Dekon

IUNIE 2010 • BUYER’S GUIDE

Training Tools for Developing great People Skills

It’s Your Personality Talking What your communication style says about you p24

Supervisory Skills Questionnaire

Five things that make good performance great p29

Leading Change at Every Level It’s not just for top execs p40

Becoming a Customer Service Star Don’t just talk about it, make it a reality p45

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Our Clients’ Top Picks Organizations both big and small have chosen us for training solutions that work. Please take a few moments to check out some of our clients’ top picks. You can also contact us at office@dekon.biz. Our team will help you choose the right mix for your training needs.

What’s My Communication Style?

A quick and memorable way to measure personal communication style, What’s My Communication Style? is our most popular assessment. Our clients love it because the 4-quadrant model is simple for them to facilitate and easy for learners to apply in their everyday lives. We highly recommend it as a starting point for your training. Page 13.

Reproducible Program Library

Our clients love the Reproducible Program Library because it gives trainers the ability to customize content as they see fit, reproduce the materials as needed, and use the programs to train an unlimited number of people. Choose from 80 half-day to multi-day training programs. It is an easy and affordable way to deliver a program that everyone will think was custom developed! Page 4.

Jungle Escape

Well known as the “helicopter game,” Jungle Escape has been a client favorite for 30 years. It is an effective training tool to introduce or reinforce basic team skills. We guarantee it will be a crowd pleaser!

Page 19.

Supervisory Skills Questionnaire

This assessment is popular with our clients because it offers a straightforward and practical tool for new or inexperienced supervisors and managers. The Supervisory Skills Questionnaire is an excellent starting point for supervisory training. Pair it with Flight From Savo for a perfect half-day program. Page 29.

The Five Dysfunctions of a Team

Based on Patrick Lencioni’s best-selling book, The Five Dysfunctions of a Team, this combination assessment and workbook addresses the five most common challenges that prevent even the best teams from succeeding. Page 21.

Team Adventure Series

If you’re looking for a great way to kick off team training, start with the HRDQ Team Adventure Series. There isn’t a better way to demonstrate the concepts of consensus decision-making and synergy in the training classroom. Our clients like to embellish the simulations with all sorts of fun ideas to create an “out-of-classroom” learning experience. Page 16.

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CUSTOMIZABLE TRAINING

Customizable classroom training Reproducible Program Library Deliver a customized instructor-led learning experience at a fraction of the cost! The Reproducible Program Library is a collection of 80 customizable half-day to multi-day training programs you can download for immediate use. Select your program, add your logo, tailor the content, and then print participant materials on demand. There are no distribution limits – use the program as often as you like to train an unlimited number of people.

Each program you download comes complete with printable Participant Guides, an easy-to-use Facilitator Guide, and a professional PowerPoint® presentation.

Features and Benefits • Add your logo • Download 24/7

• Tailor the content • No distribution limits

• Print on demand • No annual fee

What You Get Add Your Logo Customize the materials with just a few clicks

Easy-To-Follow Facilitator Guide Step-by-step guidelines along with PowerPoint presentation makes delivery a snap YOUr logo here

Print on Demand Use again and again to train an unlimited number of people

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Workbook-Style Participant Guide An interactive classroom tool and a great session takeaway

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YOUr logo here

That’s not all!

Each program includes a PowerPoint® presentation, and many include case studies, handouts, and quick reference cards.

Clients say…“We chose the Reproducible Program Library for the open-source format and customizable materials. The programs are well-structured and rich with content. Preparation to delivery was less than 2 hours, and the addition of our company themes makes the materials look like they were designed in-house.”

James T. Puett, Manager, Leadership and Organizational Development, Healthways Human Resources

E-LEARNING

GET ANY

PROGRAM EXCERPT FOR FREE! office@dekon.biz

Your complete e-learning solution.

PowerLearning Library Welcome to the PowerLearning Library, a collection of customizable e-learning courseware titles that address today’s most pressing workplace issues.

Each program provides approximately one hour of active, self-paced learning, including checkpoint quizzes and printable worksheets. Many of the titles also include a supplemental case study for real-world application.

You have the power to customize.

Each program is delivered to you ready to use in PowerPoint® format, but with just a few clicks, you can add your company logo or tailor the content to suit your specialized learning goals.

You have the freedom to distribute.

There are no license fees, no minimum order requirements, and no restrictions on the number of users or distribution. You own the titles you purchase.

Say goodbye to annual fees.

Choose from 80 titles on topics such as: Change Management Coaching Communication Conflict & Stress Management Customer Service Emotional Intelligence Employee & Professional Development Finance Human Resources Leadership & Management Negotiating & Sales Organization Development Performance Management Problem Solving & Decision Making Project Management Team Building Time Management & Meetings

Choose from 13 titles, including:

• Assessing & Managing for Performance • The Art and Science of Communication • Capitalizing on Change • Cultivating Customer Loyalty • Delegating for Growth • Effective Coaching Skills • Implementing Strategy • Increasing Emotional Intelligence • Giving and Receiving Feedback • Leading and Motivating • Managing Difficult Interactions • Persuading and Influencing Others • Solving Business Problems

• PowerPoint® format is fully customizable • Self-paced study includes quizzes and worksheets • Pay one price per title.

There are no license fees or renewable contracts.

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Diversity & Harassment

Pay a single price for each program. There are no license fees or renewable contracts. Train as many people as you like. The value to you and your organization increases every time you use the program.

4

PERSONAL STYLE

How personality drives behavior… and why it matters.

HRDQ Style SeriesTM Personal style – or personality – plays an important role in all facets of organizational life, from leadership and teams to communication, selling, and time management. A popular favorite among leading organizations, the hRDQ Style Series is a quick and accurate way to measure a preference for one or more of the four basic behavioral styles: Direct, Spirited, Considerate, and Systematic. What makes these assessments so effective is that they provide individuals with a practical and easy-to-use “language” that enables them to better understand their behavior and interpret the behavior of others – in any situation. Whether you choose to use the HRDQ Style Series as a stand-alone training tool or incorporate it into a more comprehensive program, you’ll find that your audience is quick to understand the concepts and apply what they learn immediately. It won’t be long before you see the impact it has on leadership, teams, and more.

Learning Outcomes

• Identify one’s dominant personal style • Establish a common language • Understand what “makes people tick”

• Discover how personal style drives behavior • Learn how to interact with different personal styles • Maximize personal style to improve performance

The Four Words Everyone Should Know

The power behind the HRDQ Style Series lies in the simple but effective model. Based on the proven personality theories of Marston and Jung, the style model defines personal style in four terms: Direct, Spirited, Considerate, and Systematic. The simplicity makes it easy for trainers to facilitate — and memorable for individuals.

Free Download

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units. Use with Coaching and Team Member assessments.

© 2009

3 Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs © 2009 HRDQ

3 ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to of other s.

Fast and Fun Card Games for Improving People Skills Facilitator Guide of other s.

ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to SivaSailam “ Thiagi” Thiagarajan & Tracy TagliaTi

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HRDQ

Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs

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Learn more about the power behind the style series model. Download the Theoretical Background FREE for What’s My Communication Style? at hRDQstore.com Facilitator guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Use with any Style Series assessment!

Playing with Style

From The Thiagi Group, Playing with Style is a collection of interactive and engaging card games that build fluency in the HRDQ Style Series’ four personal styles: Direct, Spirited, Considerate, and Systematic. A fun way to build energy, add excitement, and reinforce learning!

Complete game

I

Extra Card Deck

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Style Series Features

Each Style Series product provides you everything you need to deliver a successful learning experience, whether you are delivering a stand-alone assessment or a larger training program.

What’s My Coaching Style?

back cover ad to come

Page 33.

What’s My Communication Style? Facilitator Guide, Third Edition

ISBN: 978-1-58854-314-1

#0598S EN-02-DE-08

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PERSONAL STYLE

Participant Guide SECOND EDITION

Comprehensive Facilitator guide

What’s My Communication Style?

Page 13.

Participant Guide SECOND EDITION

What’s My Leadership Style?

back cover ad to come

Page 27.

What’s My Communication Style? Facilitator Guide, Third Edition

ISBN: 978-1-58854-314-1

#0940S EN-02-DE-08

800.633.4533 • WWW.HRDQ.COM

Participant Guide SECOND EDITION

What’s My Learning Style?

Page 37.

PowerPoint Presentation and Trainer Support Tools ®

What’s My Selling Style?

Page 44.

What’s My Style?

Page 7.

Feedback

Learn how

Page 20.

drives

Direct, Spirited, Considerate, and Systematic.

These memorable terms encapsulate the complexities of personality, as unveiled in this useful series of assessments. The HRDQ Style Series provides individuals with eight fast and easy ways to better understand themselves and others. The self assessments in this series enable participants to identify their style, understand how it drives behavior, and learn ways to apply that style to build stronger, more productive relationships — all in as little as an hour.

Behavior

Available in print and online, the HRDQ Style Series provides facilitators with step-by-step guidelines, flexible training outlines, and professional PowerPoint® presentations. Participants are sure to enjoy the invaluable learning opportunities provided by these assessments.

Learning Outcomes:  Pinpoint personal style  Understand the strengths and trouble spots of each style  Identify the styles of others  Learn how to use your style to improve relationships

HRDQ's Style Series What's My Style?

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What's My Coaching Style?

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What's My Selling Style?

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What's My Communication Style?

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What's My Team Member Style?

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What's My Leadership Style?

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What's My Time Style?

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What's My Learning Style?

What’s My Team Member Style? Feedback #0280E1F ISBN: 978-1-58854-283-0 EN-01-DE-08

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What’s My Time Style?

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What’s My Team Member Style?

Personality

Takeaway Participant Materials

6

PERSONAL STYLE

Personal Style Inventory

R. Craig Hogan, PhD and David W. Champagne, EdD Personality style — it’s the essence of who we are and how we approach life.

With the Personal Style Inventory (PSI), you can help individuals understand their styles and the way they relate to others.

Based on Jung’s theory of personality types, the PSI measures behavioral preferences. The assessment presents a series of 32 statements, each describing a behavior associated with one of the four pairs of personal style preferences.

Participants will learn their preferences toward: Extraversion or Introversion, Sensing or Intuiting, Thinking or Feeling, and Perceiving or Judging.

Learning Outcomes

• Identify one’s preference for one of 16 personality styles • Explore the potential strengths and weaknesses of each personality style • Understand how each style is likely to affect other individuals and/or group members • Discover how to capitalize on the strengths of others

Product Type Assessment Measures Individual personality style based on Jung’s theory

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience.

Includes an overview of the PSI theory and model, facilitation tips, typical participant questions, and more.

Number of Items 32 Dimensions • ExtraversionIntroversion • Sensing-Intuiting • Thinking-Feeling • Judging-Perceiving

Self Assessment I Available in print and online formats. Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators

Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 3 hours (optional)

Theoretical Background

R. Craig Hogan, PhD

Time Required 1–5 hours

Continue the PSI learning with this collection of workshops. Designed to work within any timeframe and with any audience, Exploring Personal Styles includes 30 fully reproducible designs, ranging from 1 – 5 hours in length plus suggestions to create a longer workshop.

USE IT WITh ThE PSI

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Free

Exploring Personal Styles

Product Type Activities

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Activity Collection I Choose either loose leaf or digital formats

Just My Type John Taylor

Just My Type is a fun, revealing card game based on Jung’s theory of personality types. Players trade and discuss cards to fashion a hand that best captures their personality style. Participant workbooks provide an overview of personality types and short activities, as well as instructions for generating and discussing an optional team profile. An excellent follow-up to the PSI. FOLLOW-UP

TO ThE PSI Product Type Game Objective To learn about personality types Time Required 45–60 minutes

Complete game I Trains up to 16 participants at one time Extra game Pack I Train up to 8 additional participants

PERSONAL STYLE

What makes people act the way they do?

What’s My Style?

There’s much debate about what drives our behavior. But one thing is certain – research shows that personality plays a major role in how we act when given the freedom to do so. What’s My Style? is an assessment that quickly and accurately identifies a preference for one of four personality styles: Direct, Spirited, Considerate, or Systematic. With this knowledge, individuals have the ability to anticipate their actions better, interpret those of others, and learn how to respond most appropriately.

Learning Outcomes

Measures Individual personality style based on Marston/ Jung theory Number of Items 18

• Pinpoint one of four style preferences • Discover how style affects behavior • Recognize the strengths and weaknesses of each style • Learn how to interact with different styles

We provide you with everything you need to prepare for and deliver a successful training event, whether using the assessment in the classroom or for self-paced learning. The comprehensive Facilitator Guide includes background information, step-by-step workshop instructions, and a professional PowerPoint® presentation.

First Time Facilitating the Assessment?

Product Type Assessment

We recommend HRDQ’s QuickStart Training to prepare you for your first class. Personalized, one-onone telephone coaching is provided at your convenience. Includes an overview of the What’s My Style? theory and model, facilitation tips, typical participant questions, and more.

Dimensions • Direct • Spirited • Considerate • Systematic Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

Facilitator guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

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Free

Clients say…

“What’s My Style? is terrific! I use the assessment for training in project management, facilitation skills, and conflict management. It takes a complex psychological model and makes it actionable through a simple planning process.”

Glen R. Whipple, LTI Consulting LLC

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Self Assessment I Available in print and online formats. Quantity discounts start at 50 units.

8

Let’s face it – most people think they are good listeners. But the truth is that almost everyone needs to improve his or her listening skills. Statistics show that people remember only half of what they hear, even moments after they’ve heard it.

Welcome to a better way to train. Facilitator Guide Interpretive Report With the experiential solutions of HRDQ, you’ll engage and involve your learners.

And research shows that’s what makes the difference.

According to the NTL Institute for Applied Behavioral Sciences, people remember just half of what they hear in a lecture, while they retain up to 75% if they can “practice by doing.”

Report prepared for

Facilitator Guide

Facilitator Guide

Facilitator Guide

COMMUNICATION

Learning to Listen

“

learning is not a spectator sport.

learners do not learn much by just sitting and listening, memorizing prepackaged assignments, and spitting out answers. they must talk about what they are learning, write about it, relate it to past experiences, apply it to their daily lives. they must make what they learn part of themselves.

A.W. ChiCkering And Z.F. gAmson “seven PrinCiPles For good PrACtiCe” AAhe Bulletin, 1987

”

Building a model with teammates. Taking a skills assessment. Role-playing. Action planning. It’s all part of the HRDQ experience. For more than 25 years, we’ve helped thousands of leading organizations improve performance and solve business challenges with learning solutions based on our unique Experiential Learning Model™. And we want to help you do the same.

Learning to Listen offers a fresh approach to this common problem. What makes this skills-based assessment effective is that it measures behaviors rather than preferences. Individuals get an accurate measure of their abilities as well as an action plan for improvement so they can become more successful at handling customer complaints, negotiating contracts, or managing teams.

the Learning to LISTEN assessment.

