Catalog of Products and Services
2008
Changing the World—One Organization at a Time®
Contents
introducing the circumplex
The HSI catalog is your resource for products and services for individual, leadership,
team, and organizational development. This catalog provides you with an introduction to
our assessments, simulations, workshops, and other services. We’ve included a Product
User’s Guide (see back pocket) to help you decide which HSI products best meet your
training and development needs.
introducing the circumplex
7-12
The driving force behind HSI’s integrated system for
organizational measurement and development, the
Circumplex brings performance full circle.
individual development
13-26
Measure personal orientations and thinking and behavioral styles
related to on-the-job effectiveness, quality of interpersonal relationships, and satisfaction and health.
leadership development
27-34
Measure leadership impact and effectiveness as well as leader/
managerial strategies, skills, and styles.
team development
35-54
Measure team performance, synergy, group and member styles, the
team skills of members, and the quality of group processes.
organizational development
55-70
Measure organizational culture, levers for cultural change, and
outcomes of culture—including customer service styles and quality
of service.
training and special services
71-76
Try our product training workshops, executive coaching,
and assessment scoring.
ordering information
77-80
Order HSI products and services via phone, email,
and fax. We look forward to serving you.
pricing information*
Back Pocket
product user’s guide
Back Pocket
translation grid
Back Pocket
*All prices are subject to change without notice.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
1
Looking for proven performance
introducing the circumplex
improvement solutions?
Welcome
Welcome to the Human Synergistics International
products and services catalog.
Thank you for your interest in Human Synergistics
International (HSI). We have designed this catalog to
assist you in selecting the products and services that are
most relevant to your training and development
objectives.
What We Do
Since 1970, HSI has been working with organizations,
their members and consultants to strengthen
performance and turn challenges into opportunities. We
are committed to providing you with research-based
materials that:
• Engage and motivate people
HSI works with organizations to
assist them in reaching their full
potential by strengthening their
individual contributors, leaders,
work teams, and cultures.
• Inspire sustained change
• Measurably improve organizational performance
A Broad Client Base
When you choose HSI, you’re in good company. We’re
proud to provide high quality assessment and development materials to human resource specialists, organizational development practitioners, executive coaches,
counselors, teachers, and trainers. More than 10,000
public and private sector clients, as well as 3,000
consultants, have used our products.
2
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Out of the Desert
HSI is perhaps best known for its
first team-building simulation, the
Desert Survival Situation™, introduced in 1970. In fact, Desert has
been cited as the most widely
used training and development
tool in the world. Our capabilities,
however, extend far beyond the
desert and group process
simulations.
Our assessments and simulations
have helped over 20 million
individuals enhance their effectiveness and achieve greater
levels of success.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
From highly respected
assessments and simulations to
innovative support materials,
look to HSI for everything you
need to succeed.
introducing the circumplex
Respected Products
HSI publishes some of the most highly respected and
widely used training and development materials in the
industry. Specifically, we offer:
Assessment and Measurement Tools
Our diagnostics include inventories for self-development,
360° surveys for feedback, group assessments for team
building, as well as organizational culture and climate
surveys for system-wide change.
Simulations and Exercises
Our experiential learning products include survival
simulations for team development, business simulations
for team-based learning, and focused exercises for
promoting quality, safety, and organizational change.
Support Materials
To ensure that participants gain the most from your
development programs, we provide an array of support
materials that complement and enhance your use of HSI
products:
Leader’s Guides. Simplify and strengthen the process of
planning and conducting your programs with comprehensive leader’s guides full of tips and techniques to
educate and engage participants.
Self-Development Guides. Reinforce critical learning
points and help participants initiate change with these
easy-to-use resources.
Videos and Other Visual Aids. Enliven your program
delivery and facilitation with dynamic videos, DVDs, and
slides that vividly bring the content “to life.”
Specialized Activities. Take your programs to the next
level with simulation observer’s guides and other
activities to help participants build upon the learning
experience.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
3
Inspire the skills and behaviors
introducing the circumplex
that propel performance—and
sustain success.
Assessments
That Drive Positive Change
Beginning with the Life Styles Inventory™ (LSI) in 1970, HSI has continued to
provide assessments and measurement products based on sound theory,
thorough research, and careful development and testing.
Our standard—and our continuing goal—is to offer products that meet
rigorous academic and psychometric standards while being practical and
relevant to the real world.
Each HSI assessment is designed to:
Measure current performance
Identify strengths and development opportunities
Pinpoint barriers to successful performance
Develop more productive behaviors
Monitor change and improvement over time
HSI assessments address development needs at the individual, leader, team, and
organizational levels.
4
Individual
Pages 13-26
Leadership
Pages 27-34
Team
Pages 35-54
Organization
Pages 55-70
HSI individual assessments
provide the catalyst for
change and improvement in
a variety of areas by providing feedback and coaching
on individual thinking and
behavioral styles.
HSI leadership assessments
provide leaders with unique
insights into their leadership
styles and strategies and how
they impact the behavior and
performance of those being
led. Organizational leaders
can use this information to
improve both personal and
organizational effectiveness.
HSI group assessments enable
team members themselves
to generate feedback on the
behavioral styles that emerge
when they work together.
Work teams can use this
information to drive changes
that significantly impact their
ability to produce results.
HSI organizational assessments help members take a
closer look at how they do
things—and determine
what they can improve to
become more successful.
These assessments take organizations to the heart of
performance problems, and
promote solutions that drive
measurable, sustained
change and improvement.
• Life Styles Inventory™
(LSI 1 and 2)
• The Leader Within TM
• Stress Processing Report™
(SPR)
• LSI Conflict™
• The AMA DISC Survey™
• Leadership/Impact® (L/I)
• Management Effectiveness
Profile SystemTM (MEPS)
• Acumen Leadership
WorkStyles™ (LWS)
www.humansynergistics.com
• Group Styles Inventory™
(GSI)
• Acumen Team WorkStyles™
(TWS)
• Acumen Team Skills (TSK)
• Observer’s Guides™
• Organizational Culture
Inventory® (OCI)
• Organizational
Effectiveness
Inventory™ (OEI)
• Corporate Ethics Audit™
(CEA)
• Customer Service Styles
Survey™ (CSSS)
• Culture for Diversity
Inventory™ (CDI)
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Take your teams further than they’ve ever gone. introducing the circumplex
Simulations
That Accelerate Team Performance
When HSI introduced the Desert Survival Situation™ our
clients couldn’t get enough of this innovative team activity
based on the concept of synergy—that people working
together can achieve better results than they
can individually.
We built on Desert’s success by developing a complete line of
survival simulations. Next, we were among the first in the industry
to offer business simulations: team-building exercises that also teach
critical business-related skills. We recently added the Challenge Series of
exercises which combine team building with learning opportunities around
strategic planning, performance management, and other important
organizational processes.
HSI Simulations are designed to:
Teach the interpersonal (people) and rational (task) behaviors involved in
successful teamwork
Demonstrate the impact of constructive group styles on performance
Improve group problem-solving skills and decision-making effectiveness
Strengthen cooperation and communication among group members
In addition to our survival and business simulations, HSI also offers The Culture
Change Series and the Safety Series (see page 52).
The Survival Series
Pages 44-47
The Business Series
Pages 48-49
The Challenge Series
Pages 50-51
The Culture Change
Series Pages 68-69
A complete solution to
your team development
needs, these high-impact
exercises provide a “safe,”
controlled environment for
learning and practicing
effective group process
skills and behaviors.
From conducting effective
meetings to resolving
customer complaints, our
business simulations stretch
your teams to reach their
potential.
This collection of seven
dynamic team exercises
focuses on contemporary
issues relevant to
managers—while also
promoting effective group
process skills and
behaviors.
Consultants involved in
culture change initiatives
can use these simulations to
introduce organization
members to culture and
teach them how it “works.”
