Flying your Business Plan

September 5th, 2009

We are launching our new Business Flight Plan right now.  Small business operations and “running your business like a business” is critical in times like these.  Business plans often get caught up in the desk drawer only to be looked at when the CPA calls.

Our new Business Flight Plan system is here to help fix that.  Based on more than 13 years of flying experience and 2000+ hours of flight time, this application is going to help you get clarity and focus with your plan.

We will be offering this workshop soon, so keep an eye out for the dates in late September and October.

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Q and A

July 7th, 2009

Brian Tracy, one of the end users of the Winslow Profiles, has some of the best material on getting results.  I really like this section and come back to it often in order to stay focused and get my own results.   So here it is again…

4 Questions for Maximum Productivity – Remember to focus on results and what you want as you answer these questions for your business and life:

  1. What are my highest value activities?
  2. What are my key results areas?
  3. What can I only do that if done well will make a real difference (in my life and business)?
  4. What is the most valuable use of my time right now?

Here are some best practices and action steps to implement in your daily plan now:

  • Do the Worst First
  • Resist the temptation to clear up small things first
  • Identify your high value tasks and do them first
  • Examine each of your personal and work activities and evaluate it based on current situation
  • Select at least one activity to abandon immediately or at least put off until more important goals are achieved
  • The key to success is ACTION
  • 80/20 Rule Applies to Everything!
    • 80% of salespeople spend 80% of their time on people who are not going to buy or sell
    • m20% of activities will account for 80% of your results

Identify Your Key Business/Sales Results Areas and the targeted activities for each area:

  1. Prospecting
  2. Trust & Rapport Building
  3. Identifying Needs
  4. Presenting Persuasively
  5. Answering Objections
  6. Closing the Sale
  7. Building Referrals
  • Grade Yourself in each area
  • What one skill, if I developed and did it in an excellent fashion, would have the greatest positive impact on my career?
  • What am I really good at?
  • What do I enjoy most about my work?
  • What has been most responsible for my success in the past?

Continuous learning is the minimum requirement in any field:

  1. Read in your field minimum of 1 hour/day
  2. Take every available course and seminar, workshop
  3. Listen to audio programs in your car (average car owner spends 500 to 1,000 hours/yr in their car
  4. Practice, practice, practice
  5. Hire a coach or mentor!

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Winslow Profiles Positive Bias Control

June 16th, 2009

Clients have been asking me to write about the positive bias control embedded within the Winslow Profile model.  Here is the exact language provided within the audio file for the this control, much better than me trying to talk science…

You may be surprised or perhaps even a little confused to learn that the results of the assessment you just completed are positively biased.

First of all, welcome to the club. Please do not be concerned about this happening. You should be relieved to know that you are not the first person or the only person, and you most certainly will not be the last person to receive invalid results. As a matter of fact, thirty percent of all the persons taking the assessment have invalid results the first time they complete it. The good news is you will be given the opportunity to complete the questionnaire again, knowing that ninety-nine percent of the participants with invalid results on their first assessment attain valid results on the re-take. This time you will have additional information explaining what caused the results to be invalid. Only one percent of the participants have to take the assessment a third time. To help you avoid being in this group, and, more importantly, to help you understand what causes invalid results, I offer the following information and suggestions to make certain your results will be objective on the re-assessment:

When answering the questions, you did one of two things. One possibility is that you may have intentionally answered the questions in a manner that would have others perceive you in a positive light. Since I do not believe that you intentionally selected desirable answers, it is more likely that you unintentionally selected desirable answers because of high self-esteem or self-confidence. However, you need to try to make certain your results are valid on the re-assessment. It might help if I elaborate on what happened. If you recall from the instructions and my recording on administrative suggestions, I explained there are control questions scattered throughout the questionnaire that describe implausible positive behaviors that no one has and negative behaviors that everyone has. When answering the questions, you may have created or exaggerated positive behaviors, or you may have denied or minimized negative behaviors. You may have claimed to have many positive behaviors that no one on this earth has, questions similar to: “I finished every project I ever started.” You also may have denied having common negative behaviors that every one has, questions similar to: “I said things to others that I later regretted.”

The other possibility why your results were positively biased is that you selected “Somewhat Agree” or “Somewhat Disagree” answers to questions that require absolute answers. Using the same example as above, “I finished every project I ever began,” you may have finished the vast majority of the projects you began and, therefore, thought that the “Somewhat Agree” answer was correct for you. However, the question did not ask if you finished most of the projects; instead it asked if you finished every project you started. The only valid answer in this example is “Disagree.” The “Somewhat” selections to absolute questions are not valid answers.

Now, what can you do to get valid results? First, do not be offended by this information; it is a natural tendency to focus on positive behaviors when we are asked to describe ourselves. This is particularly true when applying for a position. Second, forget about your first assessment. Do not think about your prior answers to the questions and do not change answers solely in an attempt to attain valid results. Third, read the instructions that precede the assessment and listen to the pre-assessment audio message again. Fourth, follow these instructions when answering the questions with one exception. Instead of selecting your answers spontaneously, as the instructions suggest, hesitate after reading each question and ask yourself, “Is this statement really true for me – and to the degree described?” For example, the question might say, “I finished every project I ever started.” Instead of quickly acknowledging, “Oh yes that’s me!” Briefly think about it. You may finish most projects you start; you may finish more projects than anyone you know. However, unless you finish absolutely every project you ever started, you must select the “Disagree” answer.

