The need-press inventory is a psychologically grounded tool for understanding people's behavior in the work place. the tool consists of three sets of questions which can be answered either in 1 or 2 and 3 sessions. The questions deal with a person's self conduct, approach to tasks, and interpersonal perspective [or emotional intelligence], respectively.
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|Individual||How do I improve my performance?||Do I know my strengths and limitations?||What will be my development plan?|
|Team||How do we improve our team/department's performance?||What are our team/department's strengths and challenges?||How do we want to improve as a team or department?|
|Organization||How do we improve our culture and overall performance?||What do the organizational assessments tell us?||What will be our strategic plan going forward? What goals do we share?|
The need to develop and continue to develop senior leaders and those future leaders appears to be important for any organization today. This is usually a confidential relationship between the client (manager, leader) and the consultant. Our consultants at PAS are all PhD level psychologists with several years of experience working with individual leaders and managers. Our consultants use a wide variety of behavioral techniques and methods from their experience to assist the client in his/her professional development. One feature of executive coaching is to provide a specific plan to improve their performance.
There are several methods available to measure individuals through assessment. We use a variety of tolls such as intelligence testing, leadership style, personality dimensions, interpersonal style, personal preferences, ability skills and critical thinking styles. These are but a few of the many ways to address individual assessment. Once again, our consultant will work with you to define and decide together which ones will be used.
There are several established method and means to assess a team. Our consultants will explore what the goals of the team may be and which methods and strategies will be most useful. Sometimes their individual assessment can be used to collate their results into a team report such as an EQ measure. It is important to clearly define the purpose of the team development imitative to help structure a positive and productive outcome.
Sometimes it is important to acquire a metric describing the entire organization. Again, there are several tools and methods to do so. Our highly trained and experienced consultants will work with senior leaders and others to identify the most useful strategy for their given organization. Each organization has a unique culture and needs to be clearly understood while considering an organizational assessment.