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
• Envisioning a Culture
for Quality™
• Cultural Change
Situation™
Cascades
Reef
Bushfire
Desert
Subarctic
Jungle
Desert II
Earthquake
Tsunami
Project Planning
Meeting Effectiveness
Customer Complaint
Turnaround™
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Constructive Negotiations
Critical Thinking
Ethical Decision
Organizational Change
Performance Management
Project Management
Strategic Planning
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5
HSI offers a wealth of services
to consistently ensure your
professional success.
introducing the circumplex
Customer-Oriented Services
Product training workshops to prepare you to
use our assessments and simulations to their full
advantage.
Coaching support to assure successful integration
of our products into your consulting and training
initiatives.
Consulting services when and where you need
them, for assistance with program design, implementation, and/or delivery. Our network of associate
consultants extends nationwide.
International services and products in multiple
languages to support your global projects. We have
affiliate offices in many other countries and
associate consultants worldwide.
Web-based options that enable you to add
special questions and demographic items to our
organizational surveys.
Scoring services to reduce your workload and
ensure the efficient, confidential processing of your
survey data and reports.
360° Service
HSI always puts you first. It’s evident in
the products we sell, the services we
provide, and the results we help you
achieve.
This dedication to your success is a
tradition we’re proud of, and one we
work hard to maintain.
Our sales representatives, scoring
department, administrative team, and
research staff will support you from
every angle—before, during, and after
your program or intervention.
We hope you’ll turn to HSI—and keep
returning—for respected, timeless
products and “cut-above” services that
put proven solutions within your easy
reach.
Responsive, consultative support for the
expertise and assistance you need to introduce an
HSI assessment or monitor the ongoing impact of
organizational change programs.
Online asessments and service too...
Many of our asessments are currently available
online. Check with your account manager for
availability and details.
6
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
introducing the circumplex
The Circumplex
Organizations
Teams
Leadership
©
Individuals
Culture
(Norms and Values)
Group Processes
and Members’ Styles
Personal
Styles
Leadership Styles
and Impact on Others
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
7
introducing the circumplex
What can this circle tell you about
improving organizational performance?
©
All you need to know.
Introducing the Circumplex,
the driving force behind HSI’s integrated
system for organizational measurement,
feedback, and development.
What makes organizational
change happen?
In a word, people.
People make the organization. So how do you get
people to work toward a better organization? How do
you get everybody on the same page, at the same
time, moving in the right direction?
Use the same language.
Whether you are measuring individual, team or
organizational effectiveness, the circumplex provides
a common and consistent language for feedback,
analysis, and change initiation.
8
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Look at Performance—
From All Angles
This circle, called the Circumplex,
has the answers.
Developed by psychologist
Dr. J. Clayton Lafferty over 30
years ago, the HSI Circumplex was
one of the first to be used for development purposes. Over the past 25
years, Dr. Robert A. Cooke has
directed numerous studies to
validate the Circumplex and
confirm the reliability of HSI
surveys based on it.
The Circumplex provides a way to
“see” what drives performance—that
of individual contributors, leaders,
work teams—in short, the entire
organization. It breaks the factors
underlying performance down into 12
ways or “styles” of thinking, behaving,
and interacting. Some styles are
effective and productive; some are
not. Whether effective or not, they all
describe what’s happening inside the
organization and provide a direction
for change and development.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
introducing the circumplex
How can you use the Circumplex to
improve organizational adaptability
and effectiveness?
Combine Views for a Clearer Picture
The Circumplex is the driving force behind HSI’s integrated
system for organizational measurement, feedback, and
development. Our Circumplex-based surveys measure the
factors that drive performance at multiple levels throughout organizations. These surveys include:
Individual Level:
Life Styles Inventory™ (LSI)
(measuring individual thinking and
behavioral styles)
Leadership Level:
Acumen Leadership WorkStyles™ (LWS)
(the styles exhibited by leaders)
Leadership/Impact® (L/I)
(the impact of leaders on the behavior
of others)
Team or Group Level:
Group Styles Inventory™ (GSI)
(group-level patterns of interaction)
Acumen Team WorkStyles™ (TWS)
(styles exhibited by individuals in team
settings)
Organizational Level:
Organizational Culture Inventory® (OCI)
(behavioral norms and expectations)
Organizational Effectiveness Inventory™ (OEI)
(outcomes of, and factors leading to, culture)
Culture for Diversity Inventory™ (CDI)
(norms related to diversity management)
Linked together by the Circumplex, these assessments
provide a structured system for taking a close look at an
organization to decide what’s working, what’s not, and how
to fix it.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
A Well-Rounded Solution
HSI’s Circumplex surveys are the tools you
need to initiate, guide, and monitor
organizational change initiatives. Use
our integrated system to:
Analyze and understand the organization at different levels: its culture and
subcultures, the climate of groups and
teams, and the personal styles of leaders
and members.
Combine the feedback to identify areas
of concern: counter-productive norms and
styles that work against integration and
adaptability and, in turn, reduce
effectiveness.
Decide how the organization could—
and should—perform: identify targets in
terms of member satisfaction and engagement, cooperation and coordination within
and across teams, and organizational service
quality, growth, and innovativeness.
Identify the Circumplex styles that are
holding the organization back: and,
more importantly, the styles that should be
promoted and strengthened to meet
performance objectives.
Give members the information and
tools needed to initiate targeted and
consistent changes: with changes at the
organizational level reinforcing those at the
individual and team levels (and vice versa).
Profile and monitor the organization’s
progress over time: use follow-up
assessments to gauge progress, redirect
change efforts, and link changes in culture
to improvements in performance.
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9
introducing the circumplex
Which styles describe your organization,
teams, and members now?
Which describe where you want them to be?
The Circumplex provides the foundation for Human
Synergistics International’s integrated measurement
system for individual, leader, group, and organizational
development. The Circumplex identifies 12 specific
patterns of thinking and behaving which cluster into 3
general styles: Constructive, Passive/Defensive, and
Aggressive/Defensive.
©
These styles are described below and on the next page as
they relate to the behavior of organizational members and
are measured by the Life Styles Inventory™.
Constructive Styles
The Constructive styles include (11) Achievement,
(12) Self-Actualizing, (1) Humanistic-Encouraging,
and (2) Affiliative. These styles characterize selfenhancing thinking and behavior that contribute to
one’s level of satisfaction, ability to develop
productive relationships and work effectively with
people, and proficiency at accomplishing tasks.
Passive/Defensive Styles
The Passive/Defensive styles are (3) Approval, (4)
Conventional, (5) Dependent, and (6) Avoidance.
These styles represent self-protecting thinking and
behavior that promote the fulfillment of security
needs through interactions with people. However,
in doing so, they interfere with personal effectiveness and negatively impact individual health and
well-being.
Aggressive/Defensive Styles
The Aggressive/Defensive styles include (7)
Oppositional, (8) Power, (9) Competitive, and (10)
Perfectionistic. These styles reflect self-promoting
thinking and behavior used to maintain one’s status/
position and fulfill security needs through taskrelated activities. Though sometimes associated with
short-term success, these styles lead to stress, create
conflict, and result in inconsistent performance.
10
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Constructive Styles
introducing the circumplex
Number
Name
Description
11
Achievement
Based on the need to attain high-quality results on challenging projects, the
belief that outcomes are linked to one’s effort rather than chance, and the tendency
to personally set challenging yet realistic goals. People high in this style think ahead
and plan, explore alternatives before acting, and learn from their mistakes.
12
Self-Actualizing
Based on needs for personal growth, self-fulfillment, and the realization of one’s
potential. People with this style demonstrate a strong desire to learn and
experience things, display creative yet realistic thinking, and have a balanced
concern for people and tasks.
1
HumanisticEncouraging
Reflects an interest in the growth and development of people, a high positive
regard for them, and sensitivity to their needs. People high in this style devote
energy to coaching and counseling others, are thoughtful and considerate, and
provide people with support and encouragement.
2
Affiliative
Reflects an interest in developing and sustaining pleasant relationships.
