That is what the Work Styles Self-Assessment gives you: insight.

Whatever your professional goals may be:

• To know how I can perform better in my role
• To understand how I can communicate more effectively with other
• To uncover aptitudes that I may not know of or
• To know how I can contribute to my team at work

The easiest way to work together without conflict is if all team members think and behave in the same way …and we know that is not possible. Nor is it desirable. It’s our differences that make us special.

Let the Work Styles Team report help you discover and celebrate your differences as a team. This will solve challenges such as:

• How to get along better as team mates
• Problem-solving and making decisions
• Delegating team roles effectively
• Addressing potential points of conflict, and
• Creating a culture that supports your business goals

How do you enhance the performance of high potential talents in their current role?

The Work Styles Coaching report answers those questions by:

• Profiling the current/future job role of the candidate
• Matching the candidate’s Work Styles profile against the job role, and
• Identifying potential strengths and gaps where the candidate could benefit from coaching

There are so many factors to consider when trying to hire the right talent. Which of these matter most?

‍‍“How can I know if the candidate is a good fit for the role?”

‍‍“Can they be coached to grow into the demands of the role?”‍

‍“What are the right questions to ask a candidate when interviewing them?”

The Work Styles Job/Role Profiling Assessment addresses these challenges in three steps:

• It helps to identify and prioritise the factors that contribute to the success of the role
• It creates a profile of the role, considering the job    description and behaviour that is required of the role
• It compares the Work Styles profile of the candidate          against the profile of the role

Most people have faced this situation in their career: a new manager takes over as leader of a team and everyone (including the manager) don’t quite know how to manage the transition. These are just some of the typical dilemmas that teams and their new manager struggle with:

What is the new manager’s leadership style?’‘What is the best way for me to engage with this team?’‘How do we tell this new manager when we disagree with something? Will they accept feedback?’‘How do I give them feedback? What if they don’t agree with my way of doing things?’ TRANSCEND addresses all these challenges and more.

By taking the TRANSCEND assessment, a leader and their team will start their working relationship on the right footing. They will discover:

• Their relationship dynamics – how they relate to each other.
• How their manager prefers to lead versus the type of leadership they need
• How use the Team Profile to allocate roles and responsibilities within the team
• How each team member defines trust and how we agree collectively to  behaviour that promotes trust within our team
• How each team member can work effectively with the new team leader
• How we can create a team culture that supports our business goals