When you read questions that describe negative behaviors, rather than quickly assume, “Oh no that’s not me!” Hesitate momentarily and ask yourself, “Is it possible in some situation that I might have behaved as described.” For example, the question might say, “I sometimes argue with others.” You may not argue with others on your job; however, if you ever argued with your parents, your spouse, your children or anyone else, the only valid answer is “Agree”.

Some persons think they received invalid results because they selected mostly “Agree” or “Disagree” answers. Others think their selection of mostly “Somewhat Agree” or “Somewhat Disagree” answers caused their results to be invalid. Both assumptions are incorrect. To assure valid results you must make certain you understand the question. Do not qualify the question by saying, “I behave this way at work but do not behave this way at home.” Each question must be read literally without any modifications or assumptions.

I sincerely hope that this information has helped you to understand how your results were positively biased. However, if you still do not understand why your answers to the assessment were “positively biased,” and if you remain convinced that you answered the questions objectively, please take the time to read this letter again and/or listen to the audio message a second time. I assure you if you follow my suggestions and objectively select the answer that best describes your current behavior in all aspects of your life, your assessment results on your retake will be accurate and objective.

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Winslow Profiles Inaccurate Control

June 16th, 2009

Here is the language provided in the letter of an inaccurate result on the Winslow Profile.

We were unable to process your assessment data and prepare your Winslow Report because your responses to the assessment questions were not accurate.  Following is a list of possible reasons why the answers you selected were unreliable:

1.       Did not select the answers that you intended.  This could have happened if you clicked the wrong answer button, or pressed the wrong keys on the keyboard, for a number of the questions.

2.       Physical problems interfered with your ability to read and/or understand the questions.

3.       Inability to read English at the ninth grade level of education.

4.       Did not understand what you were reading.

5.       Selecting answers at random, without reading the questions.

6.       A non-cooperative attitude when required to complete the assessment when it’s purpose is not completely understood.

You should retake the assessment, if you are able to read and understand English at the ninth grade level of education.  On the other hand, if you have difficulty reading or understanding English, you should not attempt to take it again, nor ask anyone to interpret the questions for you.  To obtain valid results you must read and answer the questions on your own.

If you retake the assessment, it is imperative that you carefully read the instructions that precede the assessment, and answer the questions accordingly.  It is important to be objective when selecting answers.  Describe yourself as you actually are, not as you would like to be, nor as you may think others want you to be.  Be careful not to create, or to exaggerate, what you may think are desirable characteristics.  Equally important, do not deny or minimize, what you may think are undesirable characteristics.

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The Driven Athlete vs Driven Employee

June 8th, 2009

I really like writing about the correlation between these two groups, the athlete vs the employee.  The language in the  Winslow Profile is so good at helping show the relevancy of this comparison.  As you read this “play the game” and replace all the “athlete” language with “employee.”

Drive

DEFINITION: Desires to win and to be successful; aspires to accomplish difficult tasks; set and maintains high goals for himself in athletics; responds positively to competition; desires to attain athletic excellence.

Characteristics of High Drive

Ego Investment in Sport: All people have a need to be competent, to gain self-esteem, and to gain the respect and recognition of others.  The athlete with high Drive has chosen athletics as a method of confirming and enhancing his self-esteem.  For this reason, success in his sport is of great importance since it is necessary for the athlete’s self -image of competence, while losing detracts from the self-image.  His investment in this sport will be exhibited in a strong desire to win, in dedication to sport, and in the attitude often described as hungry, driven, and go-getter.

Competitiveness: Since the athlete wants to prove his competence, he will seek out and accept practically any challenge to his athletic ability.  If someone suggests he cannot do something, he will try to prove that he can.  Each opponent is viewed as a challenge to his ability and competence as an athlete.  However, the competitive athlete is not generally motivated by challenges which are either improbably difficult or overwhelmingly easy; rather he prefers a challenge which will definitely test his skill, which he has a reasonable chance of accomplishing and which presents some risk of losing.

Goal Setting: Typically, the athlete possessing a high Drive does set high goals for himself.  These goals will vary from athlete to athlete depending up on the strength of his athletic achievement, motivations, and physical abilities.  You are familiar with the athlete who has little talent but is determined to prove himself in athletics.  Often he is referred to as “scrappy” or “gutsy”, but you know that he will never be a real success in any athletic endeavor because of his limited physical ability.  For this individual, simply making the team can be a real accomplishment in which he can take great pride.  For other more talented athletes, the goal might be to make the first team or make the all -league team.  The truly endowed athlete will likely have even loftier goals.  Among them might be making the all-state, all-American, Olympic teams or even setting a world record.  In each example, the Drive score might vary by very little; only the talent and opportunity will differ.  In addition to the long term goals described above, the driven athlete will also tend to set short term goals, such as scoring double figures in a basketball game or running the hundred yard dash under ten.  Goal setting provides an orientation to the future, which is important for athletic success.  An athlete must believe that the pain and sacrifice of training will somehow help him in the future.  Otherwise, it is very difficult for him to accept these everyday agonies as beneficial or worthwhile.

