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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.
The Six Organizational Traits Measured by the Winslow Assessment
In my last blog I defined the 6 Interpersonal Traits measured in the Winslow Assessment and now I will define the 6 Organizational Traits. The descriptions that follow describe the behavior of those individuals who score High in the trait. Use these definitions when reviewing your Personal Winslow Report or your employees Winslow Reports.
So, here are the Organizational Traits.
| Alertness: Intelligent, bright, fast learning, insightful, cerebral, understanding. Have higher general mental capacity and are able to think in the abstract. Have the ability to learn quickly and comprehend complex relationships. Able to make good decisions, see alternative or creative solutions to problems, and be innovative. |
| Structure: Meticulous, exacting, precise, definite, perfectionistic, fastidious, exacting, planful. Have highly structured thinking processes. Have the ability to structure their thinking and organize their thoughts effectively. Carefully plan and organize activities, and make few mistakes. This structure, however, may limit their creativity. |
| Order: Methodical, tidy, orderly, neat, clean, organized, systematic. Constantly strive to maintain physical order in their environment, and have a strong dislike for disorder and clutter. For them to be comfortable, their career and personal environments should reflect this physical order. |
| Flexibility: Adaptable, changeable, open, versatile, flexible. Very receptive to change and do not become upset when required to adapt to changes in their career or personal life. Readily accept new ideas and procedures, and let go of old ones when they are no longer productive. May be inconsistent and unpredictable. |
| Creativity: Innovative, inquisitive, artistic, curious, experimenting, theoretical. Have an experimental approach to life, with a strong desire to make improvements and create new ways of doing things. Frequently discontent with the way things are and, spend much time thinking about how they could be improved |
| Responsibility: Accountable, reliable, humble, answerable, possibly self-critical and guilt prone. Willingly accept total responsibility for the consequences of their words or actions. View criticism from others as a challenge to improve, rather than a cause for anger. Try very hard to meet the expectations of others. May accept responsibility even when not at fault. |
Remember to refer to these definitions when reviewing the Winslow Reports.
The Six Interpersonal Traits Measured in the Winslow Assessment
I keep writing about the 24 personality traits that are measured in the Winslow Assessment and I thought you might like to find out what they are. They are divided in 4 sections with 6 traits each.
I am going to zero in on the 6 Interpersonal Traits. The description given of each trait explains the behavior of those individuals who score high in the trait.
| Sociability: Extroverted, outgoing, friendly, gregarious, neighborly, congenial. Warmhearted individuals who enjoy interacting and participating with others. They greet strangers openly, are quick to form friendships, and enjoy careers dealing with people rather than things. They are rarely content in solitary work. |
| Recognition: Proper, cooperative, courteous, accommodating, considerate, polite, respectful. Have a strong desire to be viewed as a socially desirable person by friends, coworkers and others. Try to do things correctly and meet the expectations of others. Want their accomplishments to be recognized and rewarded. |
| Conscientious: Dependable, loyal, ethical, honorable, trustworthy, dutiful, faithful, moralistic. Place the desires and welfare of others before their own personal preferences. Willing to do things according to rules; will not attempt to bend the rules to suit their personal needs; will not attempt to take advantage of others. Could be inflexible. |
| Exhibition: Exhibitionistic, entertaining, demonstrative, expressive, flamboyant, colorful, dramatic. Have a strong desire to be the center of attention and to have an audience. Will use words, actions and possessions to draw attention to themselves. Sometimes this behavior can be inappropriate or over whelming, depending upon their timing and tact. |
| Trust: Open, confiding, trusting, unsuspicious, believing, tolerant, ready to forget difficulties, naive. Exceptionally trusting individuals who readily accept others for who they are. Believe what others say; are free of jealous tendencies and tend to get along well with most people; pliant to changes. Could be gullible. |
| Nurturance: Compassionate, sympathetic, kindhearted, benevolent, caring, protective, and charitable. Very nurturing individuals who provide compassion and support to others. Readily communicate their concern for the well-being of others and express their willingness to do whatever they can to assist others. May take on the problems of others inappropriately.So there you have the Interpersonal Traits. These definitions of people scoring High in these traits need to be referred to when you are reviewing your Personal Winslow Report or your employees Winslow Reports.I hope this was helpful. Stay tuned for more trait descriptions in my next blog.
