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ASSESSMENTS

What we offer

Five-Factor Model

Based on the Five-Factor Model credited to Goldberg, Costa, and McRae, the Advanced Five-Factor Model is a comprehensive personality assessment designed to provide you with valuable insight into your character, aptitude, and disposition. The Five-Factor Model, also referred to as the 'Big 5', is based on the theory that all human personality traits belong to one of five broad dimensions of personality. Each of the five main personality traits stretches along a continuum. An understanding of your position on each dimension can provide you with valuable insight into your personality.

By providing insight into both who a person is and whom they want to be, the Five-Factor Model can help increase personal satisfaction and success in life. The video by Sprouts Schools provides an animated view of how the Big 5 can describe personalities.

Download a page sample of the report.

Myers-Briggs Impact Report

The 26-page report can be used to increase clients’ understanding of how their personality preferences affect their life and have an impact on the world around them. The report covers the following eight applications:

  • Work Style

  • Communication Style

  • Team Style

  • Decision-Making Style

  • Leadership Style

  • Conflict Style

  • Reaction to Stress

  • Approach to Change

 

Features & Benefits

  • Refreshed to be more engaging and user-friendly
    Enhancements include:

    • New design for a contemporary look and feel

    • Improved content organization and layout for better usability

    • Updated MBTI language for easier comprehension of type concepts

    • Revamped preference clarity index (pci) chart that deemphasizes clients’ "scores”

 

Designed to help you make the most of your time with each client, this report facilitates the identification of "best-fit" type and structured interpretation, and covers a full spectrum of the most popular applications, allowing you to focus more on your clients’ needs and less on worrying about whether you’ve chosen the right report.

  • Designed for consistent, high-quality facilitations

 

Drive positive change by helping clients clearly understand the impact of their personality type in key areas of their life. Each of the report’s eight application sections describes type-specific strengths and challenges and offers suggestions for ways clients can develop their awareness and effectiveness.

  • Delivers personalized tips for positive change

 

Drive positive change by helping clients clearly understand the impact of their personality type in key areas of their life. Each of the report’s eight application sections describes type-specific strengths and challenges and offers suggestions for ways clients can develop their awareness and effectiveness. 

 

Download a free sample report .

Emotional Intelligence Quotient

In his 1995 book, Emotional Intelligence, Why it Can Matter More than IQ, author Daniel Goleman used an early definition by researcher Peter Salovey which stated that the construct of EIQ includes knowing one's emotions, emotional self-control, motivation and persistence, recognizing emotions of others, and successfully handling relationships. Goleman made the suggestion that EIQ is one of the main keys to success. He implied that emotional intelligence is at the root of many of life's puzzles: Why are some smart people unsuccessful? Why do certain individuals strike out at others in a violent manner? Why do some excel at managing others while others struggle? He hinted that EIQ was an answer to these and many other of life's questions.

For many prominent EIQ researchers, including most notably Goleman and Reuven Bar-on, the construct also includes broader traits such as motivation, interpersonal skills, and other personal attributes (often called a mixed model). For others, including Peter Salovey and John Meyer and their colleagues, the latest models of EIQ are strictly related to a person's abilities in this area (often called an ability model). Like the classical notion of intelligence, they felt that emotional intelligence is a cognitive ability that can be accurately and concretely defined and measured.

It appears that the mixed models and the ability methods of evaluating EIQ do not assess exactly the same thing. In fact, Mayer and Salovey themselves found that their assessment shares only 10% of the variance with Bar-on's self-report measure of emotional intelligence (Mayer, Caruso, & Salovey, 2000). This means that while they may be somewhat related, there is not enough overlap to justify using only one or the other. Since self-report and ability measures can be seen as distinct elements, our assessment will include both forms. Both types of measures have been shown to have predictive value in different areas in a large number of studies, so using both can create a measure that is effective in measuring success in a variety of areas.

Our definition of emotional intelligence is Mayer et al.'s (1999) definition:

Emotional intelligence refers to an ability to recognize the meanings of emotions and their relationships, and to reason and problem-solves on the basis of them. Emotional intelligence is involved in the capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions, and manage them (p. 267).

Download a page sample of the report.

The Highlands Ability Battery

The Highlands Ability Battery (HAB) is a human assessment tool that objectively measures your natural abilities by asking you to perform specific tasks or exercises. As part of the Highlands Whole Person Model, the HAB is the foundation and starting point to identify the career best suited for you.

The HAB was founded on the work of research scientist Johnson O’Connor, who devoted his life to the study of human engineering. Almost a century of research that began with Johnson O’Connor and continues through the Johnson O’Connor Research Foundation has established that every individual is born with a pattern of abilities unique to him or her.

The HAB is unique in that it measures your abilities based on performance rather than perception. Exercises such as recreating designs from memory, manipulating blocks in space, and putting images in logical sequence are some of the virtual tasks you are asked to perform within a set amount of time. Results based on timed performance are far more reliable than results based on self-perception or personal opinion.

The HAB consists of 19 virtual work samples that are taken online over an estimated three hours in total. You do not have to take the whole Battery at once, but can do each work sample individually or break them up into smaller groups.

Download a free sample report.

Highlands Ability Battery that identifies your natural born abilities

Other Assessments

We have several other assessments to help you see how you would score in certain fields you may be interested in.  Similar assessments are given as pre-employment assessments to possible hires.  We have the following other assessments: Childcare, Nursing, Care provider, Security Guard, and Hairstylist. As an example, how would you score if you wanted to run your own business? The following summary is based on the Entrepreneur assessment.

Finding a job we love is essential for personal and professional satisfaction. It makes the time pass quickly and leaves us content rather than drained at the end of the day. There are some people who have more trouble than others finding the perfect job. Maybe they have a hard time taking directions or hate working in an industry they aren’t passionate about. Perhaps they have a lot of great ideas that they never get to implement because of all the bureaucratic red tape in their workplace. Sometimes, they just feel driven to achieve, heading towards some finish line that most people can’t see.

 

These people work best when they set out on their own, as entrepreneurs. They see opportunities and aren’t afraid to go after them, starting their own businesses. This is not at all an uncommon situation; the majority of businesses in North America are owned by entrepreneurs. The number of self-employed people has increased in recent years, according to the U.S. Bureau of Labor Statistics. Moreover, the number of entrepreneurs is going to continue to increase in the coming years; a recent survey showed that 65% of 14 to 19-year-olds are interested in starting their own businesses. In 2003, 10.3 million workers were self-employed, nearly 40% of whom are women. In fact, the number of self-employed women has doubled in the past 20 years.

 

Entrepreneurs work in nearly all occupations and industries. They do what they’re best at and what they’re passionate about. Being self-employed involves hard work and long hours. The first two years can be the most difficult when the business is being established and doesn’t have a stable customer base yet. Most businesses - as high as 70% of them - will fail, but people with a true entrepreneurial spirit bounce back quickly and are likely to launch into another venture soon afterward, always building on the knowledge and experience they've gained.

This test will help you identify whether you have the characteristics that typically demonstrate entrepreneurial potential, including the drive to succeed, a supportive social network, a positive outlook on success, and openness to new ideas.

Download a page sample of the report.

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