After managers have used the CheckPoint 360°™ Competency Feedback System to identify their strengths and areas for development, they can use the CheckPoint SkillBuilder Series to develop the competencies that are most important to their professional growth and success. The CheckPoint SkillBuilder Series is conveniently located on the Internet, making it easy to implement and execute.
The CheckPoint SkillBuilder Series is an organized, self-paced, self-study professional development system that requires minimal HR effort. It contains thoroughly researched material that helps managers improve performance in 18 competencies.
The SkillBuilder applies Profiles' unique KSS Approach...
Keep doing the things that you do well.
Stop doing those things that interfere with your effectiveness.
Start doing things that will improve your performance.
SkillBuilder encourages managers to perform their jobs better. It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer "people problems," increased employee retention, and greater profits. The SkillBuilder is the ideal tool for helping managers develop as people.
SkillBuilder is an ideal method for managers to improve their leadership and management skills. It can be used anywhere and at any time because it is on the Internet.
Managers participating in the CheckPoint SkillBuilder Series find it easy and convenient. After responding to questions and doing online exercises, they click a button on the screen to print a customized Self-Improvement Report that is a plan of action for professional development.
Using SkillBuilder pays big dividends because productivity, cooperation, communication, employee retention and profits increase while "people problems" are reduced. The CheckPoint SkillBuilder Series is the easy, effective system for better management. It gives managers the tools they need to maximize their strengths, become better managers, and lead more effectively!
What are the 18 competencies the system covers?
Listening To Others A shortcoming of many managers is the skill of listening to others. Participants learn to create opportunities by listening. They become proficient at encouraging others to share their opinions, including those that are different from the manager's. Techniques include effective brainstorming, asking open-ended questions, and giving people their undivided attention. Another aspect of "listening" is recognizing the meaning of non-verbal behavior and signs of enthusiasm, fear, and anger.
Processing Information By showing managers how to take a broad, comprehensive overview of every situation, this module explores the area of anticipating problems or potential difficulties so they can be avoided or minimized. Managers learn that they must always be aware of the long-range objectives of the business and make sure their decisions are consistent with them. Clearly defining an issue's key elements before pursuing steps toward a solution is also an important subject in this module.
Communicating Effectively A manager's ability to communicate requires effective skills such as writing clearly, concisely, and accurately, speaking to groups, and speaking to individuals. This module instructs managers in methods for keeping others informed through telephone calls, letters, memos, meetings, progress reports, faxes, emails, and voice mail. Managers learn tips for presenting facts in a manner that is convincing and persuasive. Clear communication helps to assure more effective and productive workplace results.
Instilling Trust A key to a manager's success is earning the trust of the people with whom he or she works. As explained in this module, leaders do this by keeping promises, keeping confidences, and being truthful, honest and forthright. Leaders demonstrate integrity by always keeping their actions consistent with their words. They show character by meeting deadlines, keeping appointments, being prepared, and encouraging organization-wide ethics.
Building Personal Relationships It is important for managers to sense the impact of their words and actions on others as they seek to build personal relationships. They learn to keep morale up and make others feel good about themselves and their work. They show respect for others by being consistent and fair in their treatment of all people and recognize that differences can enhance the workplace by contributing a rich mix of experiences and viewpoints. Criticizing actions, not people, in an appropriate place is the way leaders deal with those whose actions require correction.
Delegating Responsibility Managers learn to delegate to free up time and to develop staff members. Efficiency improves as they select tasks that should reasonably be handed over to others. They learn to delegate to the best person for the circumstances and oversee work performance without over controlling. This process leads to the sharpening of problem-solving skills of others and builds competence and confidence.
Adjusting To Circumstances This module presents suggestions for dealing effectively with unexpected problems and sudden crisis. While anticipating the best, leaders are always prepared to act appropriately when things do not go as planned. They know that one thing they can always count on is changing circumstances and they plan for them. They also learn to anticipate the changing needs of their clients.
Thinking Creatively This module helps train managers to make continuous, creative improvements. They avoid becoming too comfortable with the status quo and constantly look for new opportunities and improved ways of doing business. It offers tips for developing curiosity about business-related matters and the world in general. There are suggestions for involving more people in the sharing of ideas and encouraging other employees to contribute their ideas. Leadership usually requires risk-taking and the courage to see problems as opportunities.
Providing Direction In this module, managers find ways to clarify each team member's responsibilities for accomplishing objectives. It provides tips for developing job descriptions that are distinct and specific by involving staff people in constructing them. They learn to clearly communicate policies and timelines. They learn to distribute themselves so that all bases are covered and efforts are not duplicated and translate tomorrow's vision into today's activities.