Standards of Personal Excellence: The driven athlete usually has the implicit goal of performing up to his full potential.  He must excel in competition with himself; exceed his own personal standards of achievement.  If he has just run a 45 flat, quarter mile, then he must want to run a 44.9 quarter the next time out.  This is the spirit of improvement:  the athlete must be driven to be constantly aware of his performance and critique it with the help of his coach.  He must care enough about competition to put himself to the task of improving his prior efforts.  Self-satisfaction with a very good performance is not the typical behavior for the driven athlete.  Even when scoring 30 points in a basketball game, he will think about those three easy shots that he missed or the bad pass that he threw.

A golfer might shoot a sub par around and still think he could have done better – after all, he did miss a three-foot putt.  Performing well in comparison to others, while it certainly is important is often not the final criterion of success for the ambitious athlete:  meeting one”s own standards of performance is.

Strengths and Weaknesses: With the desire to win, improve, meet higher standards, and accomplish more difficult tasks, the ambitious athlete will tend to practice and concentrate on the weak elements of his performance.  This might include overcoming a bad habit, which prevented him from performing to his maximum.  The sprinter might have to learn to get out of the blocks quicker; the right handed quarterback in football, to throw while running to this left; the basketball player, to dribble equally well with both hands.  Rarely will the driven athlete focus on his known strong points, except to keep him sharp.

Thoughts?

Can you see the comparison (s)?  Athletic models are the perfect match for most any Management model when you cross into employee performance and/or the insights needed on how to be a better leader.

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Emotional Control at work…

June 2nd, 2009

I have been working on several areas of this subject as it relates to the Winslow with many of my clients.  These are tough times so here are a few pieces to consider in this puzzle.  I really like the “athletics” approach to this topic sinse most of you know I use these correlations on a regular basis.

First off what are some true characteristics of High Emotional Control?

Response to Pressure:  The most valuable aspect of high Emotional Control is the ability to handle the stress and pressure of competition.  Whether the pressure is a temporary condition, such as an incident during a competition.  Or, a prolonged period, such as a losing streak, the athlete remains stable and realistic about his responsibilities.  From all outward appearances he remains calm and unaffected.  Fellow athletes refer to him a being “cool under pressure”.  A good example of such athletes is that they can respond to stress immediately and in a most precise manner.  Athletes high in Emotional Control are able to convert their feelings of anxiety into positive behavioral action.  They become keener, more aware, more astute and able to respond to spontaneous situations in an extremely controlled, rather than scattered manner.  What is also advantageous is that these individuals seem to thrive in such situations.  Their full potential is usually not reached until they are required to cope with extremely difficult pressure situations.  It is during this period that peak performances will emerge.  They are usually viewed as “clutch” athletes who can take a critical part of a contest and generally emerge from the situation having competed as well as could be expected under the conditions.

Response to Adversity:  The emotional impact of any disappointment or setback is often disrupting.  Adversity interferes with the normal flow of things and the disruption causes interference in other areas of life.  Individuals with high Emotional Control have the ability to minimum distractions.  For example, when the coach asks an athlete to change their position on the team, they find it easy to accept and learn quickly.  He will quickly adjust and soon act as if as if he has played that position all along.

Learning:  Most learning situations cause a certain level of anxiety.  The fear of making a mistake, of performing poorly particularly in from of others, represents sources of anxiety for athletes.  These feelings are magnified in athletic participation since the individual is usually being critically evaluated, and is concerned about his success.  Individuals with high Emotional Control seem to show no adverse affect in such situations.  They may, in fact, learn even more quickly.  They have the ability to evaluate what they should do and to execute a precise fashion.  In addition, they are also able to observe other things going on around them.  Thus, should anything spontaneously arise, they are equally capable of handling that situation as well.

Characteristics of Low Emotional Control

Learning:  Individuals with low Emotional Control frequently have difficulty learning new material.  This is because emotional factors interfere with their practice of the new behavior.  Such athletes are so preoccupied with emotions that they are unable to take the new material and convert it into positive action.  There is a tendency to try too many new things before practicing and establishing firm habit with older material.  If a great deal of information is presented too quickly, it can cause emotional individuals to compound their mistakes.  There is evidence of scattered thinking, meaning that these athletes will exhibit unpredictable and often confusing behavior for which they have no explanation.  Complicated information or material that has a sequence of several steps will be particularly difficult, especially when presented in pressure situations.

Response to Adversity:  Athletes low in Emotional Control over react when facing adversity.  Various indications of this anxiety will manifest themselves.  These reactions include physical, as well as behavioral reactions.  There may be a tendency to exaggerate fears and to respond in a confused uncertain manner.  They can repeat many mistakes and respond inappropriately in their attempts to cope with problems.  Another form of reaction is to become rigid and insistent, even though the possibility of success is quite minimal.  This behavior will appear to others as unstable, erratic and immature; even to the point of childish outbursts.

