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7/28/2019 Solo North Consulting Provides Two Distinct Services to Owner
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Solo North Consulting provides two distinct services to Owner/CEO clients:
1) Bottom line planning and performance improvement.2) Assessment services to clients who want to know where they stand.
Purpose
Our clients are classic entrepreneurs who have successfully built therebusinesses over the years. However, the current economic conditions require morefrom every organization. Solo North exists to assess where an organization is anddrive it to the owner's desired results.
At Solo North, we are most experienced at quickly entering your organization,assessing the barriers, and assisting to get the client on track to their objectives.Simple, effective, and valuable. We have provided these strategic services to manyorganizations in many industries over many years.
Philosophy
We believe, regardless of the type of business, that organizations indeed havethe human capital to provide for an owner's requirements. We help develop andleverage that capital.
Michael C. Trufant is Solo North's principal and primary consultant in our practice.He has extensive experience both as a CEO and private-practice consultant. He wasa CEO in the wireless industry for over 10 years as that industry went throughdramatic change. Then his experienced deepened as a practicing consultant toorganizations as large as the Fortune 500 and as small as small family businessesand non-profits.Next Steps
Don't hesitate to find out how you can move forward. Contactus for moreinformation. The value of moving forward for you and your organization is significant.
The value of using Solo North is making that move smoothly. We've takenorganizations through next level improvement. You don't want to do that alone.
Depth in Consultants
Solo North has a resource pool of networked consultants, each with a specificarea of expertise and key practice skill. This exclusive network provides a broad peernetwork from which to collaborate and share solutions to the ultimate benefit of ourclients. Our clients look to us for solutions. We have some of the best practitioners inmany areas of service.
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http://www.consultingtools.com/en-us/
Personality Assessment
The Career Profile Online is a brief self-scored online career interestinstrument suitable for employees at all levels of the organization. Thistheory-based and validated career interest inventory provides targetedfeedback in three areas, providing a complete profile of an employee'scareer stage, interests, motivational anchors, job/career pathpreferences, and political acumen style.
The Career Profile Inventory Scales Include:
Career Stage
Entry Development
Balanced
Exploration
Career Path Preference
Managerial
Specialist
Generalist
Entrepreneurial
Political Style Orientation
Promoter
Strategist
Team Player
Independent Player
Identify the True Career Path Preferences of Your Employees
The Career Profile Online is composed of 40 questions measuring therespondent's current situation ("The Way it is Now") and compared tothe way he/she would like it to be ("The Way I'd Prefer it to Be").Administration takes approximately 20-30 minutes and the feedback
results are automatically available online. The comprehensivesummary feedback report compares and contrasts current to idealpreferences in career stage, path preference and political styleorientation. By analyzing the "gaps" you will quickly identify the causesof employee satisfaction resulting in increased productivity andretention....and reduced turnover.
Use it for Coaching, Training or Career Management
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The Career Profile Online is an ideal assessment tool to be used for executive and
management coaching, career counseling, outplacement, employee development,
performance evaluation, succession planning, and supervisory training, and managementdevelopment programs. The Career Profile Online report also includes an action plan to
support career and professional development goal workshee
At glace 40 questions
internet/paper scoring
bureau processing
easy to read report
Facet 5
106 questions
internet system
software
paper scoring
bureau processing
easy to read report
accreditation courses
Realizing the talent of people is a constant priority for organizations.This involves careful attention to Recruitment, Selection, TeamIntegration, Leadership & Management and Career development at alllevels. Many of these fields have developed greatly in recent yearsoften producing their own set of models and languages, which must belearned and understood.
Facet5 is a model of personality, which allows managers to understandhow people differ in their behavior, motivation, attitudes andaspirations. It is based on recent developments in personality theory
and management development and yet is simple and practical to use.
Facet5 can be applied in all of these areas and can provide a commonlanguage. The simplicity and robustness of Facet5 makes it ideal foruse in any situation where individual differences are important.Personnel professionals and line management alike can use it tounderstand and manage staff individually and in teams. It alsoprovides a solid structure for individuals to learn about themselves,
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their interactions with others and the strategies available to ensureeffective teamwork
Facet5 works at all levels from individual assessment throughselection, recruitment and team integration. Facet5 can even be
extended to understand culture and values at a team or corporatelevel.
Organizations wishing to use Facet can now take advantage of our new internet-basedautomated system; E-Facet. E-Facet allows organizations to send out customized
invitations to a candidates e-mail address and receive back completed reports
automatically by e-mail as a PDF document. For more informationcontact
in-basket simulation
23 tasks to respond to
90 minutes to complete
self scored
bureau processing
easy to read report
Whether you are hiring, training or coaching, youll find several uses for this supmanagement assessment instrument. Validated against actual performance, thisample simulation lets you accurately measure competencies critical to successsupervisors and managers.
Many things arent easily measured in an interview or resume - how people solvmake decisions, or how they plan and delegate. The In-basket Simulation providexperience that has people demonstrate actual skills and abilities critical to effeperformance. This supervisory and management simulation brings additional obnew hire and promotional decisions. And it meets all Equal Employment OpportuCommission guidelines.
Based on job analyses of supervisory and management positions in diverse industries, the In-basket Simulation measures
competencies:
Initiative Interpersonal Sensitivity
Planning/Organizing
Delegation
Administrative Control
Problem Analysis
Judgment
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Decisiveness
In addition, two versions of the In-basket Simulation are available; one for servicand the other for production or manufacturing industries.
You can score the In-basket Simulation on your own with a competency-based sand print out a complete report on the spot with our software. Or you can mail tparticipants materials to us and well score it and send you the report.
The In-basket Simulation professional feedback report gives you a comprehensivof the participants strengths in each of the 8 competency areas. The narrative sreport includes suggestions for development and resources for enhancing effect
60 questions
internet/paper scoring
bureau processing
easy to read report
StyleView identifies a persons' decision-making style and offers specific informa
capitalize on that style for greater success. It also points out possible areas of cotension and offers suggestions for improving your style or relationships. Knowingdecision style can help to:
Increase self-awareness and understanding of the consequences of certain behavior
Have a greater insight into job success and job fit
Reduce friction and improve relationships
Assess the different styles within a team and improve team effectiveness
StyleView can be used to give an insight into an individual's:
speed and thoroughness
adaptability
openness to new ideas
innovation risk taking
methods of influence and leadership
behavior within a team
StyleView assesses 5 different types of decision-making styles:
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Decisive - fast, action-orientated, efficiency minded
Flexible - fast, action-orientated, adaptable
Hierarchic - analytic, methodical, logical, quality
Integrative - analytic, exploratory, creative
Systemic - analytic, comprehensive, prioritized solution strategies
Decision styles are not related to intelligence or aptitudes. StyleView is a versionDriver Decision Style Model which has been in use for over three decades. StyleVthe root causes of behavior and is the perfect companion tool for our 360 feedbwhich show effects of behavior.
184 questions
26 thinking dimensions
software
paper scoring
bureau processing
easy to read report
accreditation courses
Mankind has been thinking about thinking since the time of the ancient Greeks. Styles offers you a very useful way of learning about different styles of thinking understanding the implications and uses of each type.
The original concept for the Thinking Styles psychometric was developed by FionJones in 1995 as a means of adding value to personal and professional developmprogrammes.