Facilitating Team Success Effective leaders have successful teams. They clearly define team objectives and communicate them to employees and team members. They learn to manage the inevitable team conflicts in a direct and effective manner knowing that dealing with it creates a productive work environment. They explore multiple options and resolve differences with solutions that are acceptable to all involved parties. By encouraging cooperation amongst employees and team members, they reap the benefits of building a strong unified group effort and developing group dynamics that bring out the best in every employee and team member.
Working Efficiently Benefiting from technology is the primary theme of this module. Becoming proficient in the application of new technologies is important to leaders. Other subjects include the evaluation of cost-effectiveness of outsourcing some work and using outside consultants for short-term, targeted projects. There are tips for taking action by eagerly attacking, rather than delaying, work that is disliked or difficult. Another key to effective leadership is establishing priorities and keeping everyone informed of priorities as they evolve.
Working Competently Suggestions in this module help managers develop competence and confidence in all aspects of their jobs with emphasis on making learning an ongoing process. They are encouraged to upgrade their skills and keep pace with changes and innovations. By participating in the future needs and wants of clients, managers stay a step ahead and increase their value.
Taking Action Managers learn that while planning and decision making are important, there is a time to take action. They must avoid snap decisions and spend a reasonable amount of time analyzing alternatives - then make their move. Exercising initiative is a leadership trait that is encouraged in this module so managers learn to deal promptly with problems by proactively finding solutions and responding quickly to client concerns.
Achieving Results Results are the ultimate measure of effective managers. In this module they learn to develop the patience and the will to overcome adversities, bounce back from disappointments, and forge ahead - staying focused on the ultimate objective. Leaders must focus on quality and set high standards for performance in every aspect of the business. Resolving to achieve positive outcomes is the key to achieving the team's goals and the company's mission.
Cultivating Individual Talents Offer suggestions for becoming an effective coach who makes it a point to know the career goals and aspirations of others and makes learning opportunities available through delegation and providing opportunities for people to learn different aspects of their business. Also gives tips for giving regular feedback and effective coaching that results in increased productivity.
Motivating Successfully Develops managers who encourage others by giving recognition and showing appreciation for their efforts, being aware that everyone needs to feel valued and appreciated. By understanding the motivating power of recognition and rewards, managers are always positive influences in the work environment, conveying an optimistic, can-do attitude that motivates great results and makes the workplace fun.
Displaying Commitment Managers come to understand that their commitment requires them to bring a high level of energy to the workplace. They must strive for a healthy lifestyle that includes good eating habits and regular exercise as an aid to managing stress. They surround themselves with people who energize and encourage them. They must show their commitment to the company's mission through attitude and actions while staying positive, taking a optimistic view of the big picture while dealing with troublesome details.
Seeking Improvement "A mistake only becomes a failure if you fail to learn from it" is the theme of this module. Leaders do not blame others, but take responsibility for their mistakes as the first step in making progress. Making constructive use of negative feedback is another means of improving performance that effective managers understand. Managers are encouraged to make a commitment to lifelong learning and staying current with business-related information.
The CheckPoint SkillBuilderTM Sample Report
To receive a CheckPoint SkillBuilderTM sample report and pricing information,
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Frequently Asked Questions?
Q. What does the text provide?
A. The assessment is divided into eight skill clusters and 18 universal competencies. (outlined above)
Q. How much time does it take to complete the assessment?
A. It only takes about 15 minutes for the candidate to complete the entire assessment. Once they are finished it is scored immediately so you get the results very quickly.
Q. From where does the assessment get administered from?
A. The Skill™ Survey can be administered from any computer that is connected to the internet.
Q. For what is the CheckPoint SkillBuilder™ assessment typically used?
A. The assessment is normally used by managers after they have completed the CheckPoint 360°™ Competency Feedback assessment. It provides the participant with a blueprint that they can use to create improvement goals.
Q. How much does it cost?
A. The fee structure depends on the quantity of assessments that you purchase. To get a full outline of the cost request a sample report.
Q. How many people can I put through the assessment?
A. As many as you would like, but keep in mind that CheckPoint SkillBuilder™ is geared toward those working in a management capacity and should be used after they have taken the CheckPoint 360°™ Feedback assessment.
Q. Will the test taker need to come to our office and sit at a computer to take the test?
A. No, as long as you have the applicants' email address, you can have them take the assessment on their time, not yours!
Q. After I purchase assessments, how long does it take to get started?
A. You will be sent instructions and a link to the testing center after you have purchased your assessments. Please allow one business day for the assessment to get to your applicants.
Q. Who will get the assessment(s) upon completion?
A. Upon ordering your assessments, you will be asked to put in the email address of the person you would like the results sent to. In most cases, this is the person going through the assessment.
