The engaged employee is one that is excited and fully committed to positively affect NC State University’s reputation and results. The engaged relationship improves customer service, productivity, as well as workplace climate and morale.
Audience and costs (where appropriate) associated with each depend on the nature and scope of the project. A Statement of Work (SOW) is offered after initial consultation for each request that includes recommendations and pricing for work/services delivered.
Focus Groups/Interviews/Surveys/SWOT (Strengths/Weaknesses/Opportunities/Threats or Challenges) – Interventions help identify and take assessment to a deeper level in order to get an understanding of key issues and opportunities. Post-analysis is completed along with a plan of action on how to develop and integrate team or organizational improvements.
Organizational Assessment – Completing an organizational assessment is a systematic process for obtaining valid information about the performance of an organization and the factors that affect performance. A summary of results are provided to the sponsor to determine next steps to address or leverage outcomes.
Employee Engagement – A full Employee Engagement process focuses on the relationship between the employee and the organization by conducting surveys, feedback, focus groups and development planning at a team or organization level. Assessment and analysis is completed to identify perceptions and expectations of the employee. From the data collected, we work with groups to identify how to best engage employees further (e.g., reward and recognition, enhancing work relationships, workplace improvements).
Assessments
All of the following assessments are used for developmental purposes only:
MBTI Step I & II:
- MBTI Step I (Form M): Identifies an individual’s 4-letter personality type (made up of four basic preferences) and provides a common language for how we interact with the world and each other. The insights gained provide a framework for tackling a broad range of issues that can be applied in both professional and personal situations.
- MBTI Step II (Form Q): Delves beyond the 4-letter type framework proposed by Step I and uncovers the many different facets of type that make each individual unique. These deeply personalized insights are perfect for coaching, action planning and building cohesive teams.
- Audience – Individuals and/or members of a work team or department
LPI:
The Leadership Practices Inventory is a questionnaire that contains 30 behavioral statements—six for each of The Five Practices of Exemplary Leadership®. Leaders and individuals complete the LPI Self, rating themselves on the frequency with which they believe they engage in each of the 30 behaviors. Five to ten other people—typically selected by the leaders—complete the LPI Observer, indicating the frequency with which they think the leader engages in each behavior.
- Audience – Individuals
DiSC:
The DiSC Profile is a behavioral assessment used within organizations to improve interpersonal relationships, productivity, teamwork and communication. The DiSC Profile enhances understanding of the behaviors that people demonstrate. It helps people explore behavior across four primary dimensions: Dominance, Influence, Steadiness and Conscientiousness.
- Audience – Individuals and/or members of a work team or department
Thomas-Kilmann Instrument (TKI):
Conflict is often seen as a negative, yet it can lead to great change and improvement. Using the TKI, each individual receives a report on the five conflict styles or modes. Each mode is appropriate to use in different situations; each is effective at different times. Participants learn which mode is their primary style and when to use it for best results.
- Audience – Individuals and/or members of a work team or department
360-Degree Feedback:
360-degree feedback is a method of systematically collecting perceptions about an individual’s performance from a wide range of coworkers. In addition to the self-rating, perceptions from one’s peers, direct reports, the leader, the leader’s peers, and people inside or outside the organization are collected. By collecting data from several sources, the person gains greater insights by comparing his or her self-perception to the perceptions of others.
- Audience – Clients in formal leadership roles (i.e., supervisors, manager, directors, etc.) with direct reports