People high in this style share their thoughts and feelings, are friendly and
cooperative, and make others feel a part of things.
Passive/Defensive Styles
Number
Name
Description
3
Approval
Reflects a need to be accepted and a tendency to tie one’s self-worth to being
liked by others. People high in this style try very hard to please others, make
good impressions, and be agreeable and obedient.
4
Conventional
Reflects a preoccupation with conforming and “blending in” with the environment to avoid calling attention to one’s self. People high in this style tend to rely
on established routines and procedures, prefer to maintain the status quo, and
want a secure and predictable work environment.
5
Dependent
Reflects a need for self-protection coupled with the belief that one has little
direct or personal control over important events. People high in this style allow
others to make decisions for them, depend on others for help, and willingly obey
orders—possibly as a result of recent changes in their personal or work lives.
6
Avoidance
Reflects apprehension, a strong need for self-protection, and a propensity to
withdraw from threatening situations. People high in this style “play it safe” and
minimize risks, shy away from group activities and conversations, and react to
situations in an indecisive and non-committal way.
Aggressive/Defensive Styles
Number
Name
Description
7
Oppositional
Reflects a need for security that manifests itself in a questioning, critical, and
even cynical manner. Though people high in this style ask tough questions that
can lead to better ideas, they might also emphasize even minor flaws, use
criticism to gain attention, and blame others for their own mistakes.
8
Power
Reflects needs for prestige and influence, and the tendency to equate selfworth with controlling others. People with strong tendencies toward this style
dictate (rather than guide) others’ actions, try to run everything themselves,
and treat others in aggressive and forceful ways.
9
Competitive
Based on a need to protect one’s status by comparing one’s self to others,
outperforming them, and never appearing to lose. People high in this style
seek recognition and praise from others, view even non-competitive situations as contests or challenges to “prove” themselves, and try to maintain a
sense of superiority.
10
Perfectionistic
Based on the need to attain flawless results, avoid failure, and the tendency to
equate self-worth with the attainment of unreasonably high standards. People
high in this style are preoccupied with details, place excessive demands on
themselves and others, and tend to show impatience, frustration, and indifference toward others’ needs and feelings.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
11
introducing the circumplex
The Circumplex: Summary
HSI’s integrated and multi-level system for measurement and development enables organizations to initiate
change programs at the individual, leader, group, and organizational levels, either simultaneously or
sequentially.
Our distinctive Circumplex provides the base for our quantitative measurement instruments as well as a
common language to link multi-level development efforts. Our Circumplex-based surveys demonstrate
statistical reliability and validity in capturing styles of thinking, behaving, and interacting through 12 different
patterns. These patterns of thinking, behaving, and interacting provide a structured way of taking a close look
at an organization, a work team, and the individuals within them, to decide what’s working, what’s not and
how to fix it.
Measure and analyze performance at different levels:
Individual, leader, work team, and organizational (and sub-unit) levels.
Combine this feedback to identify areas of concern:
Those weak spots that, over time, can send performance into a downward spiral.
Decide how an organization could and should perform:
What people should be doing to take the organization where it needs to go.
Determine the styles (specific patterns of behavior) that hold the organization back or propel it forward:
Identify which styles people need to develop or strengthen to move forward.
Give people the information and tools they need to make targeted, consistent changes in their behavior:
Changes that, when combined, drive the organization to meet its potential.
Chart and follow an organization’s progress toward improvement goals over time:
Re-assess performance, and re-direct as needed, to stay on the right track.
©
12
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
INDIVIDUAL
DEVELOPMENT
PRODUCT LISTING
Life Styles Inventory™ (LSI 1 & 2)
The Leader WithinTM
LSI Conflict™
Stress Processing Report™ (SPR)
The AMA DISC Survey™
Books on Individual Development
individual development
Measure personal orientations and thinking
and behavioral styles related to on-the-job
effectiveness, quality of interpersonal
relationships, and satisfaction and health.
individual
individual development
Strengthen your organization
through individual development.
Give your managers and employees
the opportunity to learn about
themselves, initiate positive changes,
and improve their performance with
the Life Styles Inventory.
Individual
Development
Product
Life Styles Inventory™ 1 (LSI 1)
PRODUCT APPLICATION
A versatile assessment for organization
development and change, beginning with
individual members.
Use the LSI to:
The Life Styles Inventory 1 provides people with insightful
and otherwise unavailable information on their thinking
and behavioral styles—information that can be used for
self discovery, self monitoring, and self development.
Know Thyself
—Socrates
LSI helps people to get to know themselves. It provides
feedback on patterns of thinking that are Constructive and
productive as well as those that are Defensive and
counter-productive. Guided by this feedback, the
individual can improve upon what is good and work to
change what could be better. The results: improved
individual well-being and enhanced performance.
• Initiate self-development efforts
by organizational members—
regardless of their level in the
hierarchy, functional specialization, or tenure with the
organization
• Sharpen interpersonal skills by
enabling people to recognize
and redirect defensive behaviors,
as well as strengthen behaviors
that enhance communication
and improve relationships
• Increase productivity through
self-awareness; enable people to
change their behavior so that
they accomplish tasks more
effectively and efficiently
How the LSI 1 Works
LSI 1 is a validated self-report survey that
enables people to take a close, revealing look
at themselves. In 20-30 minutes, a participant
completes the LSI by responding to words and
short phrases in terms of the extent to which
they describe him or her. These items measure
patterns of thinking and behavior corresponding to the 12 styles on the Circumplex (see
pages 7-12).
By transferring LSI scores to the Circumplex,
respondents are provided with a “picture” of
the ways in which they approach their work
and interact with others. The profile enables
respondents to see how they described
themselves in relation to the self-descriptions
of 9,000 other respondents.
14
www.humansynergistics.com
The completed profile reveals the extent to
which the individual’s styles are Constructive,
Passive/Defensive, or Aggressive/Defensive.
On the basis of this feedback, respondents can
elect to change their thinking and embark on
personal development programs to enhance
their effectiveness.
A 70-page Self-Development Guide is provided
to help respondents understand the significance
and implications of their profiles. The Guide
explains the possible “roots” of the 12 thinking
styles, discusses their effects, and offers strategies for self development.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
Options for Administering the LSI 1
LSI can be administered and scored in paper &
pencil format, through Internet Data Collection
(IDC), or via our new Web-based sites.
The traditional paper & pencil version of the LSI,
printed on NCR (no carbon required) paper, allows
respondents to hand score the survey and profile
their results. This version of the LSI is ideal for
program designs that call for the administration
and scoring of the survey on-site during the
session, class, or conference.
The IDC option is appropriate for large-scale
administrations of the survey. Human Synergistics
emails participants invitations to fill out the survey
together with a Web link, user name and
password. Respondents complete the LSI at their
convenience, prior to the program. Profiles are
generated and provided to the facilitator within 7
to 10 business days after the surveys are
completed.
The new Web-based version of the LSI is the
most versatile. Like the IDC option, respondents
are provided a user name and password to
complete the LSI online. (Facilitators are
provided with an account to set up these names
and passwords.) Unlike the IDC, however, results
are real time and can be provided in three
different ways.
LSI 1 Survey Online makes results available to
the facilitator, who can then provide participants
with their results along with paper-based copies
of the Self-Development Guide.
LSI 1 Profile Online provides results immediately, online, to the participant and the
facilitator. Participants are provided with paperbased Self-Development Guides, either before
or after receiving their feedback.
LSI 1 Kit Online is totally Web-based and
provides participants with their results along
with an interactive Self-Development Guide,
customized to emphasize their strongest styles.
individual development
Please refer to the back of the catalog for the Pricing Guide.
Life Styles Inventory™ (LSI)
PARTICIPANT MATERIALS
LSI 1 Full Kit
DI 95100
• Self-Description Inventory
• LSI 1 Self-Development Guide (SDG)
• Profile Summary Cards
LSI 1 Basic Kit
DI 99100
• Self-Description Inventory
• LSI 1 Self-Development Guide
LSI Profile Summary Cards w/Folder
DI 95101
36-card deck provides “at-a-glance”
interpretation of LSI scores.