Thinking Styles measures peoples' cognitive and linguistic preferences and leveat work for twenty-six 'types' of thinking (dimensions). It does not measure yourability, nor is it a measure of your 'intelligence'.
Thinking Styles has a unique scoring system. Not only does it identify and measto which you like thinking in a particular way, it also measures the degree to whthinking in a particular way, i.e. there may be elements of certain styles of thinkpositively dislike doing!
Version 1 of Thinking Styles was launched in 1997 as a beta instrument. Thinkin
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Version 2, supported by reliability and validity data, was launched in April 2001.
74 questions
10 dimensions
internet system
software
paper scoring
bureau processing
easy to read report
Think Smart - Developing the Thinking Performer
supporting the CIPD's new professional standards
a quick and cost-effective way to understand your thinking styles
10 powerful and effective techniques to revolutionise the way you work
your first step towards cognitive fitness
Think Smart has been developed to help understand some of the different ways people think. It identifies thinking strengths and potential weak spots and expladevelop thinking strategies and flexibility. Think Smart gives powerful and effectstrategies which can be applied to all areas of work. This can lead to improved swork through spending time developing thinking skills.
Through a 74 item questionnaire, the Think Smart profile measures preference ldifferent styles of thinking. These are divided into Sensory Focus, People Focus aFocus.
Think Smart is available to individuals to complete on-line using our fully automasystem. Simply pay by credit card, complete the questionnaire and the report isupon completion as a PDF document for self interpretation. We also have option
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for organisations and Independent consultants - contact us for details.
Complete your Think Smart profile today and take your first step towards cognitClick here for further instructions and to complete Think Smart on-line.
organizational and staff attitude surveys
customized for client
internet/paper scoring
bureau processing
easy to read report
Whether you are planning a major strategic overhaul, simply need to analyze a rworking pattern or would like your own surveys processed, consultingtools can oideal customized survey solution for you.
Surveys can be used to pinpoint areas that need development in order to achievindustry quality standards, understand employee concerns and opinion or evalupolicy or procedure. Some of the key areas survey's can investigate are:
Leadership, strategy or resource management
Employee satisfaction, development or training issues
Organizational culture, values or behavioral assessment
Learning, innovation and improvement activities
Ethical, environmental or public impact
consultingtools can assist in managing the project - designing and sending outquestionnaires and collecting data through the Bureau Service by using scanabl
hand entry or on-line questionnaires.
Using our own SurveyView software we can provide detailed reports including a and breakdown of survey items according to each sub-category or demographiccolor graphical displays can be produced to show strengths and development nematter how large or small your requirement, organizational surveys are availablwithout our Consulting Services. Simply contact us with your enquiry.
http://www.consultingtools.com/contactus.asphttps://www.consultingtools.net/ThinkSmart/BuyPassword.asp?prt_currency=GBPhttp://www.consultingtools.com/en-us/Survey/bureau.asphttp://www.consultingtools.com/en-us/Survey/online.asphttp://www.consultingtools.com/en-us/Survey/surveyview.asphttp://www.consultingtools.com/en-us/contactus.asphttp://www.consultingtools.com/contactus.asphttps://www.consultingtools.net/ThinkSmart/BuyPassword.asp?prt_currency=GBPhttp://www.consultingtools.com/en-us/Survey/bureau.asphttp://www.consultingtools.com/en-us/Survey/online.asphttp://www.consultingtools.com/en-us/Survey/surveyview.asphttp://www.consultingtools.com/en-us/contactus.asp7/28/2019 Solo North Consulting Provides Two Distinct Services to Owner
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customized for client
3 questions on each of the SWOT's
categorized questions
rated questions
internet/paper scoring
bureau processing
easy to read report
SWOT Survey is a process designed to improve the structure and flow of informain an organization. It can be used on its own or as part of a larger project. consudeveloped several versions and can also offer fully customized solutions that allomeasure areas that are most important.
This is an in-depth analysis tool that gets your staff involved in the improvemenSWOT Survey combines qualitative and quantitative data which analyze the folloareas:
Strengths
Weaknesses
Opportunities Threats
TheSWOT Survey takes this traditional method to a new level by asking for the the rating:
An add-on questionnaire allows analysis of pre-set related areas
Demographic information allows analysis by respondent groupings
Rated questions yield quantitative measurable results
The participants give reasons for their ratings and open-ended answers are linked with r
scales
This data can be collected using both on-line and paper-based methods. SWOT Sprocessed into a custom database; a range of analysis can then be performed, brated and the open-ended questions. It can then identify priorities for improveminto the analytical & creative potential of your staff.
data processing bureau service
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outsourcing of projects
data collection
data processing
customized output
consultingtools provides a quality committed data processing team that can offer to a client:
outsourcing of projects
relief from in-house administrative overhead, allowing existing internal resource to conce
business
experience and expert advice
the benefits to employees gained from using an independent, private, confidential and an
service
Our data processing bureau service can be used with:
our off-the-shelf tools
customized projects to meet specific client needs
complete out-sourcing of existing projects
Data can be collected:
on-line over the internet paper questionnaires
scannable forms
fax
The service includes:
initial design and distribution of questionnaires
data collection and processing
report design to conform to your corporate style
progress tracking
report production and quality checking
binding and packaging and dispatch of reports
cost-effective resource with personalized customer care
We can carry out as much or as little of the process as you require. Just contact information.
Engaging, local, accessible, affordable programs that can change young people's lives-that'swhat Project Adventure's Youth Programs provide for school groups, colleges/universities,
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religious youth groups, and camps throughout the year.
Our programs foster individual and team growth in anenvironment that is fun, safe and respectful. Usingexperiential activities, we provide opportunities for youthto make positive choices, gain self-confidence and learnskills that are critical to their lifelong development.
Project Adventure empowers youth to experience andpractice leadership, teamwork, problem- solving andconflict resolution.
Each Adventure program is custom-designed to address a group's unique goals and needs.Our clients have come to us with various objectives, including, but not limited to: teambuilding, communication skills, leadership development, recreation, enhanced group decision-making, development of trust, and positive risk-taking. These objectives and other goals areaccomplished through a tailored sequence of Adventure activities.
Program Length: Our programs can range from one day to five days. (Other time framescan be arranged.)
Program Offerings:At our sites in Beverly, Massachusetts and Covington, Georgia, program offerings include:
cooperative games and initiatives
state-of-the-art low and high challenge course
orienteering
Off site facility offerings could include:
cooperative games and initiatives
state-of-the-art low and high challenge course (if inspected by Project Adventure
within one year)
rock climbing
orienteering
Off site program offerings are dependent upon local resources and facilities.Other custom programs are offered upon consultation.Program Locations: Our northeast site is in Beverly, Massachusetts on the beautiful groundsofMoraine Farm. Our location in the southeast is in Covington, Georgia. We also can travel toyour site to work outdoors or in a gym.Program Staff: Our staff are highly professional, certified in First Aid and CPR and qualifiedto work with school aged populations in a variety of settings.Group Size: We can work with large or small groups. Prices are based on a minimum of tenstudents.
Age of Participants: We work with elementary school-aged through college-aged students.Cost: The program costs are as follows:
School aged youth $50/person/day ($500.00 minimum)
College aged participants $55/person/day
Additional costs may include: Travel expenses for PA facilitators
Planning and preparation time
Meals
Project Adventure works with you to custom design each program and to keep expenses to aminimum.