This report presents your results from

®

rev 01.06

Call on us today. We’ll help you find the right products to match your training needs.

800.633.4533

®

Second Edition

Second Edition

Second Edition

Second Edition

Second Edition

Learning to Listen CODE 0149S may be ordered from:

©

2002 RENAISSANCE BOULEVARD #100



KING OF PRUSSIA, PA 19406-2756



WEB www.hrdq.com VOICE 610.279.2002 FAX 610.279.0524

www.hrdq.com and distributed by HRDQ. All rights reserved.

Copyright © 1996, 2004, 2008 HRDQ. Published

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1996, 2004 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

EN-02-NV-08

®

Learning Outcomes

®

®

PG cvr Learning to Listen

2ed.in1 1

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Product Type Assessment Measures Listening skills in three dimensions CD Label 2up

Learning to Listen

1 1

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• • • •

Determine listening effectiveness in three dimensions Explore the visible and invisible aspects of listening Learn what it takes both physically and mentally to listen carefully Create an action plan that puts new skills into immediate action

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Number of Items 30

Facilitator guide I Includes sample Participant Guide

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

Theoretical Background

QuickStart Training I 2 hours of telephone coaching for facilitators

I

Free

VisualsSpeak Christine Martell

VisualsSpeak is a training exercise that uses the power of visual communication to create energy, excitement, and a sense of connection in your training classroom. The activities are fun and engaging; the learning experience is rich and most likely more powerful than anything you’ve experienced as a trainer.

Flexible, customizable, and reusable, VisualsSpeak can be easily incorporated into any training curriculum, including team building, coaching, strategic planning, conflict resolution, and more.

Learning Outcomes

Product Type Game

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FG crv fr sp Learning to Listen

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Measures Surface issues, establishes rapport, and generates dialogue Time Required Activity: 15 minutes Discussion: up to one full day

• Uncover individual and group differences • Enable people to see alternative perspectives • Generate new ideas • Build consensus • Improve team alignment

FREE On-Demand Webinar

Learn more about The Power of Visual Communication.

Please visit us at hRDQstore.com

What is Included

Each VisualsSpeak Kit includes a Facilitator Guide, 200 field-tested photographs, and a sturdy tote bag. All materials are reusable.

Complete game I Materials to train up to 30 people at one time

Communication Activities Skillbuilders: 50 Communication Activities

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Available in both loose leaf and digital formats

COMMUNICATION

How do you “come across” to others?

Interpersonal Influence Inventory

ASSERTIVE

Research shows that assertive behavior improves individual and organizational performance. But people are not necessarily born assertive – it’s an acquired skill.

Help them understand how they “come across” to others with the Interpersonal Influence Inventory, a powerful learning instrument that has helped thousands of professionals assess their personal influence style and learn how to communicate more effectively.

Interpretive Report

Influence Inventory

“

by just sitting and listening, memorizing prepackaged assignments, and spitting out answers. they must talk about what they are learning, write about it, relate it to past experiences, apply it to their daily lives. they must make what they learn part of themselves.

A.W. ChiCkering And Z.F. gAmson “seven PrinCiPles For good PrACtiCe” AAhe Bulletin, 1987

Building a model with teammates. Taking a skills assessReport prepared for ment. Role-playing. Action planning. It’s all part of the

How do you “come across” to others?

HRDQ experience.across” For more thanto 25 years, others? we’ve helped “come you

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thousands of leading organizations improve performance and solve business challenges with learning solutions

based on our unique Experiential Learning Model™. And we want to help you do the same.

pAssive

Assertive

Assertive

pAssive

This report presents your results from the Interpersonal Influence Inventory assessment.

It includes interpretive information about your scores and reflection Call on us today. We’ll help you find the right products questions. to match your training needs.

800.633.4533

Interpersonal Influence Inventory CODE 0101S may be ordered from: ©

Fourth Edition Facilitator Guide

Fourth Edition Facilitator Guide

Identify a preference for one of four personal influence styles Learn why assertive behavior always yields positive results Understand how some styles hamper interpersonal communication Discover the characteristic behavioral cues of each style Fourth Edition Facilitator Guide

• • • •

Interpersonal

With the experiential solutions of HRDQ, you’ll engage and involve your learners. And research shows that’s what makes the difference. According to the NTL Institute for

Applied Behavioral Sciences, people remember just half of what they hear in a lecture, while they retain up to 75% if they can “practice by doing.”

learning is not aHow spectator do sport. learners do not learn much

Interpersonal

Influence Inventory

AGGRESSIVE

rev 01.06

Learning Outcomes

PASSIVE

Welcome to a better way to train.

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1983, 1986, 1990, 1993, 1995, 2000, 2004 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

2002 RENAISSANCE BOULEVARD #100

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide Quickstart Training I 2 hours of telephone coaching for facilitators Theoretical Background I Free



VOICE 610.279.2002 FAX 610.279.0524 WEB www.hrdq.com

Fourth Edition Aggressive ®

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12/19/2008 12:13:29 PM

We provide you with everything you need to prepare for and deliver a successful training event. The comprehensive Facilitator Guide includes background information, step-by-step workshop instructions, and a professional PowerPoint® presentation. The participant materials are available in both online and print formats.

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience.

Includes an overview of the Interpersonal Influence Inventory theory and model, facilitation tips, typical participant questions, and more.

KING OF PRUSSIA, PA 19406-2756

EN-04-NV-08

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First Time Facilitating the Assessment?

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Fourth Edition Facilitator Guide

Copyright © 1990, 1993, 1995, 2000, 2004, 2007, 2008 HRDQ. Published and distributed by HRDQ. All rights reserved. www.hrdq.com

Aggressive

Product Type Assessment

CD Label 2up Interpersonal

Influ1 1

Measures Preference for one of four personal influence styles 12/19/2008 12:16:01 PM

Number of Items 40 Dimensions • Assertive • Passive • Concealed Aggressive • Openly Aggressive Time Required Scoring: 20 minutes Interpretation: 40 minutes Workshop: 2.5 hours (optional)

From resolving misunderstandings with teammates to negotiating the terms of a contract, we’re all faced with the need to influence others. But mastering the skill of assertive communication takes time and practice. Influencing with Assertive Communication is a one-day program aimed at developing the skills individuals need to express themselves directly and honestly, while preserving relationships and respecting the rights of others.

Learning Outcomes

• Understand the benefits and costs of different influence styles • Identify personal influence style • Learn the ASERT communication process • Practice applying ASERT to a typical situation

Participant guide

I

Facilitator Kit I Includes Facilitator Guide, support materials, and sample Participant Guide QuickStart Training I 6 hours of telephone coaching for facilitators Theoretical Background I Free

Product Type Instructor-led program Objective To develop assertive communication skills

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Influencing with Assertive Communication

Time Required One day or two half days

10

COMMUNICATION

Neuro-Linguistic Communication Profile

James P. Eicher, John E. Jones, PhD, William L. Bearley, EdD, Tony Jeary, and Kevin Grant

Product Type Assessment Measures Preferred methods of communication Number of Items 65 Dimensions • Auditory • Visual • Kinesthetic • Serial • Parallel

Sight, sound, or touch? Developing an awareness of your preference and those of others can improve communication dramatically. The Neuro-Linguistic Communication Profile (NCP) enables individuals to identify their unconscious preferences toward one of three sensory channels used in filtering and communicating information: Auditory, Visual, or Kinesthetic.

Learning Outcomes

Pinpoint one’s communication preference, learn to communicate effectively with those who have different preferences, discover how to increase productivity and the accurate exchange of information, and gain flexibility in striving to match another person’s communication style.

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide

QuickStart Training I 2 hours of telephone coaching for facilitators

Time Required Scoring: 20 minutes Interpretation: 1.5 hour Workshop: half day (optional)

Communication Derailed Eileen Russo, PhD and Chris Giblin

Tackle even the most difficult communication problems with Communication Derailed, an engaging simulation game that demonstrates the profound impact of poor communication – and then teaches the skills needed to communicate effectively.

This popular game addresses three common communication challenges: communication in teams, lateral communication, and communication during organizational stress.

The modules can be run independently or in a series, depending on your learning goals. Trainers love this game because it is easy to facilitate and all parts are reusable.

Learning Outcomes

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Product Type Game

11

Objective To illustrate and develop effective communication skills

Discover the impact of both effective and ineffective communication, identify damaging communication techniques and environments, improve communication behavior, and learn to handle unique communication problems.

Complete game I Materials to train up to three groups of 4–8 participants at one time Theoretical Background

Time Required 2–3 hours per module

I

Free

Extra game Parts I Materials to train one additional team of 4–8 participants QuickStart Training I 2 hours of telephone coaching for facilitators

Presentation Skills Profile Ian MacDonald

Self Assessment I Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide

Peer Feedback Form I Quantity discounts start at 50 units.

COMMUNICATION

It’s your personality talking.

What your communication style says about you.

What’s My Communication Style?

Effective communication is the lifeblood of every organization. Without it, you can say goodbye to aspirations of capable leadership, teamwork, customer service – or even the ability to execute a coherent business strategy.

The best way to improve communication is to build a better understanding of personal style – and What’s My Communication Style? is just the training tool you need to get started. This best-selling assessment accurately identifies a preference for one or more communication styles: Direct, Spirited, Considerate, and Systematic. The concept is simple for learners to grasp, and before you know it, these four words become part of an internalized “language” that serves as a solid foundation for better communication.

Learning Outcomes • • • • •

Product Type Assessment Measures Individual communication style based on four Marston-Jung dimensions Number of Items 24 Dimensions • Direct • Spirited • Considerate • Systematic

Pinpoint one of four communication style preferences Learn about four forms of communication Discover how style affects communication Learn how to “speed read” a person’s communication style Understand how to “flex” style to improve communication with others

First Time Facilitating the Assessment?

We recommend QuickStart Training to prepare you for your first class. Personalized, one-on-one telephone coaching is provided at your convenience. Includes an overview of the What’s My Communication Style? theory and model, facilitation tips, typical participant questions, and more.

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 1.5 hours (optional)

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators

I

Free

Playing with Style – Fast and Fun Card Games for Improving People Skills

Fast and Fun Card Games for Improving People Skills

3

I

of others.

of others.

Extra Card Deck

People describe me as a good listener who is sensitive to the feelings of others.

me as People describ e is a good listener who sensitiv e to the feelings

me as People describ e is a good listener who sensitiv e to the feelings

I

3 3

Facilitator Guide

3

Complete game

© 2009 HRDQ

© 2009 HRDQ

People describe me as a good listener who is sensitive to the feelings of others.

From the Thiagi Group, Playing with Style is a collection of interactive and engaging card games that build fluency in the HRDQ Style Series’ four personal styles: Direct, Spirited, Considerate, and Systematic. A fun way to build energy, add excitement, and reinforce learning!

www.dekon.biz / office@dekon.

Theoretical Background

SivaSailam “ Thiagi” Thiagarajan & Tracy TagliaTi

12

EMOTIONAL INTELLIGENCE

Creating an Emotionally Intelligent World Barbara A Kerr, PhD Emotions are a part of our everyday lives, even in the workplace. Emotional Intelligence (EI) is the ability to comprehend your emotions and manage them effectively.

Research shows that people who have a high level of emotional intelligence are stronger leaders, are better decision makers, foster better relationships, and increase team efficiency.

The good news is that EI is a skill that can be developed and improved. Creating an Emotionally Intelligent World is a new computer-driven training game that offers a fun and interactive way to learn about – and practice – five EI skills: Awareness of Self, Awareness of Others, Actions of Self, Interactions with Others, and Resilience.

Learning Outcomes

• Increase knowledge about EI • Learn how EI influences success in the workplace • Find out how to apply EI skills to everyday situations • Understand the steps and actions that develop EI skills

How it Works

Fast-paced challenges relating to the five dimensions of EI make for exciting game play as teams work together on a group project. Their goal is to earn enough points to complete a 30-piece puzzle by correctly responding to seven different types of activities. At the end of the game, players learn their performance statistics, including an Overall EI Team Rating, Individual EI Rating, and Index of Individual vs.

Collaborative Behavior.

License for Unlimited Enterprise Installations Trains an unlimited number of participants

I

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

Product Type

www.dekon.biz / office@dekon.

Game

13

I

Free

Objective

To develop El skills

Time Required

2 hours

Emotional Intelligence Skills Assessment

Steven J. Stein, Derek Mann, Peter Papadogiannis, and Wendy Gordon You’ve probably heard the buzz about Emotional Intelligence being a scientifically-proven predictor of potential, performance, and professional success. Those who are emotionally intelligent are able to manage their emotions to achieve goals, build relationships, and influence others. On an organizational level, this translates into better decisions, better teams, and better leaders.

Now there’s a comprehensive training tool for introducing the concept of Emotional Intelligence. The Emotional Intelligence Skills Assessment (EISA) quickly and accurately identifies current skill levels and then offers a practical framework for improvement. It’s more than a measure of potential and performance; it’s a tool for true personal development.

Self Assessment I Quantity discounts start at 50 units.

Participant Workbook I Quantity discounts start at 50 units.

Facilitator guide Set I Facilitator Guide, PowerPoint presentation, sample Assessment, and Participant Workbook QuickStart Training I 2 hours of telephone coaching for facilitators

EMOTIONAL INTELLIGENCE

NO CERTIFICATION

REQUIRED

A new way of measuring a key indicator of success.

Why You Should Choose the EISA

Product Type

The EISA measures and addresses Emotional Intelligence (EI) on five key scales: Perceiving, Managing, Decision Making, Achieving, and Influencing. Based on solid research, it was developed using a thorough test process to ensure its effectiveness as a tool for personal and professional growth. Most importantly, the EISA was designed for the real world to help individuals maximize day-to-day performance.

How the EISA Works

The EISA combines a self-assessment with a workbook and workshop to quickly identify EI levels and provide a framework for discussion and growth.

Who Can Benefit From the EISA

From new hires to senior managers, the EISA can help anyone develop EI skills and improve performance.

The EISA Learning Outcomes

Measures

An individual’s current level of Emotional Intelligence

Number of Items 50

Dimensions Perceiving Managing Decision Making Achieving Influencing

Time Required

Scoring: 20 minutes Workshop: 1–1.5 days

When to use the EISA

The EISA is a flexible training tool. Use it as a stand-alone training instrument, or incorporate it into a more comprehensive program on EI. It is a great addition to any training program on leadership, communication, or team building.

Experts say…“EISA is an awesome resource! It’s based on solid science. But it’s a lot more than that. EISA is a smart, fun, and insightful resource that brings the core emotional intelligence competencies to life. I plan to make it a standard part of the programs I recommend, and once you’ve used it, I think you will, too.”