LSI Post Test
DI 98101
LSI Prescription for Change
DI 96100
Guides formation of a development
plan based on LSI scores.
LSI 1 Survey (Online)
DI 95401
Online profile available to consultant
only. Includes paper SDG.
LSI 1 Profile (Online)
DI 95402
Online profile available to consultant
and participant. Includes paper SDG.
LSI 1 Kit (Online)
DI 95404
Online profile available to consultant
and participant. Includes online,
interactive SDG.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
SCORING
LSI 1 per inventory
CS 89001
LSI 1 per group profile
CS 89025
FACILITATOR MATERIALS
LSI Leader’s Guide
DI 99110
Everything you need to conduct
interesting and effective LSI
programs.
LSI Mastery Cards
DI 12100
Fun and informative team exercise
for learning about and understanding the 12 styles.
LSI Transparencies
DI 05111
Set of 20 attractive, full-color
transparencies assists with LSI
scoring and debriefing of results.
LSI 1 PowerPoint® Presentation
DI 05108
Set of 21 full-color slides assists with
LSI scoring and debriefing of results.
LSI 1 Blank Profile Transparency
DI 05104
LSI Flipchart Pad
DI 99120
The LSI Circumplex on 25 large
sheets for easy profiling and display.
www.humansynergistics.com
15
individual
individual development
How we see ourselves is not
always the same as how others
see us. In fact, these two “views”
can be as different as night and
day. Get the whole picture with
the Life Styles Inventory 2.
Individual
Development
Product
Life Styles Inventory™ 2 (LSI 2)
A pioneering 360° assessment that provides a well-rounded
view of individual performance.
Developed over 30 years ago, the Life Styles
Inventory 2 (LSI 2) was one of the first valid and
reliable 360° feedback tools on the market.
The LSI 2 provides information to address the “blind
spots” that can derail performance improvement.
With the LSI 2, your people can gather feedback on
others’ perceptions of their behavior—from
co-workers, direct reports, and/or bosses.
When used in conjunction with LSI 1 results, LSI 2
feedback provides powerful insights that individuals
can use to adjust and fine-tune their development
plans.
How the LSI 2 Works
The LSI 2—completed by five trusted
associates—shows how others perceive
an individual in terms of the same 12
styles measured by the LSI 1.
By comparing LSI 1 results with LSI 2
results, individuals can identify gaps
between how they see themselves and
how others see them. These gaps may
represent important areas for
development.
16
www.humansynergistics.com
Reliable and
Confidential Feedback
The LSI profile is a “snapshot” that
tells individuals where they are now.
It shows them their current
tendencies toward behaviors that
either lead to or block effective
performance.
The LSI profile enables members of
your organization to harness the
power of feedback and use it to
enhance performance. LSI 2 provides
a confidential, reliable method of
gathering feedback and presents it in
a frank and direct manner.
From there, individuals use the LSI 2
Self-Development Guide as a
compass to interpret their feedback
from others. A self-development
planner is included for each of the 12
styles, allowing individuals to
formulate a plan to change behavior,
if desired.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
AVAILABLE ONLINE
The Value of Post-Testing
To be effective, individual development must be a
journey that never ends. Highly recommended for
all HSI assessments, post-testing enhances the value
and “pay-off” of the assessment experience by
keeping the improvement process moving forward.
Ideal for large-scale applications and/or
geographically dispersed groups, the LSI
Web-based version enables your employees
to respond to assessment items and submit
their responses via the Web.
Use post-testing to:
Monitor performance improvement initiatives
over time
Redirect development plans as needed
Engage and inspire individuals to work toward
their development goals
©
LSI 1 Profile
How I described myself
LSI 2 Profile
How others described me
LSI 2 Post-Test Profile
How others currently see me
individual development
Please refer to the back of the catalog for the Pricing Guide.
Life Styles Inventory™ 2 (LSI 2)
PARTICIPANT MATERIALS
LSI 2 Kit
DI 43100
• 5 Description by Others Inventories
• LSI 2 Self-Development Guide
• Scorer’s Worksheet and Instructions
• Profile Supplement
LSI 2 Description by Others Inventory
DI 42101
BEST VALUE!
LSI 1 & 2 Full Kit
DI 41105
• LSI 1 Full Kit plus LSI 2 Kit
LSI 1 & 2 Basic Kit
BEST VALUE!
DI 41100
• LSI 1 Basic Kit plus LSI 2 Kit
LSI 2 is available online.
Please contact HSI for more information.
SCORING
LSI 2 per participant (up to 5)
CS 89002
LSI 2 per participant (beyond 5)
CS 89013
LSI 2 per group profile
CS 89026
FACILITATOR MATERIALS
LSI Leader’s Guide
DI 99110
Everything you need to conduct
interesting and effective LSI
programs.
LSI Mastery Cards
DI 12100
Fun and informative team exercise
for learning about and understanding the 12 styles.
LSI 2 Blank Profile Transparency
DI 05105
For more information, please contact an HSI sales consultant.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
17
individual
individual development
Life Styles Inventory™ Circumplex
Effective individuals show
STRONGER tendencies along
the Constructive styles.
Effective individuals show
WEAKER tendencies along the
Aggressive/Defensive styles.
18
www.humansynergistics.com
Effective individuals show
WEAKER tendencies along the
Passive/Defensive styles.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual
individual development
Your people are your competitive
advantage. Are you taking advantage
of all they have to offer? Take them to
new heights with The Leader Within.
Individual
Development
Product
The Leader Within™
A development program to help individual
contributors build self-leadership behaviors.
The Leader Within is a self-contained development program
that combines the Life Styles Inventory™ with individual and
team exercises, and guided discussion. It is a dynamic
process for developing personal responsibility and achieving
peak performance.
The development program is intended for the organization’s
individual contributors, specialists, professionals and other
organizational members who do not have managerial or
supervisory responsibilities.
As the name implies, The Leader Within focuses on the
“leader” that resides within each one of us. Research shows
that internal motivation can be developed. Through this
program, your people will develop behaviors that enable
them to capitalize on their skills, and improve their
performance potential.
PRODUCT APPLICATION
Use The Leader Within to:
• Build a solid, capable workforce
of individuals who consistently
promote success and make
positive contributions
• Develop the attitudes and
behaviors that will enable your
employees to perform at their
best every time, in any situation
• Encourage self-motivation and a
proactive, constructive approach
to relationships and tasks
• Strengthen the characteristics
that make a good leader to
enhance the “leader within”
The Effective Self-Leader
A Performance Improvement Target
The LSI profile of an Effective Self-Leader is shown
below. Effective Self-Leaders relate to both tasks
and people from a strong sense of self. Driven to
achieve from within, they are also resilient—able
to recover quickly from setbacks and steer themselves back on course.
©
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
19
individual development
A Solution for Today
The Leader Within™ is a flexible program designed
to meet the demands of today’s time-pressured
business environment:
As a facilitator-led, one-day or half-day
program, The Leader Within is a powerful blend
of individual and team exercises, assessment
activities, and guided discussion.
As a self-paced, self-directed program, The
Leader Within development process is equally
effective—without taking participants away from
the job.
The Participant’s Workbook comes complete
with everything you need to create an interactive,
results-oriented learning experience in any
training situation. And the Leader’s Guide
provides step-by-step program designs as well as
tips, techniques, and recommendations to make
every program successful.
individual development
Please refer to the back of the catalog for the Pricing Guide.
The Leader Within
How The Leader Within Works
The program emphasizes self-reliance
and the ability to reach one’s potential.
