The Individual Coaching Assessment is a comprehensive behavioral assessment process that combines DISC, Workplace Motivators, and Soft Skills Inventory. It is available in three different versions: Leadership (Executive), Sales, and Administrative.
In today’s marketplace, the competitive talent trends make it crucial to have an effective way to assess, develop and retain top talent. Companies need to go beyond the traditional resume, interview and yearly review process to discover the real characteristics of superior performance.
Based on a unique 37-factor analysis, the Foxwood Individual Coaching Assessment reveals a person’s specific traits in three areas that describe the how, why and what of individual performance.
This is accomplished through an unbiased assessment of the Behaviors people bring to the job, the Values that motivate people to do a job, and their potential to provide the Personal Skills required by the job.
As a coaching tool, this assessment provides an excellent foundation from which to begin the performance coaching process. As a job benchmarking tool, the same three areas are used to measure the requirements of the job, providing a complete system to compare talent to the position and create the best job fit.
The Expanded DISC measures behavioral style, how an individual is wired. The Natural Style describes a person when they are not at work. The Adapted Style describes how a person believes he/she needs to adapt their natural style to be successful in their job.
The 12 Driving Forces are established by looking at the six primary types of human motivation and describing both ends of a continuum for each type. All of the twelve descriptors are based on six keywords, one for each end of each continuum.
Driving Forces provides valuable coaching insight into each person’s intrinsic motivation. Creating value alignment between the individual and the organization is essential.
The Soft Skills Inventory examines 25 interpersonal skills and gives a specific breakdown of how the person will interact with others in leadership and non-leadership roles in the organization. The report itself tells you how they see the world, how they see themselves, and how they will interact with others on a number of major dimensions.
Examples of the 25 interpersonal skills include how they will perform regarding problem solving, results orientation, meeting standards, attention to detail, realistic expectations, using common sense, following directions, personal accountability, self confidence, personal drive, handling stress, and many others.