Response to Pressure:  The greatest problem for an athlete low in Emotional Control is handling the pressure of competition.  This can extend beyond the aspect of pressure itself, to the anticipation of pressure.  For example, and athlete may begin to exhibit lack of Emotional Control several days before a crucial contest.  Athletes under pressure manifest a variety of unproductive behaviors.  The most common problem is that the number of mistakes increases.  When the athlete makes a mistake, there is usually a snowballing effect.  The first mistake causes increased anxiety, and their lack of Emotional Control results in additional mistakes.  The result is not only multiple errors, but also a desperate attempt by the athlete to regain control.  Simple and routine athletic behaviors are negatively influenced by this anxiety.  The harder the athlete tries to control the pressure, the more difficult it becomes for him to respond productively.

Hope that helped?  Stayed tuned for some really good ‘development’ pieces.

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Essential Traits That a Leader Must Have

May 6th, 2009

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, from top management to 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.

If you have any questions or need more information about the Winslow Assessment, please give me a call.

Joel – Mindset Dynamics – (702) 756-2946

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Applicants for jobs in your business.

May 6th, 2009

In the past, the general consensus was that only the two or three finalists for a position should be given a personality & behavior assessment and that screening procedures should be continued, if effective, for the preliminary selection stages.  Assessments were usually limited to applicants for management and sales positions. However, high turnover rates and the rapid increase of hiring costs have prompted many organizations and businesses to test applicants at all levels.

In these tough economic times assessing applicants cannot be limited just to management. Businesses and organizations need to make accurate decisions in their hiring process for every level job that needs to be filled. Many have realized that the cost of testing is less than five percent of the applicant’s salary for a single month, an insignificant expense in comparison to the cost of hiring and training the wrong person. The Winslow Assessment System, which is made up of the Winslow Test and the Winslow Profile Reports, has proven to be the most accurate in identifying the personality and behavior traits needed for different jobs within a company.

The Winslow Assessment is also an excellent skill development tool for current employees. It can also be helpful to those employees who recognize that they must be life-long learners.

Companies that are currently using the Winslow System find that knowing the strengths and weakness of their employees behavior traits gives them the ability to develop and prepare people to assume key positions in the near or even the distant future. The idea is to assess personality and talent with the Winslow Test and then use the Winslow Profile Reports that are generated after the test to provide the coaching or mentoring needed for development.  But most important is that testing for this purpose spurs the subjects to keep learning.

If you want more information about the Winslow Assessment System, please give me a call.

Thanks, Joel – Mindset Dynamics – (702) 756-2946

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The Turn Key Business

May 3rd, 2009

Taking a Winslow Assessment and reviewing your Profile Reports can be life changing. The accuracy of the assessment and the applications you are given in your Profile Report are amazing and the Winslow Assessment System might be something that you would like others to have.  Becoming a Winslow Certified Consultant and selling the Winslow Assessment System to individuals, organizations and businesses can be a great career opportunity.

As a Winslow Certified Business Consultant, you will be trained and certified to market and support the Winslow System to organizations for employee development and, applicant selection and to individuals for self-improvement, with no geographic limitations. From your home office, you can demonstrate the Winslow Assessment System to prospects utilizing the GoToMeeting Internet Conferencing System.

At the conclusion of your demos, you offer the prospects two Winslow Assessments and a week later after the assessments have been administered and the Reports generated, you review them with the prospect and close the sale. No selling experience is required, just good communication skills, since the Winslow Profiles virtually sell themselves.

Please contact us with your questions about becoming a Winslow Certified Business Consultant.

tel 702-544-9907

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The Winslow Assessment – the total package!

May 3rd, 2009

I have written several posts in the past reference the components of this tool however I thought it would be a good time to roll out the total package.  This is a great deal of content and I have had a ton of requests for a “one stop shop” for this material so here it is.

The Winslow Assessment System is the most comprehensive tool available to measure the personality, behavior and attitudes of employees or applicants. The Winslow Profile measures 24 personality traits, on a bi-polar scale, for a total of 48 dimensions of personality. It measures every trait relevant to success in all positions, at all levels on your organizational chart.

The Winslow Assessment contains special control questions that determine the accuracy and objectivity of the answers participants give to the questions in the assessment.

Presented below are exclusive features provided by the Winslow Assessment System that are not available to your organization from any other known assessments. The Winslow Assessment Reports that are generated after the assessment will only be prepared when participants’ answers are accurate and objective. Thirty percent of all participants have invalid results on their first assessment. Consequently, 3 out of 10 competitive reports are invalid and not worth the paper used to print them.

Program Applications

The Winslow Assessment and the Reports Generated are Utilized for the Following Applications.

Applicant Screening: Eliminate unqualified applicants early in the selection process.

Personnel Selection: Select the best available applicant for every position in your organization.

Personnel Placement: Place new employees with the most suitable manager and in the most compatible environment.

Needs Analysis: Objectively determines the specific training and development needs of individual employees.

Organizational Development: Identify the development needs of the organization.

Performance Appraisals: Determine if employees are performing to their potential.

Promotion Decisions: Identify individuals qualified for advancement.

Career Pathing: Advance individuals into the most suitable positions.

Succession Planning: Identify the most suitable individuals to replace those promoted, transferred, retired, or terminated.