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• Increased awareness of one’s ability to manage and perceive emotions • Understanding of the effects of emotions on oneself and others • Knowledge of the major components of EI • A ready-to-use action plan to improve EI skills

Assessment, Workbook, and Workshop

Jim Kouzes, award-winning coauthor of the bestselling book, The Leadership Challenge

14

TEAM BUILDING

Swamped

Time Required: 2 hours Focus: managing group conflict, consensus decision making, icebreaker

Marooned

· Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Black Bear

Best Seller

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Help your new or intermediate team manage conflict and make group decisions.

Outback

Vacation in the Keys

Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

Deep in the northern wilderness, a leisurely canoe trip almost ends tragically when your group capsizes into icy, windswept waters. A lively simulation, Swamped helps individuals work together to rank 10 salvaged items for survival.

The perfect team-builder for any organization!

Beyond the Valley of the Kings

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Whiteout

Intermediate teams learn how to manage and even benefit from conflict in an exciting dog sledding adventure.

Team members learn and practice skills such as:

Swamped CODE 0236S may be ordered from:

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

®

Copyright © 1992, 2003 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher. ®

EN-02-AG-07

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Whiteout

Time Required: 2 hours

Whiteout is a dog sledding adventure in Alaska that turns perilous when your team is caught in an unexpected blizzard. Can you overcome interpersonal conflicts to save yourselves and your two hypothermic team members?

Beyond the Valley of the Kings

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Whiteout Intermediate teams learn how to manage and even benefit from conflict in an exciting dog sledding adventure.

Team members learn and practice skills such as:

Focus: conflict resolution

Marooned

· Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Black Bear

Best Seller

Outback Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Help your new or intermediate team manage conflict and make group decisions.

Vacation in the Keys

Whiteout CODE 0244S may be ordered from: 2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

®

Copyright © 2007 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

EN-01-AG-07

®

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Cave Without a Name

Time Required: 1½–2 hours Focus: consensus decision making, problem solving, managing group conflict Team members learn and practice skills such as:

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Best Seller

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Outback Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Help your new or intermediate team manage conflict and make group decisions.

Vacation in the Keys

Beyond the Valley of the Kings

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

Can your team endure the terror of being trapped in the unexplored passageways of the Cave Without a Name? This simulation develops a full range of groupprocess skills, including consensus decision making, problem solving, conflict resolution, communication, and team leadership.

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Black Bear

Marooned

· Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Cave Without a Name CODE 0242S may be ordered from:

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

®

Copyright © 2003 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher. ®

EN-02-MR-07

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Vacation in the Keys

Time Required: 2 hours Focus: consensus decision making, energizer/ icebreaker

On the deck of your chartered fishing boat, someone turns the ignition key — and a powerful explosion blows the boat apart. Can your group survive its ill-fated Vacation in the Keys? Fine-tune your team’s ingenuity and cohesiveness with this high-energy exercise.

Beyond the Valley of the Kings

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Whiteout Intermediate teams learn how to manage and even benefit from conflict in an exciting dog sledding adventure.

Team members learn and practice skills such as:

Marooned

· Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Best Seller

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Help your new or intermediate team manage conflict and make group decisions.

Outback

Vacation in the Keys

Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Black Bear

Vacation in the Keys CODE 0234S may be ordered from:

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1992 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher. ®

EN-02-AG-07

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Beyond The Valley of The Kings

Time Required: 2½ hours Focus: decision making under pressure, team building · Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Black Bear

Marooned

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Outback

Best Seller

Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Help your new or intermediate team manage conflict and make group decisions.

Vacation in the Keys

Beyond the Valley of the Kings

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

In Egypt, a hot-air balloon tour ends in trauma when it crash-lands in the endless white sands of the Sahara Desert. Ranking salvaged items as well as action alternatives, groups must think quickly in an urgent, high-stakes situation. Beyond The Valley of The Kings is perfect for strategic planning teams.

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Team members learn and practice skills such as:

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Beyond the Valley of the Kings CODE 0243S may be ordered from:

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 www.hrdq.com ■

Copyright © 1994 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher. ®

www.dekon.biz / office@dekon.

EN-02-AP-08

Outback

Time Required: 2½ hours Focus: consensus decision making, problem solving, team leadership, communication · Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions

Intermediate teams learn how to manage and even benefit from conflict in an exciting dog sledding adventure.

Marooned

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Best Seller

Help your new or intermediate team manage conflict and make group decisions.

Vacation in the Keys

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Fun and Effective!

Treat teams to the exotic, eerie beauty of the Australian bush country. In Outback, your group is lost in unknown territory and must rank action alternatives as well as day pack items as members practice leadership, communication, and problem solving skills. Great for management teams!

Beyond the Valley of the Kings

Whiteout

Team members learn and practice skills such as:

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Black Bear

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Outback Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Outback CODE 0237S may be ordered from:

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1993, 2003 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

EN-02-FB-08

®

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Marooned

Time Required: 1½ hours Focus: consensus decision making

A pleasure cruise along the French Polynesian islands goes sour when your group is stranded on a deserted, nameless island. Your task: rank the 10 action alternatives that will best ensure the team’s survival. Marooned works perfectly as a fun and instructive icebreaker.

Beyond the Valley of the Kings

Whiteout

Team members learn and practice skills such as:

· Problem solving · Communicating effectively · Managing and resolving conflict · Making group decisions Fun and Effective!

Intermediate teams learn how to manage and even benefit from conflict in an exciting dog sledding adventure.

Marooned

Best Seller

Motivate new or intermediate teams to synergize and create a survival plan.

Swamped

Best Seller

Help your new or intermediate team manage conflict and make group decisions.

Vacation in the Keys

Using role-play, send your new or intermediate team on a mission of decision making and problem solving.

Dare your intermediate or advanced teams to explore urgent decision making, team building, and strategic planning.

Cave Without a Name

Test intermediate teams with a deeper exploration of problem solving, conflict management, communication, and leadership.

Black Bear

Best Seller

Challenge intermediate or advanced teams with crisis decision making and strategy development.

Outback Take your intermediate or advanced team on a powerful journey in management, including group problem solving, leadership, and communication.

Marooned CODE 0238S may be ordered from:

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1993 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

EN-02-MY-08

15

®

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TEAM BUILDING

Adventure to team synergy Team Adventure Series When it comes to synergistic teams, the sum of the whole is greater than the sum of the individual parts. This is why most, if not all, organizations today look to teams to make important decisions, strategize, and solve problems. But in order to achieve peak performance, teams must be able to maximize a collaborative approach.

The HRDQ Team Adventure Series is a collection of training simulations that help to develop the group process skills teams need to achieve synergy. Each adventure provides a safe, non-threatening learning environment for teams to practice communication, problem solving, decision making, and conflict resolution. Teams also experience firsthand what it means to be synergistic – and maybe even have fun doing it.

Learning Outcomes

• Learn how to manage and resolve group conflict • Improve communication • Learn how to work as a team under pressure

Black Bear

Time Required: 1½ hours Focus: Formulating strategy under pressure, consensus decision making

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On an early-morning hike in the Great Smoky Mountains, your group surprises a huge black bear — with near-fatal results. Challenging your group to make quality decisions in a crisis situation, Black Bear is the training tool for any group that works in a high-pressure environment.

• Hone group problem-solving skills • Practice consensus decision making • Experience the concept of team synergy

16

TEAM BUILDING

Team Effectiveness Profile How is Your Team Working?

A number of factors affect group productivity, but teams can improve their output and team member satisfaction with the Team Effectiveness Profile (TEP). For more than 25 years, this assessment has been a popular tool for teams to surface, diagnose, and work through the issues in five vital areas: Mission, Vision, and Goals; Team Roles; Operating Processes; Interpersonal Relationships; and Interteam Relationships.

Product Type Assessment Measures Team member perceptions of team activity in five areas Number of Items 50 Dimensions • Mission, Vision, Goals • Team Roles • Operating Processes • Interpersonal Relationships • Interteam Relationships Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

The TEP yields an overall Team Effectiveness Score as well as separate scores for each of the five areas, indicating the general health of the group and identifying blockages that hinder team effectiveness. Use the profile to measure pre-teambuilding conditions, educate new teams, unblock struggling teams, or determine the effectiveness of team training. We recommend administering the TEP periodically to track a team’s progress over time.

Learning Outcomes

• Identify issues that block effectiveness • Minimize or eliminate problems that can drain a group’s energy • Maximize the group’s productive efforts

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience.

Includes an overview of the TEP theory and model, facilitation tips, typical participant questions, and more.

Self Assessment I Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

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Teampower® Building a Winning Team Authentic teamwork is built upon true commitment, trust, collaboration, and competence — qualities that can only be developed with considerable effort over time.

Teampower accelerates the process, helping transform teams from ordinary to extraordinary. This comprehensive and interactive program provides in-depth skill development in the vital areas needed for effective performance. Teams emerge from the learning experience with a fresh sense of direction and practical strategies for working better together.

Learning Outcomes

Product Type Instructor-led program Objective To improve team productivity and commitment to quality Time Required 2½–3 days

• Develop group process skills • Learn ways to encourage innovation and implement new work strategies • Understand how to communicate and collaborate • Boost team spirit, camaraderie, and commitment • Develop strategies to improve productivity and satisfaction

Participant Kit

I

Facilitator Kit I Includes Facilitator Guide and support materials to train up to 18 participants.

Participant Guides are sold separately.

Additional Set of Facilitator Support Materials I Includes Facilitator Guide, support materials, and sample Participant Guide.

QuickStart Training I 12 hours of telephone coaching for facilitators Theoretical Background

17

I

Free

TEAM BUILDING

A crash course in effective teamwork.

CELEBRATINg

30

YEARS

Jungle Escape A long-time favorite of HRDQ clients, Jungle Escape (aka “the helicopter game”) is a highly effective game that’s perfect for introducing or reinforcing the basic concept of teamwork. The adventure begins when teams learn that their airplane has crash-landed in a remote jungle. In order to survive, each team must build a helicopter using nothing more than spare parts, a diagram, and limited access to a completed model.

Product Type Game

Jungle Escape guarantees an exciting yet powerful training session. Learning is fun for participants because they become immersed in the challenge. But it’s much more than just a game. Jungle Escape does an excellent job at introducing group process skills and illustrating the importance of balancing planning time and implementation. Groups also learn whether they operate as a Fragmented, Divergent, or Cohesive team.

Time Required 1.5 hours

Objective To provide basic team skills training

Learning Outcomes

• Discover how teams function • Learn vital group-process skills such as problem solving and decision making • Experience the importance of balancing planning and implementation • Understand the effect of individual behavior on group productivity

We also offer an Inter-Team Version of Jungle Escape, which is specifically designed to help improve productivity between teams. This version identifies three categories of inter-team behavior: Competitive, Non-Interactive, and Cooperative.

First Time Facilitating Jungle Escape?

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience. Includes an overview of the game, facilitation tips, typical participant questions, and more.

Extra game Pack for Basic or Inter-Team game I Materials to train one additional team of 5–8 participants Basic or Inter-Team Participant guide Quantity discounts start at 50 units.

I

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Clients say…“Our group loved the training. The purpose was to get them to connect with each other. Jungle Escape got everyone working on the same level. I received so many positive comments from participants that I intend to keep using Jungle Escape in my training!”

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Complete Basic or Inter-Team game I Materials to train up to 3 teams of 5–8 participants at one time

Michele McDonald, PHR, Director of Human Resources

18

TEAM BUILDING

Team-Work and Team-Roles Frederick S. Mumma, EdD

Research shows that teams often diffuse their efforts by spending time on work they prefer to do, not what they should do. Oftentimes this means essential steps are overlooked and performance suffers as a result. Team-Work & TeamRoles is an assessment that pinpoints which phases of group work interest your teams most and identifies which behavioral roles team members habitually play or ignore.

Learning Outcomes

• Identify preferred individual team roles and work phases • Learn how to cultivate missing team roles and work phases • Discover how to resolve team roles that conflict • Explore the strengths and weaknesses of various team-work/team-role combinations

Product Type Assessment Measures A team’s effectiveness of team roles and work phases

Self Assessment I Quantity discounts start at 50 units.

Facilitator guide I Includes sample Participant Guide

Number of Items 18

QuickStart Training I 2 hours of telephone coaching for facilitators

Time Required Scoring: 15 minutes Interpretation: 30 minutes Workshop: 2 hours (optional)

Theoretical Background

I

Free

What’s My Team Member Style?

Learn how

Feedback

Personality drives Behavior

Direct, Spirited, Considerate, and

Systematic.

These memorable terms encapsulate the complexities of personality, as unveiled in this useful series of assessments. The HRDQ Style Series provides individuals with eight fast and easy ways to better understand themselves and others. The self assessments in this series enable participants to identify their style, understand how it drives behavior, and learn ways to apply that style to build stronger, more productive relationships — all in as little as an hour.

Available in print and online, the HRDQ Style Series provides facilitators with step-by-step guidelines, flexible training outlines, and professional PowerPoint® presentations. Participants are sure to enjoy the invaluable learning opportunities provided by these assessments.

Learning Outcomes:  Pinpoint personal style  Understand the strengths and trouble spots of each style  Identify the styles of others  Learn how to use your style to improve relationships

HRDQ's Style Series 







What's My Style?



What's My Learning Style?

What's My Coaching Style?



What's My Communication Style?

What's My Selling Style?



What's My Leadership Style?

What's My Team Member Style?



What's My Time Style?

Learning Outcomes

What’s My Team Member Style?

Feedback #0280E1F ISBN: 978-1-58854-283-0

EN-01-DE-08

800.633.4533 • www.HRDQ.com

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12/18/2008 2:30:13 PM

19

Teams are made up of people – and people are complex! Recognizing personal style is the way to understand team member behavior. What’s My Team Member Style? is an assessment that gives insight into how team members act, both individually and with each other. Easy to use and easy to apply, the assessment measures team member preferences for one or more basic behavioral styles: Direct, Spirited, Considerate and Systematic. It also includes a feedback component that gives individuals a sense of how they are viewed by others.

• Identify personal team member style • Understand how to capitalize on style strengths and improve trouble spots • Identify the styles of fellow teammates • Plan how to take full advantage of the team mix of styles • Realize how one is perceived by team members through peer feedback

Product Type Assessment

Self Assessment I Quantity discounts start at 50 units.

Measures Personal style of individual team members

Facilitator guide I Includes sample Participant Guide

Peer Feedback Form I Quantity discounts start at 50 units.

Number of Items 18

QuickStart Training I 2 hours of telephone coaching for facilitators

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

Theoretical Background

I

Free

The ultimate competitive advantage

TEAM BUILDING

Teamwork…

The Five Dysfunctions of a Team Patrick Lencioni

Based on Patrick Lencioni’s New York Times best-selling book, The Five Dysfunctions of a Team addresses five of the most common challenges that prevent even the best teams from succeeding. The team assessment and workshop guides teams through a series of powerful exercises that help them to improve in each of the five key fundamentals: Trust, Conflict, Commitment, Accountability, and Results. Teams are given information and strategies they can put to immediate use and apply on an ongoing basis.

