CDR 3-D Assessment Suite: Going beyond the 360⁰ Leader Scan

For those of you who have been looking for the “get rich quick” scheme of becoming a successful leader, I’m afraid you will never find the answer. But, there are ways out there to determine your performance characteristics and leadership skills. For most people, the 360⁰ Leader Scan is a great way to understand how ones performance, behaviors, and communication affect others. This approach is used by nearly every Leadership and Executive coaching company out there.

CDR Assessment Group has developed a program that looks more in-depth and determines the WHY factor that the 360⁰ does not explain. The CDR 3-Dimensional Assessment Suite is a revolutionary approach that provides unique insight into a leader’s key strengths and development needs by looking at a character assessment, risk factors & derailers, and drivers & rewards.

The reasons why the CDR 3-D Suite is more desirable?

• Clients report shaving 1.5 to 2 years off of the talent development cycle time
• No other tool comes close to specifically identifying individual strengths, risks, and motivations
• Results are straight forward, accurate, and hard hitting with no sugar coating
• Results measure bottom line benefits, and
• There is no reason to EVER re-test because results can be used for multiple consulting applications

Although we do not claim to have the answer to becoming the PERFECT leader, our 3-Dimensional approach is as close as anything comes to predicting future performance.

For more information on the CDR 3-Dimensional Assessment Suite or 360⁰ Leader Scan visit our website at http://cdrassessmentgroup.com/

Dont Worry-Be Decisive: How worrying can affect productivity in the workplace

Do you ever over-think, worry, or delay decisions? Well, no more need to fret as Nancy Parsons and Kim Brinkmeyer Ph.D., of CDR Assessment Group, continue their “Risk Factors” webinar by discussing “Worriers”.

This webinar goes into detail on the following topics:
· Why worriers worry
· How worriers can derail their own success
· The cost of worrying
· The Top 10 tactics to fret no more
· Building your decision making skills, and
· Action plans for worriers

The presentation teaches listeners to understand what causes them to worry and how to stop the vicious cycle of worrying. By the end of the discussion, listeners have insight and tactics on how to overcome the “risk” of worrying, and become more productive in the workplace.

For more information on the “Worriers” webinar, or dates of future webinars, visit us at http://www.cdrassessmentgroup.com/ or call 918-488-0722.

Webinar Title: How Inherent Risk Factors Interfere with Your Success

Date: Tuesday, July 12, 2011 Time: 12:00 noon Eastern Time Webinar Duration: 90 minutes

Fee: $199

Introductory Session Description:

Did you know that everyone has inherent “Risk Factors”, or ineffective coping strategies, that can impede performance success or damage relationships? The fact is that Risk Factors are part of your inherent behavior tendencies and responses. Risk Factors are likely to show more when you are stressed, facing conflict, adversity, or once the honeymoon is over on the job.

This webinar is an introduction to the eleven inherent Risk Factors that can undermine performance and throw, even the most promising career, off track. The CDR Risk Factors include: PLEASER, CYNIC, EGOTIST, WORRIER, FALSE ADVOCATE, UPSTAGER, HYPER-MOODY, ECCENTRIC, RULE BREAKER, PERFECTIONIST and DETACHED.

What you will learn:

• How to spot Risk Factors in yourself and others


• The ways Risk Factors impact you and others


• Learn how Risk Factors can derail performance


• Quiz – making sure you can identify all eleven Risk Factors


• Ways to mitigate or neutralize your own Risk Factors


• Ideas for building effective, non-sugar-coated, action plans for development
  

email: cdrinfo@cdrassessmentgroup.com or call 918-488-0722 for enrollment information.

CDR Announces Webinars to Help You Manage Your "Risk Factors"

CDR has announced the launch of a series of twelve hard hitting and relevant Webinars to help leaders and professionals identify and manage their own inherent Risk Factors more productively.

The fact is that everyone has inherent “Risk Factors”, or ineffective coping strategies, that can impede performance, damage relationships, or cause even the most promising career to go off track. For the first time, leaders and professionals can do something about their own Risk Factors by participating in these live Webinars from the privacy of their own office.

For more information, go to www.cdrassessmentgroup.com or email cdrinfo@cdrassessmentgroup.com Feel free to call 918-488-0722.

Would You Hire Someone Without a College Degree?

Absolutely. College degree’s are NOT the most important factor at all for performance success. In fact, we helped a client with a redeployment and boot camp initiative where individuals who passed the assessment screening were sent to boot camp to be trained as IS professionals. Most did not have college degrees and were stuck or dead ended in their careers due to socioeconomic backgrounds.

All candidates who were screened in via the assessments passed the boot camp training and become successful professionals. In fact, the instructor said “a number of the assessed participants were at a better skill level and showed more potential and promise than many of the IS college grads he has worked with.” The bootcamp was taught by Stonebridge Technologies at the Texas Instruments facilities.


When people are placed in jobs that they are well suited to perform because of a good fit with personality characteristics and motivational needs, they perform best. When jobs are a poor match for one’s personality and motivational disposition, these roles tend to be highly stressful, disappointing, and performance success suffers regardless of the “degree” or educational background. To learn more about of this redeployment, boot camp training process and for insights on how to “grow your own” please see the full article titled: “Out of OZ – Finding Hidden Talent” at http://www.cdrassessmentgroup.com/News.php

The above was my response on linked in to the question about hiring someone without a degree.
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Leadership Derailment

Do you agree that tolerance for inappropriate leader behaviors is a problem in most organizations today? We have found that some of the most “extreme” cases of leadership ineptitude are put up with year in year out. What has been your experience?

For an article on dealing with needed interventions when a leader is derailing, go to: http://www.cdrassessmentgroup.com/News.php and click on “Mixing Magic & Coaching - Leadership Derailment Intervention”

An Intriguing & Bold Case Study:

External Candidate for VP of HR position Screens “Hiring CEO” with Assessments


According to SIOP*, only about 13% of organizations reap the benefits of using scientifically valid personality and motivational assessment tools as an integral part of their selection screening process. However, one of our clients recently turned the normal assessment and screening process on its head.

To read this bold story, go to: http://www.cdrassessmentgroup.com/News.php