Reorganization Decisions: Determine which employees will function most successfully in the reorganized unit.

Program Benefits

Winslow Reports provide the following benefits:

• Improve Personnel Performance

• Increase Company Profits

• Increase Sales

• Increase Production

• Increase Quality

• Improve Customer Relations

• Enhance Management Performance

• Reduce Hiring Costs & Risks

• Reduce Labor Turnover Rates

• Overcome Interview Bias

• Provide Immediate Feedback

• Identifies Development Needs

• Complies With EEOC Guidelines

• Saves Managers Time & Effort

Employee Development Program

Enhance the Performance of Your Current Employees

The Winslow Employee Development Program is an Internet-based system to enhance the performance of all your current employees.  The Winslow Assessment measures the personality, behavior and attitudes of your employees.  The Winslow Reports provide feedback on the employee’s behavior compared to the behavioral requirements for their specific position.

Improving personnel performance is an ongoing challenge to managers nationwide.  Winslow Research Institute developed an innovative Employee Development Program to meet that challenge.  The program complements management skill by preparing reports on the behavior and attitudes of employees, based on the results of assessment instruments.  The Winslow Reports provide immediate and accurate insight into the characteristics that influence the success of your organization.

Research proves when employees fail in their positions, in more than 90% of the cases the failures are directly attributed to some aspect of human behavior.  Individuals do not usually fail because they lack education, experience, training, or skills.  They fail because their personality and behavior is not compatible to the behavioral requirements of their particular positions.

The Winslow Employee Development Reports will provide valuable insight into why some employees are functioning successfully and why others are performing unsatisfactorily.  The Reports enable employees to capitalize on their personality assets and control behaviors that are limiting or preventing success in their positions.  This proven program is a valuable aid in achieving and maintaining optimum personnel performance.

You will have total control over the Winslow Assessment process.

Our user-friendly system enables management to administer their assessment activity.  One or preferably two employees of the organization will be trained to serve as Winslow Reports Administrators.  In just a few hours, they will become competent Internet Webmasters.  For a nominal additional fee, they can receive more comprehensive training and become Winslow Profiles Certified.  Following are the procedures, features, functions and components of the Internet Assessment System.

Private Winslow Website: at no cost to your organization, a secure Internet Website will be created and available to your organization.

Position Analysis: the first step is to conduct informal or formal position analyses to identify the behavioral requirements for the positions of your participating employees.  A Certified Consultant can conduct the analysis via telephone with the managers on your staff most familiar with each position.

The Assessment System and Process: the Employee Development Program is a user-friendly four step process.

1.      Purchase Assessment Passwords: The Winslow Internet System enables you to purchase Profile Passwords electronically using a bank account or any credit card.  Discounts are offered when quantities of Passwords are purchased.  When purchases are made, the Passwords are immediately placed in your “Available Passwords” account.

2.      Activate Profile Passwords for the Employees: The “Activate Assessment Password” function on the System enables you to activate passwords for your participants.  Basic information is entered to identify the Participant and the appropriate PCS Position of the employee is selected.  The System sends a form to the printer with the participant’s name, password and directions for completing the Profile.  If desired, the system will email the Password and directions to the participants.

3.  Employee Completes The Assessment Profile: The Winslow Profile takes less than one hour to complete and contains special assessment validity control questions. These controls detect individuals who have reading or comprehension difficulties, as well as those who intentionally positively bias or unintentionally exaggerate their answers.  The System will not produce a Report when answers are invalid.  Approximately 30% of your employees will have positively biased results on their first assessment and must retake the Profile, at no additional fee.  This happens because some employees intentionally give answers they think will provide desirable results. Others unintentionally exaggerate their answers because they have an exaggerated self-opinion.

4.      Profiles Processed and Winslow Reports Prepared: Reports are immediately available to management when employees have accurate and objective assessment results.  There are four versions of the Winslow Reports.  The Executive Report contains a Personality Profile displaying the 24 trait scores and a Position Compatibility Form.  The Participant’s Report is given to the employee for self-knowledge and self-improvement.  The Managers Report is given to the immediate manager of each employee.  The PCS Summary Form is for HRD or top management.  Sample Winslow Reports will be displayed during the demo.

Position Success Profiles: color-coded overlays present the results of the Position Analysis in a user-friendly format.  They are coordinated with the Personality Profiles in all reports and indicate the desirable and undesirable scoring ranges for every behavior relevant to success in each position.

Group Personality Profiles: composite profiles are prepared for any groups of participants you desire. Group Average and Distribution Profiles enable management to identify the strengths and synergies of groups of personnel, and are valuable in managing groups as teams.

Group Success Profiles: color-coded overlays are provided for each Group Profile to facilitate comparisons between participants and groups, managers and groups, and one group to another.  This component also allows your managers to make correlation between behavior and performance.

Optional Managers’ Webinar: for a nominal fee, a Winslow Certified Consultant will conduct a Webinar to introduce your managers to the program. This orientation will provide your managers with the knowledge and confidence to utilize the program effectively.

Optional Post-assessment Webinar: for a nominal fee, a Winslow Certified Consultant will conduct a Webinar for all your participants.  This orientation will enhance the participant’s self-knowledge and enable them to obtain maximum benefit from the feedback and suggestions presented in their Winslow Reports.

