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Training

Creating a learning organization takes a big commitment. The Rupert Group can help you to plan and budget for employee growth and development to help you build and retain the intellectual capital within your organization. The Rupert Group can also help you execute training within your organization by developing and delivering custom-built training programs, or off the shelf modules.

We can train in an instructor led training (ILT) traditional classroom style, or over the internet through WebEx. Some training content is best delivered to a global audience in a virtual environment, and we are certified to help you design and deliver these types of trainings.

The Rupert Group consultants provide training at all organizational levels, from strategic planning to tactical on the job training. Our consultants are certified to deliver the following content areas:

• Managerial Training
• Selection and Placement
• Certified Targeted Selection Administrators
• Certified Targeted Selection Interviewers
• Teambuilding
• New Team Start-Ups
• New Manager Assimilation Program (NMAP’s)
• The Five Dysfunctions of a Team
• Organization Development and Change Management
• Strategic Planning and Business Planning
• Team and Group Facilitation
• Organization Diagnosis
• Organizational Design
• Process change design and implementation
• Leadership Development
• Customer Service
• Creating a Service Culture: The Service Leaders Role
• Keys to Service
• Steps to Service
• Extraordinary Service Opportunities
• Discrimination Awareness Training
• Performance Evaluation: Rater Training

We also develop custom programs tailored to the client’s specific needs.

Facilitation

Facilitation refers to the process of designing and running a successful meeting. The Rupert Group Facilitators concern themselves with all the tasks needed to run a productive and impartial meeting. Facilitation serves the needs of the group in its decision-making. It does not lead the group nor does it try to distract or entertain.

The facilitator takes on the task of researching the meeting before it happens. Finds out what is the purpose and goal of the meeting (if any). Establishes who needs to be there. Draws up a draft agenda and shares this with the potential attendees, changing it as necessary. They ensure everyone is fully briefed for the meeting, knows why it is being held and what is at stake.

They then run the meeting, taking care that it stays on the agreed agenda and keeping an eye on the allocated time. They ensure agreements are recorded with an agreed phraseology. They may also note unresolved issues for later debate. The facilitator may write up and publish the results of the meeting to everyone concerned including those who could not attend.

Facilitation Benefits

• Outside perspective free from organizational interference.
• Targeted efforts that stay focused.
• Decisions reached more quickly with much less negative dissension.
• Participation by the whole group.

The Rupert Group consultants assist leaders to achieve results through focused facilitation.

We provide

• Strategic Planning Facilitation
• Meeting Facilitation
• Off-site Facilitation
• Intervention Facilitation

Coaching

Coaching is a relationship which is designed and defined by the Client with the Coach in their relationship agreement. It is based on the Client’s expressed interests, goals, and objectives.
Coaching is a process of learning where the Coach uses inquiry, reflection, requests, and discussion to assist a Client to identify personal and/or business goals, develop strategies and action plans intended to achieve such goals. The Coach provides a place for the Client to be held accountable to themselves by monitoring the Client’s progress towards implementation of the action plans. Together they evolve and modify the plan to best suit the Client’s needs and the environmental relationships. All along the learning journey the Coach acts as a human mirror for the client by sharing from an outside and unbiased perspective what they are observing about the Client. The Client is responsible for his or her own achievements and success.
A Coach does not provide counseling, therapy, or “answers” to the Client. Coaching is distinctly different from therapy, counseling, advising, and consulting. It has been said that therapy looks back, and coaching looks forward.

The Rupert Group consultants that provide 1:1 coaching services have completed an intensive certification process and are always engaged as a recipient of coaching to keep their feedback and communication skills honed. Although specific coaching needs vary by organization and individual, we focus on linking coaching activities to specific business results. We partner with leaders and engagement manager to determine and develop business result impact up front so efforts can be focused on what is important.

The Rupert Group uses a proven coaching process that is steeped in data and is equally supportive and challenging to the client.

Key Benefits of Coaching

• Results focused.
• Builds confidence.
• Builds awareness and consciousness.
• Builds personal accountability.

Assessment Services

The Rupert Group offers an extensive menu of on-line assessments to help leaders better understand what they do well (what works for them) and areas where they need to focus on improvement and development efforts.

Myers-Briggs Type Indicator

The most widely used personality inventory in the world, the MBTI® instrument provides an accurate picture of a person’s personality type. The MBTI® instrument determines preferences on four dichotomies:
Extraversion—Introversion: describes where people prefer to focus their attention and get their energy—from the outer world of people and activity or their inner world of ideas and experiences
Sensing—Intuition: describes how people prefer to take in information—focused on what is real and actual or on patterns and meanings in data
Thinking—Feeling: describes how people prefer to make decisions—based on logical analysis or guided by concern for their impact on others
Judging—Perceiving: describes how people prefer to deal with the outer world—in a planned orderly way, or in a flexible spontaneous way
Combinations of these preferences result in 16 distinct personality types. Understanding characteristics unique to each personality type, provides insight on how they influence an individual’s way of communicating and interacting with others.