It helps individual contributors to
discover:
How “taking charge” enables them to
capitalize on their skills and improve
their performance
Why being self-managing is critical to
lasting success and career resiliency
Which “self-leadership” behaviors
enhance their relationships and
approach to tasks
What current behaviors are obstacles
to personal effectiveness, and how to
change them
An integral part of The Leader Within is
the Life Styles Inventory™ (LSI 1), a selfassessment that measures thinking and
behavior along 12 patterns or “styles” of
thinking and behavior (see page 14). As
part of The Leader Within program,
participants complete the LSI and use
their results to target current behaviors
that support or stifle their performance.
To encourage and facilitate selfimprovement, the program provides a
performance benchmark that directs
positive change. The “Effective SelfLeader” profile acts as a “development
compass” that guides individuals
toward effective self-leadership
behaviors—and away from behaviors
that prevent them from fulfilling their
potential.
PARTICIPANT MATERIALS
The Leader Within Participant’s Workbook
DI 94100
Contains the LSI, the “Effective Self-Leader” profile, and
everything participants need for a successful learning
experience.
FACILITATOR MATERIALS
The Leader Within Leader’s Guide
DI 94110
The facilitator’s resource for step-by-step instructions,
recommendations, and tips for conducting an effective
The Leader Within program.
The Leader Within PowerPoint® Presentation
DI 94116
Add an attractive visual element to any facilitator-led
The Leader Within program.
The Leader Within Transparencies
DI 94115
The same full-color visuals as the PowerPoint®
Presentation, but in transparency format.
20
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
Constructive differing is good; outand-out conflict is not. Let LSI Conflict
show your people how to resolve their
differences and find an integrative
solution.
Individual
Development
Product
LSI Conflict™
An inventory for measuring and improving
individual approaches to conflict situations.
Disagreements are a fact of work life, but they don’t have
to stifle initiative and sideline performance. Your organization, whether it’s a business, non-profit, educational
institution, or government agency, can turn conflict into an
asset. All it takes is a new approach toward resolving
differences that results in “win-win” situations—for those
involved, and for your organization.
Conflict is a Choice
A specific application of the LSI (see page 14), LSI Conflict is
a confidential self-assessment that helps people take a
close look at whether their thinking and behavior helps or
blocks their ability to deal constructively with conflict
situations.
PRODUCT APPLICATION
Use LSI Conflict to:
• Help individuals at all organizational levels learn to deal with
conflict more constructively—for
higher quality decisions, increased
productivity, and more harmonious working relationships
• Improve the effectiveness of
self-directed work teams by
identifying barriers to constructive
communication and enhancing
cooperation throughout the
organization
Know What Works... and What Doesn’t
After completing and scoring LSI Conflict, individuals
transfer their scores to the Circumplex to create a
picture or “profile” of their current approach to conflict.
This approach can be either Constructive and support
achievement of “win-win” results, or Defensive and
contribute to counterproductive behaviors.
LSI Conflict is a tool for moving people from distributive
to integrative negotiating styles and, in turn, effective
problem solving.
Results Through Action Plans
Using the LSI Conflict Self-Development
Guide to learn about their conflict styles,
individuals can decide what they need to
do to improve their approach. Completing
an action plan helps them to specify and
commit to behavior changes to enhance
their conflict styles and improve their
effectiveness in all conflict situations.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
Please refer to the back of the catalog for the
Pricing Guide.
LSI Conflict
PARTICIPANT MATERIALS
LSI Conflict Kit
DI 62100
• LSI Conflict Self-Description Inventory
• LSI Conflict Self-Development Guide
FACILITATOR MATERIALS
LSI Conflict Leader’s Guide
DI 62110
Complete instructions for facilitating an
LSI Conflict self-development program.
LSI Conflict Transparencies
DI 62112
Set of 11 attractive, full-color transparencies assist
with LSI Conflict scoring and debriefing of results.
SCORING
LSI Conflict per inventory
CS 89022
LSI Conflict per group profile
CS 89037
www.humansynergistics.com
21
individual
individual development
Stress is an integral part of everyday life.
The Stress Processing Report shows your
people how to manage stress to maximize
performance.
Individual
Development
Product
Stress Processing Report™ (SPR)
An assessment for building a healthier, more
productive workforce.
Stress has many causes. Job-related stresses include
friction with the boss, making an important speech or
presentation, or taking on a new job. Life changes can also
cause stress, such as divorce, loss of a loved one or a
serious illness.
Research shows, however, that people also experience
stress as a result of life’s “small hassles,” such as having too
many things to do, or getting conflicting orders from
superiors.
Reduce Stress Levels While
Increasing Effectiveness
The SPR is a unique self assessment that measures how
well individuals deal with the stress they face at work,
home and in everyday life. SPR identifies the current
thinking styles used by individuals to cope with stress and
identifies which of those thinking styles may be limiting
their personal effectiveness and elevating their stress
levels. As individuals work to improve their thinking and
behavior, they also enhance their job performance.
PRODUCT APPLICATION
Use the SPR to:
• Assist individuals in improving
physical health and feelings of
well-being, while increasing
satisfaction with work and self
• Promote higher levels of
productivity as people reduce
their stress levels and complete
tasks more efficiently
• Enhance the quality of work
relationships by teaching people
to cooperate and communicate
more effectively
• Encourage greater receptivity to
change and the ability to recover
quickly from minor setbacks
What the SPR Measures
22
Self
Others
Process
Goals
Personal belief systems
and self-perception influence how individuals
cope with stress.
Stress levels are affected by
how individuals perceive
their relationships.
How individuals think
about and perform tasks
adds to or detracts from
feelings of stress.
What individuals choose
to do and their attitude
toward accomplishments
have an impact on their
stress levels.
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Self Image
Past View
Control
Approval
Growth
Effectiveness
www.humansynergistics.com
Inclusion
Interpersonal
Intimacy
Trust
Receptiveness
Synergy
Cooperation
Time Orientation
Time Utilization
Satisfaction
Directedness
Expectations
Future View
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
Try the SPR Online
The SPR is now available online. Once the SPR
responses have been completed, a personalized
report is automatically generated. The report
explains thinking styles, identifies areas of
strength, and uncovers areas that limit effectiveness and cause stress.
The participant can view the “Understanding
Stress,” “Purpose and Structure of the SPR,” and
“References” screens to gather background
information about the SPR that is not contained
in the personalized feedback report.
Facilitators, administrators, and instructors have
additional capabilities to manage and control the
online SPR. They can either create participant
account names and passwords themselves, or
have the participants create their own by using a
“PIN number” selected by the facilitator.
Facilitators can check, change or delete
participant accounts; post a message on their
SPR Main Menu page; and view their participants’
results. In addition, facilitators can have participants contact them online with questions about
their results or next steps.
How the SPR Works
Assess Current Approach
to Stressors
By responding to descriptive statements, individuals use the SPR to create
a “picture” or profile of their tendencies
toward 19 specific ways of thinking or
“styles” (see table on page 22). These
styles determine how people respond
to stressful situations and are linked to
stress symptoms, including medical
problems.
Commit to Behavioral Changes
Using the SPR Self-Development
Guide, individuals find out how well
they currently deal with stress and
discover the consequences of continuing certain behaviors. From there, they
can plan ways to modify their
approach—to reduce or eliminate stress
symptoms and behave more proactively
in stressful situations.
Finally, using the SPR Post Test,
individuals can complete the SPR again
and again to determine progress toward
improvement goals.
Please refer to the back of the catalog for the Pricing Guide.
individual development
Stress Processing Report™ (SPR)
PARTICIPANT MATERIALS
SPR Kit
DI 39148
• Self-Description Inventory
• Self-Development Guide
• SPR Debriefing Audio Tape
SPR Post Test
DI 39145
Measures the individual’s progress
toward improvement goals.
SPR Online
DI 39405
FACILITATOR MATERIALS
SPR Leader’s Guide
DI 39102
Everything you need to administer, score,
and debrief the SPR.
SPR Debriefing Audiotape
DI 39151
Discusses the 19 domains of the SPR and
their interrelationships.
SPR PowerPoint® Presentation
DI 39107
Set of 17 full-color slides assists with SPR
scoring and debriefing of results.
