Assessments

Decisions are more relevant when they are based on data, not simply supposition. TAC provides measurement tools to assess leadership effectiveness, coaching effectiveness, employee engagement, sales effectiveness, self-leadership perception, job fit, and job competencies. We can also create customized assessments for almost any requirement.

You will leave your business eventually, the question is will you have any control over how it happens?

The first step is to understand whether your business has value beyond you: once you step away, is the business self-sustaining and will it have the ability to generate returns such that someone else would want to own or run it?

Assuming you have completed an attractiveness assessment and the answers to the above questions are positive, the next step is to determine if your business is ready for a transition and what else needs to be done to help get it ready.

As a business owner, you will transition away from your business one way or another. With proper planning, you will hopefully do it on your terms. Whether it’s an outside buyer, a financial investor, an internal purchaser, or a family succession, you will need a sense of the sale worthiness and value of your business no matter which path of transition you choose.

An important first step, is to understand how attractive your business will be to potential buyers. The Achievement Centre has extensively researched tools available for transition planning and settled upon a suite of industry-leading assessment and analytic tools to assist with this most important process.

Identifying Strengths, Weaknesses, Opportunities and Threats in your organization, can help you make the best strategic decisions for the future. Certain elements of your organizational climate will give you a good indicator of the health and well-being of your company and help you make more informed decisions about the future.

The CORE Strategy assessment (CORE = Climate, Organization, Relationships, Employees) has been developed to facilitate a strategic planning process. Knowing the perceptions of the employees, leadership team, board, etc. will increase the likelihood of  successfully implementing the strategic plan.

Research shows that one of the things that separates high performing organizations from the others is a commitment to regularly obtain candid feedback from employees on issues critical to the organization’s success. Providing the organization with a method to give feedback in a confidential, non-partisan environment is crucial to supporting a climate of trust resulting in higher employee engagement.

The CORE assessment (CORE = Climate, Organization, Relationships, Employees) has been developed to measure the attributes that impact employee engagement. CORE provides the organization with an overview of employee perception of performance in 17 key areas. The resulting report summarizes these areas ranked according to greatest development need, plus more detailed data to demonstrate the responses that contributed to overall scores.

With CORE, you’ll be able to quickly identify the issues most likely to impact your ability to engage, attract and retain your employees.

The Results-Centred 360 (RC360) leadership assessment is the perfect tool for assessing the differences between a leader’s perceptions and those of their manager, their peers and their direct reports. This comprehensive assessment is designed by experts to give leaders the insight they need to improve their performance. The questions have been designed so the RC360 is effective as a stand-alone measurement tool, as part of a comprehensive coaching program, or in tandem with the Results-Centred Leadership program.

Most organizations recognize the value of developing a strong coaching culture. They realize that effective coaching has a positive influence on organizational climate which, in turn, has a direct impact on performance.

However, even if you accept that coaching has a valuable and lasting effect, there are two points to consider:

  • How do you know that the coaching your managers are doing is effective?
  • When you provide coaching, consulting or training to help your managers be better coaches, how do you know if you are having a positive effect and by how much?

PMC assessments answer BOTH questions. Based on those answers, you can provide your managers with focused, personal attention where they need it most.

This improves the amount of coaching that takes place and the effectiveness of that coaching.

A sense of self-awareness can go a long way in accomplishing great things in the work place. Unfortunately, many people are unaware of how they appear to others, what their strengths are or even what really irritates their co-workers. Often, managers provide little, if any, productive feedback on job performance or interaction with team members. Fortunately, we have a solution.

RADAR 180™ is an assessment that provides a collective view of the individual from their co-workers’ perspectives. Using the responses to over 50 questions, this evaluation allows the individual to see how their peers perceive them in a number of areas critical to organizational success.

RADAR 180™ can be used as a stand-alone assessment, to support coaching efforts, or in tandem with the RADAR™ self-leadership program.
The seven assessment categories include:

  • Responsibility
  • Awareness
  • Development
  • Accountability
  • Results
  • Strengths
  • Areas for Development

The Pure Selling Skills Assessment™ identifies areas of sales team strength, uncovers areas for development, and provides them insights to coach their sales team efficiently and effectively.

The Pure Selling Skills Assessment™ will measure the gap between what your sales team knows in specific areas, how they perform in that area, and how important that area is to their success. Reports can be created for an entire team or for individuals on a team.