Personal Change

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We assess the needs of the organization through various means to determine the current reality. We find out what characteristics are needed to fulfill given roles. Then we assess the individual in the role using the Simmons Personal Survey to determine how well can they do the job.

Factors assessed:

• Emotional Energy; your engine.
• Stress; how much between who you are and who you portray yourself as.
• Optimism; how positive or negative you are.
• Self-esteem; how do you feel about yourself.
• Work; how much or little do you enjoy working.
• Detail; how in-depth can you get.
• Change; how willing are you to be different or do different things.
• Courage; how willing are you to take or avoid risk.
• Direction; how dependent or independent are you.
• Assertive; how willing are you to tell others how you feel, what you want or need.
• Tolerance; how patient are you.
• Consideration; how concerned are you with your needs versus others needs.
• Sociability; how well do you like people.

We present the individual the results of their Simmons and devise a plan for improvement with them. Giving them as many choices as possible about how to make the improvements. These changes at work are linked to their personal goals and values. We give them a positive and realistic expectation of the amount of training involved. We assess if the individual is ready to improve, if not, we make readiness the issue.

Our goal is to build a positive relationship between the individual and their trainer. We want the individual to take charge of their learning experience with clear goals on specific behaviors or skills that are the target to improve the work performance.

Goals are broken into manageable steps that the participant and trainer can agree upon and the participant wins with. Provide opportunities for the participant to practice the new competencies in the workplace. Have those around them give feedback on the performance with these new competencies to reinforce positive steps

Our training methods use experiential methods to engage all the senses so the trainee will understand the competencies better and actually improve. We develop a culture of learning and growth within the organization. Lastly, we reevaluate by administering the Simmons after a year; examine other measures such as absenteeism, grievances, performance appraisals, etc. to determine the success of the participant in improving.

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