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Because Adventure works!Adventure is transformative-changing perceptions, changingenvironments, changing lives.
Because we understand.Project Adventure began as a physical education program at aMassachusetts high school in 1971. We know that learning begins with
doing-pushing our limits in some way. For 30 years, Adventureprogramming and physical education have been a dynamic match.
Because PA programs make PE a vital part of a student's academicdayFunding for traditional physical education programs is being cut in favor ofprograms that support academic achievement. Like you, we know theconnection between the two. Experience transforms understanding. PAmethodology (appropriate for every level from elementary to college)supports and enhances communication skills, team work, problem solving,pro-social behavior, positive schoolcommunity, and increased self-esteem.
Because PA curriculum meets the federaland state standards for physicaleducation, health and wellness.
Because PA programming is fundableunder Drug-free and Safe School funding,21st Century Grants and other sources
that support positive wellness models.
Project Adventure has three offices in the US and four international locations, allworking to bring the Adventure home to your particular program. We accomplishthis by training educators and professionals in the tools of Adventureprogramming. We offer trainings for the complete beginner, the dabbler and the expert. In addition, PApublishes books and magazines, sells equipment specific to Adventure programmers, offers a monthly
electronic newsletter, and provides installation and inspections of challenge course elements.
How to get started
Attend an open enrollment workshop!
If you've never experienced Adventure programming before, or arelooking to begin a program in your
setting, sign up forAdventure Programming. This five-day intensive training will give you the skillsand experience necessary to start programming in your school. You will learn to safely and effectivelyteach cooperative games, problem solving initiatives, trust building activities, and low and high ropescourse challenge events. Theoretical components are also addressed.
Portable Adventure is a three-day workshop designed for those who have a desire to do Adventureprogramming without a low or high ropes course. All of the cooperative games, trust building andproblem solving initiatives taught in this workshop can be facilitated with portable equipment.
Book a custom workshop at your school. Anything you see in our catalog or on the web site can
be customized for your school. This is a cost-effective way to train a physical education department,or a cross functional group of educators at your school.
To Keep Your Adventure Program Fresh and Vital
Attend open enrollment workshops such as Advanced Facilitation Skills,Adventure Based Counseling,
Technical Skills Intensive(For more information about workshops, call 1-800-468-8898)
Add new elements to your challenge course
Plan a customized on-site training
For more information on how to start a program or to re-vitalize your existing program, call 978-
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524-4554.For information on the installation or inspection of a challenge course, contact 978-524-4550.
Project Adventure's Goals Align with NASPE
NASPE (National Association for Sport and Physical Education)is the largest of the sixNational Associations that make up AAHPERD. Twenty thousand physical education,sport, fitness and kinesiology professionals have joined NASPE to promote quality
physical activity programs, to raise support for physical education and to raise theeffectiveness of the programs they provide
NASPE's definition of a physically educated person:
Demonstrates competency in many movement forms and proficiency in a few
movement forms
Applies movement concepts and principles to the learning and development of
motor skills
Exhibits a physically active lifestyle
Achieves and maintains a health-enhancing level of physical fitness
Demonstrated responsible personal and social behavior in physical settings
Demonstrates understanding and respect for differences among people in
physical activity settings
Understands that physical activity provides opportunities for enjoyment,
challenge, self expression, and social interaction.
Project Adventure meets the NASPE challenge in a fun and engaging way. Whetherindoors or out, with lots of specialized equipment or with what's already in yourequipment room, an adventure awaits you.
CorporationsSchools and UniversitiesTherapeutic AgenciesNon-Profit and Community-based Organizations
Organizations today are being challenged to domore with less, stimulate creative thinking, workeffectively with others and react quickly to theincreasing pace of change. Resources invested instaff training must focus on tangible, practicalskills which encourage people to embrace
change, take risks, communicate, and find newways to solve problems. This is what Project
Adventure can do for you!
Project Adventure has led the experientialconsulting field for more than thirty years. Ourcustomized professional development programsmeet every imaginable training need. We designand conduct leading-edge, cost-effective
programs for thousands of organizationsjust
like yours.
Clients such as Kodak, Boys and Girls Clubs, ThePrincipals' Center at Harvard University,American Red Cross and thousands of public andprivate schools have characterized our programsas fast-paced, highly participative, offering a highlevel of content, involvement and opportunity for
learning. We achieve results by understandingyour specific goals and implementing programs
FIND THE PROGRAM FOR YOU!For more specific information aboutsome of Project Adventure'scustomized consulting options, click onone of the following topics. Don'tworry if you don't see your particularinterest represented here-we candesign an Adventure-based program tomeet your specific needs!
Corporate
Physical Education
Violence Prevention
Youth at Risk
Project Adventure and People
with Disabilities
Residential Treatment
Programs
Challenge Course Technical
Skills
School Age Care and Camps
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that stay within your budget. Youth Program
Practitioner Certification
Where other programs simply talk about theories and concepts, our programs
involve people in a powerful and integrated "learning by doing" approach. Yourgroup will engage in activities and initiatives that encourage critical thinkingand risk taking. Through meaningful experience and skillful facilitation, keylearnings are transferred to the workplace, school or agency.
How to Get Started?
The process is simple: give us a call and we will work with youto assess your needs. Our consultants and trainers are the
very best in the field and they will work closely with you to design an outstanding customized
training program. Call us at 978-524-4554 to speak with our training and development
consultants. The options and results are guaranteed to delight and amaze you!
ting new elements that have already beenSpace Station and Quadraphenia could
ourse. Our new Helix Tower enables youew heights.
traction, Project Adventure has created the swingof the best attributes of the traditional Giantsatisfaction of the Flying Squirrel. A simple,
ter...and...they are! Sharing your zip experienceboth programmatically and experientially. Zip
pace Station platform for a sensation that is newStation may also be used alone as an ideal
y be installed either outdoors or indoors in
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he time of quadraphonic sound and the classichenia is back in a whole new way! The Pamperndividual challenge to a true group experience.adults on a 16" square platform 25' above thee actively involved in this onefour belayers as
henia can easily be added to many existing pole
a very cool climbing experience by adding aas a relentless overhang for the inveterateJust looking at it makes you want to climb. The
free-rappelling from the top (full) deck. Access iss.
without the constraints of appropriate treence of poles. Our freestanding wall is slightly
blem-solve. The climb down from the platform isated lumber and MDO plywood (traffic sign
assessment tools we use.
es Assessment
t
astering Success)
TthD
The ability to interact effectively with people (Emo
of business success. This DISC-based instrument communication system that produces more effect
interacting with distinctly different styles. It is tailProfessionals and Managers/Employees and helps
Understanding their own behavioral style
Recognizing and utilizing the differences in
them
Delivering what others need to do their be
s & Values AssessmentBeyond skills and experience, knowing your staff'hiring and retaining the right employee for the rig
source of conflicts between people, identify if an ecorporate culture, and help you communicate to t
This assessment cuts across title and role to the htruly value and care about most.