SPR Transparencies
DI 39108
Set of 17 full-color slides assists with SPR
scoring and debriefing of results.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
SPR Quote Cards
DI 39120
Team exercise teaches the characteristics of the 19 domains the SPR
measures.
Biodots/Stress Card Set
DI 39157
Popular tools measure individual stress
level based on body temperature. 25
biodots and 1 stress card.
www.humansynergistics.com
23
individual
individual development
A combination of different styles and points
of view is good for teams and organizations.
The AMA DISC Survey helps individuals
understand their personal styles and adapt
to and complement the styles of others.
Individual
Development
Product
The AMA DISC Survey™
A personal styles survey that strengthens
and simplifies the development process.
PRODUCT APPLICATION
Our differences make us who we are. But how can we
learn to recognize, understand, and appreciate the
different styles—or ways of being—that set us apart?
And how can we use our styles to greatest advantage
in a variety of situations?
• Provide unique insights into
people’s orientations, priorities,
and motives in carrying out their
work and relating to others
Use The AMA DISC
Survey to:
A New Survey Based on an
Established Framework
Based on William Marston’s D.I.S.C. framework, The AMA
DISC Survey measures four basic styles of behavior:
Directing, Influencing, Supportive, and Contemplative.
Because each style has both strengths and possible
weaknesses, none is inherently better or worse than the
others. More importantly, all of the styles can contribute
to (or potentially detract from) the effective functioning
of groups and organizations.
Developed by Robert A. Cooke, Ph.D.,
Human Synergistics/Center for Applied Research, Inc.,
for the American Management Association.
Web Processing Available
Ideal for large-scale applications and/or
geographically dispersed groups, The AMA
DISC Survey can be administered via the
Web with online or feedback. Paper &
pencil forms are also available. For more
information, please contact an HSI sales
consultant.
24
www.humansynergistics.com
• Create an awareness of the
differences between people, and
emphasize the need to modify or
adapt personal styles to improve
outcomes related to effective
work performance
• Enhance organizational development programs addressing such
issues as problem solving and
decision making, time management, interpersonal relations,
conflict management, team
building, and organizational
change
• Set the stage for more in-depth
development programs featuring
the Life Styles Inventory™, Leadership/Impact®, and Organizational
Culture Inventory®
individual development
Please refer to the back of the catalog for the
Pricing Guide.
The AMA DISC Survey
The AMA DISC Survey Kit
DI 88100
Self-Description Inventory and
Debriefing Guide
The AMA DISC Survey Facilitator’s Manual
DI 88110
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
individual development
What Makes The AMA
DISC Survey™ Different?
The following features set The AMA DISC
Survey apart from other DISC Surveys:
Oriented toward work-related behaviors. To eliminate confusion, the instructions
and items clarify that respondents should
focus on their on-the-job behavior.
Designed to enhance reliability and
validity. The survey presents items one at a
time, so respondents can evaluate each
item separately. This minimizes potential
contamination in survey responses.
Printed on NCR (no carbon required)
paper. This paper automatically transfers
responses to a sheet for scoring and
profiling results. This also minimizes possible
contamination of responses, while making
the survey easier for participants to score.
Greater statistical reliability. The AMA
Disc Survey utilizes Likert scales for measurement, differentiating itself from older
versions that use Ipsitive scales. Likert scales
allow for statistical testing of a survey’s
reliability and validity.
How The AMA DISC Survey Works
Efficient. Use The AMA DISC Survey as a 40minute introduction to personal styles, or as
the basis for a half-day session on personal,
interpersonal, team, or organizational
development.
Versatile. The survey comes with a sevenmodule Debriefing Guide that provides a
variety of options for understanding and
applying survey results. Depending on the
time frame and objectives, participants can
complete all of the modules or a selected
subset. Each module is designed for selfdirected learning. The guide can also serve as
the basis for various group activities.
Focused. To assist participants in understanding their results, the Debriefing Guide
contains interpretations for single styles and
combinations of styles. Further, it enables
participants to examine the productive and
counterproductive aspects of their styles.
Supported. The Facilitator’s Manual
provides all the information needed to plan
and facilitate programs that include The AMA
DISC Survey. The manual describes the basic
activities involved in administering, scoring,
and debriefing the survey, along with
approximate time frames and program
design suggestions.
The AMA DISC Survey Styles
Directing
Influencing
Supportive
Contemplative
Oriented toward tasks
and change
Oriented toward people
and change
Oriented toward people
and acceptance
Oriented toward tasks
and acceptance
Assertive
Enthusiastic
Cooperative
Analytical
Efficient
Outgoing
Empathetic
Reserved
Focused on results
Focused on getting
things started
Focused on making
teams work
Focused on getting
things right
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
25
individualdevelopment
development
individual
Three books are available for people
interested in specific Circumplex styles.
Thoroughly researched and richly detailed,
they collectively provide practical
information on how to modify
Perfectionistic behavior and how to
strengthen Achievement thinking.
Books on Individual Development
Individual
Development
Product
Perfectionism: A Sure Cure for Happiness
By Drs. Lorraine and J. Clayton Lafferty
A book to help those who need to be “perfect.”
The authors examined more than 9,000 cases of perfectionism—many through personal interviews—to explore this
damaging behavior and its effects. The book presents the surprising causes and revealing consequences of perfectionism,
as well as the correction for this counterproductive behavior. With Perfectionism: A Sure Cure for Happiness, the perfectionist can recognize the downside to this behavior and take targeted action to change it— for good.
Use Perfectionism: A Sure Cure for Happiness to:
Reduce an unhealthy attachment to perfectionistic attitudes and behaviors
Individual
Development
Product
Five Steps to Coaching Success: A Leader’s Guide
By Thane Crossley
An indispensable how-to book for today’s leaders.
Coaching is a critical leadership skill that, when used effectively, can mean the difference between mere business
performance and performance excellence. Five Steps to Coaching Success: A Leader’s Guide breaks down this skill into five
key behaviors that our leaders can adopt to become great performance coaches: Communicating Clearly, Listening and
Giving Feedback, Enhancing Performance, Planning for the Future and Maintaining Excellence.
Use Five Steps to Coaching Success: A Leader’s Guide to:
Provide your leaders with a self-directed approach to understanding, developing, and practicing the five behaviors that
define coaching excellence.
Individual
Development
Product
The Psychological Edge in Rugby:
Leadership and Motivation in Teaching Team Sports
By Michael Gourley
The principles of achievement motivation.
The motivational theories presented in this book are based on psychological data gathered from Human Synergistics’
research. By following these concepts, significant gains can be made in getting the right psychological edge for top
performance. Because the values people learn on the playing field can also serve them well in their careers, the insights
contained in this book are fully applicable to a business environment.
Use The Psychological Edge in Rugby: Leadership and Motivation in Teaching Team Sports to:
Improve coaching skills that will result in increased productivity, decreased work stress, and employee satisfaction.
individual development
Please refer to the back of the catalog for the Pricing Guide.
Individual Development Books
Perfectionism: A Sure Cure for Happiness
DI 99200
Five Steps to Coaching Success: A Leader’s Guide
DI 99201
The Psychological Edge in Rugby:
Leadership and Motivation in Coaching Team Sports
DI 99204
26
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
LEADERSHIP
DEVELOPMENT
PRODUCT LISTING
Leadership/Impact® (L/I)
Acumen Leadership WorkStyles™ (LWS)
Management Effectiveness Profile System™ (MEPS)
leadership development
Measure leadership impact and effectiveness,
as well as leader/managerial strategies, skills,
and styles.
leadership development
Leadership is influence and impact.
So how are your leaders affecting your
organization? Are they creating the type of
culture that effectively unleashes the
potential of your human resources? If not,
transform your organization—from the top
down—with Leadership/Impact.
Leadership
Development
Product
Leadership/Impact® (L/I)
PRODUCT APPLICATION
A unique development tool for midto senior-level managers.
