Archive for Winslow Profiles
Accessibility of Winslow Personality Profile Results
The Winslow Assessment System has many components that support our unique ability to support our business owners and individual end users. A prospective client asks how fast the Winslow Profile Report results are available for review.
The Winslow Assessment System is online and available 24/7/365. Company founder, William Winslow has invested many years in development to perfect the system which is available to our clients at no additional cost.
The assessment questionnaire takes 45 – 60 minutes online to complete. Once submitted online by the applicant for scoring, the personality profile is available again online to the administrator within 3 hours. This gives the employer flexibility to incorporate the profile report into the interview and selection process at any point.
To further streamline the employer’s review of the Winslow Profile, three distinct versions are available depending on the company’s specific application of the personality report – Executive (4-6 pages), Manager (20-25 pages) and Participant (50-55 pages).
This is 3rd in a series of 4 blog posts on a single subject.
Check out the other 3 posts in the series.
Part 1 Client Expectations of Winslow Assessment
Part 3 Assessment Cost Investment
Assessment Cost Investment – Winslow Profile
WHAT IS THE INVESTMENT COST OF A WINSLOW ASSESSMENT?
Cost/Benefit Analysis:
For less than an average day’s wages, The Winslow Profile and Report can
• Improve Staff Morale
• Improve Client Retention
• Increase Production
• Increase Quality
• Improve Customer Relations
• Enhance Management Performance
• Increase Sales
• Increase Company Profits
• Reduce Hiring Costs & Risks
• Reduce Labor Turnover Rates
• Overcome Interview Bias
• Provide Immediate Feedback
• Identify Development Needs
• Comply With EEOC Guidelines
• Saves Time & Effort
PUT A $ SIGN ON THOSE!
Remember that the investment is in our most precious asset – the person we will hire. The crafted business plan, the product price points & profit margins, the company policies, the demographics & marketing strategies, etc. have no value until the person implements them. HIRE THE RIGHT STAFF!
Included in your investment in the first assessment at $195 is a Confidential Client Web Site for Winslow Assessment purchase, administration and profile report review. Also included in the cost is staff training in the site’s use which is accessible to the client 24/7/365. “YOU GET WHAT YOU PAY FOR!”
Check out the other 3 posts in the series.
Client Expectations of Winslow Assessment
Expectations of Winslow Assessment System
A prospective client recently inquired about our use of The Winslow Assessment System in assisting their business in applicant and client selection, staff development and staff career pathing. I asked for his company’s top 3 objectives in using a personality assessment tool. They are, in his order of importance, as follow:
- How reliable are the assessment results of The Winslow in evaluation of a candidate’s potential for success in running my business?
- How quickly are the Winslow Profile Report results available to me for review?
- How much does the investment in the personality assessment cost?
Working backwards, this company manager’s astute use of the word “investment” indicates he intends to benefit from the person he finally hires, so no mistakes! It also begs for a cost/ benefits analysis, since his word “cost” is meaningless in business without it. You get what you pay for, so what do you stand to gain?
His second question about how quick are the test results available is the problem we all have in common of never having enough time. How fast is fast enough when hiring the right person, or not, is at stake?
Finally, the first question he poses about assessment reliability makes the point that all personality tests are not equal, that, in today’s work force downsizing, hiring or promoting the right person is a critical decision and that today’s hiring manager has to be able to read between the lines of the applicant’s practiced techniques for getting hired. Going on intuition, gut feeling and personal opinion is no longer adequate as a stand-alone technique.
In the following 3 blog series, I will look at obvious and not-so-apparent considerations in how The Winslow Report meets the 3 objectives in this company’s intended use of personality and behavior assessment to reduce errors in candidate screening and selection.
Check out the other 3 posts in the series.
The Restaurant Manager’s Hiring Dilemma
The Winslow Assessment System can eliminate the guesswork and save time and money in applicant selection.
Are you always right – really? Is your interview time too short or interrupted? Not to mention that it is against the law (whether intentional or not), but is your applicant judgment biased by first impressions, personal appearance, male vs female, age, skin color etc? Or, have you had to delegate some or all of the interview/hiring process to untrained managers or staff? Is it difficult to get meaningful work references?
After being hired and during the initial employment period, hidden personality traits that you missed in interviewing often show up. Some are even critical obstacles to business success. Work experience, education and training required for a job are easily identified and verified, but measuring behavior and attitude is not part of the typical hiring process. Traits which do not fit the company culture or job requirements can be easily masked during the traditional interview process. Even at entry level hiring, the career counseling industry spends major time in training job seekers how to interview well with you to land that job.
But, do you really need to go that far? Can you afford not to? Research proves 90% of all career failures are directly impacted by personality, attitude and behavior. Individuals do not usually fail because of lack of education, experience, training, or skills. They fail because their personality does not match the position behavioral requirements. According to Dr. Denis Waitley and William Winslow, “if the wrong career choice is made or applicant is hired or promoted initially, there is no training program or motivational course that can offset or compensate for that error”. So the key is to reduce or eliminate errors in hiring – get the right person for the right job the first time around!
The Winslow Applicant Selection Reports will significantly increase the probability that applicants you hire will be successful in their jobs and achieve their maximum potential in your organization. More than any other assessment tool currently available, the Winslow Assessment measures the 24 personality traits related to success and the resulting Winslow Reports give the profile results in an easy to understand format. Knowing before hiring saves time and money and establishes the strong foundation needed for successful execution of a well layed out business plan.
The Six Dedication Traits Measured by the Winslow Assessment
In my previous 2 blogs I covered the 6 Organizational Traits and the 6 Interpersonal Traits measured by the Winslow Assessment. Now I will cover the 6 Dedication Traits. As stated in the previous blogs the descriptions reflect the behavior of those individuals who score High in the trait.
So, here are the 6 Dedication Traits.
| Ambition: Competitive, aspiring, enthusiastic, enterprising, industrious, goal-oriented, eager, striving. Strong desire to reach higher levels of achievement and to respond positively to competitive situations. Aspire to accomplish difficult tasks and set and maintain high goals. Tend to approach most situations competitively. |
| Endurance: Industrious, energetic, determined, vigorous, diligent, enduring, persevering. Willing to put forth the physical effort necessary to be successful. Will exert sustained effort and persistence to accomplish their tasks and goals. Unrelenting in work habits, will practice long and hard, and will not give up easily on problems. |
| Assertiveness: Aggressive, persuasive, influential, headstrong, opinionated, possibly argumentative and hostile. Believe that being assertive and taking the offensive is essential to attaining success. They make things happen, rather than waiting for them to happen, and are willing to be forceful in order to get a job done. May be authoritarian. |
| Boldness: Adventurous, daring, carefree, brave, courageous, audacious, fearless. Uninhibited individuals who are willing to try new and different experiences. They and can function normally even in unfamiliar environments, and are quick to accept challenges and willing to take risks to accomplish their objectives. May be pushy and ignore warning signs. |
| Coachability: Cooperative, dependable, compliant, responsive, respectful, considerate, compliant, obliging, accommodating, devoted, loyal. Have respect for managers and the management process. Believe that direction, feedback, and even criticism are crucial to career development. Strive to meet their managers’ demands and will respect other authority figures. |
| Leadership: Dominant, influential, controlling, dynamic, commanding, forceful, directing, authoritative. Very strong desire to control, influence and direct others. Assume the role of leader naturally and enjoy the responsibility and challenge of being in charge. Have an active leadership style, and are quick to take control of situations. |
Refer to these descriptions when you are reviewing your Personal Profile Report or your employees Profile Report.