Guarantee: You must be convinced The Winslow Reports can assist you in hiring the best available participant for any position in your organization, or you may return all materials within ninety days and your total fees will be refunded.

Employee Applicant Selection Program

Hire the best applicants for every position.

Winslow Research Institute’s unique Applicant Selection Program eliminates guesswork from the hiring process.  Winslow Reports will assist you in selecting the best available applicant for every position in your organization, and reduce the risks and costs of hiring.

Selection of applicants is one of, if not the most, important aspects of building and maintaining a successful organization.  Research proves when a person fails in their career in more than 90% of the time that failure is directly attributed to some aspect of human behavior.  Individuals do not usually fail because of lack of education, experience, training, or skills.  They fail because their personality is not compatible to the behavioral requirements of their career.  An organization can invest significant amount of time and money creating products or services and a successful business.  However, if the wrong applicants are hired it will fail or at best, never achieve its potential.  The Winslow Applicant Selection Reports will significantly increase the probability that applicants you hire will be successful and achieve their maximum potential in your organization.

What Can the Winslow Profile Tell Organizations?

  • Will this person be a dedicated and cooperative employee?
    • Coachability: will tell you if this person respects authority figures (their managers) and willingly accepts their leadership and direction.
    • Recognition: indicates if this person has an internal motivation to be seen as a desirable person and will act appropriately to receive recognition.
    • Trust: trusting individuals are not suspicious and defensive.  They openly communicate and believe others are deserving of their trusting nature.
    • Flexibility: tells you if this applicant will readily adapt to the company’s methods of operation and decisions or be resistant and insist on their own.
    • Contentment: lets you know if this is a happy person with a positive disposition, rater than someone who is disenchanted with their life.
    • Responsibility: will this individual accept responsibility for the consequences of his or her words and actions or blame others instead.
  • What is this individual’s interpersonal orientation?
    • Leadership: tells you if this individual believes they are a leader and if they enjoy managing, motivating and being responsible for others.
    • Sociability: discloses weather the applicant is a people-oriented extrovert or an introvert who focuses on “things” and avoids contact with others.
    • Exhibition: reveals if this person enjoys being the center of attention, someone who is entertaining, demonstrative and a pleasure to be with.
    • Nurturance: nurturing individuals are keenly aware of and sensitive to the emotional needs of others and readily respond with sympathy and support.
  • Does this applicant meet the intellectual requirements for an employee?
    • Alertness: measures the applicant’s inherent ability to learn quickly, understand complex situations and successfully solve problems.
    • Structure: indicates how organized their thinking, planning and actions will be.  They will be highly mentally structured and disciplined.
    • Order: tells you if they will keep their physical surroundings, neat and orderly.  They will have a place for everything and everything in its place.
    • Control: will determine if they are impulsive and talk or act without thinking, or someone who will control their impulsive behavior.
  • Does this applicant have the required emotional maturity and discipline?
    • Composure: predicts their ability to remain calm and to function normally when problems occur and emotional stress is encountered.
    • Tough-mindedness: enables a person to cope with challenges, function in uncomfortable environments and recover quickly from disappointments.
    • Autonomy: will disclose if this is a team oriented or team dependent, will they contribute and be cooperative or avoid contact with others.
  • Does this applicant have an inherent sales personality?
    • Sociability: will determine if they enjoy interacting with others and will be perceived as a warm and friendly person others enjoy being with.
    • Endurance: tells you if they have the inherent physical energy and persistence required to prospect, make presentations and close sales.
    • Assertiveness: enables individuals to persuade others to do what they want and to accept their recommendations; they make things happen.
    • Tough-mindedness: equips those who must sell to accept the rejection, disappointments and setbacks that are inevitable in sales situations.

The user-friendly system enables organizations to administer their assessment activity and have total control over the process.  Winslow Research will train one or preferably two employees of the organization to be the Winslow Reports Administrator.  In just a few hours, these individuals will be competent to serve as the Internet Webmaster for the organization.  Following are the procedures, features, functions and components of the System.

o       Private Winslow Website: at no fee to your organization, a secure Internet Website will be created to manage your assessment activity.

o       Position Analyses: the first step is a formal or informal position analyses conducted by Winslow Research, at no fee to the client, to determine the behavioral requirements for each of your applicants positions.

o       The Assessment System and Process: the applicant selection assessment process is a user-friendly four step procedure.

1.      Purchase Assessment Passwords: The Winslow Internet System enables you to purchase Profile Passwords electronically using a bank account or any credit/debit card.  Discounts are offered when quantities of Passwords are purchased.  When purchases are made, the Passwords are immediately placed in your “Available Passwords” account.

2.      Profile Password Activated for the Applicant: When you want to assess an applicant you go to the “Activate Assessment Password” function on your Winslow Website.  Basic information is entered to identify the Participant.  The PCS Position of the applicant is selected.  The System sends a form to the printer with the participant’s name, password and directions for completing the Profile.  An email with this information can be sent to the applicant.

