Development Through Assessments

Learn what you don't know and gain the success you desire.

The common thread throughout history has been that you learn mastery performance from the master.

Whatever quality or skill you want to develop, you "get it" by hanging out with people who have it. You achieve success and happiness by starting with the right teacher as well as identifying what it is you want to achieve.

In today's environment of changing technology and evolving complexity, you don't have to fake it.

Learning what we don't know we don't know helps us to understand why we do what we do. As we become more self aware, we can consciously choose how we wish to improve our lives. seeks to help you answer fundamental questions, like "Who am I?" and "What is the nature of the world in which we live?" Our answers to these questions dictate the quality and characteristics of our personal relationships with family, friends and employers/employees.

Online Assessments can significantly contribute to individual and organizational effectiveness when used wisely. Success is not an individual matter -- it depends upon our relationships with others.
 
Knowing who you are and what you are meant to do gives you the energy to transform your life.

Knowing how you impact others can establish solid beginnings for developing productive relationships.

Assessments can provide information to you on "Who am I?", "How do others see me?" and "How do I relate to others?".

Assessment FAQs:

Do you have the right personality to work here?

That is a question many employers are asking these days...and...they are turning to online assessment tools to find the answer.

Software advances and ever-more sophisticated instruments are making the use of Web-based assessments easier and more cost-effective. As a result, they are catching on as a way to gauge the compatibility of a range of job seekers. - The Wall Street Journal, Nov 26, 2002, p.B8

What is the definition of 'validity' in a self assessment?

"There's a simple way to think about validity. In selecting or promoting employees, we want to answer one simple question: Do people who do better on this test perform better on the job?" - Hiring Great People - McGraw-Hill, 1999 p.137

What are the types of 'validity'?

• Face (Do the results make sense?)
• Content (Are the questions job-relevant?)
• Construct (Are the scales/results sound?)
• Criterion (Do results match job performance?)

How do you solve the problem of candid feedback to executives when they know that people are not telling them everything they need to know?

Executives need to seek out negative, as well as positive, feedback. The executive can let it be known that s/he is open to receiving critiques of his or her ideas or leadership skills.

Executives can also agree to using a 360-degree assessment method to develop a plan for personal improvement. Asking input from many people; subordinates, colleagues, superiors, peers and even family members can offer multiple perspectives. Since a person can be different with each person, it is important that many respondents be involved so an overall consensus is derived from the assessment. This multiple perspective is designed to give a fuller picture of the "real" person.

How does the online assessment with interpretation process work?

First, you select and pay for the online assessment you wish to take and have interpreted by providing contact and credit card payment by emailing Anne@Learning-Exchange.com.

Next, you receive an email message with instructions, including a request for personal information, including the email address, of the person that will be taking the online assessment.

Instructions on how to contact us will be provided for the telephone interpretation of the assessment report. Expect the email message from the assessment professional to the person who will complete the online assessment to take up to 24 hours for delivery from receipt of the personal information requested.