The Five Dysfunctions of a Team • Absence of Trust • Fear of Conflict • Lack of Commitment • Inattention to Results • Avoidance of Accountability

Product Type Assessment, Workbook, and CD Measures Team strengths and weaknesses in five key skills

Learning Outcomes

• Understand the expectations for a cohesive team • Learn to what degree the team meets the expectations • Take steps toward building trust and resolving conflict • Establish a plan to improve commitment, accountability, and results

Number of Items 38

The Facilitator Guide provides everything you need to deliver a high-impact workshop for intact teams, including an introduction to the model, instructions for administering and debriefing the 38-item team assessment, and a script for presentation delivery.

Participant Workbook I Quantity discounts start at 50 units.

Facilitator Kit I Facilitator Guide, sample assessment and workbook, hardcover book, and poster

DVD

I

Poster

I

Time Required Scoring: 10 minutes Interpretation: 15 minutes Workshop: Half day to 2 days

Team Building Activity Collections Choose from loose leaf or digital formats

Team Development Activities for Trainers

Pump Them Up!

TeamBook

TeamBuilders

www.dekon.biz / office@dekon.

Team Assessment I Quantity discounts start at 50 units.

Dimensions • Inability to Trust • Fear of Conflict • Lack of Commitment • Avoidance of Accountability • Inattention to Results

22 Training Events for Developing Team Leaders

20

TEAM BUILDING

Product Type Assessment Measures Level of trust in another person Number of Items 24 Dimensions • Lack of Monitoring • Benevolence • Openness • Risk Taking

Trust – The Ultimate Test Trust — The Ultimate Test is a powerful instrument that provides facilitators with an effective method of exploring this sensitive issue. Presented with 24 statements, participants evaluate evidence of trust toward another person.

Then, using workbook charts, they learn what affects their decisions to trust others — and how to improve their levels of trust. The Facilitator Guide also includes instructions for use in team training.

Learning Outcomes

Identify one’s individual tendency to trust, understand the factors that affect the decision to trust, discover four groups of behavior that indicate trust, and learn how to improve one’s trust level.

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 3 hours (optional)

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Product Type Assessment

Benchmarks of Team Excellence

Measures Six indicators of excellence in teams Number of Items 36 Dimensions • Alignment • Team Effectiveness • Empowerment • Passion • Commitment • Results Time Required Scoring: 20 minutes Interpretation: 1 hour Workshop: Full day (optional)

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Free

Jesse Stoner, EdD

Benchmarks of Team Excellence is an assessment tool designed to help intermediate and established teams measure the extent to which they possess the six indicators of excellence: Alignment, Team Effectiveness, Empowerment, Passion, Commitment, and Results.

Learning Outcomes

Identify areas of strength and weakness, uncover differences in perceptions about how the team is functioning, compare a team’s performance with other high-performing teams, and determine action steps to help teams improve performance.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Free

The Rainforest Game www.dekon.biz / office@dekon.

Amy Judith Tananbaum

21

The Rainforest Game allows geographically dispersed teams to experience collaboration as they attempt to complete a 5-foot-long puzzle. Teams then consider the challenges in the context of real-life experience and discuss the four critical skills needed to work together effectively.

Learning Outcomes

Learn how to work across distance, break down communication barriers to solve problems, and examine assumptions about how individuals and groups work together.

Product Type Game Objective To learn the importance of team collaboration and communication Time Required 1½–2 hours

Complete Game I Includes materials to train up to five teams of 5 participants at one time Extra Game Pack I Includes materials to train another simultaneous game of up to 25 participants Participant Guide I Quantity discounts start at 50 units.

40-Pack Sticker Refill

I

Theoretical Background

I

Free

TEAM BUILDING

Tall Ships Building Effective Teams Stu Noble, MEd

Raise team effectiveness with Tall Ships, the fast-paced simulation game that challenges teams to race against the clock to build the tallest ship mast at the lowest cost. Participants learn about and practice the seven skills critical to effective team performance: Clarity, Capability, Collaboration, Commitment, Communication, Continuous Improvement, and Creativity.

How it Works

The Seven Seas Company has selected teams to collaborate with it in an attempt to win a lucrative contract for designing and building a tall ship. Through 3 rounds of play, team members learn about and practice the “Seven C’s” upon which The Seven Seas Company was founded. In between rounds, observer feedback and a team assessment stimulate insights and discussion. Finally, action planning allows the teams to apply their learning to a real-life team situation.

Learning Outcomes

• Practice and understand the seven factors critical to effective teamwork • Identify strategies to improve team performance • Learn how to apply the seven skills to an actual team scenario

Complete Game I Materials to train up to 3 teams of 5–7 participants

Extra Game Pack I Materials to train one additional team of 5–7 participants

Participant Guide I Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators

Theoretical Background

I

Product Type Game Objective To learn about and improve seven team skills Time Required 2 hours

Free

Maestro The Team Performance Game Steve Sugar

Play out vital team skills such as leadership, creative problem solving, planning, and communication with Maestro: The Team Performance Game. Hands-on and engaging, this interactive game leads to a rich and meaningful dialogue that prepares teams to perform more effectively in the workplace. Teams experience real-life team dynamics in the process of forming team roles and responsibilities, planning, and execution. Maestro is the perfect kick-off for your team-building initiative, team energizer, or stand-alone training session.

Learning Outcomes

Complete Game I Materials to train up to four groups of 4–8 participants at one time.

Theoretical Background I Free

TeamShare Based on the well-known Johari Window theory, TeamShare is designed to help team members who are having difficulty communicating within their team. Teams work together through self analysis, partner analysis, and team discussion to gain an increased feeling of trust, learn how to be open, and share feedback in a nonthreatening environment. The exercise also includes discussion questions and action planning.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Product Type Game Objective To improve teamwork skills Time Required 1 hour

Product Type Assessment Measures Preferred patterns of communication Time Required Scoring: 10 minutes Interpretation: 1 hour

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• Give teams the opportunity to experience problem solving • Prepare teams and leaders to develop key team skills • Understand leadership under pressure • Learn what makes teams successful

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TEAM BUILDING

Team and leader training that’s out of this world.

Product Type Game Objective To illustrate the differences between groups and teams Time Required 1.5–2 hours

Mars Surface Rover – Team Edition Matthew P. Eckler

Introduce basic teamwork concepts such as interdependence, common goals, continuing interaction, valuing diversity, and creating a supportive environment with the Team Edition. First, participants work independently – each performing a confidential task for building a prototype astronaut vehicle. Then they complete the vehicle as a team, discussing ideas and sharing their individual expertise.

Finally, participants evaluate and discuss three key elements of teamwork.

Learning Outcomes

• Recognize the distinction between a team and a group • Understand how teammates’ responsibilities are interdependent • Realize the importance of continual communication within the team

Complete Team Game I Materials to train up to three teams of 4–7 participants at one time Extra Team Game Pack I Materials to train one additional team of 4–7 participants Participant Guide I Quantity discounts start at 50 units.

Product Type Game

Mars Surface Rover – Leadership Edition

Objective To demonstrate the benefits of a facilitative leadership style

Eileen M. Russo, PhD and Matthew P. Eckler

Time Required 1.5–2 hours

Second Edition

The Leadership Edition illustrates the concept of facilitative leadership and its benefits, including a team atmosphere of trust, respect, open communication, and productivity. Teams are assigned the task of building a prototype astronaut vehicle. Using private instructions, team leaders guide their teams passively, traditionally, or facilitatively. When teams race their vehicles at the end of the game, the rover built by the team with the facilitative leader is the winner!

Learning Outcomes

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• Learn how a facilitative leadership style generates a team atmosphere • Discover the drawbacks of traditional or passive styles of leadership • Recognize the balance between too much – and too little – authority

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Complete Leadership Game I Materials to train up to three teams of 5 participants at one time Extra Leadership Game Pack I Materials to train an additional team of 5 participants at one time

Participant Guide I Quantity discounts start at 50 units.

Theoretical Background I Free Download at HRDQstore.com

One Kit, Two Games!

Deluxe Edition

Share the parts and double the learning. Save money when you purchase both the Leadership and Team Editions in one kit!

Complete Deluxe Game I Materials to train up to three teams at one time

Visionary leaders possess knowledge of themselves, those they lead, their organizations, and the world. The Comprehensive Leader measures the behaviors that indicate strength or weakness in these four areas. Observer feedback offers additional insight.

Product Type Assessment

Learning Outcomes

• Learn the concept of visionary leadership • Identify strengths of strategic and visionary leadership • Gain insight on how others perceive leadership behavior

Self Assessment I Quantity discounts start at 50 units.

Theoretical Background

I

Free

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Measures Four dimensions of visionary leadership Number of Items 40 Time Required Scoring: 10 minutes Interpretation: 1.5 hour Workshop: 2 hours (optional)

LEADERSHIP & SUPERVISORY SKILLS

The Comprehensive Leader A New View of Visionary Leadership

Leadership Practices Inventory Jim Kouzes & Barry Posner

The Leadership Practices Inventory (LPI) approaches leadership as a measurable and learnable set of behaviors. Developed by Jim Kouzes and Barry Posner, this well-known 360-degree assessment tool helps individuals measure their leadership competencies and learn how to apply the Five Practices of Exemplary Leadership: Model the Way, Inspired a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart.

Learning Outcomes

Understand that effective leadership skills can be learned, measure leadership competencies, learn the Five Practices of Exemplary Leadership Model, and discover how to apply practices to organizational challenges.

Product Type Assessment and Workbook

Participant Guide I Quantity discounts start at 50 units.

Online Assessment Call for set up

Participant Workbook I Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Measures The ability to practice five fundamentals of leadership

Facilitator Kit I Includes Facilitator Guide, sample Participant Workbook and planner.

Participant Planner I Quantity discounts start at 50 units.

I

Number of Items 30 Time Required Scoring: 20 minutes Workshop: Half day (optional)

Ann Burress, PhD

Building a high-performance team means learning a new set of skills, including coaching, guiding, and teaching. The Team Leader Survey is a tool that helps team leaders assess and improve their use of leadership skills. The assessment generates scores in six leadership dimensions: Communication, Thinking Skills, Administration, Influence Skills, Interpersonal Skills, and Change Management.

It also includes a peer feedback component leaders can use to gather anonymous information from colleagues, team members, and managers. The Team Leader Survey is a great addition to the Mars Surface Rover – Leadership Edition.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Peer Feedback Form I Quantity discounts start at 50 units.

Product Type Assessment Measures Six dimensions of leadership Number of Items 36 Time Required Scoring: 10 minutes Interpretation: 2 hours

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Team Leader Survey Guiding Others to Lead Themselves

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LEADERSHIP & SUPERVISORY SKILLS

Stepping Up A Road Map for New Supervisors

Miki Lane, Marilynne Malkin, Wendy Shanken, and Dennis Cavendish Statistics show that only 60% of new supervisors are successful. So what happens to the other 40%? They’re either fired for lack of performance or step down from the position voluntarily. Problem is, not many new or aspiring supervisors have any idea of what is expected of them – or what it takes to lead others. So how can you improve the odds of success? Stepping Up is a oneday workshop that provides an accurate picture of what it truly means to be a supervisor. Specifically, the workshop addresses the:

• • • • •

Scope of the supervisory role Knowledge and skills required to be a supervisor Principles needed to build credibility as a supervisor Real-life concerns, challenges, and pitfalls of being a supervisor Performance model for action-oriented decision making

Product Type Instructor-led program

Participant Workbook I Quantity discounts start at 50 units.

Objective To understand expectations and build basic supervisory skills

Facilitator Guide with CD-ROM

I

Time Required One day

It’s Okay to Be the Boss The Management Workshop Bruce Tulgan

Too many of today’s supervisors, managers, and leaders are failing their staff and their organizations by “undermanaging.” Falling victim to the empowerment craze of the last decade, they seem to have forgotten what it means to be the boss and are chronically undermanaging their employees. They do not take charge on the day-to-day business basics. They don’t spell out expectations. They don’t keep track of performance measurements. They don’t correct mistakes or reward success.

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Product Type Instructor-led program

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Objective To learn how to avoid “undermanaging” Time Required One day

Bruce Tulgan’s message, “It’s okay to be the boss,” addresses the biggest problem in most workplaces – an under management epidemic affecting managers at all levels of the organization and in all industries. It’s Okay to Be the Boss: The Management Workshop is a one-day program that provides clear, step-by-step “back to basics” guidance for helping people in supervisory roles become strong, highly engaged managers who know how to position their employees for success.

Learning Outcomes

• Understand the importance of being a strong, highly engaged manager • Learn the difference between obstacles that can be controlled — and those that cannot • Discover strategies for working around obstacles that cannot be controlled • Learn and practice eight back-to-basics techniques for helping employees succeed • Develop an action plan for applying the eight management techniques

Participant Workbook I Quantity discounts start at 50 units.

Facilitator Kit I Includes Facilitator Guide, sample Participant Workbook, and flash drive

Participant Guide SECOND EDITION

back cover ad to come

ISBN: 978-1-58854-314-1

What’s My Communication Style? Facilitator Guide, Third Edition #0940S

EN-02-DE-08

800.633.4533 • WWW.HRDQ.COM

LEADERSHIP & SUPERVISORY SKILLS

What kind of leader are you?

What’s My Leadership Style?

The truth is, there isn’t one “correct” style of leadership. Effective leaders come in all shapes and sizes.

Current theory suggests that different situations require different leadership styles. The key for leaders is to learn how to flex personal style to match the requirements of the situation. An understanding of how personal style drives leadership behavior is the best place to start. With this knowledge, leaders can better anticipate their own actions, interpret those of others, learn how to respond most appropriately in any situation. Part of the best-selling HRDQ Style Series, the What’s My Leadership Style? assessment quickly and accurately identifies a preference for one of four leadership styles: Direct, Spirited, Considerate, or Systematic.

Product Type Assessment

Learning Outcomes

Dimensions • Direct • Spirited • Considerate • Systematic

• Identify personal leadership style • Learn how to capitalize on style strengths • Discover how to minimize style trouble spots • Learn how to “flex” personal style to interact most effectively with others

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class. Personalized, one-on-one telephone coaching is provided at your convenience. Includes an overview of the What’s My Leadership Style? theory and model, facilitation tips, typical participant questions, and more.