3.      Applicant Completes The Assessment Profile: To make certain the applicant is the person who completes the Profile applicants should be monitored in the client’s offices.  The Profile takes less than one hour to complete and contains special control question to determine if the participant’s answers are both accurate and objective.  The System will not produce a Report when results are invalid.  Approximately 30% of the applicants will have invalid results on their first assessment and must retake the Profile.  This happens because some applicants intentionally give answers they think will provide desirable results. Others unintentionally exaggerate their answers because of a strong ego.

4.      Profiles Processed and Winslow Reports Prepared: Reports are available immediately to management when the applicant has accurate and objective assessment results.  There are four versions of the Winslow Reports.  The Executive Report contains a Personality Profile displaying the 24 trait scores and a Position Compatibility Form.  When applicants are hired, the Manager’s Report is given to the manager the employee and the Participant’s Report is given to your new employee.  The PCS Summary Form is placed in the applicants file.  (Please refer to all versions of the Winslow Reports).

o       Decision to Hire an Applicant: The Position Compatibility Summary (PCS) Form presents the assessment data and behavioral requirements for each applicant on one color-coded page.  The PCS Form compiles the results of a comprehensive, sophisticated assessment system into an easy to interpret document that facilitates the selection process.   Management should establish cut-off, or qualifying scores, to determine if applicants should be offered a position.  The four major considerations are the “Participant’s Net PCS Score,” the number of “Concern Trait Scores,” any negative “Trait Group Scores,” and the “Key Characteristics” score.

Exclusive Features

Presented below are exclusive features of the Winslow Assessment System not available to your organization from any other known assessment firm.

1.      Most Comprehensive Assessment: The Winslow Profile is the most comprehensive assessment available to measure the personality, behavior and attitudes of employees or applicants.  Our Profile measures the 24 personality traits directly relevant to success in all positions, at all levels on your organizational chart.

2.      Assessment Validity Controls: The Winslow Profile contains special control questions that determine the accuracy and objectivity of the answers participants give to the questions in the Profile.

3.      Valid Reports Guaranteed: Winslow Reports will only be prepared when participants’ answers to the Profile are accurate and objective.  Thirty percent of all participants have invalid results on their first assessment.  Consequently, 3 out of 10 competitive reports are invalid and not worth the paper used to print them.

4.      Unlimited Retakes: Our clients are not charged an additional fee when participants when participants must retake the Profile.

5.      Most Comprehensive Assessment Feedback: Four versions of Winslow Reports are available to you on every one of your participants.

a.      Participant’s Reports: A forty to fifty page Report presents detailed information to the participant on their personality, behavior and attitudes. Included in each report are profile charts, trait descriptions, influential traits, both assets and potential concerns, and suggestions for development.

b.      Manager’s Report: A condensed Report is available for the participant’s immediate manager.  This version enables managers to most effectively communicate with, manage and motivate each employee to their potential.

c.       Executive Reports: This version provides upper management with the assessment results in a concise format to save them time in reviewing Reports.  This version contains only the Personality Profiles and Position Compatibility Summary Forms.

d.      Position Compatibility Summary: This “bottom line” Report provides the assessment results and the participant’s compatibility for their position on one color-coded page.

6.      Informal Position Analyses: Are conducted, at no additional fee, to determine the behavioral requirements for each position in your organization.

7.      Custom Position Analyses: Are available, for an additional fee, when a position is exclusive to only your organization.  They are not required for most positions.

8.      Position Success Profiles: Color-coded Success Profiles, based on the results of each Position Analyses are included in each Report.  These user-friendly overlays enable you to identify trait scores that will have a positive or negative influence on success.

9.      Position Compatibility Summary Form: Combines the participant’s assessment results and the behavioral requirements for their position on one insightful page.  This color-coded PCS Form summarizes the participant’s compatibility for their position.

10.   Group Personality Profiles: Composite profiles can be (are) prepared for any groups of participants you desire.  The average scores of all participants in a group are presented in one Group Profile.  These profiles enable management to identify the strengths and synergies of select groups of personnel, and are valuable in managing groups as teams.

11.   Client Internet System: Every client is given a private, secure Internet Winslow Website to administer their assessment activity.  This system enables you to conveniently, purchase Profile Passwords, Activate Passwords for participants, assess participants, access completed Reports and other functions.

12.   Client Training & Support: A Winslow consultant will train two of your employees to be the Winslow Administrators to manage your assessment activity.  If desired, they can be Winslow Profiles Certified for a nominal fee.

Most of our clients utilize the Winslow Reports for both Applicant Selection and Employee Development.  Reports on current employees are most valuable because employees are usually the greatest asset of most organizations.  Anything that can be done to preserve and enhance that asset should be done.  The Winslow Employee Development Reports will enhance the performance of current employees and reduce personnel turnover.  The Winslow Applicant Selection Reports will enable your organization to hire the best available applicants.

Guarantee: You must be convinced The Winslow Reports can assist you in hiring the best available participant for any position in your organization, or you may return all materials within ninety days and your total fees will be refunded

Applicant Selection Program for your future employees

The same Winslow Assessment System should be utilized by your organization to assist in hiring the best available applicant for every one of your positions.  The personality, behavior and attitudes of applicants will be assessed and Winslow Reports will then be made available to the hiring manager.  The Reports will accurately predict the employees’ probability of success in specific positions.

