A Complete System
People are unique and must be managed, coached and supported in a way that capitalizes on their uniqueness. The behavioural reports are designed to assess an individual's strengths and possible limitations and to assist the individual in developing an action plan.

Why Learn About Behaviour?
Learning about a behavioural model will help a person to better understand themselves and others; therefore, enhancing personal and professional relationships. An understanding of a

• Increased Understanding of Self
• Increased Understanding of Others
• Increased Communication
• Increased Productivity
• Decreased Tension

Results and Benefits
Proper guidance and direction often spell the difference between success and failure of an employee, a team or an organization.

• Effective Communication & Presentation Strategies
• Coaching and Mentoring
• Personal Development Plan
• Better Communication amongst team
• Conflict negotiation
• Quick People Reading mechanism

The WHY of Your Actions:
What is it that causes you to move into action? What are the drivers of your behaviour? What activities, careers and conversations inspire a "passion" within you, causing you to want to become involved? The Personal Interests, Attitudes and Values™ Assessment measures the WHY of your actions, leading to an understanding of what drives your behaviour and the attitudes that move you into action.

What is an Attitude?
In 1928, Eduard Spranger wrote a book entitled "Types of Men." He identified six attitudes or world-views. These attitudes are a type of window through which we view the world and seek fulfilment in our lives. If we are participating in a discussion, activity or career that is in line with our attitudes, we will value the experience. Conversely, if we are in a conversation, activity or career that is against our dominant attitudes, we will be indifferent or even negative toward the experience, possibly causing stress.

The Six Attitudes

• Theoretical: A passion to discover, systematize and analyze; a search for knowledge.
• Utilitarian: A passion to gain return on investment of time, resources and money.
• Aesthetic: A passion to experience the impressions of the world and achieve form and harmony in life; self-actualization.
• Social: A passion to eliminate hate and conflict in the world and to assist others in becoming all they can be.
• Individualistic: A passion to achieve position and to use that position to affect and influence others.
• Traditional: A passion to seek out and pursue the higher meaning in life and achieve a system for living.

The Assessment
The Personal Interests, Attitudes and Values Assessment measure the individual’s responses in each of the six attitudes. The computerized report shows each of the six attitudes compared to a national average. The organisation is provided with information on the WHY of the individuals actions, which with application, can tremendously impact his valuing of life. Once the organisation knows the attitudes that drive an individual’s actions, there will be a greater understanding of the causes of conflict, why an individual will either be satisfied or not satisfied in a job. It will also help individuals appreciate relationships as they recognize the attitudes of other people.

Results/Benefits
The Personal Interests, Attitudes and Values Assessment allow you to take control of your decisions, your life and you’re valuing of life. You will:

• Understand what motivates a person
• Understand reward culture of the workplace
• Conflict Negotiation
• Effective interpersonal communication
• Coaching & Mentoring

In 1967 Dr. Robert S. Hartman published “The Structure of Value: Foundations of Scientific Axiology” and founded the new science of Axiology. Axiology is a mathematically accurate assessment that objectively identifies how our mind analyzes and interprets our experiences. It identifies how we are most likely to react to a given situation. It helps us to understand the patterns we use to form judgments about anything.

Unique to this assessment is its ability to measure an individual's cognitive structure (how your mind perceives itself and the world around you). Unlike any other instrument, the Personal Talent has a direct relationship with mathematics and this is the secret behind its ability to accurately determine the core dimensions of how you think. The result is an accurate ranking of personal ATTRIBUTES describing individual and team potential for workplace and personal performance.

Unlike other instruments that are intended for a clinical setting and adapted to a business environment, the Personal Talent Skills Inventory was designed from the get go exclusively for use in a business environment. Its overall intent, format and output are specifically tailored to meet the needs of today's business managers, leaders, and executives. When combined with an assessment of behavioural traits (DISC) and values (PIAV), the Personal Talent Skills Inventory presents a complete picture of individual talent.

This assessment contributes successfully to a number of key business processes requiring effective talent management, including:

• Employee Selection and Retention
• Employee Development
• Coaching and Mentoring
• Performance Appraisals

Results/Benefits
CPAA provides manage¬ment with a powerful tool to discover, retain and develop your top talent. It will help you:

• Understand the decision making/ thinking pattern of a person
• Understand the emotional side of decision making
• Understand the unique talents of each person
• Coaching and Mentoring

Job Talk
If a job could talk, it would explain precisely what was necessary to achieve superior performance. We could ask it to tell us about the: Knowledge a person needs, Personal attributes required to drive success, rewards for superior performance, hard skills vital for the job, behaviours necessary to perform at peak levels and intrinsic motivators.
But we all know that jobs can’t talk. If they did, we would certainly hear the real story.

The Problem
Instead we must get the truth from another source – Subject Matter Experts (SMEs). These are the people in and around a given job. But even asking people about a job presents a challenge. Before we can learn the true meaning of superior performance for any particular job, the experts must remove their natural biases. Bias can create a blind spot – blocking out a single thing – or act like a set of blinders – making only one thing visible.

The Solution
Removing bias can be the most formidable challenge in defining superior performance. In fact, we know that it is impossible to strip away the bias without an impartial facilitator. An expert can spur a group into unbiased, fair discussion and act as a catalyst for developing a clear understanding of what superior performance looks like. This group will include five to seven subject matter experts who are a combination of top performers in that role, immediate supervisors and others who have a good understanding of the role. This process of facilitation will take about six hours for each role. In short, an expert facilitator will help subject matter experts hear a job talking.

Results/Benefit
The process leads to an understanding of knowledge, intrinsic motivators, personal attributes, behaviours and hard skills required for the job in question. In effect, the top seven attributes, the top three attitudes and the top three behaviours required for successful performance in the role is identified.

After the process, business units can compare all current and new staff members to the results and provide a developmental plan for each. Developmental plans that are job related are much better than those based on one person’s opinion.

• Analysing and benchmarking a job
• Assessing an incumbent against a job
• Talent Selection
• Coaching & Mentoring