Understand your own motivators, passions
Recognize others' core attitudes and see th
Learn how to motivate people on their term
ssessment
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The 360o feedback was designed as a component continual learning and performance. It gathers inf
from several stakeholders (boss, peers, employeecustomers) about an individual's effectiveness and
Customizable to the issues the organizatio
Management/Coaching, Leadership, EmpowCommunications, Teamwork, Quality, Cust
Able to highlight the gap between current
Accompanied by a professional developme
Comparative over time to track results
And Mastering Success)T.E.A.M.S. was designed to provide the tools and
clarify what makes the group effective or ineffectiassessing the following:
Work Management Skills: How the team de
tasks and resources related to their missio
Group Processes: Group functions such as
learning, creativity and many other areas.
Relationships: Feelings, attitudes and beha
interpersonal relationships with one anothe
Leadership: How the team leader functions
the team process and the specific elements
survey.
If a job could speak, what would it say it needs to
Performance was designed as a system for identifconfiguration of Skills, Intelligence, Behavior, Atti
job. It makes the hiring process more efficient an
Identifying the hierarchy of relevant compe
Clarifying divergent views and issues abou
Prioritizing and validating the competencie
Providing interview questions and a basis f
Our solutions don't end at the installation phase.
A critical component to our success is the consulting, service andsupport we provide to ensure our system is used responsibly andeffectively. Thomas International offers Technical Support, TeamDevelopment Training, Ongoing Research and Development, SoftwareUpgrades, Newsletters and Client Workshops.
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Highly qualified and experienced Thomas International consultantsprovide customised solutions, on-site support, training and facilitation.Monthly certification training programs provide managers and humanresource professionals with knowledge and skills in analysing jobs,assessing person to job fit, dealing with communication and
relationship challenges objectively, and coaching people to higherlevels of performance.
The long-term application of the Thomas International suite ofproducts enables companies to:
Analyse behavioural requirements of the job. Understand the management and training costs involved for a
particular person in a particular job.
Analyse current performers and close the performance gaps.
Create an objective and common language for dealing withcommunication and relationship challenges.
Encourage the giving and receiving of open and honestfeedback.
Value the strengths in others and the differences in behaviouralstyle.
Motivate and manage individuals based on their behavioural
style.
Align current team culture with ideal team culture and businessstrategy.
"Speed read" people and situations to assess whether behaviourmodification is appropriate and if so what plan of action isnecessary
Myers-Briggs in OrganizationsWhen was the last time you provided your volunteers and staff a trainingexperience that was relevant to their nonprofit work and their personallives? That was useful and fun? That increased awareness of self andothers?
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Association Works offers a series of self-affirming Myers-Briggs TypeIndicator (MBTI) training programs that permit your Board, Committee andstaff members to better understand and value their individual strengths andunique gifts. Through thoughtful exploration of predictable patterns--ortypes--of behavior, program participants acquire useful insights that
enhance their personal and professional communications, cooperation andproductivity.The MBTI, a validated self-report questionnaire, is the most widely usedinstrument for understanding normal personality similarities and differencesin the world. Based on Carl Jung's theory of psychological type, the MBTIreports natural individual preferences for energy, information gathering,decision-making and lifestyle. It can be used to support effective:
Self-development Organizational development Volunteer/staff leadership training Team building
Communications enhancement Change management Conflict resolution/problem solving
Whether introducing MBTI to your organization . . . refreshing fundamentalconcepts for key players . . . or expanding current MBTI competencies,Association Works has a program for you. Led by a nationally qualifiedinstructor in accordance with highest training and ethical standards, ourofferings can help you to take your volunteers and staff to a new level ofindividual and team performance.Let us tailor an MBTI program to meet your organization's developmental
needs. You'll be glad you did.We guarantee it.
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Team Assessmentshttp://www.meissed.com/assessments_team.htm
The Team Alignment Questionnaire
Team Alignment Questionnaire - This assessment has been used by hundreds of teams tomeasure the trust levels and communication levels on the team.
Background
The Team Alignment Questionnaire was developed by Dr. Ralph Colby in 1980, to provide amethod of benchmarking the trust level within a team and the effectiveness of communicationabout issues critical to a team's success Purpose, Values, Vision, Goals, Procedures andRoles.
There are two parts to the questionnaire. Part A measures the trust level, and Part B theeffectiveness of communication; however, when team members complete the questionnaire on
the Internet they will not be aware of the fact that there are two parts they will just answer 40questions.
Internet Processing
Using the Internet-based processing functionality that we have developed provides you with easyaccess to this powerful assessment instrument, eliminates paperwork and postage, and makesreports immediately available once team members have completed the questionnaires.
The process involves the following steps:
1. Set up an account with Meiss Education Institute by contacting
[email protected]. When you have a team to process, you send us the details of the team name andcompany, and the names and email addresses of the team members. We also need toknow the date that you will need the results so we can schedule the email requesting thatthey complete the questionnaire.
3. At the nominated time and date, each team member will receive the email with their IDand password, and the URL to go to, where they will be directed to the questionnaire tocomplete.
4. When all questionnaires are complete we down-load the information and print out thereports.
The ReportsThere are two reports for each team member:
Team Structure ReportThis report is measuring two things:Clarity- how clear each individual believes the team is on the team'spurpose, values,vision, goals, procedures and roles.
Approval- to what degree each individual approves of the team's purpose, values, vision,goals, procedures and roles.
It is important to understand the difference here between what we are measuring on clarity andapproval. With clarity, we are measuring each team members perception of how clear the teamis. It is quite possible that an individual, the team leader for example, may be very clear on the
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vision for the team, but believe that the team is very unclear about that vision he or she maynot have shared it yet!With approval, we are measuring the individual's personal approval. So you can have a happysmiling yellow face in a very unclear position on the graph, indicating that this person is clearabout that item, and approves of it, but believes that the team is very unclear about it. The facethat has a green circle around it includes this team members perception.The main benefit of the Team Structure Report is that you can see at a glance in which of thesekey areas you need to focus on increasing clarity, and where there is a need for more agreement.The materials in Module 1 of The Team Development Process (TDP) provide you with amethodology for working with the team to achieve clarity and agreement ofpurpose, values,vision and goals.Secondly, by repeating the exercise in 6 months time, you have concrete evidence that the teamis more focused and aligned. The team will be well aware of that by then anyway and will bepleased to see the better result themselves.
The Management Development Competency Assessment
The Management Development Competency Assessment is a 50 item, 360 degreemeasurement of the competencies that The Management Development Process addresses,thereby providing the opportunity to assess the development needs of each manager both pre
and post training.
As the term suggests, 360 degree profiling is designed to give an all-round view of themanagers performance. Where possible, views are sought from the manager being assessed,their manager, four to six peers, four to six direct reports and if required, four to six "internalcustomers".
The Management Development Competency Assessment provides managers with specificobjectives to focus on as they go through The Management Development Process as well asfeedback on how they are performing as they apply what they are learning.
It gives the manager control over his or her own development.
Internet Based Assessment
The Management Development Competency Assessment is completely Internet-based. Thebenefit of using the Internet is the speed of processing and immediate availability of the resultsonce the minimum number of responses has been received. It also eliminates the need for up-front investment in software. There is also the option of adding up to 10 additional questions thatare specifically client related for a small additional fee.
The steps in the process for using the Internet service are:
1. Information on the organization, the managers being rated, the employees who will berating them, and their email addresses, are entered into the database. In the case of a
large organization these details can be imported from an export file created by theorganization.2. The system will automatically generate an email to all selected raters requesting that they
log on to the appropriate web site, enter their password (as supplied in the email tothem), follow the on-line instructions and answer the questionnaires that have beenassigned to them.