The Strong Interest Inventory Instrument

In the wake of today’s rapid-change job market, the Strong Interest Inventory® instrument provides you with a solid, dependable career planning tool. The Strong measures your interests in a broad range of occupations, work activities, leisure activities, and school subjects. Its validity and reliability far exceed those of any other interest inventory:
Sample size is 13 times larger than that of other career planning inventories
Sample base represents a wide range of educational, ethnic, and socioeconomic levels
Instrument includes results on the 6 Holland Themes, 25 basic interests, 109 contemporary occupations, and 4 personal styles

Thomas-Kilmann Conflict Mode Instrument

The TKI, the best-selling instrument for conflict resolution, provides information about an individual’s style of handling conflict, compared to five distinct modes:
• Competing: High assertiveness and low cooperativeness — the goal is to “win”
• Avoiding: Low assertiveness and low cooperativeness — the goal is to “delay”
• Compromising: Moderate assertiveness and moderate cooperativeness — the goal is to “find a middle ground”
• Collaborating: High assertiveness and high cooperativeness — the goal is to “find a win-win solution”
• Accommodating: Low assertiveness and high cooperativeness — the goal is to “yield”

The FRIO-B Instrument

As an integral part of team-building initiatives, management training programs, and communication workshops, the FIRO-B® instrument is one of the most widely used tools for helping people understand their own behavior—and that of others—in interpersonal situations. With its short administration time and straightforward approach, the assessment lets you quickly gather insights about your clients’ interpersonal needs and how those needs affect their interactions. This information helps illuminate why some relationships click and others miss. The FIRO-B® (Fundamental Interpersonal Relations Orientation–BTM) instrument is based on three basic interpersonal needs:
• Inclusion: participation in forming relationships and associating with people
• Control: decision making, control, and influence
• Affection: closeness and loyalty between individuals Using just 54 items, the FIRO-B® assessment measures these basic needs along two dimensions
• Expressed: the extent to which a person initiates a particular behavior
• Wanted: the extent to which a person wants others to initiate the behavior
The FIRO-B® assessment can make a powerful difference in one-on-one, small group, and team relationships. An ideal complement to other inventories, it can expand your view by shedding light on some additional nuances of variable interpersonal style.

Spectrum CPI 260 Instrument

Reveal an individual’s strengths and areas for development
The new Spectrum CPI 260™ instrument builds on the exceptional history, validity, and reliability, and quality of the CPI™ instrument and transforms this trusted resource into a leadership development tool for use in today’s organizational settings. With updated language, scale names, and presentation of results, the Spectrum CPI 260™ instrument was designed with the training and development audience in mind. It contains 260 items carefully selected to identify an individual’s strengths and areas for development, providing organization development consultants, training and development professionals, human resource managers, and executive coaches with an effective measurement tool for their management or leadership development program.

The Birkman

The Birkman Method® identifies the respondent’s everyday interpersonal style (usual behavior), and unlike most other popular assessments, gives unique insights into underlying motivations and needs. Stress behaviors are identified when these needs are not met. Knowing the underlying motivations and the consequences of unmet needs give the coach, consultant, counselor and organizational development professional an effective way to improve workplace performance and reduce conflict.

In brief, The Birkman Method® includes the five following major perspectives:

Usual Behavior – an individual’s effective behavioral style of dealing with relationships and tasks.

Underlying Needs – an individual’s expectations of how relationships and social situations should be governed in context of the relationship or situation.

Stress Behaviors - an individual’s ineffective style of dealing with relationships or tasks; behavior observed when underlying needs are not met.

Interests - an individual’s expressed preference for job titles based on the assumption of equal economic rewards.

Organizational Focus - the perspective in which an individual views problems and solutions relating to organizational goals.

The Hogan Personality Inventory

The hogan Personality Inventory (hPI) is a measure of normal personality and is used to predict job performance. the hPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes. The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life. Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the hPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

The Hogan Development Survey

The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These behaviors are most often seen during times of stress and may impede work relationships, hinder productivity, or limit overall career potential. These derailers—deeply ingrained in personality—affect an individual’s leadership style and actions. If these behavior patterns are recognized, however, they can be compensated by development and coaching.

Under normal circumstances, the escalated scores on the HDS scales may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and erode the quality of relationships with customers and colleagues. The HDS concerns characteristics not covered by the Five-Factor Model. The HDS is a high-quality psychometric evaluation of the personality characteristics that can derail success in careers, relationships, education, and life. Whether you are implementing an organizational assessment processes or enhancing your executives’ development, the HDS reports can help you identify the fundamental factors that distinguish personalities and determine career success.

The Hogan Motives, Values, and Preferences Indicator

The motives, Values, Preferences Inventory (mVPI) is a personality inventory that reveals a person’s core values, goals and interests. Results indicated which type of position, job and environment will be most motivating for the employee and when he/she will feel the most satisfied. organizations can use this information to ensure that a new hire’s values are consistent with those of the organization. The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers – they are what a person desires and strives to attain.

The WorkPlace Big Five

Whether you are looking to hire the right talent, perform a talent review, prepare a performance assessment or develop a succession plan, understanding job fit and cultural fit within your organization is key.
Research has now proven that almost 70% of an individual’s personality has been genetically inherited. Therefore, the ability to understand personalities in the workplace plays a big part in enhancing performance as well as employee satisfaction.
The Big Five or Five Factor Model of Personality is one of the most current, valid and reliable means of assessing personality on the market today. In fact, psychologists are predicting that it will be the primary means of understanding and interpreting personality in the 21 st century. The Big Five paradigm is based on over 50 years of research and is an overall tool of choice to meet all organizational personality needs.
After a client completes the internet-based assessment, Performance Management Partners, Inc. will provide a debrief to the individual that ordered the assessment to ensure that they understand the implications or rationale of the assessment. Plus, the

Profiled results may be used in numerous applications including:

• Leadership Development
• Management Training
• Hiring & Selection
• Team Effectiveness
• Relationship Building
• Job Profiling
Performance Coaching
• Conflict Management
• Succession Planning
• 360° Feedback
• Problem Solving
• Coaching

The Workplace Big Five Profile is written in an easy to understand, workplace language. It measures an individual’s personality using Supertraits and Subtraits. By blending these traits it predicts the individual’s potential behavior in 54 work-related competencies.