Securemploy Diagnostic Evaluations

Companies use Diagnostic Evaluations to try to identify the personality and management styles that are most likely to be successful in their companies. Likewise, job applicants need to identify their own personality and management styles so they can best identify companies they want to work for.

When was the last time you took a Diagnostic Evaluation? Were you given a copy of the results?

Here are a few of the ways you can use Diagnostic Evaluations to advance your career:

Identify the traits in an organization that will enable you to advance quickly.
Identify your management strengths and weaknesses so you know what to work on and how to best present yourself during an interview.
Use the Diagnostic Evaluation to improve your sales and presentation skills.
Manage your staff better through improved understanding of your drives and frustrations and how those impact your employees and peers.
Better understand the stresses in your life so you know when to take on additional activities and when to hold off.
Improve your understanding of your drives and your over-riding needs.
Learn how to make your energy level work for you.

A quick story. When we first started to use this Diagnostic Evaluation I had an Administrative Assistant that had worked for me about 15 months. I was about ready to fire him. He never seemed to listen. He always had a different way to do something than the way I wanted it done. He always wanted to argue about deadlines, why something needed to be done, etc. My frustration level had reached the boiling point. When we started using the Diagnostic Evaluation we gave it to all our employees.

After we scored the evaluations I read over mine. Then I read over his. They were almost identical. The light bulb turned on. I had hired someone just like myself and then put them into a position where they didn't have any chance of succeeding. I needed an Administrative Assistant who would do exactly what I asked when I asked. I had VP's responsible for areas where I needed creative input.

I handed the Administrative Assistant his evaluation and gave him a copy of mine. He came back about 30 minutes later excited and perplexed at the same time. "If my profile is exactly like your profile, how come you are mad at me most of the time?" Then I handed him the job description for his position and asked him to review it. Now it was his turn for a light bulb to turn on. He came back and said "I think I get it, my profile is just like your profile, but that's not the profile I should have to succeed in this job." My response, "Bingo!"

The long and the short of it. He and I sat down and reviewed other jobs we had in the company that needed the profile he had. He decided he didn't want to move into any of those positions, but we were able to identify some leadership positions he had outside his job that he could move into. We also identified that since he wasn't willing to take any of the positions that needed his profile that he wasn't going to be able to advance in this company, but now he knew what kind of a position he should be looking for. We told him to start looking outside the company and to take as long as he needed, just as long as he understood what I needed from him as an Administrative Assistant.

Bottom line, several months later he took a new job that he was really excited about. During those months he and I got along great. He understood what I needed and why. He also understood that I respected his talents, but they were not desirable talents in the position he was in.

The Diagnostic Evaluation turned a "lose-lose" situation into a "win-win" situation for both of us.