Use Leadership/Impact to:
There’s no denying leadership’s role in determining how
well (or how poorly) your organization performs. The
cumulative impact of each leader’s day-to-day actions is
what brings success...or setbacks. How are your leaders
affecting your organization? Are they having a positive
or negative impact on the work and performance
of others?
Shaping Others’ Behavior
To be effective, your leaders need to know if what
they’re doing (and how they’re doing it) is moving your
organization forward. This requires understanding the
influence or impact they are having on their direct
reports and others.
• Identify the need for leadership
development, as well as a
direction for change
• Provide the foundation for
cultural change through
leadership development
• Help leaders understand the
implications of their behavior,
and adopt strategies to increase
their personal and organizational
effectiveness
Leadership/Impact (L/I) is a 360° assessment that
provides your leaders with targeted feedback on this
impact—specifically, the leader’s influence on how
those around him or her approach their work and
interact with others. This informative “window” reveals
not only the direction of the leader’s impact, but also its
implications for his or her effectiveness—and that of the
organization as a whole.
Available Online
Ideal for large-scale applications and/or
geographically dispersed groups, the L/I Webbased version enables your managers to
respond to assessment items and submit
their responses via the Web.
28
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
leadership development
Successful Strategies?
L/I adds an important new dimension to the
feedback typically made available to managers
and executives. Direct reports and peers use L/I
to describe not only the strategies used by the
leader, but also how these strategies affect their
own on-the-job behavior and ability to perform
to their potential.
How Leadership/Impact® Works
L/I assesses a leader’s impact in terms of the
Circumplex (see page 8). Thus, a leader can
motivate or drive others to behave in:
Constructive,
Passive/Defensive, or
Aggressive/Defensive ways
L/I assesses two types of
leadership strategies:
Prescriptive. Guiding activities and behaviors
toward goals, opportunities, and task accomplishment—leading to a Constructive
impact.
Restrictive. Constraining or prohibiting
activities and behaviors with respect to goals,
opportunities, and methods—leading to a
Defensive impact.
L/I measures strategies in ten domains
of leadership:
Envisioning
Role Modeling
Mentoring
Stimulating Thinking
Referring
Monitoring
Providing Feedback
Reinforcing
Influencing
Creating a Setting
To target areas needing improvement, L/I
enables the leader to determine the impact
he or she ideally would like to have on
others. The Circumplex is used to highlight
areas of difference between one’s current
and ideal impact.
By comparing the “current” to the “ideal”
impact profile, the leader can identify
opportunities for change that will move his
or her impact toward the “ideal.” This
involves increasing Prescriptive strategies
(which lead to a Constructive impact) and
decreasing Restrictive strategies.
One-of-a-Kind Resource
Following the L/I assessment and scoring
processes, each leader receives his or her
own L/I Personalized Feedback Report.
Please refer to the back of the catalog for the Pricing Guide.
In addition to presenting assessment results,
this helpful resource enables the leader to
plan and implement the changes needed to
improve his or her impact—for enhanced
personal and organizational effectiveness.
leadership development
Leadership/Impact (L/I)
PARTICIPANT MATERIALS
L/I Assessment Package
DI 13100
• 1 Self-Report Inventory
• 8 Description by Others Inventories
plus scoring
• Personalized Feedback Report
L/I Description by Others Inventory
DI 13102
Extra surveys for obtaining feedback from
additional respondents.
FACILITATOR MATERIALS
L/I Facilitator’s Guide
DI 13110
Includes CD & information for using the L/I in group
sessions or in one-on-one coaching sessions. The CD
contains electronic copies of the administration forms,
group exercises, and transparencies in PowerPoint®.
L/I Composite Report
DI 13115
Optional summary of leadership strategies, impact, and
effectiveness results for all participants in your
leadership development program. Includes full-color
transparencies for presenting results.
L/I PowerPoint® Presentation
DI 13117
Set of 26 full-color slides assists with debriefing of L/I
results.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
29
leadership development
Effective leadership development and
coaching demand measurement and
feedback that is valid, relevant, and
personalized. Provide your leaders with a
360° feedback experience that meets all
these criteria and, in doing so, offers
them a clear and meaningful direction for
growth.
Leadership
Development
Product
Acumen Leadership WorkStyles™ (LWS)
A multi-rater feedback tool for
developing the personal styles that
provide the foundation for effective
leadership.
Leadership involves a complex set of intellectual
and emotional activities that include visioning,
planning, problem solving, and inspiring others.
While the effective execution of these activities
depends on various factors, among the most
important are the leader’s thinking and behavioral styles. Thus, one of the most meaningful
strategies for development is to help leaders
understand and adjust their particular combination of personal styles.
Promoting Self-Awareness and Change
Building on the Life Styles Inventory™, LWS uses
94 survey items, all oriented toward individual
behavior in organizational settings, to assess
leaders along the 12 Circumplex styles. This Webbased system provides leaders with highly
personalized feedback on how their ways of
acting and reacting to people and situations
shape their effectiveness.
PRODUCT APPLICATION
Use Leadership WorkStyles to:
• Provide those with leadership
responsibilities—at the organizational,
project, or team levels—with insights
into their personal styles and how
these styles combine to shape their
leadership performance
• Develop their capacity to monitor and
modify their behavior, to more
skillfully develop and empower
others, and to more effectively focus
the efforts of peers and subordinates
on the attainment of organizational
goals
• Offer them the sensitive, insightful,
and tailored feedback they need to
more effectively carry out their
current leadership roles and develop
themselves for positions with greater
responsibilities
LWS is a best-of-class 360° feedback tool for
coaching and development in view of:
• Its well documented reliability and validity in
predicting leadership effectiveness
• Its large norming base which enables leaders to
compare their own styles to those of a meaningful group of peers
• Its customized and richly detailed feedback
reports—which are received as credible,
relevant, and motivating
30
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
leadership development
How Acumen’s Leadership WorkStyles Works
LWS offers self-motivated leaders a personal styles assessment, with feedback from self and
others, that is unparalleled in terms of personalization. The detail and accuracy of the reports
leads to acceptance and commitment which, in turn, facilitates the job of the coach or consultant in developing the leader.
LWS survey results are analyzed to develop standardized scores for the leader along the 12
Circumplex styles. Profiles based on self-reports and descriptions by others are generated to
graphically illustrate the leader’s behavior along such styles as Self-Actualization, Approval, and
Competitive.
Next, the leader’s profile is analyzed in terms of 6 clusters or sets of styles. For example, scores
along the Humanistic and Affiliative style are combined to estimate the leader’s “Sociability.”
Similarly, results along the Achievement and Self-Actualizing styles are considered together to
gauge the leader’s “Achieving/Confident” orientation. These cluster scores are then compared to
one another to determine their relative strength.
The shape of the leader’s overall profile is determined by his or her primary, secondary and, in
many cases, tertiary clusters. In this way, a feedback report can be developed for the leader in
consideration of his/her particular combination of styles (as opposed to being based on simply
one or two styles).
LWS draws on a large database of information about how leaders with particular combinations
of styles tend to behave in a variety of management situations. This information is used to
generate a detailed feedback report that describes the relative effectiveness or ineffectiveness
of these patterns of behavior.
The feedback report, averaging about 25 pages, is professional in content and presentation.
Feedback is provided on both self and others’ results, and the latter can be broken down by
peers, direct reports, and boss.
Major sections of the feedback report include Self Profile, Feedback (from others) Profile,
Breakout Profiles of Ratings from Different Sources, interpretations of Self and Co-Workers
Perceptions, Comparing Self and Co-Workers Perceptions, Spread of Opinion Profile, Results of
Each Scale, Suggestions for Development, and Comments from Co-Workers.
Please refer to the back of the catalog for the Pricing Guide.
leadership development
Acumen Leadership WorkStyles™
PARTICIPANT MATERIALS
Leadership WorkStyles Self Report
Web Assessment Package
AI 20400
Inventory, processing, workbook and report.
Paper Assessment Package
AI 20100
1 paper inventory, processing, workbook and report.
