Learn your strengths and apply them.

Take a free personal assessment: Click here to take the assessments.

Our Advanced Insights personal assessment package includes three components: the DISC index that demonstrates how you like to work, interact, and make decisions (Decisiveness, Interaction, Stability, Caution); the VALUES Advanced Insights Profileindex that provides insight into your basic motivations (Aesthetic, Economic, Individualistic, Political, Altruism, Regulatory, Theoretical); and the ATTRIBUTE index that examines your thinking and behavioral styles, and external and internal sensitivities.

The free assessment above includes the first two of the three tests, DISC and VALUES Index. After you complete the questionnaire, you will receive a free multipage report that will help you understand your own working styles and identify strengths on which you can build.

If, after reviewing your report, you want to dig deeper, we can offer you a chance to take the third test, ATTRIBUTE index, and a personal debriefing with one of our experienced executives, for a fee of $250.

So, click the link to get started. Click here to take the assessments.

For a more detailed overview of the assessments, checkout our YouTube presentation at https://youtu.be/2dStIIDWVmM.

Although we will contact you via email once you complete the free assessment, your report is confidential. We do not share conta
ct information with any other organization.

Advanced Insights

ADVanced Insights is the merger of the Attribute Index, the DISC Index and the Values Index profiles (ADV). By combining these three powerful assessments into one standalone profile you can determine what really drives individual peak performance.

ADVanced Insights combines the best of three world-class profiles: the Attribute Index measures how people think and make decisions; the Values Index measures motivational style and drivers, and the DISC Index measures a person’s preferred behavioral style. Together, they create the WHAT, WHY, and HOW of personal assessment. This tool unlocks the key to:

  • WHAT natural talents you possess based on how you think and make decisions.
  • WHY you are motivated to use them based on your motivators and drivers.
  • HOW you prefer to use them based on your preferred behavioral style.

The WHAT of Success (Attribute Index)

By understanding the way you think, it becomes possible to leverage that knowledge, to make better decisions, maximize strengths, minimize weaknesses, and achieve great success in whatever you do. When you gain an understanding for another person in an organizational setting, it increases awareness, allows for better utilization of skills and alignment of work, increases management efficiency and effectiveness, and can improve the organization’s overall health and performance.

The WHY of Success (Values Index)

To reach optimal performance you must understand WHY you are motivated to use the talents and abilities you possess. By understanding WHY you are motivated to do things, you are able to better align your environment with whatever creates the most passion in you. In employee development and coaching scenarios, this information is invaluable.

The HOW of Success (DISC Index)

Increasing personal performance is a key outcome of understanding how you behave personally and in the work environment. Greater levels of understanding result in an increased ability to align your environment as well as select work that ensures more meaning and success while producing less stress. Imagine how powerful a tool like this could be in hiring, succession planning, team development, and improving the relationship between managers and their team members.


Our Attribute Index has been validated in over 28 individual validation studies, conducted over 20 years by more than 19 separate examiners. It is proven to meet the rigorous standards or employment assessments referenced by the U.S. Federal Government Equal Employment Opportunity Commission (EEOC). Validation has also been documented in the areas of Construct Validity, Concurrent Validity, Face Validity, and Predictive Validity. The Values Index and DISC Index have also exceeded standards set by the EEOC for validity and reliability. Ongoing research continues to underscore the value of this unique business tool. We’ve done over four hundred individual and group assessments and work closely with Innermetrix in on-going development.


D.I.AL.O.G. (Data Indicating ALignment of Organizational Goals) is an organizational assessment tool that measures how well critical elements are working together to achieve business and strategic goals. D.I.AL.O.G. measures the interrelationships among the essential predictors of future strength, based on the Baldridge Criteria for Organizational Success.

We administer D.I.AL.O.G. through an online survey to all or a statistical sample of a company’s employees, supplemented by personal interviews with randomly selected employees. After we compile the results, we present summaries to participating groups and help them develop appropriate follow-on plans to address any issues raised in the survey results.

Checkpoint 360

The CheckPoint 360°™ is a leadership assessment used primarily to evaluate the skills and effectiveness of your managers and leaders. This survey compiles a feedback system from direct reports, peers, and supervisors, and then creates a personalized program for developing specific leadership skills based on that feedback. The reports show you how to improve training, management techniques, and communication for greater success.

Other Assessments

We also have a variety of other assessment tools, for instance:

  • Organizational Analysis
  • Leadership Analysis
  • Time Management Analysis
  • Management Style Analysis
  • People Management Analysis

The first step in creating change is knowing where you are starting. That idea applies to both organizations and individuals. We offer a range of proven assessment tools that help leaders understand their organization’s strategic, operational, competitive, leadership, and employee position.

At the organization level, the D.I.AL.O.G assessment measures the current standing in seven key areas. This instrument draws on the Baldridge criteria for organizational effectiveness. We also employ a variety of other instruments, including in-depth interviews to evaluate the situation.

At the individual and team level, our toolbox includes Advanced Insights (DISC, VALUES index, ATTRIBUTE index) , 360 degree evaluations and a variety of other questionnaires. We validate all assessments with in-depth    interviews.
These assessments have proved their value in helping individuals understand their strengths,opening new lines of thinking, and establishing a foundation for further exploration and development.

At the group and team level, the assessments helps team members understand their commonality and differences, develop improved decision making and communication styles, and to develop a higher level of trust among the participants.

Here are some ways we use assessments:

As a foundation for individual coaching

When you engage in our coaching process, you’ll begin by taking the Advanced Insights (DISC, VALUES index, ATTRIBUTE index) set of assessments. When you’re finished, you’ll receive a 70-page report of the results. After you read it over, we’ll spend an hour or more discussing the results and setting some goals for the coaching process.

After the coaching process usually 12—18 months later, you’ll take the assessments again so we can compare the results with the first profile. We’ve been able to measure positive results of our coaching processes.

As a screen for new hires

The third segment of Advanced Insights, Atribute Index, can be customized to measure the personal characteristics needed in a particular role or job. For instance, we have customized profiles for Customer Service, Project Manager, and Construction Estimator. These were developed through extensive interviews with managers who hire people for these particular role. So, if you have a need to hire, we can develop a benchmark against which to measure applicants. We help you analyze the assessment results, develop appropriate questions for the interviews, and select your best applicant.

We now have the hiring process automated. It works like this:

  1. We give you a “seat” to use the process.
  2. We help you develop a benchmark for the job for which you’re hiring.
  3. You enter the job description and a few questions to be answered by the applicant.
  4. You elect national hiring sites on which to post your job and/or post the link in your preferred locations.
  5. Applicants click the link, attach their resume’, answer the questions and take the assessments.
  6. The system automatically compares their results with the benchmark and provides a list of the applicants ranked from top to bottom.
  7. We provide you with assessment reports of the top candidates and help you evaluate and interview them.
  8. You hire the best person for the job.

As a way to select executives

We also use the Advanced Insights to help our clients select candidates for key positions. In many cases, we supplement this package with our Profiles 360 evaluation, supplemented by interviews with the principal’s colleagues. Candidates for executive jobs typically engage in our executive coaching process after which each presents her/his goals and development plan to the selection committee.

As a way to build teamwork

Diversity is one of the secrets of creativity. When people of different styles and experiences learn to work together, great ideas emerge. Our team building and leadership workshops use the Advanced Insights as a platform for discussion and exploration of leadership styles, decision-making preferences and communications techniques. Trust comes when team members know more about each other.

Contact us for a free consultation: