed for the job, the motivators satisfied by the job, the culture of the company and the drive to contribute to the overall success of the company. We offer assessments to determine the behavioral characteristics and attitudes that naturally "fit" with a position. Employing a person with these characteristics and attitudes will decrease job stress, increase job satisfaction, increase productivity, and increase employee retention.

When you fill out the report order form below, we will provide you with a code unique to your company. You will receive your individual access code within one business day. As soon as the employee or candidate completes the online profile, you will immediately receive a PDF file ready for printing and coaching by a member of ACTUM Group. After you have received your report, we will invoice you accordingly.

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