General assessments can be used for any job role, Sales assessments are for people in a sales role.

 
 
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Dual Perspective

Confirm an individual’s driving forces and the behaviors that result from those motivations. ($219)

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Dual Perspective + Interview

Includes a Dual Perspective assessment plus an hour-long interview. ($749)

 
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Triple Perspective

Discover all three aspects of how people work: driving forces, behaviors, & competencies. ($269)

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Triple Perspective + Interview

Includes a Triple Perspective assessment plus an hour-long interview. ($799)

 

Order multiple assessments for individuals, groups, or teams within your company by adjusting the quantity of each item in the shopping cart.


How it Works

Getting an assessment is easy.

 
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Order

Order the desired number of assessments from our store and we will send you an email with access to your assessment(s).

 
 
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Take the Assessment(s)

Fill out each assessment as objectively and honestly as you can. Each one takes about 30-45 minutes to complete.

 
 
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Review the Results

The assessment report provides insights into behavioral patterns and preferences. We review and explain the results with you.

 

Frequently Asked Questions

 

What’s the difference between a Sales and General Talent Assessment?

The Sales Talent Assessment offers two key insights on an individual’s sales aptitude that are unique from the General ones:

  • Behavioral Selling Overview instead of a Behavioral Hierarchy (1 page)

  • Potential Strengths or Obstacles to Behavioral Selling Success (3-4 pages)

Do you offer Job Benchmarks?

Yes! We often benchmark a specific job, not just someone in the job. To do this, we force “the job” to fully reveal its needs, challenges, and potential through an interactive career position assessment process.

The result is a validated job profile to hire and fully engage a dream team of A-players who demonstrate prioritized, calibrated “dream team” performance behaviors, motivators, and competencies for the position. Learn more

What’s the difference between a Dual Perspective and Triple Perspective Talent Assessment?

Our Dual Perspective service confirms an individual’s driving forces and the behaviors that result from those motivations. You learn how to appeal to someone’s passions and avoid areas that do not interest them. For instance, one person may be very motivated to help others just because they love to be supportive, whereas another equally capable person only wants to help people who are hard workers.

Our Triple Perspective service goes a step further to help you better understand how to create a self-motivating work environment for yourself and/or others. Our Triple Perspective gives you insights into all three powerful aspects of how a person works – their driving forces, behaviors, AND competencies or skills.

Only the Manage 2 Win Triple Perspective service integrates a person’s current soft skills throughout the entire assessment report. The result is increased accuracy and a better understanding of where a person can be their best and do work that is most meaningful to them.

 
 
 

Make the job talk with a Job Benchmark

Our approach benchmarks a specific job, not just someone in the job. To do this, we force “the job” to fully reveal its needs, challenges, and potential through an interactive career position assessment process.

 
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The result is a validated job profile to hire and fully engage a dream team of A-players who demonstrate prioritized, calibrated “dream team” performance behaviors, motivators, and competencies for the position. Contact us

The Details

A full job benchmark includes all of the knowledge and guidelines necessary to hire the perfect candidate.

Foundation

  1. Job benchmark for the position

  2. Employee strategic plan for the position

Qualification

  1. What to look for in a resume for this role

  2. Interview: Initial phone screen questions

  3. Interview: Pre-interview candidate assignment

  4. Interview: Scorecard questions for position

  5. Interview: Typical scenarios questions

  6. Interview: Questions based on the benchmark

Onboarding

  1. Coaching report based on the benchmark

  2. Development report based on the benchmark

Benchmark key positions including executive roles (especially if you are hiring or acquiring a company), inside/outside sales roles (these are the most difficult hires), and technical help desk / systems engineer positions that you are constantly hiring.