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Number of Items 20

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

What’s My Leadership Style? Online Our best-selling leadership assessment is now available online! While the outcomes are the same as its well-established paper counterpart, the online version features some great enhancements, including : • How to flex style to build better rapport • Personalized, full-color reports with customized data and feedback • A breakdown of the frequency of styles by gender • Data that compares leaders’ scores to the average for each style

I

Free

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Facilitator Guide I Includes sample Participant Guide

Measures Preference for one of four leadership styles based on personality

26

LEADERSHIP & SUPERVISORY SKILLS

Best Boss Inventory What do great bosses do that sets them apart from the rest? Provide them with insight into their current behaviors in leading, motivating, and inspiring their employees with the Best Boss Inventory. The assessment measures six dimensions: Connecting People with Purpose, Encouraging Ownership, Focusing Efforts on Smart Work, Building Competence, Recognizing Achievements, and Respecting the Individual.

Learning Outcomes

• Learn the six behaviors of great bosses • Identify areas of strength and improvement • Gain feedback from peers • Learn how to apply new knowledge on the job

Product Type Assessment Measures Behaviors in leading, motivating, and inspiring employees Number of Items 36 Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

Learn the six behaviors of great bosses, identify areas of strength and improvement, gain feedback from peers, and learn how to apply new knowledge on the job.

Self Assessment I Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background I Free Download at HRDQstore.com

Flight From Savo Take Off on a Supervisory Skills Adventure Flight from Savo, a hands-on adventure game, provides supervisors with a fun and interactive way to experience and discuss the five key skills addressed in HRDQ’s Supervisory Skills Questionnaire. The journey begins when an airplane carrying a team of scientists crashes on a remote island. To get the team to safety, the supervisor must utilize the key supervisory skills in guiding the construction of an escape plane.

Learning Outcomes USE WITH

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Product Type Game

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Objective To help individuals learn and practice the five fundamental supervisory skills Time Required 2 hours

THE SUPERVISORY SKILLS QUESTIONNAIRE

• Learn five fundamental supervisory skills • Practice the five skills in a “live” project • Receive direct feedback on skill strengths and weaknesses

Complete Game I Materials to train up to three groups of 5–7 participants at one time Extra Game Pack I Materials to train one additional group of 5–7 participants

Participant Guide I Quantity discounts start at 50 units.

Theoretical Background

I

Free

Supervisory Skills Questionnaire Third Edition

While there may not be a quick and simple answer to that question, there is a certain skill set that, when learned through time and exposure, make supervisors more effective. But with increasing pressure being placed on supervisors to perform, organizations can’t afford this long learning curve.

LEADERSHIP & SUPERVISORY SKILLS

What makes a great supervisor great?

The Supervisory Skills Questionnaire is a comprehensive and practical tool that helps supervisors focus on the five most critical skills for effective supervision: Guiding the Work, Organizing the Work, Developing Your Staff, Managing Performance, and Managing Relations.

Learning Outcomes • • • •

Improve proficiency in five key skill areas Identify skill strengths and weaknesses Learn which actions every supervisor should avoid Understand the keys to effective planning, prioritizing, and delegating • Build productive relationships with other work groups

How it Works

Responding to 30 everyday situations, supervisors choose one of three response actions. Results reveal a score in each of the five supervisory-skill dimensions, as well as an overall supervisory score. The assessment also includes a peer feedback component to complete the skills analysis. Pair it with Flight From Savo to create an insightful and interactive half-day program.

When to Use the Assessment

The Supervisory Skills Questionnaire is ideal for both individual and group training. It is particularly useful in prepare new supervisors for their changing role, gauging an individual’s degree of readiness for a supervisory position, and refreshing experienced supervisors.

What’s Included

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class. Personal one-on-one telephone coaching is provided at your convenience.

Includes an overview of the Supervisory Skills Questionnaire theory and model, facilitation tips, typical participant questions, and more.

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background I Free

Product Type Assessment Measures Proficiency in five supervisory skills Number of Items 30 Dimensions • Guiding the Work • Organizing the Work • Developing Your Staff • Managing Performance • Managing Relations Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 2.5 hours (optional)

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The Facilitator Guide includes everything you need to administer the assessment, interpret the results, and lead a supervisory workshop, from comprehensive background information to reproducible handouts, and a professional PowerPoint presentation. The Participant Guide and Online Interpretive Report provide supervisors with a thorough interpretation of their scores and a takeaway action plan.

PAIR WITH FLIGHT FROM SAVO

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LEADERSHIP & SUPERVISORY SKILLS

Leading Success® Achieving Results with Key People Skills Second Edition

Transform managers into empowered, committed leaders with Leading Success, a modular program that develops the key people skills needed to have a direct effect on employee performance. Focusing on one-to-one interpersonal skills, both new and experienced leaders learn how to raise employee productivity, build a team atmosphere, boost job satisfaction, foster better work relationships, and ultimately, achieve results through their employees. The curriculum is flexible – start with the core program and add advanced modules to build a learning experience tailored to your needs.

Product Type Instructor-led program Objective To develop core leadership skills Time Required 3 days

Learning Outcomes

• Clarify the roles of leaders and managers • Learn and practice a responsive leadership model • Discover how to gain employee commitment • Improve communication and team leadership skills • Develop strategies to improve employee effectiveness • Become a motivating leader

First Time Facilitating the Program?

FREE On-Demand Webinar Learn more about Leading Success and experiential learning. Visit us at HRDQstore.com

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience in two-hour sessions. Includes a review of the Leading Success program, ideas for tailoring the program to your specific needs, typical participant questions, and more.

Facilitator Kit I Includes Facilitator Guide, support materials, and sample Participant Guide.

QuickStart Training I 12 hours of telephone coaching for facilitators

Participant Kit I Quantity discounts start at 50 units.

Product Type Assessment

Project Leadership Assessment

Measures Five people skills needed for project leadership

The Project Leadership Assessment is an innovative learning assessment that focuses on the “people skills” project leaders need to be successful: Encouraging Open Communication, Inspiring a Positive Outlook, Influencing Effectively, Managing Conflict, and Developing the Team.

Number of Items 25

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Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 2 hours (optional)

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Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Peer Feedback Form I Quantity discounts start at 50 units.

Supervising with Confidence Today’s frontline leaders need practical, skill-specific training to meet growing on-the-job demands — and Supervising with Confidence delivers. This one-day program targets the five basic leadership skills: Guiding the Work, Organizing the Work, Developing Your Staff, Managing Performance, and Managing Relations.

Learning Outcomes

Product Type Instructor-led program Objective To develop five key supervisory skills Time Required One day or two half days

• Understand the role of the supervisor • Measure ability in five fundamental supervisory skills • Discover the steps used in effective planning • Realize ways to handle shifting priorities • Learn how to improve relationships with employees and others

Participant Guide I Quantity discounts start at 50 units.

Facilitator Kit I Includes Facilitator Guide, support materials, and sample Participant Guide.

QuickStart Training I 6 hours of telephone coaching for facilitators Theoretical Background

I

Free

James P. Eicher

Help managers balance and improve the complementary skill sets of leadership and management with the Leader-Manager Profile. Based on the works of well-known management experts, this assessment illustrates how competence as both a manager and a leader can contribute to meeting the demands of the marketplace.

Learning Outcomes

• Clarify the differences between leading and managing • Pinpoint the skills needed to be effective in each role • Collect feedback from peers • Understand how to balance and improve the two skill sets

Self Assessment I Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide

Product Type Assessment Measures Balance of leadership and management skills

I

Includes sample Participant Guide Theoretical Background I Free

Number of items 36

LEADERSHIP & SUPERVISORY SKILLS

Leader-Manager Profile

Time Required Scoring: 20 minutes Interpretation: 1 hour Workshop: Half day

Responsive Leader Questionnaire and Capability Inventory John Nicholls, PhD

It’s no secret that leading people in a way that responds to their individual capabilities yields the best results. But while the concept may seem like common sense, a formalized approach is the key to maximizing employee performance.

The Responsive Leader Questionnaire and Capability Inventory is a self-help toolkit for leaders that offers a practical framework for increasing leadership effectiveness. Easy to apply and internalize, the Responsive Leadership Model enables both new and existing leaders to adapt their leadership approach to best match an individual employee’s capability.

Learning Outcomes

• Determine if current leadership style is appropriate for individual employees • Discover how to quickly identify which leadership style is best for each employee • Understand why coaching and energizing are critical to maximizing employee performance • Learn how to assess employee commitment and capability levels Leader Version I Quantity discounts start at 50 units.

Theoretical Background

I

Measures How a leader is currently managing a specific individual and if that approach is appropriate Number of Items 16 Dimensions • Direct • Persuade • Involve • Trust Time Required Scoring: 15 minutes

Free

Employee Version I Quantity discounts start at 50 units.

Focused Leader Profile A Situational Approach to Leading Work Groups

Product Type Assessment

What makes an effective leader effective? The answer is focus and flexibility.

The Focused Leader Profile is a powerful assessment that starts by evaluating Style Effectiveness and Leadership Flexibility. Leaders then examine three critical success factors – Relationships, Task Clarity, and Power Base – to help them narrow their focus, analyze work group situations, and determine how to respond most effectively.

Measures Leadership effectiveness and flexibility

Self Assessment I Quantity discounts start at 50 units.

Time Required Scoring: 10 minutes Interpretation: 1 hour

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Free

Number of Items 8 situations

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Leader Toolkit I Interpretive Guide, Leader Version Assessment, and Employee Version Assessment

Product Type Assessment

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COACHING

Pump up your coaching training This assessment and game power combo gives coaches the tools to build strength in five vital skill areas. First, coaches generate a Coaching Competency Profile, comprised of assessment results and feedback from up to three employees. Then, the fast-paced game maximizes learning, giving participants the opportunity to put coaching skills into practice.

Get Fit for Coaching – Assessment Learning Outcomes Product Type Assessment Measures Ability level in five key coaching skills Number of items 25 Dimensions • Builds Rapport • Observes and Analyzes • Questions and Listens • Provides Feedback • Facilitates Learning Time Required Scoring: 10 minutes Interpretation: 30 minutes Workshop: 2 hours (optional)

• Identify areas of strength and developmental needs • Recognize what it takes to be an effective coach • Learn how to apply new knowledge on the job

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience, and includes an overview of the Get Fit for Coaching theory and model, facilitation tips, typical participant questions, and more.

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

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Get Fit for Coaching – Skill Practice Game

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The Get Fit for Coaching game is a fun way for participants to practice and drive home the five skills addressed by the assessment. Round one challenges teams to race against the clock to answer coaching questions and win chips. In round two, they compete as individuals to be the first to win five letter cards.

Learning Outcomes

• Examine and develop five key coaching skills • Identify techniques for using each skill in day-to-day coaching situations • Practice using the skills to build and sustain effective coaching relationships

Product Type Game Objective To practice five key coaching skills Time Required 2.5 hours

Complete Game I Materials to train up to four teams of 4 participants at one time Extra Game Pack I Materials to train one additional group of 4 participants Participant Guide I Quantity discounts start at 50 units.

What’s My Coaching Style?

Learn how how Lear alnity Person ty son PerBe drives vior haali drives Behavior

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SECOND EDitiON

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Direct, Spirited,

What’s My Coaching Style? provides a means for managers to gain an awareness of their own coaching styles as well as an understanding of the differences between their styles and those of they lead. With this information, they are able to modify their own styles to create better rapport and develop better relationships.

HRDQ's Style





COACHING

Partic ipant Guide N SECOND EDitiO

Series

Learning Style?  What's My Series HRDQ's StyleSelling Style?

What's My Style?  What's My Style?  What's My Learning g Style?

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Team Member What's My Coachin  What's My Style?  What's My Style?  What's My Selling nication Style? Style?

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Guide, Second Style? Participant What’s My Coaching 18-2 ISBN: 978-1-58854-2 #0598E2S01

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Learning Outcomes

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2-5ed.indd

Edition

800.633.4533 • www.HRDQ.com

PM 12/18/2008 2:20:50

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Product Type Assessment

• Identify preferences for one of four coaching styles: Direct, Spirited, Considerate, or Systematic • Develop an awareness of personal behavior patterns • Learn how one is viewed by those one coaches • Create an action plan to apply in the workplace

Facilitator Guide I Includes sample Participant Guide

2:21:41 PM

ISBN: 978-1-58854-223-6

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Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

12/18/2008

.com Feedback, Second Edition www.HRDQ 33 • Style?

What’s My Coaching 800.633.45

Peer Feedback Form I Quantity discounts start at 50 units.

Theoretical Background I Free Download at HRDQstore.com

Measures Preference for one of four coaching styles based on personality Number of Items 18 Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 1.5 hours (optional)

Coaching Skills Inventory Kenneth R. Phillips

With the help of the Coaching Skills Inventory, managers can learn to conduct coaching meetings with confidence and skill. Participants respond to an inventory of eighteen situations to generate an overall Coaching Effectiveness Profile and subscores for the individual dimensions. Next, they learn a proven seven-step meeting model to improve their performance: Building a Relationship of Mutual Trust, Opening the Meeting, Getting Agreement, Exploring Alternatives, Getting a Commitment to Act, Closing the Meeting, and Handling Excuses. Finally, a reproducible post-training assessment serves as a basis for comparison.

Learning Outcomes

• Identify strengths and weaknesses in coaching meeting skills • Improve employee job performance using the model for effective coaching meetings • Compare strengths and weaknesses before and after training

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Product Type Assessment Measures The ability of a manager or supervisor to use effective coaching meeting skills Number of Items 18

Coaching Achievement Coaching Achievement helps managers and leaders to become effective onthe-job coaches. First, participants assess their performance in five key coaching skills, and then they learn how to use a three-step coaching process. Best of all, they get to practice their skills using actual coaching challenges, so they leave with the ability and confidence to put their knowledge into immediate action.

Facilitator Kit I Includes Facilitator Guide, support materials, and sample Participant Guide Participant Guide I Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Product Type Instructor-led program Objective To improve coaching skills

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Time Required Scoring: 25 minutes Interpretation: 20 minutes Workshop: 2 hours (optional)

Time Required One day or two half days

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INNOVATION & CREATIVITY

Encouraging Innovation Through 5 Key Conversations Jocelyn Kung and Marianne Minor

Innovation leaders are not necessarily technical experts, nor are they inherently creative. Rather, they have the necessary skills to encourage innovation in others. By engaging employees in conversations that explore possibilities beyond conventional thinking, managers can motivate others to stretch their creative abilities, invite risk taking, and collaborate on the best ways to navigate through organizational boundaries.

Product Type Assessment Measures A manager’s current level in encouraging innovative behavior in employees Number of Items 30 Dimensions • Inspiring Innovation • Building Systems to Support Innovation • Assessing Opportunities • Creating Champions • Launching the Innovation Time Required Scoring: 20 minutes Interpretation: 1 hour Workshop: half day (optional)

Product Type Assessment Measures A preference for one of eight creative talents

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Number of Items 16

33

Encouraging Innovation Through 5 Key Conversations is an assessment tool that provides managers and team leaders with specific actions they can utilize to develop an individual’s creativity and ability to be innovative.