3. If people take longer than the required time (7 to 14 days) to respond to thequestionnaire, they will be sent an email reminder automatically.
4. Once the minimum number of responses has been collected, the results can be viewedon-line or printed out by pre-approved persons. On-line instructions are provided.
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The competencies assessed in this profile are:Self-Awareness
1. Behavioral Awareness2. Emotional Awareness3. Self-Assessment
4. Self-confidence5. Behavioral Adaptability
Change Management
11. Communicates Change12. Flexibility13. Problem Solving14. Adaptability15. Supportiveness
Communication Skills
21. Appreciation of Others22. Gives Feedback23. Receptivity to Feedback24. Listens Effectively25. Directness
Managing Own Performance
31. Planning32. Prioritizing33. Coordinating with Others34. Managing Interruptions35. Meeting Management
Managing Innovation
41. Receptivity to New Ideas42. Encourages Innovation43. Facilitates Change44. Follow-through45. Team Capabilities
Personal Responsibility
6. Trustworthiness7. Accepts Responsibility8. Optimism
9. Achievement Orientation10.Commitment
Interpersonal Skills
16. Communication17. Facilitation Skills18. Conflict Resolution19. Trust Building Ability20. Motivation
Managing Differences
26. Awareness of Diversity27. Comfort with Diversity28. Acceptance of Others29. Empathy30. Commitment to Diversity
Managing Others Performance
36. Problem Identification37. Task Analysis38. Counseling Skills39. Coaching Skills40. Mentoring Skills
Leadership
46. Management/Leadership Balance47. Inspires Others48. Develops Leadership in Others49. Willingness to Follow50. Vision
Organizational Assessments
Workplace Wellness Study
Workplace Wellness Study - The Workplace Wellness Study (WWS) benchmarks anorganizations work environment against International Standards and World Class Scores. 27workplace wellness factors are used to generate three important measures:
1. Shared Values measure the Values Tension Index in the organization2. Job Satisfactions measures the organizations marketplace competitiveness3. People Systems measure the levels of intrinsic motivation in employees
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This study has been used since 1989 with over 2200 sites worldwide. It is based on a studybegun in 1972 at the University of Chicago designed to learn about the values and attitudes ofworkers, supervisors and managers in 32 Standard Industrial Codes Areas in the United Statesand 40 other countries. Their studies include data from over 17 million completed surveys. Thesedata form the foundation of the Workplace Wellness study. Twenty-Seven Elements Of A WorkEnvironment
GROUP ONE GROUP TWO GROUP THREE
Heroic Principles &Values
Job Satisfaction Issues Business & PeopleFundamentals
Monitoring Values Honesty - Individual &
Organisational Truthfulness -
Individual &Management
Trust
Receptivity to NewIdeas
Encouragement toTake Risk
Giving Credit
Putting the Interest ofOthers First
Mentoring - gettinghelp when you need it
Monitoring IndividualSatisfaction Levels
Having Control Of MyJob
Believing FairnessExists
Having Fun on the Job
Feeling Valued by Co-Workers
Feeling Accepted byCo-Workers
Feeling Well-Informed
Feeling Trusted byManagement
Enjoying Consistent &BelievableManagement
Having Pride in theOrganisation
The People Systems: TheEnd Product & Red Tape
Product Quality
Customer Service
Ethics & Values
Leadership
Hiring Practices
Appraisal & Evaluation Compensation
PromotionalOpportunity
Communication & Self-Expression
New EmployeeOrientation
Building Teams with Style
Building Teams with Style is a powerful session of team-building and insight focused ontaking your team to the next level of performance. It is designed for intact work teams interestedand committed to achieving team transformation.
Teams use the Extended DISC Team Analysis Report to identify and explore their naturalstrengths and weaknesses. By the end of the session, teams will:
Understand the teams natural behavior style and how it affects performance.
Learn about high performance teams. Develop strategies to work more effectively within the team and beyond the teams
boundaries. Use a '5P' Toolkit to create specific performance improvement agreements and plans.
Half-day and full-day versions are available.Special note:Creating Better Results with StyleCBRS is a prerequisite for this session. Bycompleting CBRS , all team members will have completed and received the Extended
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DISC Personal Analysis Report. These individual profiles become the basis by which the TeamAnalysis Report is created.
Creating Better Results with Style
This dynamic and interactive half-day or full-day program will provide the tools to build more
productive relationships with:
Clients
Peers Boss
Direct Reports Team members
It is for anyone who is interested in being more effective in handling employee, client, and teamdynamics.Participants will complete a short 24-question on-line survey prior to the program. This yields theirown six-page Extended DISC Personal Analysis Report that is used to help them understand
their natural interpersonal style. By the end of this workshop, participants will: Understand their interpersonal style and how it affects others. Practice and learn how to identify others styles.
Have strategies to work more effectively with those who are different from themselves.
Develop a specific action plan to improve key working relationships with co-workers,clients or other important people in their life.
Videos, practical worksheets, exercises, case studies and job aids are used to help participantstranslate their learnings into immediately applicable skills after the workshop.
Comprehensive Personality Profile
The CPP was developed as a tool for today's HR consulting environment, including specializedsettings such as forensic evaluations. And, since it integrates all aspects of an individual's life, it isalso a great adjunct to other, more specific reports. Based on 15 years of research and over 20years of clinical experience the CPP elucidates over a hundred multiple-trait combinations andinteractions, and covers diverse areas of functioning grouped into the following six categories toprovide an in-depth understanding of the client's whole personality:
Cognitive and Perceptual Functioning
Interpersonal Style Intimate Relationships
Occupational Considerations
Personality Dynamics
Therapeutic and Counseling Issues
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Teamwork Development Report
Generated from the 16PF Fifth Edition questionnaire, this report is a useful tool in organizationaland human resources applications. The 16PF Teamwork Development Report interprets 16PFpersonality factor scales as they relate to teamwork issues. It can be generated for an individualteam member, or for an entire team of up to 15 people. (When team sizes exceed more than adozen or so people, it is likely that the group includes more than one team. The 16PF TeamworkDevelopment Report is best designed for use with a single-team group.)
Human Resource Development Report
This report is generated from the 16PF Fifth Edition Questionnaire. In business and industrialcounseling settings, it addresses an individual's management style, offers valuable support inmanagement development decisions and serves as an effective training tool. In addition to thecounselor's pages that include scales and scores, the report offers a 5-page narrative. It focuseson five management dimensions: Leadership Style, Interacting with Others, Decision Making,Initiative and Personal Adjustment. Frequently identified in research and literature in successfulmanagers, these dimensions enable you to make a reasonable forecast of a candidate'smanagement potential and style.
Personal Career Development Profile Plus:
In addition to facilitating the process of career exploration, the PCDP provides insights forselection decisions and on-the-job performance effectiveness planning. However, there are timeswhen counselors, consultants, and human resource professionals prefer to encourage theirclients or employees to embark upon a more in-depth process of self-understanding and planningfor the future. The PCDP Plus is an ideal supplement for this purpose.The PCDP Plus consists of a series of Self-Review and Planning exercises designed to assistpeople in assessing their personal strengths, work-related and career interests, as well as their
needs for personal development. This 7-page addendum to the PCDP also facilitates theconstruction of action plans for personal development so that educational, work-related, andcareer goals can be reached.