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Going from a “Good to Great” Business with the Winslow Assessment
The book Good to Great by Jim Collins is one of the best in the business arena. Jim Collins says:
“In a good to great transformation people are not your most important assets. The right people are.”
In determining who are the right people to hire the “good to great” companies have learned to place greater weight on character or personality traits rather than the following:
- Educational backgrounds
- Practical skills
- Specialized knowledge
- Work experience.
Good to great businesses have found that traits proven to be more important are:
- Character
- Work ethic
- Basic intelligence
- Dedication to fulfilling commitments
- Basic human values
Does your hiring process include a way to find and measure these traits? If not, the Winslow Assessment can give you the full view behind the curtain into these personality traits on an applicant that you might only “have a good feeling about”. The Winslow Assessment can also save you time and money in the hiring process. The dreaded “trial period” after the person is hired is eliminated because you know what they will have in their suitcase on their first day of work. Better yet, the Winslow Assessment cost is equal to about one day’s wages. How fantastic is that!
The Winslow Assessment is a one hour multiple choice test that measures the 24 personality traits that are relevant to achieving success in the business arena. Within three hours of taking the assessment a 40+ page personality profile report is generated for your review with a full explanation of how your applicant relates to the position you are trying to fill. If you do not have an HR department, the Winslow Assessment will let you hire with as much confidence as a Fortune 500 HR department with none of the expense and even better results.
It is possible to take any size business from good to great when the Winslow Assessment is included in your hiring process!
Please feel free to call me if you have questions or need more information about the Winslow System.
You can purchase a Winslow Assessment from our Home page. Click on “Purchase Winslow Assessment” from the menu bar at the top of the page.
Don’t Wait – Purchase a Winslow Assessment Now!
Hopefully all of our blogging about the Winslow Assessment has created interest. If so, you can go to our Home Page and click on “Purchase Winslow Assessment” in the menu bar at the top of the page.
For $195.00 you can take the Winlsow Assessment online and receive your Winslow Personal Profile within 3 hours. This 40+ page report will amaze you and give you suggestions on how to make improvements, if you so desire.
The Winslow System – Best Kept Secret of the Mega Stars
The Winslow Assessment System has been used by thousands of organizations to assess the personalities of tens of thousands of employees all over the country, including the National Football League, the National Basketball Association, the National Hockey League and every draft choice for Major League Baseball for the last 30 years.
It is the result of decades of research by a team including leading psychologists and human resources experts from such respected institutions as University of California at Berkeley, San Francisco State, Stanford University and San Jose State. It took decades of research by some of the nation’s leading behavioral scientists working with a team of computer experts to create, develop and perfect the Winslow Assessment & Development Programs.
The result is one of the most sophisticated computer behavior assessment programs ever created – a program designed to actually profile and report your complete personality trait structure. No other program has the capability to give you such an in-depth look at your personality.
Your Winslow Assessment and Development Report is a complete detailed road map to the complex components that make up your personality. Your report will guide you to use your strengths to achieve success and to watch for and control behavior that can hold you back. It will even give you a program of immediate, continuing and future development to help you overcome weak areas and turn them into strengths.
Winslow Leadership Traits
The Winslow Research Institute, one of the finest behavioral testing organizations anywhere, has combined its data base from working with Olympic athletes, coaches, and professional teams with another data base on high-performing executives in nearly every field and job description, from technical to sales, to top management and hourly workers. Winslow Institute found that certain core behavioral traits generally define the high achiever and the leader. Prognosis for success is marginal without high scores in:
- Self-confidence
- Alertness
- Tough-mindedness
- Ambition to achieve
Candidates who score low or moderately low on any of the above, or whose tests show a high degree of emotionality and/or difficulty of control, may require careful screening and interviewing to predict their probable impact on performance. The most difficult behavioral traits to modify are those related to emotion and listed above.
The Winslow Assessment has the ability to accurately tell you how your candidate scores in the four critical leadership traits listed above.