Learning Outcomes

• Inspire innovation by eliciting diverse insights and perspectives • Build formal and informal systems to support innovation • Stimulate creative thinking • Coach employees to advocate new ideas • Provide the necessary resources to launch an innovation

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide QuickStart Training

I

Theoretical Background I Free 2 hours of telephone coaching for facilitators

Breakthrough Creativity Profile Lynne C. Levesque, EdD

Just as there are multiple types of personality, there are also many different types of creative talent. Based on Carl Jung’s well-grounded theory of personality types, The Breakthrough Creativity Profile enables individuals to identify a preference for one of eight creative talents and then define what is needed to achieve their creative best. The assessment can also be used to measure the creative talents of a team!

Dimensions • Adventurer • Explorer • Pilot • Harmonizer • Navigator • Visionary • Inventor • Poet

Learning Outcomes

Time Required Scoring: 20 minutes Interpretation: 1 hour Workshop: half day (optional)

Facilitator Guide I Includes sample Participant Guide

• Identify preferences among the eight creative talents • Better understand creativity and its impact on individual success • Recognize the contributions and challenges of preferred talents • Practice tapping into creative talents • Develop an action plan to better utilize one’s creative talents

Self Assessment I Quantity discounts start at 50 units.

Theoretical Background

I

Free

Innovation Simulation

INNOVATION & CREATIVITY

The Outrageously Fun

Junkyard Games

Ron Roberts and Bernie Dekoven Doing more for less, increasing productivity, and reducing costs. Innovation is at the heart of all successful organizations. Without it, organizations may survive, but they seldom thrive. The fact of the matter is that anyone can be innovative, regardless of profession or level of responsibility. The opportunity for process improvement exists everywhere and at every level within an organization. Everybody’s innovating, but often it isn’t formally recognized as “process improvement” or “innovation.”

Learning Outcomes

• Differentiate between innovation and creativity • Understand the value of managing task-driven and process-oriented behaviors • Learn and apply a seven-step innovation process

How It Works

Using only the miscellaneous “junk” available to them, teams compete to create the most innovative tabletop sporting event for an international competition. After an initial round of planning, teams are challenged to practice innovation on their initial game designs. Things get really interesting when teams have fun playing each other’s games. Following game play, additional learning takes place when teams give honest feedback on each of the game designs and how well they met the stated objectives and goals.

Complete Kit I Materials to train up to three groups of 4–8 participants at one time Extra Game Parts I Materials to train one additional group of 4–8 participants

Objective To learn an innovation process through a tabletop game event Time Required 1.5–2 hours

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Now there is a way to encourage innovation and develop the skills needed to have a positive impact on organizational performance. Junkyard Games is an exciting new training game from HRDQ that combines energy and fun with creativity and process improvement. Teams work together, plan, strategize, and execute their ideas to create the most innovative tabletop games for an international competition among imaginary countries.

Product Type Game

34

EVALUATION & TRAINER RESOURCES

Make the case for your training.

The Kirkpatrick Express Evaluation Toolkit Donald Kirkpatrick, PhD & Travis Russ, PhD

As a training professional in today’s market, chances are you’ve been asked to prove the value of your training efforts. The Kirkpatrick Express Evaluation Toolkit is the solution you need. This complete resource helps you to understand the foundations of evaluating training outcomes and provides you with an easyto-use evaluation model based on Kirkpatrick’s Four Levels of Evaluation. It also includes fully customizable reports and a professional PowerPoint® presentation you can use to communicate the results of your training.

Grounded in academic research and theory, the toolkit was developed by Dr. Donald Kirkpatrick, evaluation expert and author of “Evaluating Training Programs - The Four Levels,” validated by real learning professionals, and tested with thousands of individuals from diverse organizations.

BONUS

Includes CD with customizable reports and PowerPoint presentation Product Type Workbook and CD Measures High-level outcomes from soft-skills training programs Dimensions • Participant reactions • Participant learning • Learning application • Net impact on organizational results

Uses for the Toolkit

• Determine if learning objectives have been achieved • Identify a program’s strengths and opportunities for improvement • Learn how to market the value of training • Ascertain the cost-benefit ratio associated with any training program

What You Will Learn

• Your Evaluation Quotient or “EQ” • Why evaluation is important • The Kirkpatrick Evaluation Model • How to use express evaluation tools • Analyzing your results • Communicating your results • Overcoming obstacles

Workbook with CD I Includes interactive CD with customizable reports and PowerPoint® presentation

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Theoretical Background

35

I

Free

Trainer Resources Activity Collections Choose from loose leaf or digital formats Pen and Paper Games for Training Facilitator’s Toolkit

I

58 ½ Ways to Improvise in Training Compact Cases

I

$99.95

I I

LEARNING STYLE

Learning Styles Questionnaire Peter Honey and Alan Mumford

Have you ever wondered why some people in your training sessions learn more than others? It may have something to do with your participants’ personal learning styles. Individuals can become more efficient and focused learners with the help of the Learning Styles Questionnaire (LSQ). Based on Kolb’s theory of learning, the LSQ is an in-depth training tool that helps individuals identify a preference for one of four learning styles: Activist, Reflector, Theorist, or Pragmatist.

Product Type Assessment and Workbook

Following the assessment, the Capitalizing on Your Learning Style Workbook helps individuals make sense of the LSQ results, select activities that suit their style, and learn how to strengthen underdeveloped styles.

Measures Personal preference for one of four learning styles

Learning Outcomes

• Identify learning style preference • Balance the learning styles of groups • Uncover team learning difficulties • Expand learning style range

Number of Items 80 Dimensions • Activists • Reflectors • Theorists • Pragmatists

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Participant Workbook I Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Time Required Scoring: 30 minutes Interpretation: 1.5 hours Workshop: Half day (optional)

Free

Participant Guide SECOND EDITION

What’s My Learning Style?

Based on the theories of Marston and Jung, What’s My Learning Style? links learning style preference to personality style. This quick and easy-to-use assessment helps participants accurately identify their preferred learning styles so that they may strengthen them — and become more proficient at using their lesspreferred styles.

Product Type Assessment

Learning Outcomes

Identify preference for one of four learning styles: Direct, Spirited, Considerate, or Systematic; recognize the strengths and weaknesses of each learning style; discover how to approach all types of learning in a way that is comfortable; and create a plan for developing less-preferred styles.

Measures Preference for one of four learning preferences based on personality style

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Number of Items 20 Dimensions • Direct • Spirited • Considerate • Systematic

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Time Required Scoring: 10 minutes Interpretation: 1 hour

© 2009

HRDQ

Playing with Style – Fast and Fun Card Games for Improving People Skills

3 Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs © 2009 HRDQ

3 Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs

ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to of other s.

Fast and Fun Card Games for Improving People Skills

I

Facilitator Guide

3

I

Extra Card Deck

ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to of other s.

Complete Game

3

From The Thiagi Group, Playing with Style is a collection of interactive and engaging card games that build fluency in the HRDQ Style Series’ four personal styles: Direct, Spirited, Considerate, and Systematic. A fun way to build energy, add excitement, and reinforce learning!

www.dekon.biz / office@dekon.

Facilitator Guide I Includes sample Participant Guide

SivaSailam “ Thiagi” Thiagarajan & Tracy TagliaTi

36

PERFORMANCE MANAGEMENT

What’s My Time Style?

Product Type Assessment Measures Personal time management preference Number of Items 21 Dimensions • Direct • Spirited • Considerate • Systematic Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 3.5 hours (optional)

From beginning new projects and handling interruptions to multi-tasking and participating in meetings, time management skills have a huge impact on organizational productivity and efficiency. And just as individuals are unique, how people choose to manage their time also varies from person to person. One person may like to work alone slowly and methodically, yet another may procrastinate until the last minute to get work done. It’s all a function of the individual’s behavioral style.

What’s My Time Style is a quick and easy-to-use tool for identifying personal time management style. Based on the proven personality theories of Marston and Jung, the self assessment measures an individual’s preference for one or more four basic behavioral styles: Direct, Spirited, Considerate, and Systematic. With this knowledge, individuals learn how to make their style work to their advantage and better understand how to work with others who manage their time differently.

Learning Outcomes • Identify personal time management style • Learn how to capitalize on time management strengths • Understand how to avoid potential time management trouble spots • Improve interactions with others who have different time management styles Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Free

Performance Management Through 5 Key Conversations Jocelyn Kung, MBA and Marianne Minor, MSW, LCSW

Manage the development of high-performing employees through collaborative and constructive dialogue. Performance Management Through 5 Key Conversations is designed to help managers assess their skill level in engaging employees in five key types of performance-related conversations. The instrument allows managers to create a profile of skill level in each of the five Key Conversations by comparing self assessment with peer feedback to provide insight on strengths and areas for improvement.

Self Assessment

I

Peer Feedback Form

I

Facilitator Guide I Includes sample Participant Guide

Performance Appraisal Skills Inventory www.dekon.biz / office@dekon.

Kenneth R. Phillips

37

Watch managers turn performance appraisals into productive – and even enjoyable – experiences with the help of the Performance Appraisal Skills Inventory. The assessment first identifies strengths and weaknesses in six skill areas and then offers a simple six-step process for conducting effective performance appraisal meetings. More information at HRDQstore.com.

Self Assessment

I

Theoretical Background

I

Free

Facilitator Guide I Includes sample Participant Guide

Mentoring in the Moment Given today’s time-demanding work environment, there is little time to set aside to mentor others. Instead, managers need to learn how to take advantage of everyday work situations as opportunities to mentor. Mentoring in the Moment is an assessment designed to help managers learn how to evaluate exactly how and when to mentor their employees. More information at HRDQstore.com.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Welcome to a better way to train.

Facilitator Guide

Facilitator Guide

Facilitator Guide

“

learning is not a spectator sport.

learners do not learn much by just sitting and listening, memorizing prepackaged assignments, and spitting out answers. they must talk about what they are learning, write about it, relate it to past experiences, apply it to their daily lives. they must make what they learn part of themselves.

A.W. ChiCkering And Z.F. gAmson “seven PrinCiPles For good PrACtiCe” AAhe Bulletin, 1987

Building a model with teammates.

Taking a skills assessment. Role-playing. Action planning. It’s all part of the HRDQ experience. For more than 25 years, we’ve helped thousands of leading organizations improve performance and solve business challenges with learning solutions based on our unique Experiential Learning Model™. And we want to help you do the same.

”

Call on us today. We’ll help you find the right products to match your training needs.

800.633.4533

rev 01.06

Conflict Strategies Inventory CODE 0135S may be ordered from:

®

Facilitator Guide

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Copyright © 1994, 2004 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

Theoretical Background

®

®

EN-02-AP-07

®

®

®

Some people thrive on conflict; others shrink away from it. But no matter how individuals react, it’s important to understand conflict-related behavior — and learn to manage it more successfully. The Conflict Strategies Inventory provides valuable new insight into the strategies used in conflict situations.

Presented with ten common scenarios of work-related conflict, individuals choose the actions they are most likely to take. The results reveal a personal preference for one of five basic conflict strategies: Avoiding, Smoothing, Competing, Compromising, or Integrating.

With the experiential solutions of HRDQ, you’ll engage and involve your learners.

And research shows that’s what makes the difference. According to the NTL Institute for Applied Behavioral Sciences, people remember just half of what they hear in a lecture, while they retain up to 75% if they can “practice by doing.”

®

PG crv Conflict Strategies

Inven1 1

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Learning Outcomes

• Identify one’s own preferred strategies for dealing with conflict • Understand strengths and weaknesses in dealing with conflict • Learn how to deal with conflict effectively

Self Assessment I Quantity discounts start at 50 units.

Time Required Scoring: 20 minutes Interpretation: 30 minutes Workshop: 2 hours (optional)

QuickStart Training I 2 hours of telephone coaching for facilitators

I

Measures Personal preferences for handling organizational conflict Number of Items 10

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

Product Type Assessment

CONFLICT RESOLUTION & STRESS

Conflict Strategies Inventory

Free

Team Conflict Strategies Inventory Don’t let unresolved issues drain the productivity from your teams! The Team Conflict Strategies Inventory provides a good opportunity for teams to work through issues and learn how to handle future conflicts more productively. The assessment identifies the team’s preferred strategy for handling conflict, provides them with an understanding of the five different types of conflict strategy, discusses the appropriate use of each strategy, and helps the team to develop procedures for managing disagreements.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

TeamConflict

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Stress Activity Collection Stress Control Card

Don’t underestimate the power and pull of this little card! It’s simple, it’s fun, and it’s something your participants can carry away and use, over and over again.

First Aid For Stress I Choose from loose leaf or digital formats

Stress Control Card 5-Pack I Stress Control Card 20-Pack I

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From disagreements about team roles to individual job procedures, TeamConflict helps teams learn how to handle conflict productively. The assessment is based on the premise that productive team-conflict discussions are task-based and teamoriented.

38

CHANGE MANAGEMENT

Leading Change at Every Level Whether you’re in the midst of a change effort or just planning one, start with Leading Change at Every Level. This assessment tool helps drive home the importance of individual behavior to the success of an overall change effort.

Leading Change at Every Level is an excellent way to gently uncover behaviors that are counterproductive to change, generating scores in 5 dimensions: Modeling the Change, Communicating about the Change, Involving Others in the Change, Helping Others Break from the Past, and Creating a Supportive Environment for the Change.

Learning Outcomes Product Type Assessment Measures Five behavioral dimensions critical to change leadership Number of Items 30 Time Required Scoring: 10 minutes Interpretation: 1.5 hours Workshop: 3 hours (optional)

• Examine change behaviors • Develop change leadership skills and behaviors • Generate support for change efforts • Improve ability to lead change

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Facilitator Guide I 0 Includes sample Participant Guide Theoretical Background

I

Free

Change Reaction

John E. Jones, PhD and William L. Bearley, EdD Change is common in today’s organizations. And when change happens, people have different reactions – whether or not they are aware of it. Some people have a natural tendency to support change, some move away from it, and others may resist change and move against it.

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An excellent starting point for change management, Change Reaction is an effective tool for understanding personal reaction to change. The assessment measures an individual’s tendency toward one of three basic patterns: Resistant, Neutral, or Supportive.

39

Learning Outcomes Product Type Assessment

• Determine one’s typical response to change • Explore the behaviors that typify the three responses to change • Identify action steps one can take to embrace and foster change

Measures Measure an individual’s response to organizational change

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Number of Items 24

Theoretical Background

Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 1.5 hours (optional)

I

Free

CHANGE MANAGEMENT

Accelerate the acceptance of organization change Mastering the Change Curve

Dennis T. Jaffe, PhD and Cynthia D. Scott, PhD Mastering the Change Curve is designed to surface concerns during change and help individuals, teams, and organizations understand, accept, and successfully transition through the experience of change.