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Leadership Analysis Report
This new report helps clients explore and expand their understanding of the leadership style theyuse in organizations and how others might perceive and react to it. The information in this reportis based on responses to two instruments: the FIRO-B Fundamental Interpersonal RelationsOrientation-Behavior) and the MBTI (Myers-Briggs Type Indicator).
Both instruments tap into key aspects of personality and behavior in areas such ascommunication, problem solving, decision-making, and interpersonal relations. Yet, eachinstrument is distinct, providing a view of the client's leadership approach from a slightly differentvantage point. Together, they complement each other and provide rich information of use in apersonal, ongoing leadership development program.
Are Your Teams Stuck? Try ZIP!by Michael Zosel, M. Ed.
It is getting increasingly difficult to keep up with the growing demands ofthe marketplace. In all industries, customers now expect McDonaldsspeed, Motorola quality, and L.L. Bean service.
In the 90s, many organizations took their employees through teamtraining. The response was favorable. On a departmental basis, mostorganizations made steady productivity improvements within their own
domains. Unfortunately, cross-functional process problems still persistcausing inadequate quality and service.
It is common to hear employees say, If it wasnt for Dept. XYZ, wecouldve gotten that project done on time. Cross-functional inefficienciescan slowly strangle an organizations profitability and bring down themorale of the organization.
Weve all been there. Fingers begin to point. Whispering can be heardbehind the gray cubicles. Worst of all, dissatisfied customers begin to tellnasty tales about your substandard products or service. Customers and
employees get fed up and look elsewhere. Its not fun.
There is hope. The Employee Involvement Association studied 11companies who have Team-based Suggestion Plans from 1983 - 1994.The companies included manufacturers, banks, and airlines. The averagedollar value per idea was $25,500. When you factor in employee time towork on the projects (i.e. 1 hour/week for five months), the return oninvestment can be as high as 318%. So why arent more companies
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taking advantage of this? One of the reasons may be Linear ProblemSolving.
The Problem with Linear Problem Solving
The Linear Problem Solving method is the most common method used by
businesses tackle operational problems (i.e. define the problem,determine root cause, find solution, etc). Although it has have beenhelpful, this method is starting to collect dust. Results from a recentbenchmark study conducted by Vision Performance revealed that only 1out of 35 companies interviewed in the Twin Cities claimed that they havean active process improvement system that gets quantifiable results. Inessence, many companies teach problem solving techniques, but theydont have time to use it.
Heres why. Linear Problem Solving methods require 16-40 hours oftraining to learn and projects take approximately 160 days to complete.
Todays organizations are simply too dynamic for this type of method.
Try the Zigzag Improvement Process (ZIP)
ZIP is a process improvement training program developed by VisionPerformance that gets results. It helps teams develop processimprovements in 60 days or less. This time frame excludes decisions thatinvolve large scale implementation projects.
ZIP can be compared to climbing a mountain. The easiest way to get tothe top is to traverse laterally. If you travel in a vertical/linear direction,you may get tired or stuck. On the other hand, ZIP uses innovative andpractical tools that allow teams to zig and zag quickly through criticalissues. Reaching team goals can be achieved using seven key steps.1. Assess Performance2. Define Your Opportunity3. Identify Reasons for Performance Gaps4. Play with Ideas5. Decide as a Team6. Make it Happen7. Celebrate the Results
The zigzag method for arriving at breakthrough solutions may appearstrange. It was not how we were taught in school. Linear methods wereemphasized.
Microelectronics and Computer Technology Corporation (MCTC)conducted an interesting study on how people solve problems. Theresults of the study revealed that the Designers did not follow a linear
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process when solving an elevator problem. They actually experimentedwith ideas in a zigzag fashion until they arrived at the best solution.
This non-linear approach is not a sign of stupidity or a lack of discipline,but an indication that we naturally solve problems in a zigzag manner.Linear problem solving is effective for calculating math problems or fixing
a machine, but it has not been as effective for solving complex issues thathave limited data and short time frames.
Comparison Chart
Listed below is a comparison chart between the ZIP method and Linear Methods:
ZIP Method Linear Methods
Focuses on: Opportunities ProblemsApproach Dynamic Scientific
Training time 8 hours 16-40 hoursAverage time tocomplete projects
60 days 160 days
On-time completionrate
High Low
Used for: All businessfunctions
Manufacturing(Primarily)
Provides workbookfor projects
Yes No
Communication skillsemphasized
Yes No
ROI emphasized Yes NoThinking used Left and right brain Left brain
Perhaps the biggest advantage of ZIP is that the 8-hour training program teaches
employees versatility skills. When working on a ZIP project, the trainees are trained to
shift psychological gears four times (1. analytical, 2. creative, 3. decisive, and 4.supportive). All four modes of thinking are necessary depending on the phase of the
project. Employees who can adapt during a ZIP project are invaluable.
Initial Results Are Promising
Donna Shorten, MRP Manager from Caterpillar Paving Products in Minneapolis,MN, was frustrated because many of her employees had great ideas but theywere unsure how to implement them, especially when the ideas involve otherdepartments. She took her department team through the 8-hour ZIP trainingcourse.
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Extended DISCJob Analysis ensures that the most critical behaviors are clearly definedand understood. It is available for the following job categories:
Leadership
Management Sales Customer service Team Project IT Entrepreneurial Administrative Training
Extended DISCJob Analysis allows the users to define the behaviors that improve
employees performance and to compare the results to the employees styles to pinpointdevelopment efforts. The users can clearly see where gaps exist between the jobrequirements and the preferences of the employees.
Organizational Design & Development Consulting
Seeking business growth in todays competitive environment is leading companies to examine theimpact of sound organizational and human capital management. As a strategic human resourcemanagement consulting firm, St. Aubin, Haggerty & Associates recognizes the critical need toleverage and maximize the potential of your people, and is committed to providing innovative andcustomized solutions to meet your unique organizational needs.
Our consultants are skilled at taking a strategic, yet practical, look at your organization and itsunique challenges. This approach allows us to provide solutions that meet your needs and tailorour involvement and recommended solutions to you.
Because we measure our success by the success of our clients, we focus on enhancing theirlong-term objectives by providing these consulting services:
Accelerated Staffing & Planning Process (ASAPP )
Executive & Managerial Coaching
Organizational Studies
Performance Management Process
Strategic Human Capital Planning
Team Excellence
Organizational Design and DevelopmentSH&A offers organizational development consulting ranging from department-based interventionsto company-wide culture change. Some of the organizational development services we offer are:
Change Management
Climate Survey and Action Implementation
Executive Team Development
Executive Retreats
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Individual Executive Development
Leadership and Culture Development
Merger/Acquisition Integration Strategy Role and Responsibility Charting (or mapping)
Organizational Design
Succession Planning
Strategic Human Capital Planning
SH&A will collaborate with you to determine the appropriate development tools, or combination oftools, that would most benefit your organization. We are committed to ensuring thatorganizational development is effectively and creatively applied to meet your specific needs.
Performance SkillsLeader
The First Internet Solution that Makes 360Feedback Better,Faster, and Easier!
