TEAMING SKILLS & ROLE ASSESSMENT
Hire / Develop / Optimize

Role-Based Assessment (RBA) is a low cost, user-friendly, online source of reliable supprot for screening, selecting, and developing employees.

Because few employees work in isolation, team performance is the ultimate "Quality of Hire" measure. RBA predicts how and where a person is most likely to succeedon a team, gives key advice for teambuilding, and highlights areas of concern.

RBA has been singled-out in the University of Pennsylvania Journal of Labor and Employment Law as an assessment that is in compliance with ADA regulations, and free of gender, age, or racial bias.

Pre-Hire & Post-Hire RBA can be self-directed (SD1) or management-directed (MD1). The SD1 report provides constructive, supportive information, and the MD1 covers the full spectrum of teaming characteristics, advisories, and concerns.

How many times have you read resumes, reviewed assessment reports, and interviewed a slate of job candidates, and still felt uncertain about deciding which would be the best fit on your team?

By focusing on "teaming characteristics" instead of individual characteristics, Role-Based Assessment offers "a new way to know" whether a prospective employee (or a potential successor) will be a productive contibutor or a roadblock to success.

Each time we succeed in delivering financial and organizational performance benefits to our clients, we fulfill the mission of "making the workplace a better place to work."

Team Building & Performance Improvement TGI's RBA solutions include Tools4Recruiting™, Tools4Teambuilding™, Tools4Networking™, and Tools4Entrepreneurs™. Each one provides tailored insights and actions for improving quality and performance.

Building on a 35 year foundation of research, Dr. Janice Presser and Dr. Jack Gerber created and validated technology that measures a person's teaming characteristics, as expressed by ten specific "Role-types" or styles of group interaction. The resulting Role-Based Assessment (RBA)- now available online- incorporates a range of predictable group performance variables:

• Role-fit
  the right people for the type of position in an organization or team.
• Job-fit
  the right people performing the right tasks.
• Role-pairing
  known, replicable synergies between role-types.
• Coherence
  expressed as positive, flexible, constructive teaming behaviors.

In the complex and shifting environment of global, high-tech, knowledge-driven markets, the industrial-age view that people are merely a pool of "resources" must give way to an understanding of people as unique contributors in the human infrastructure that supports business activity.

 ROLE-BASED ASSESSMENT
A new way to know ... who to hire, who to promote, who to coach, and who to move

Why RBA?
Imagine for a moment that you are facing an important hiring decision. You might envision yourself a senior executive in a company facing stiff competition, a middle manager in a high-pressure fast-growing business, or a small business owner who just can't afford to make a hiring mistake.

You have three top candidates with references and resumes, and you have assessment reports that describe each person from every angle: IQ, ratio of emotion to intellect, problem-solving skills and stress response, but you still feel unsure. Why? Because hiring has always been focused on a person's intelligence, experience, and a range of other individual characteristics. But the usual documents and measurements, no matter how detailed, don't give you specific information on what you really need to know: Which of these people will fit best on my team? What are their "teaming characteristics"?

Organizations of every size and description experience the cost and pain of bad hires and human performance failings. Nearly $2 billion is spent on online assessment tools every year, in hopes of solving these problems. The most commonly used assessments have been around for decades and they do produce consistent measurements. But if that information is not having a consistent and positive impact on the problems, perhaps they are just not the right tools for the job.

Using RBA
One of the most noticeable, and certainly one of the most valuable, features of RBA is the straightforward quality of the reports. Other assessments produce page after page of data and snippets of information on discrete slices of a personality. Some assign letter codes, colors or metaphors from the animal kingdom. Virtually all require the user to correlate, calibrate, and infer how a given person might perform.

With RBA, the teaming characteristics of the Roles are self-evident. Knowing that a person is a "ENTJ" or a "Blue" is simply not as informative or useful as knowing the person is an Explorer, a Vision Farmer, or a Communicator.

When delving into an RBA Management Report, the Role-typing bring the advisory material into sharp focus, and into the context of working relationships and job responsibilities.

In addition to job-fit and Role-fit, RBA will also indentify the quality of a person's approach to tasks and collaboration, which we call "Coherence." Conversely, RBA can pinpoint potential dysfunctional behaviors.

Putting a person with high Coherence in a position that fits their Role is a recipe for individual success. Building teams of highly Coherent people with the right Roles for that team's goals and objectives is the recipe for Coherent Human Infrastructure- a state of productive synergy that adds bottom-line value to any organization.

Coherent Human Infrastructure and the CHI Indicators
As a natural extension of The Gabriel Institute's focus on teaming behaviors, TGI has developed methods for evaluating and strengthening an organization's human infrastructure. These measures of Coherent Human Infrastructure quality are the CHI Indicators (pronounce "key" or "chee" as in "life-force").

CHI Indicators predict workplace performance in qualitative terms that managers can readily apply in determining job-fit, and in quantitative terms for the diagnosis and repai of team performance problems.

Role-Ratios, obtained by aggregating RBA data, are the quantitative and qualitative measure at the foundation of the five CHI Indicators.

• Role Distribution Standard™
• Role Distribution Ratio™
• Role Differential Index™
• Coherence Ratio™
• CHI Index™

CHI Indicators are the basis for innovative, high-value management consulting and organizational development services. Together, RBA and CHI Indicators enable organizations of every size and type to turn groups of individuals into high-performance teams.