Experts in the field of change management and authors of Mastering the Change Curve, Drs. Jaffe and Scott describe change as a natural progression through a series of four phases. To successfully deal with change, individuals must pass through all four phases: Denial, Resistance, Exploration, and Commitment.

Administer it periodically throughout a change – Mastering the Change Curve is an excellent way to track and monitor progress.

Learning Outcomes

• Pinpoint one’s current stage in the change process • Understand the four phases of change • Identify productive and nonproductive change behaviors • Develop a strategy for mastering change

First Time Facilitating the Assessment?

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience.

Includes an overview of the Mastering the Change Curve theory and model, facilitation tips, typical participant questions, and more.

Self Assessment I Available in online and print formats. Quantity discounts start at 50 units.

Facilitator Guide I Includes sample participant material QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Dealing with Change offers a proactive, five-step plan for coping with the challenges of organizational change. This business simulation takes a focused, personal, and proactive approach to managing the emotional side of change, helping employees learn how to regain a sense of control and turn negative emotions into positive actions.

Participant Guide I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide Theoretical Background

I

Free

Measures How far an individual has progressed in the change process Number of Items 24 Dimensions • Denial • Resistance • Exploration • Commitment Time Required Scoring: 10 minutes Interpretation: 1–2 hours Workshop: 2.5 hours (optional)

www.dekon.biz / office@dekon.

Dealing with Change

Product Type Assessment

40

NEGOTIATING & SELLING

Negotiating Success® Skills for Reaching Collaborative Agreements Negotiating Success takes the fear out of negotiating. Based on a well-known collaborative model of negotiating behavior, this powerful two-day program helps individuals prepare for negotiations, find creative solutions to tough problems, work through personal style differences, and build relationships.

Learning Outcomes

Product Type Instructor-led program Objective To help negotiators develop the skills needed to achieve win-win outcomes Time Required 2 days

• Learn and practice the collaborative discussion model for negotiating • Discover one’s negotiating style and compare it to other styles • Learn how to prepare quickly and accurately for any negotiation • Improve the interpersonal skills needed to support a collaborative negotiating style • Develop the ability to solve problems with difficult negotiators • Create a personal action plan for improving negotiating skills

Participant Kit I Quantity discounts start at 50 units.

Facilitator Kit I Includes Facilitator Guide and support materials

QuickStart Training I 8 hours of telephone coaching for facilitators

Negotiating Win-Win Solutions In a world where we’ve been trained and rewarded to compete and win, Negotiating Win-Win Solutions attempts to reverse the win-lose perspective and provide a problem-solving approach to negotiation. Negotiating Win-Win Solutions gives participants a framework for conducting collaborative negotiations. Using an interactive format that includes an assessment, a hands-on game, and small group activities, participants learn about negotiating styles and practice a five-step “win-win” formula to achieve the best outcomes.

Learning Outcomes Product Type Instructor-led program Objective To develop collaborative negotiating skills

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Time Required One or two half days

41

• Pinpoint one’s typical negotiating style • Understand the five negotiating styles • Develop the essential interpersonal skills to use for collaborative negotiating • Apply the skills of collaborative negotiating to real-life situations

Facilitator Kit I Includes Facilitator Guide, support materials, and sample Participant Guide Participant Guide I Quantity discounts start at 50 units.

QuickStart Training I 6 hours of telephone coaching for facilitators Theoretical Background I Free Download at HRDQstore.com

Common Currency The Cooperative-Competition Game Lorraine Ukens, MS

Is it really possible to practice the strategies of competition and cooperation at the same time? Yes! Around the world, production teams, research and development groups, and marketing teams all are benefiting from the power of cooperative competition. Discover for yourself this fresh approach to individual, team, and organizational development with Common Currency – The Cooperative-Competition Game. Teams representing fictional countries must cooperate in trading coins and information while competing for the most valuable combination of coins. The game demonstrates to teams the importance of group interdependence.

Product Type Game Objective To foster cooperation in a competitive environment Time Required 1.5–3 hours

Learning Outcomes

• Learn the basic principles of cooperative competition • Discover how cooperative competition achieves the greatest results • Develop the team and interpersonal skills that drive cooperative competition

Complete Game I Materials to train up to eight teams of 2–6 players at one time

Extra Game Pack I Materials to train an additional team of 2–6 players

NEGOTIATING & SELLING

Get the win-win formula for successful negotiating Negotiating Style Profile Everybody negotiates. Buyers negotiate with sellers, management with labor, supervisors with their teams, teams with other teams. The quality and nature of the negotiations that your organization’s people conduct with customers, suppliers, and one another have an enormous impact on the work atmosphere as well as the bottom line.

Welcome to a better way to train.

ABOUT THIS PRODUCT

With the experiential solutions of HRDQ,

you’ll engage and involve your learners. And research shows that’s what makes the difference. According to the NTL Institute for Applied Behavioral Sciences, people remember just half of what they hear in a lecture, while they retain up to 75% if they can “practice by doing.”

About the HRDQ Research & Development Team services starts with our Research & HRDQ’s commitment to theory-driven products and backbone of all of our products and services, Development Team. Our development process is the or custom interventions. In addition whether we’re creating off-the-shelf learning instruments are trained in behavioral science research to holding advanced degrees, all of our team members so you can be assured that the products techniques and have practical training-room experience, and scientifically tested. you are purchasing have been professionally developed For more information about the HRDQ Research & www.hrdq.com.

Development Team, please visit our website at

“

Developers Rollin Glaser, EdD Christine Glaser, MEd

Developing effective negotiating skills requires understanding that the aim of genuinely skillful negotiators is not to crush opponents but to build productive relationships. It also requires insight into one’s own negotiating style and the styles of others.

Contributors

Kate Wartchow, PhD Cathy J. Proviano, MEd Production Team

Technical Editor Barbara Roadcap Assistant Editor Jennifer Jones Art Director Tom Upton Graphic Designer Tamara J. Stala

Building a model with teammates. Taking a skills assessment. Role-playing. Action planning.

It’s all part of the HRDQ experience. For more than 25 years, we’ve helped thousands of leading organizations improve performance by just sitting and listening, memorizing and solve business challenges with learning prepackaged assignments, and spitting solutions | compromise | collaborate | withdraw | accommodate defeat based on our unique Experiential Learning out answers. They must talk about Model™. what they are learning, write about it, And we want to help you do the same. relate it to past experiences, apply it to their daily lives. They must make what they learn part of themselves.

A.W. CHICKERING AND Z.F. GAMSON “SEVEN PRINCIPLES FOR GOOD PRACTICE” AAHE BULLETIN, 1987

CLIENT

you find the right products to match your training needs.

800.633.4533

2002 Renaissance Boulevard #100 defeat | withdraw | accommodate King of Prussia, PA 19406-2756 | compromise | collaborate ®

800.633.4533 ■ www.hrdq.com

Copyright © 1982, 1986, 1991, 1996, 2005 HRDQ. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

EN-03-AG-07

FACILITATOR GUIDE

FACILITATOR GUIDE

FACILITATOR GUIDE

FACILITATOR GUIDE

Inc. Managed by Organization Design and Development,

Third Edition

Call on us today. We’ll help Third Edition

Negotiating Style Profile CODE 0104S may be ordered from:

Third Edition

Third Edition

Third Edition

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

The Negotiating Style Profile (NSP) is an assessment that provides that insight. Based on William Ury’s and Roger Fisher’s approach in Getting to Yes, and the well-respected Thomas-Kilmann Conflict Resolution Model, the assessment identifies preferences for one of five negotiating styles: Defeating, Accommodating, Collaborating, Withdrawing, or Compromising.

”

rev 06.07

| collaborate

PARTICIPANT GUIDE

FEEDBACK SOLUTIONS

of high-quality, well-researched training HRDQ puts theory to work through the development for individuals, teams, and programs, assessments, games, and other learning resources these products through its catalog and organizations. For over 25 years, HRDQ has distributed consulting services, custom-developed a worldwide network of distributors. HRDQ also offers products, and organizational analyses.

®

defeat | withdraw | accommodate | compromise

NEGOTIATING PROFILE

ABOUT HRDQ

Negotiating Style Profile Feedback — Third Edition CODE 0104E3FB may be ordered from:

NEGOTIATING PROFILE

NEGOTIATING PROFILE

Learning is not a spectator sport. Learners do not learn much

Design and Development, Inc. All rights reserved.

Copyright © 1982, 1986, 1991, 1996, 2005 by Organization or transmitted in any form No part of the contents of this booklet may be reproduced the publisher. or by any means without the written permission of

® ®

Third Edition

NEGOTIATING PROFILE Third Edition

®

®

®

®

®

defeat | withdraw

Learning Outcomes

defeat | withdraw

We recommend HRDQ’s QuickStart Training to prepare you for your first class.

Personalized, one-on-one telephone coaching is provided at your convenience.

Includes an overview of the Negotiating Style Profile theory and model, facilitation tips, typical participant questions, and more.

compromise | collaborate

Dimensions • Defeating • Withdrawing • Accommodating • Compromising • Collaborating

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background I Free Download at HRDQstore.com

E FACILITATOR GUID Second Edition

wiTh

Edition Guide — Second s Facilitator

Tough Negotiator Dealing with CODE 0164E2FG from: may be ordered

®

Product Type Assessment and Workbook

WITH

TIATORS TOUGH NEGO

Tough NegoTiaTors

e Boulevard #100 2002 Renaissanc 19406-2756 PA King of Prussia,■ www.hrdq.com 800.633.4533

®

defeat | withdraw | accommodate | compromise | collaborate

Inc.

reserved.

Design and Development, Inc. All rights Organization Managed by in any form or Design and Development, or transmitted 2005 by Organization be reproduced Copyright © 1996, booklet may the publisher. contents of this permission of No part of the without the written by any means

AM 3/15/2005 9:17:28

ParTiCiPaNT guiDe FG crv-bk Dealing

with Tough Neg.indd

1

Second Edition

Dealing with Tough Negotiators Participant Guide — Second Edition CODE 0164E2PG may be ordered from:

®

2002 Renaissance Boulevard #100 King of Prussia, PA 19406-2756 800.633.4533 ■ www.hrdq.com

Managed by Organization Design and Development, Inc. Copyright © 1996, 2005 by Organization Design and Development, Inc. All rights reserved.

No part of the contents of this booklet may be reproduced or transmitted in any form or by any means without the written permission of the publisher.

Number of Items 30 Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 1–3 hours

WITH

ORS TOUGH NEGOTIAT ®

PG crv-bk Dealing with Tough Neg1 1

8/28/2006 9:22:19 AM

WORKBOOK

Measures Proficiency at handling tough negotiators

Second Edition

Theoretical Background I Free Download at HRDQstore.com

www.dekon.biz / office@dekon.

Time Required Scoring: 15 minutes Interpretation: 1 hour Workshop: 1.5 hours (optional)

You can’t turn a tough negotiator into a collaborative, problem-solving partner. But you can achieve win-win outcomes if you apply the right negotiating techniques from Dealing with Tough Negotiators. The assessment teamed with the workbook provides insight into skill level and ample negotiating skill practice.

QuickStart Training I 2 hours of telephone coaching for facilitators

Measures A preference for one of five individual negotiating styles

| accommodate |

Number of Items 30

Dealing with Tough Negotiators

Self Assessment I Quantity discounts start at 50 units.

Participant Workbook I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Product Type Assessment Third Edition

®

First Time Facilitating the Assessment?

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

compromise | collaborate

NEGOTIATING PROFILE

• Understand five styles of negotiating • Identify personal negotiating characteristics • Learn why a win-win approach is most effective • Gather peer feedback about one’s negotiating style

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

| accommodate |

®

AM 3/15/2005 9:04:54

WB crv-bk Dealing

with Tough Neg.indd

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NEGOTIATING & SELLING

Product Type Assessment

What’s My Selling Style?

Measures Personal preference for one of four selling styles based on personality

Can salespeople improve their performance just by understanding their selling style? Yes! Those who are aware of their personal style are more effective than those who are not. What’s My Selling Style? helps individuals analyze how they typically behave in a sales situation, identify their customers’ styles, and learn how to adjust their own style to match the customer. With increased awareness and flexibility, salespeople can use style to maximize sales and rise above the competition.

Number of Items 20 Dimensions • Direct • Spirited • Considerate • Systematic

Learning Outcomes

• Identify one of four personal selling style preferences: Direct, Spirited, Considerate, or Systematic • Understand how to leverage style strengths and avoid trouble spots • Learn the clues to determining a customer’s personal style • Discover how to adjust to match the customer’s style • Find out how to sell to any personal style

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 1.5 hours (optional)

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

© 2009

HRDQ

Playing with Style

3 Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs

From The Thiagi Group, Playing with Style is a collection of interactive and engaging card games that build fluency in the four HRDQ Style Series’ personal styles: Direct, Spirited, Considerate, and Systematic. A fun way to build energy, add excitement, and reinforce learning!

© 2009 HRDQ

3 Peo ple desc ribe me as a goo d liste ner who is sens itive to of othe rs. the feeli ngs

Fast and Fun Card Games for Improving People Skills Facilitator Guide

3

ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to of other s.

ibe me as Peopl e descr er who is a good listen the feelin gs sensit ive to of other s.

Complete Game

SivaSailam “ Thiagi” Thiagarajan & Tracy TagliaTi

3

S

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ntory ILLS inve ELLING SK

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Extra Card Deck

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Kenneth R. Phillips

Measures Aptitude in six different selling skills

Time Required Scoring: 10 minutes Interpretation: 1 hour Workshop: 3 hours (optional)

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Selling Skills Inventory

Product Type Assessment

Number of Items 20

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background I Free

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S K I L L S

R Y I N RV D E END TI T OI O N T H I

A T O R F A C I L I T THIRD EDITION

k e n n e t h

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G U I D E p h i l l i p s

Teach your salespeople the basics of smart, collaborative selling with the Selling Skills Inventory. This instrument measures aptitude and also outlines a collaborative, step-by-step sales model that can be put to immediate use.

Individuals identify selling skills strengths and weaknesses and discover how to change the customer’s perspective on the sale. The Selling Skills Inventory is perfect for situations in which building long-term customer relationships is critical to the selling process.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Selling and Customer Service Activity Collections Choose from loose leaf or digital formats

Inbound Telephone Skills

Customer Service Activities for Training

50 Customer Service Activities

Outbound Telephone Skills

Sales Training Activities

CUSTOMER SERVICE

Becoming a Customer Service Star Third Edition

Bruce R. Matza In today’s business climate, customer service training is more important than ever.

Becoming a Customer Service Star gives individuals a quick and accurate picture of their customer service strengths and weaknesses in 5 key areas: • Feel Positively Toward Customers • Encourage Customer Feedback • Respond to Customer Problems • Develop Repeat Relationships • Seek to Exceed Customer Expectations Use it for individual analysis, as a measure of personal development, as a tool for building a customer service team, or to identify changes needed in operating procedures. Becoming a Customer Service Star gives people multiple ideas for improving customer service and retention, including tips and action planning.

Learning Outcomes

• Create a profile of individual customer service strengths and weaknesses • Recognize opportunities to improve customer service and retention • Identify an individual action plan to enhance service in the five key areas

Self Assessment I Available in online and print formats.

Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

QuickStart Training I 2 hours of telephone coaching for facilitators Theoretical Background

I

Free

Knock Your Socks Off Service

Product Type Assessment Measures Skill level in 5 key areas of customer service performance Number of Items 25 Time Required Scoring: 10 minutes Interpretation: 1.5 hours Workshop: 2 hours (optional)

Product Type Assessment

Ronald E. Zemke

Make sure you know what your customer wants and expects of you. Be flexible in meeting those demands. Treat the customer like a partner rather than an adversary. And work like heck to make it easy for the customer to do business with you. That’s what “knock your socks off service” is all about. Based on Ron Zemke’s best-selling Knock Your Socks Off Service® book series, this set of powerful training tools provides customer service managers and employees with valuable insight into their organizations’ ability to deliver world-class service – and helps them create an action plan for improvement.

Employee Assessment I Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators

Manager Assessment I Quantity discounts start at 50 units.

Theoretical Background

I

Free

Measures Eight dimensions of customer service Number of Items 79 (each version) Time Required Scoring: 25 minutes (each) Interpretation: 1 hour (each) Workshop: half day (optional)

Internal Customer Service Assessment How well are you meeting the challenges of providing service within your organization? The Internal Customer Service Assessment illustrates the real differences between internal and external service. The assessment is designed to help internal service providers evaluate how well they are practicing the behaviors that constitute excellent internal service — and then assists them through action planning to improve those behaviors.

Self Assessment I Quantity discounts start at 50 units.

QuickStart Training I 2 hours of telephone coaching for facilitators

Facilitator Guide I Includes sample Participant Guide

Product Type Assessment Measures Internal customer service skill level in areas inside and outside of the organization Number of Items 30 Time Required Scoring: 25 minutes Interpretation: 40 minutes Workshop: half day (optional)

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Facilitator Guide I Includes sample Participant Guide

44

PROBLEM SOLVING & DECISION MAKING

Problem Solving Style Inventory Kenneth R. Phillips

Do your managers resist involving their employees in the problem-solving process — even when a participative approach is the most appropriate? Help them to learn whether their problem-solving and decision-making preferences work for or against them with the Problem Solving Style Inventory. The assessment measures a manager’s dominant style of solving problems and making decisions.

The Problem Solving Style Inventory also includes a peer feedback component for additional insight.

Product Type Assessment Measures A manager’s personal preferences for problem solving and decision making Number of Items 30 Time Required Scoring: 10 minutes Interpretation: 45 minutes

Learning Outcomes

Understand which problem-solving and decision-making styles one is predisposed to use or ignore, determine whether one’s use of the five styles is appropriate for the situation, identify the important factors to consider when choosing a problemsolving or decision-making style, and master the ability to assess one’s work group and choose the style that fits best.

Self Assessment I Quantity discounts start at 50 units.

Peer Feedback Form I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Theoretical Background

I

Free

Problem Solved!

Product Type Assessment Measures How well individuals handle everyday problems

You face a wide range of problems at work, but it’s the small, everyday problems that really take a chunk out of your day. So how do you solve these problems and still leave time for the more complex issues at hand? Problem Solved! is an assessment that provides an easy-to-use, five-step problem-solving process.

By using this process, individuals can identify and monitor their skill level at each step.

Learning Outcomes

• Learn an effective way to solve everyday problems • Identify strengths and weaknesses at each step of the process • Create action plans for improvement

Number of Items 25

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Time Required Scoring: 10 minutes Interpretation: 1 hour

QuickStart Training I 2 hours of telephone coaching for facilitators

Theoretical Background

I

Free

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Intuitive Decision Making Profile

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Jim Andrews, PhD

Product Type Assessment Measures A manager’s ability to utilize intuition in decision making Number of Items 40 Time Required Scoring: 15 minutes Interpretation: 1 hour

Research shows that one of the critical skills separating good leaders from great leaders is the conscious use of intuition in daily decision making. Great leaders actively call on their intuition to enhance decision making, whereas less effective leaders tend to rely too heavily on traditional approaches. The Intuitive Decision Making Profile is an assessment that helps managers learn to make complex decisions by putting their “database” of real-world knowledge and experience to work using their intuition.

Learning Outcomes

Discover the extent to which leaders already utilize intuition, determine when it is appropriate to use intuition in decision making, learn to identify and overcome emotional and cognitive “blocks,” and enhance the conscious use of intuitive decision making.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Lorraine L. Ukens

In today’s fast-paced, turbulent world, the urge to be less than honest can sometimes fall into the mix. Watching others cheat or behave unethically has a negative impact on groups, teams, and organizations. What Would You Do? is an interactive game that offers a hands-on classroom training experience on the core concepts of teamwork and ethical decision making. It is an excellent method of teaching these concepts because participants experience the effects of individual actions and the consequences they can cause for everyone.

The game presents eight decision-making scenarios that force participants to make difficult ethical decisions. The first activity is based upon the classic “prisoner’s dilemma” study. For each of the seven other challenges, players have to choose whether to take a collaborative or competitive strategy.

Learning Outcomes

• Explore the opposing but related concepts of collaboration and competition • Learn how to make better choices under pressure • Understand the importance of trust – and how it can be lost • Show individuals what it takes to work in a partnership to achieve the best results

Participant Workbook I Quantity discounts start at 50 units.

Facilitator Guide

Objective To help individuals make ethical decisions Time Required 3 hours

I

Decision-Making Style Inventory William C. Coscarelli

Flexibility in decision-making style has been shown to improve the quality of personal relationships. And recent research suggests that it is also a hallmark of successful managers. The most effective leaders are those who have developed the ability to adapt or “flex” their decision-making styles as their roles and responsibilities change. The Decision-Making Style Inventory is a proven, easyto-understand way to assess decision-making style. The assessment measures four dimensions: Systematic, Spontaneous, Internal, and External. The DecisionMaking Style Inventory isn’t about being smart or dumb, right or wrong. Rather, it’s about how we gather information, organize, and then process it.

Learning Outcomes

• Define the four primary decision-making styles • Identify one’s preferred style of decision making • Understand the strengths and liabilities of each style • Learn how to develop the ability to adapt and flex one’s style

Product Type Assessment Measures An individual’s decision-making preferred style Dimensions • Systematic and Spontaneous • Internal and External Time Required Scoring: 20 minutes Interpretation: 1 hour Workshop: 3 hours

Facilitator Kit I Includes sample Participant Guide

Participant Workbook I Quantity discounts start at 50 units.

Participant Management Profile Optimizing Your Decision-Making Style John E. Jones, PhD and William L. Bearley, EdD

Give managers a dependable formula for effective group decision making with the Participative Management Profile. The assessment asks managers to respond to 20 typical workplace situations. Results reveal which decision-making styles are effective and which need more practice. In addition to a discussion guide, the Participative Management Profile includes a hand memory jogger designed to help managers with on-the-spot decision making.

Self Assessment I Quantity discounts start at 50 units.

Facilitator Guide I Includes sample Participant Guide

Product Type Assessment Measures The effectiveness of a manager’s preferred decision-making style Number of Items 20 Time Required Scoring: 10 minutes Interpretation: 1 hour

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Self Assessment I Quantity discounts start at 50 units.

Product Type Game

PROBLEM SOLVING & DECISION MAKING

What Would You Do? A Game of Ethical and Moral Dilemma

46

ONLINE ASSESSMENTS

Skill development is only a few clicks away.

Whether you are a trainer who needs to administer assessments to a large audience, or an individual interested in personal development, Dekon offers online assessments for skill development on a wide range of topics, including change management, communication, leadership, negotiating, and more.

Online Assessments for Groups

Online Assessments for Individuals

Gone are the days of mailing pre-work to participants, shuffling paperwork, and tabulating scores in your head. Now there is a streamlined solution that will transform the way you prepare for and deliver training with online assessments, whether your audience is 20 or 2,000.

If you are looking for self-study personal development tools, here is a great place to start. We offer a wide range of online assessments that can help individuals gain valuable insight, make progress on their career goals, and improve their performance at work.

The Dekon Assessment Center, our online portal, gives you complete control over the entire process, from purchasing and distribution to administration, scoring, and data management – all with just a few clicks of a mouse.

Comprehensive and easy to use, each online assessment includes a personalized report that provides individuals with all of the interpretive information and action planning they need to inspire growth and lasting change.

As a trainer, the Dekon Assessment Center enables you to:

With each assessment individuals receive:

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• • • • • •

47

Distribute assessments instantly Manage and track participant progress Access scores immediately Centralize data collection and management Provide full-color reports to your audience Print interpretive reports on demand

Distribute assessments to a global audience all at one time

• • • • • •

24/7 access to a secure personal account Access from any location, at any time Automatic scoring and instant results Personalized, full-color interpretive reports Comprehensive interpretive information Action planning worksheets

Receive results instantly

Login to a secure, personal account

ONLINE ASSESSMENTS

Free Demo try any online assessment

Contact us

o f f i c e @ dekon.biz Limited-time offer.

Page 40 40 41

Communication

Page 11 10 12 8 13 9

Leadership and Coaching

Page 32 29 33 27

Learning

Page 37 37

Negotiating & Selling

Page 43 44

Other Topics

Page 45 22 44 38

Interpersonal Influence Inventory Learning to Listen Neurolinguistic Communication Profile Personal Style Inventory What’s My Communication Style?

What’s My Style?

Get Fit for Coaching Supervisory Skills Questionnaire What’s My Coaching Style?

What’s My Leadership Style?

Learning Styles Questionnaire What’s My Learning Style?

Negotiating Style Profile What’s My Selling Style?

Becoming a Customer Service Star New Trust – The Ultimate Test What’s My Selling Style?

What’s My Time Style?

Individuals receive personalized, full-color reports

24/7 access to completed assessments

Reports include comparative data and background information

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Change Management

Change Reaction Leading Change at Every Level New Mastering the Change Curve

48

INDEX

INSTANT ACTIVITIES

50 Customer Service Activities 44 50 Communication Skills Activities 10 22 Activities for Mastering Outbound Calls 44 22 Training Events for Developing Team Leaders 21 25 Problem-Solving & Decision-Making Activities 38 Activities for Mastering Inbound Calls 44 58½ Ways to Improvise in Training 36 Achieving Peak Performance

Choose from loose leaf or digital formats!

Becoming a Customer Service Star 45 Benchmarks of Team Excellence 22 Best Boss Inventory 28 Beyond the Valley of the Kings 16 Black Bear 17 Breakthrough Creativity Profile, The 34 Building the Communication Bridge Capitalizing on Your Learning Style (LSQ) 37 Cave Without a Name 16 Change Reaction 40 Choosing and Using Music Coaching Achievement 33 Coaching Skills Inventory 33 Common Currency 42 Communication Derailed 12 Compact Cases 36 Comprehensive Leader, The 25 Conflict Strategies Inventory (CSI) 39 Creating an Emotionally Intelligent World 14 Creating Team Synergy Customer Service Activities for Training 44 Dealing with Change 40 Dealing with Tough Negotiators 42 Decision Making Style Inventory 47 Deir el-Medina Do Your Best Effective Team Member Profile Empowerment Profile Emotional Intelligence Skills Assessment (EISA) 15 Encouraging Innovation Through 5 Key Conversations 34 Energizers Exploring Personal Styles 8

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Facilitator Behavior Questionnaire Facilitator’s Toolkit 36 Five Dysfunctions of a Team 21 First Aid for Stress 39 Flight from Savo 28 Focused Leader Profile 31 Force Field Problem Solving Model

49

Get Fit for Coaching — A Skill Practice Game 32 Get Fit for Coaching — Assessment 32 Group Development Assessment (GDA) GroupThink Index Influencing with Assertive Communication 11 Internal Customer Service Assessment 45 Interpersonal Influence Inventory (III) 11 Intuitive Decision Making Profile 46 It’s Okay to Be the Boss 26 Jungle Escape 19 Junkyard Games 35 Just My Type 8 Kirkpatrick Express Evaluation Toolkit, The 36 Knock Your Socks Off Service (KYSOS) Series 45 Leader-Manager Profile 31 Leadership Practices Inventory 25 Leading Change at Every Level 40 Leading Success 30 Learning Preference Assessment Learning Styles Questionnaire (LSQ) 37 Learning to Listen 10 Maestro — The Team Performance Game 23

Marooned 16 Mars Surface Rover 24 Mastering the Change Curve 41 Meeting Repair Kit Mentoring in the Moment 38 Negotiating Style Profile (NSP) 43 NegotiatingSuccess 42 Negotiating Win-Win Solutions 42 Neuro-Linguistic Communication Profile (NCP) 12 Outback 16 Participative Management Profile (PMP) 46 PartnerPower Pen and Paper Games for Training 36 Performance Appraisal Skills Inventory (PASI) 38 Performance Management Through 5 Key Conversations 38 Personal Style Inventory (PSI) 8 Portnoy’s Dilemma Power Learning Library 5 Presentation Skills Profile (PSP) 12 Problem Solved! 46 Problem Solving Style Inventory 46 Project Leadership Assessment 30 Pump Them Up! 21 Put Customers First Rainforest Game, The 22 Reproducible Program Library 4 Responsive Leadership Questionnaire 31 Sales Training Activities 44 Selling Skills Inventory 44 SkillBuilders: 50 Communication Skills Activities 10 SkillBuilders: 50 Customer Service Activities 44 Stepping Up 26 Stress Control Biofeedback Card 39 Style Series 6 Supervising with Confidence 30 Supervisory Skills Questionnaire 29 Swamped 16 Tall Ships 23 TeamBook 21 TeamBuilders 21 Team Communication Inventory TeamConflict 39 Team Conflict Strategies Inventory 39 Team Development Activities for Trainers 21 Team Effectiveness Profile (TEP) 18 Team Leader Survey 25 TeamPower 18 TeamShare 23 Team-Work & Team-Roles 20 Telephone Skills Training Manual, The 44 Training Needs Assessment Tool Trust - The Ultimate Test 22 Vacation in the Keys 16 VisualsSpeak 10 Walking the Empowerment Tightrope What’s My Coaching Style? 33 What’s My Communication Style? 13 What’s My Leadership Style? 27 What’s My Learning Style? 37 What’s My Selling Style? 44 What’s My Style? 9 What’s My Team Member Style? 20 What’s My Time Style? 38 What Would You Do? 47 Whiteout 16 Working Through Organizational Change Work Satisfaction and Renewal Series

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