For Speed and Ease-of-Use Choose Online Administration.Take questionnaires online or use paper/pencil. We canprint your reports or you can print your own. Whatever youwant to do, you can do. Confidentiality for everyone isassured.Leaders will Discover how they Measure up in these FiveVital Areas of Leadership Focus.
Feedback on Leadership, Data Friendly Graphics Pinpoint Needs ata Glance
Our comprehensive reports use graphics when graphicssimplify learning and interpretation. Adult Learningprinciples guided report design not technical capability.
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Reports identify highest development needs, keydifferences with Manager, highest rated items andcompetenciesall from peers, direct reports, self andManager. Development Suggestions target specificbehavioral needs so leaders can impact coworker
perceptions even before any training has taken place.
Participants Rate Specific Observable Leadership Behaviors, not a Generic
Competency
Exceptional Service & Support
Choose as much or as little as you need. We provide train-the-trainer facilitators for interpreting results, customizedcompetency models or reports. There are also off-the-shelfguides and booklets so your internal instructors can coachand lead participants through their results.
Leadership EffectivenessProfileClick HERE for a Free Demo!Using the Leadership Effectiveness Profile will helpdetermine whether/which other Profiles should be used fora more complete picture of an individuals effectiveness asa leader.The Leadership Effectiveness Profile assesses eightleadership competencies:
Emotional Intelligence Contextual Thinking Directional Clarity Creative Assimilation/People Enablement Reciprocal Communications Change Orchestration Drive/Persistence
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Emotional IntelligenceProfileClick HERE for a Free Demo!Emotional Intelligence is a key factor in personal andprofessional intelligence, but how can we develop itcompletely if we have not measured it?This Profile uses participant responses to specificsituations, real and hypothetical, on two scales: Degree ofStructure, and Motivation or Drive, creating a four-quadrant grid to help describe the tendency to draw onone or more of the following styles:
Reflective Conceptual
Empathetic Organized
The EI Profile plots relative individual scores in all thesequadrants, and provides detailedexplanatory/interpretative notes.
Problem Solving andDecision Making ProfileClick HERE for a Free Demo!This Profile measures an individual's ability to solveproblems and make decisions using the followingcompetencies:
Critical Thinking Data Gathering and Processing Tool Selection Methods Lateral Conceptualization Alternative Weighing Ability Risk Assessment Skills
Perception Judgment
The report gives individuals a clear indication of theirrelative performance in each competency, as well asdetailed interpretative notes to use in personal action-planning.
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TeambuildingEffectiveness -Click HERE for a Free Demo!This instrument looks at an individual's ability to effectivelybuild the team using the Forming, Storming, Norming andPerforming model and using seven separate categories inall.This instrument looks at the ability to effectively build ateam using the Forming, Storming, Norming, andPerforming model. It is critical to understand the stagesthrough which a typical team will travel over time. Withinthese stages seven categories of teambuilding competencycan be derived.
Catalog: Team Training
Creating Team SynergyA One-Day Workshop
Objective: To improve team productivity, efficiency, andcommitment to qualityIntended for: Team members at all organizational levelsTime required: One day or two half-days (see fullagenda)Product format: One-day workshop
Have you ever witnessed a winning sports team, a well-rehearsed orchestra, or a synchronized surgical unit andfelt the commitment and energy the team demonstrated?What you saw was more than just teamwork - it was teamsynergy, a phenomenon that occurs when a teamachieves greater results than the sum of its parts.
Creating Team Synergyis a complete, ready-to-train workshop(see full agenda) that revolves around five key issues that can block teameffectiveness. Using learning instruments, hands-on activities, and an interactive team simulation,teams gain a clearer sense of direction, clarify roles and responsibilities, improve operating
processes, and bolster both interpersonal and interteam relationships.
Creating Team SynergyLearning Outcomes:
Understand the stages of team effectiveness
Pinpoint the team's current level of development
Recognize and eliminate blockages to maximum performance
Define criteria for meaningful mission, vision, and goal statements
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By comparingone's
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ompetenciesnce Leadership
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ive for Results
chnological
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nancial Leadershiposs Functional
ersatilityepth of Industrynowledge
litical Leadership
rategic Problemnalysis
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The most widely accepted model of emotional intelligence (EI) has been influenced by
several scientists and researchers. Howard Gardners (1983) theory of multipleintelligence lists interpersonaland intrapersonalintelligence as unique and different
from the mathematical/logical type recognized today as IQor general intelligence.
Peter Salovey and John Mayer first proposed their theory of EI in 1990 and Reuven Bar-On (1988) has placed EI in the context of health and well-being. Daniel Goleman (1998)
formulated EI in terms of a theory of organizational and job performance.
All these models, however, share a common core of basic concepts including Self-
Awareness, Self-Management, Social Awareness, andRelationship Management.Emotional Intelligence View 360 assesses key competencies in each of thesefour areas. The comprehensive feedback report is designed to enhance bothself-awareness and relationship management skills. Emotional IntelligenceView 360is suitable for coaching, leadership and professional developmentprograms.
Emotional Intelligence View 360
CompetenciesSelf-Management
1. Self-Development2. Adaptability/Stress Tolerance
3. Self-Control
4. Trustworthiness5. Strategic Problem Solving
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6. Drive for Results/Achievement
Relationship Management
1. Building Strategic Relationships
2. Conflict Management
3. Leadership/Influence4. Interpersonal Sensitivity/Empathy
5. Team/Interpersonal Support
6. Collaboration/Agreeableness
Communication
1. Written Communication
2. Two-Way Feedback3. Oral Communication
4. Oral Presentation
5. Active Listening
What is the association between Emotional Intelligence and Effectiveness?
A growing research literature suggests that Emotional Intelligence may play a far more
important role in career success and job performance than "general intelligence" or IQ.
Studies suggest that:
Highly conscientious employees who lack social and emotional intelligenceperform more poorly than those high in both conscientiousness and emotional
intelligence
On average, strengths in purely cognitive capacities are approximately 27 percentmore frequent in high performers than in the average performers, whereas strengths
in social and emotional competencies are 53 percent more frequent
The highest performing managers and leaders have significantly more "emotionalcompetence" than other managers
Poor social and emotional intelligence are strong predictors of executive andmanagement derailment and failure in ones career
Emotional Intelligence View 360was developed by Kenneth M. Nowack, Ph.D.who is a licensed psychologist and researcher in the area of 360 degreefeedback, emotional intelligence and occupational health. Dr. Nowack is amember in Daniel Goleman's Consortium for Research on Emotional Intelligence
http://www.eiconsortium.org/members/membership_consortium.htmhttp://www.shrm.org/hrmagazine/articles/0602/default.asp?page=0602pfau_kaya.asp#kmnhttp://opd.net/abstracts7.html#36http://www.trainmag.com/http://opd.net/download/COACHINGMANUSCRIPT2001.pdfhttp://www.eiconsortium.org/members/membership_consortium.htmhttp://www.shrm.org/hrmagazine/articles/0602/default.asp?page=0602pfau_kaya.asp#kmnhttp://opd.net/abstracts7.html#36http://www.trainmag.com/http://opd.net/download/COACHINGMANUSCRIPT2001.pdfhttps://www.etestingnetwork.com/pan/admin/order_test_form.asp?test_id=36https://www.etestingnetwork.com/pantesting/samples/36.pdfhttp://www.pantesting.com/products/pfaff/MLPI_psychometrics.pdfhttp://www.pantesting.com/products/pfaff/MLPI_psychometrics.pdfhttp://www.pantesting.com/products/order36.html7/28/2019 Solo North Consulting Provides Two Distinct Services to Owner
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in Organizationshttp://www.eiconsortium.org/members/membership_consortium.htm
Additional Emotional Intelligence View 360 validation, psychometricproperties and research information can be found:Nowack, K., (2002). Does 360 degree feedback negatively effect company
performance: Feedback varies with your point of view. HR Magazine, Volume 47(6), June 2002.Article (publishers web site)Article (local copy)Nowack, K. and Heller, B. (December, 2001). Making Executive Coaching Work.Training Magazine (http://www.trainmag.com/)Article (Adobe Acrobat PDF)
Management-Leadership Practices Inventory(MLPI)
Management-Leadership Practices Inventory(MLPI) is a norm-based 360-feedback instrument
that assesses a supervisors management andleadership skills. Taking less than 15 minutes to
complete, the participant is rated on 85 behavioraldescriptors using a seven-point scale. The MLPI is
based on ratings of skills rather than personalitycharacteristics and permits self-ratings in addition to
those of employees, peers, and supervisors. Acomprehensive report is generated for feedback to the
manager.
