Tero Cards are a user-friendly planning tool for identifying the training and development gaps that exist between the skills of the people and the competencies that are needed to implement business strategies.
They are designed to help organizations:
- Identify key competencies
- Assess skill gaps
- Prepare development plans
- Implement training initiatives
Tero Cards were developed by the training professionals at Tero International, Inc., a leader in the research, design and delivery of personal and interpersonal skills training since 1993. The on-line game version was designed and developed with the assistance of the staff and students of the Armstrong Institute for Interactive Media Studies at the Miami University of Ohio.
Assess yourself or your organization by downloading a pdf of these Tero-designed assessment inventories:
To measure the strengths of your organization from a human perspective, download and complete the following inventory:
To measure the negotiation behaviors you most frequently rely on, download and complete the following inventory:
Some of the assessment instruments used in Tero workshops and coaching sessions include:
The Myers-Briggs Type Indicator (MBTI) is founded on the work of Swiss psychiatrist, Carl Jung. Jung suggested that differences in behavior are the result of the way each of us prefers to gather information, make decisions, reenergize, and order our lifestyle. In 1942, Katherine Briggs, and her daughter Isabel Briggs Myers, began to design a scientifically rigorous instrument that would reliably explain and classify personality types based on Jung's theories of differences. Their interest in Jung's theories was spurred by World War II and their belief that the war was caused in part by a general misunderstanding of differences. Their hope was that the MBTI would be one way to promote the constructive understanding of differences between people.
By filling out a simple questionnaire, the MBTI reliably sorts people into categories to which they already belong. Participants often comment that hearing the feedback is "like looking in a mirror." The MBTI puts words to what people have often suspected about themselves but lacked the language to describe.
In their excellent book, The Leadership Challenge, Kouzes and Posner discuss five practices that are linked to leadership success. The Leadership Practices Inventory (LPI) is a 360 degree assessment instrument designed to provide feedback to individuals on their strengths (and development areas) in each of the five practices. Feedback is collected and sorted by self-assessment, direct reports, managers and others.
The five leadership practices measured in the LPI are: Challenging the Process, Inspiring a Shared Vision, Enabling Others to Act, Modeling the Way and Encouraging the Heart.
Kouzes' and Posner's research spans over 20 years and encompasses a very large international sample of managers and leaders from all types of organizations and levels within organizations. Sound psychometric properties include high internal reliability, test-retest reliability, and both face validity and predictive validity.
Click on the Leadership Practices Inventory logo for additional information.
SOCIAL STYLE is an interpersonal effectiveness model. It is easy to understand and apply which means individuals and organizations can quickly improve productivity simply by understanding the four SOCIAL STYLEs: Driving, Expressive, Amiable and Analytical.
A key element of the SOCIAL STYLE Model is the concept of Versatility. This is a measurement of ability to work productively with others. A person's Versatility is a better predictor of business success than their Style.
Click on the SOCIAL STYLE logo for additional information.
The Intercultural Developmental Inventory (IDI), developed by Dr. Mitchell Hammer and Dr. Milton Bennett, is a 50 item theory based instrument that measures intercultural sensitivity as conceptualized in Bennett's Developmental Model of Intercultural Sensitivity (DMIS).
The DMIS is a framework for explaining the reactions of people to cultural differences. Dr. Bennett has identified a set of fundamental worldviews that act as orientations to cultural difference. The IDI measures an individual's or group's worldview orientation to cultural difference, and thus the individual's capacity for intercultural competence. As a theory based test, the IDI meets the standard scientific criteria for a valid and reliable psychometric instrument.
Inscribed over the entrance to the temple at Delphi was the counsel to know thyself.
Similarly, although the passage of time has added to the confusion over the best way to achieve optimum performance, the one thing experts have long agreed on is that the beginning of leadership, team development and personal effectiveness is self-knowledge. Unfortunately, this is easier said than done. It is often hard to take an objective look at oneself. Knowing self; strengths and blemishes, habits and beliefs, values and self-image, may be the most challenging task any of us faces but it is also the most important.
Through the use of personal assessment inventories, 360 degree assessment instruments, and methods like video recording and specific behavioral feedback, individuals enjoy the rare opportunity of seeing themselves as others see them.
Tero's Assessment Center also helps organizations by providing valuable data for critical decision-making such as hiring, employee development, leader development and succession planning.
Ann Block, Director of Client Relations
Tero International, Inc.
Phone: 515-221-2318 (ext. 204)