Individual Self-improvement Report

Achieve Career Success and Personal Happiness

The Winslow Research Institute offers unique assessment programs to aid individuals in achieving career success and personal contentment.  Regardless of your career, social position, or economic status, the programs will help you to develop and maintain optimum personal performance.  They complement other self-improvement efforts and programs, by preparing reports on your personality, behavior, and attitudes, based on the results of assessment instruments.  The Winslow Reports provide immediate and accurate insight into the personality characteristics that influence your career success.  These proven methods of achieving and maintaining high personal performance will assist you in exploring and emphasizing your personality assets, and to control or eliminate potential liabilities.  These time-tested programs will also assist you in attaining contentment and satisfaction in all aspects of your lifestyle.

Personal Dynamics Profile:

The Personal Dynamics Profile measures the twenty-four behavioral characteristics relevant to success in all careers and to personal contentment in all aspects of life.  This information will enable you to objectively understand your personality, attitudes, and resulting behavior.  Action can then be taken to amplify assets and to control or modify behavior that may be limiting career achievement and/or preventing personal happiness.  This unique two step system of assessment and development can be implemented at your location and convenience.  Reasonable fees will allow your spouse, significant other, mature children and/or others to participate.

Personality characteristics assessed by this program:

Interpersonal Traits

Sociability – Recognition – Conscientious – Exhibition – Trust – Nurturance

Dedicaiton Traits

Ambition – Endurance – Assertiveness  Boldness – Coachability – Leadership

Organizational Traits

Alertness – Structure – Order – Flexibility – Creativity – Responsibility

Self-Control Traits

Self Confidence – Composure – Tough Mindedness – Autonomy – Contentment

Participants: individuals, 17 or older, interested in career success and/or personal contentment.

Assessment Time: approximately one hour, to complete 190 assessment questions.

Report Fee: $195 per person.

Program Procedures

Assessment: The first step toward individual development is awareness of our personality, behavior, and attitudes.  The assessment phase of the program is designed to, accurately and objectively, measure your personality and behavior.  Through the use of valid and reliable assessment instruments, the personality characteristics relevant to successful career performance and personal contentment are assessed.  The results of the assessment are shared with you in a detailed Winslow Personal Development Report, which provides valuable insight for self-knowledge and improvement.

Development: In the development phase, you are given the unique opportunity to objectively see how your personality compares to others in our society.  Through this process, you are able to identify characteristics that you may wish to control or change, in order to achieve greater results.  Development can progress by comparing your behavior to the perceived behavior of your spouse, significant other, children, managers, coworkers, relatives, friends, and others.  If any of these individuals also participate in this program, the comparisons can be made directly and more objectively.  This feedback and development information should motivate you to achieve and maintain your maximum potential in your career and to attain the contentment you desire in your personal life.

1.      Upon receipt of your order, a Winslow Assessment Kit is immediately sent to you via US Priority Mail.

2.      You complete the self-administered, multiple-choice questionnaire, at you location and convenience.

3.      When you complete the assessment, the materials are returned to Winslow Research Institute where our staff processes them.  If you prefer, you may complete the assessment on-line, or use our Fax Expedite System, rather than mail-in the forms.

4.      Your Winslow Assessment will be checked to determine the accuracy and objectivity of your answers to the assessment questions.  Approximately twenty percent of all participants have invalid assessments on their first take.  This occurs because some participants intentionally fake answers in order to attain a desirable report or they unintentionally exaggerate their responses to the questions.

5.      If your assessment is positively biased, a letter will be sent to you explaining why your results were invalid along with a new Assessment Kit.  There is no additional charge when it is necessary to retake the assessment.  The Winslow Research Institute will not produce your report unless it is an accurate and objective description of your personality and attitudes.

6.      Within twenty-four hours after receipt of your valid assessment, your Personal Development Winslow Report will be prepared and Priority Mailed to you.

Report Contents

Your responses to the assessment are cross-referenced, compared, profiled, and interpreted, by unique computer analyses programs developed by some of the nation’s leading behavioral scientists. Your Winslow Report will contain approximately fifty pages of valuable insight into your personality, behavior, and attitudes.  Your user-friendly report will also provide “how-to” advice and “hands-on” information to help you develop a focused plan for personal growth.  The report is organized into the following sections with index tabs for easy reference:

  • Personality Profiles graphically illustrate the personality traits measured by the program (11, 24. or 33 traits). The trait scores are presented in separate Trait Group Profiles, which group together the traits most closely related to one another.
  • Personality Traits are described as they apply specifically to you. A comprehensive and objective description of your personality, behavior, and attitudes.
  • Influential Traits both your assets and potential areas of concern. These are the traits that will have the most profound influence on success in your career and contentment in all aspects of your life. Suggestions are presented to capitalize on your assets and to control or modify areas of concern.
  • Personal Developmentputs your newfound insight to work. You look at the whole “you” and learn how you can make the most out of your future with initial development, continuing development, and future development.

Satisfaction Guarantee

You must be absolutely convinced that your Winslow Report is an accurate description of your personality, and can enhance your career success and/or personal contentment, or you may return your report within ninety days and your total fee will be refunded.

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