The MLPI is an instrument well-suited for executive
coaching, individual development assessments, andtraining. It also can be used to identify training needs
as well as an outcome measure after training.Additionally, composite results ofMLPI scores can be
summarized by work unit, function, and organizationallevel in order to provide feedback in organizational
change projects.
Order Test / Pricing
Sample Report
MLPI PsychometricData(14 pages, 276k)
Ordering the MLPI
Return to Prev Page
What The MLPI Measures
The MLPI provides objective feedback about a managers behavior on twenty key
factors that are grouped into three categories:
Management Practices
Planning Technical Expertise
Performance Standards Coaching
Evaluating Performance Facilitating Change
Delegation Recognition
Goal Setting
Interpersonal Style
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Directive Participative
Approachable
Leadership Practices
Communication Strategy
Empowering Employees Teamwork
Resourcefulness Trust
Decisiveness Self-Confidence
The MLPI Report
The MLPI report is comprised of five sections and provides the
subject with extensive feedback.
Overview provides a quick summary of the MLPI Factor scores.
Percentile Graph plots each MLPI Factor scores compared to
the normative sample.
Item Responses lists all items by MLPI Factor.
Statistical Table shows the supervisors average scores (and
standard deviation) on each MLPI Factor.
High/Low Summary Report lists the highest and lowest MLPI
Factors determined by percentile scores.
TeamPracticesInventory-RevisedEdition (TPI)
TeamPractices
Inventory
(TPI) is anorm-based
360-feedbackinstrument that
is designed foruse with
groups in which
teamwork isessential.
Taking less
than 15minutes to
complete, theteam is rated
on 62behavior-based
descriptors
Order Test / Pricing
Sample Report
Ordering the TPI
TPI PsychometricData(2 pages, 10k)
Return to Prev Page
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using a seven-point scale.
Ratings areobtained from
each group
member, thegroup leader,and, when
appropriate, by
individualsoutside the
group. Once
the TPI dataare collected, a
comprehensivereport is
generated for
feedback to thegroup andgroup leader.
The TPI is aninstrument
designedespecially for
teamassessments,
identification oftraining needs,
and as an
outcomemeasure after
teamdevelopment
and training
projects.
What The TPI Measures
The TPI provides objective feedback about how a team functions on fourteen key
factors that are recognized as essential to effective group performance:
Goal Clarity Cooperation
Role Clarity Support
Structure Trust
Energy/Accomplishment Communication
Competence Standards
Commitment Recognition
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Influence Leadership
The TPI Report
The TPI report is comprised of five sections and provides extensive feedback. Scores
are broken down by Group and Leader.
Overview provides a quick summary of the TPI Factor scores.
Percentile Graph plots each TPI Factor score compared to thenormative sample.
Item Responses lists all items sorted by TPI Factor.
Statistical Table shows the scores (and standard deviations) on
each TPI Factor.
High/Low Summary Report lists the highest and lowest TPIFactors determined by percentile scores.
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The MFSSystem
The Managing forSuccess SoftwareCollection is nowavailable on CD,with full installationinstructions andon-line manuals. Itcontains all thelatest versions ofthe reports listedbelow, eachdesigned for aspecific purpose orapplication:
This includes
installation,software training,a user manual, allthe requiredquestionnairesand 100 'units',allowing you to run40 of the shortreports or 13 ofthe longer ones.
When you needmore units, these
are ordered by fax,phone or e-mail,saving you time asno physicaldelivery or mailingis involved. Wealso offer a 24-hour backupservice and freecustomer support.
Theseassessments offer
a quick and cost-effective way toadd value to anyof yourrecruitment,training, mentoringor developmentactivities. Theobjective andreliable reports are
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ASSESSMENTS IN OUR PRACTICECLICK ASSESSMENT NAME FOR DETAILS
WHAT ARE ASSESSMENTS?
Performance Assessments are focused on increasing knowledge andawareness. People learn more about themselves, their blind spots, theirdevelopmental gaps and their strengths. They also learn how they areperceived by others, since perception is reality - this is key. Below are some ofthe assessments that, combined with effective feedback and coaching, candramatically increase performance.
Behavioral Style (DISC)This assessment provides a detailed 26-page report focused on improving effectiveness. Ittakes 10 minutes to complete online and is rated 90% accurate by clients. DISC is also an
excellent teambuilding workshop.
Personal Interests, Attitudes and Values (PIAV)The PIAV identifies the primary motivators that drive a person. It illuminates whatindividuals are compelled to do and what they don't feel drawn to. It is validated for careerand job fit and increasing self and team understanding in a workshop.
Competency-Based Position AnalysisA tool that analyzes the unique configuration of skills, intelligence, behavior, attitudes andbeliefs required by a specific job or role. Up to 10 people complete is and the responses arecompiled. The report identifies a complete hierarchy of competencies required for the roleand behavioral interviewing questions to address them.
Myers-Briggs Type Indicator (MBTI)The world's most popular personality tool, it is widely used for self-management andteambuilding.
Discovery 360-degreeOffers a full-spectrum view of a person's performance on the job from the perspective of upto 10 people (boss, peers, self, direct reports, customers). The 360 illuminates otherpeople's perceptions. Widely used for management and leadership development.
T.E.A.M.S.Used to help teams improve their performance. It looks at work management skills, groupprocesses, relationships, and leadership. It is completed by the team members, a report isgenerated and interpreted for the team with specific recommendations for action.
Sales Strategy IndexProvides information about an individual's or team's ability to sell and execute a salesstrategy. Can also be used to benchmark top sales performers.
FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior)A personality instrument that measures how one typically behaves with other people andhow one expects them to act toward oneself
ProspectorAssesses a leader's ability to learn, grow and change.
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The Visionary LeaderAssesses a leader's transformational leadership behaviors, characteristics and culture.
Successful Career PlanningIdentifies the career path options and strategies for an individual.
B E H A V I O R A L S T Y L E A S S E S S M E N T
Behavioral Profile (DISC) Analyzes the behavioral style; that is, a persons manner of solvingproblems and challenges, ability to influence and work with others, abil