Leadership WorkStyles Feedback Report
Web Assessment Package
AI 30400
Inventory, processing, workbook and report.
Allows up to 30 Web raters plus Self Report.
Paper Assessment Package
AI 30100
9 paper inventories, processing, workbook and report.
Includes 8 paper & pencil raters plus Self Report.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
FACILITATOR MATERIALS
Leadership WorkStyles Facilitator Guide
AI 20110
Leadership WorkStyles Facilitator Guide CD
AI 20111
Leadership WorkStyles Workbook
AI 20112
Leadership WorkStyles Group Report
AI 30500
Processing and composite report for multiple leaders .
www.humansynergistics.com
31
leadership
leadership development
Effective management is not a
destination, but an endless journey.
Let the Management Effectiveness
Profile System provide a roadmap
and keep your managers
on track.
Management Effectiveness Profile System (MEPS)
TM
Leadership
Development
Product
A process for management skill development.
Your managers are your organization’s lifeline.
They’re responsible for guiding and directing
your most important assets—your employees—
not to mention making thousands of complex
decisions that keep your company running
smoothly. And even the best can’t rest on their
laurels. To stay successful today—so your
company stays successful—your managers must
keep challenging themselves to become even
better.
Chart the Course to Continuous
Improvement
Effective management requires skill mastery in a
variety of areas, all critical to continued success.
So how do your managers know what they need
to work on, and when? MEPS is a cost-effective,
efficient assessment that gives your managers
the vital information they need to get—and
stay—on the path to progressive improvement.
With the MEPS Assessment Package, mid- to
upper-level managers can evaluate their job skills
and behaviors (see table on page 33) to find out
how well they’re doing right now, and determine
what they need to work on. And HSI takes care of
assessment scoring for you—so you can get the
MEPS process up and running with a minimal
time commitment.
32
www.humansynergistics.com
PRODUCT APPLICATION
Use MEPS to:
• Drive a personalized, selfdirected development process
that incorporates 360o feedback
• Sharpen interpersonal skills such
as listening, delegating, communicating, and dealing with
conflict
• Boost task-related skills like goal
setting, planning, and problem
solving
• Efficiently and accurately identify
development needs for an entire
management population
Web Processing Available
Ideal for large-scale applications and/or
geographically dispersed groups, MEPS
can be administered via the Web with
either online or paper-based feedback.
Paper & pencil forms are also available. For
more information, please contact an HSI
sales consultant.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
leadership development
A View From All Sides
Everyday a manager interacts with a broad
spectrum of people, each of whom
experiences him or her just a bit differently. These “outside” insights are the
foundation of the MEPS process.
A pioneering 360o assessment, MEPS offers
managers a structured, confidential way to
get a balanced perspective of their
strengths and development opportunities
from those who count—direct reports,
peers, and/or bosses.
When a manager compares this composite
feedback to his or her own perspective,
the result is an objective, well-rounded
view of the manager’s competencies.
How MEPS Works
In addition to a fully customized, detailed
report of the manager’s results, the MEPS
Assessment Package includes a SelfDevelopment Guide. This management
“how-to” shows managers how different
skills affect the workplace and provides
practical strategies to help them address
development opportunities head on—for
quicker, more precise results. There’s even a
straight-forward development plan for
creating and committing to improvement
actions.
The MEPS process is so flexible and versatile, you can use it with either individuals
(one-on-one) OR groups (specific departments/divisions, or across the entire
company).
Use MEPS to Measure the Full Spectrum
of Management Skills and Behaviors
Task-Related
Interpersonal
Personal
Problem Solving
Team Development
Stress Processing
Time Management
Delegation
Maintaining Integrity
Planning
Participation
Commitment
Goal Setting
Integrating Differences
Performance Leadership
Providing Feedback
Organizing
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
33
leadership development
Feedback on Managerial Effectiveness
MEPS also includes “summary perception” items to provide managers with feedback on their overall
effectiveness. These items focus on dimensions of effectiveness that parallel the skill areas measured:
Task Effectiveness, Interpersonal Effectiveness, and Personal Effectiveness.
Task Effectiveness
Interpersonal Effectiveness
Personal Effectiveness
Vision, which measures the
ability to develop a mission or
purpose for the organization
and/or work unit and make it a
reality. Based on values and
beliefs, visions tend to be what
drive innovations and new
developments. They effectively
move the organization in new
directions.
Influence measures the ability to
influence specific groups of people
(i.e., persuade them to behave in the
manner you desire). Managers who
are viewed as effective by their
employees tend to have influence
over their superiors. This is because
managers with “upward influence”
are able to obtain the resources and
authority necessary to deliver on
promises, appropriately reward
desired behaviors, and provide
what is needed to get the work
accomplished.
Career Progression measures
others’ perceptions regarding how
effectively an individual’s career has
progressed thus far and his/her preparedness to assume greater
responsibilities. Career progression
has been shown to be positively
associated with overall effectiveness ratings, performance
evaluations, and employees’
satisfaction with their manager.
Thus, increased responsibility and
career progression are typically
viewed as signs of managerial
effectiveness or success.
Performance Efficiency (Work
Unit) measures the manager’s
ability to assess both the quality
of the work produced and how
efficiently the work is completed.
How well employees accomplish
goals and assignments is
commonly used as an indicator of
a manager’s effectiveness.
Employee Satisfaction measures
the extent to which a work group is
satisfied with the current work
situation. While employee
satisfaction doesn’t always lead to
productivity gains, employee
dissatisfaction does reduce
productivity and customer service.
Self-Development measures an
individual’s expressed interest in
performance improvement and how
others perceive that person’s reaction to negative feedback. Effective
managers are always looking for
ways to become even better—they
tend to be viewed as those who aim
to improve their performance, even
when it’s satisfactory or quite good.
Quality of Work (Personal) measures the manager’s ability to
handle current assignments and
meet goal requirements. A
manager’s effectiveness in this
area is likely to be related to his or
her ability to influence others.
That’s because those in upper
levels of the organization are
more open to the influence of
managers who have proven that
they are not only committed to
the goals of the organization, but
are also able to contribute to
their realization.
Quality of Interpersonal Relations
measures the quality of a manager’s
social network and the strength of
his or her interpersonal power. Effective managers tend to be those
who spend a significant amount of
time and effort developing a social
network of cooperative and mutually satisfying work relationships.
Line/Staff Appropriateness measures the overall ability to make
things happen through others. Managers who can persuade direct
reports to implement decisions and
plans that contribute to the
organization’s mission and goals
make their superiors look good and,
in turn, are given greater influence
over higher level decisions.
leadership development
Please refer to the back of the catalog for the Pricing Guide.
Management Effectiveness Profile SystemTM (MEPS)
PARTICIPANT MATERIALS
MEPS Assessment Package
DI 33100
• Self-Description Inventory
• 6 Description by Others
Inventories
• Self-Development Guide
• Scoring and Customized Report
MEPS Extra Description by Others
DI 33102
MEPS Post Test
DI 33107
34
www.humansynergistics.com
FACILITATOR MATERIALS
MEPS Leader’s Guide
DI 33110
Help your managers to achieve the best
results from the MEPS process.
MEPS Transparencies
DI 33105
Set of 15 attractive, full-color transparencies
assists you in debriefing MEPS feedback.
MEPS PowerPoint® Presentation
DI 33120
Set of 15 full-color slides assists with
debriefing of MEPS results.
SCORING
MEPS Group Profile
CS 89029
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
TEAM
DEVELOPMENT
PRODUCT LISTING
Group Styles Inventory™ (GSI)
Acumen Team WorkStyles™ (TWS)
Acumen Team Skills (TSK)
The Simulations:
The Survival Series
Survival Simulations Trainer’s Kit
The Business Series
The Challenge Series
The Safety Series
Observer’s Guide™
team development
Measure team performance, synergy,
group and member styles, the team skills
of members, and the quality of group
processes.
35
team
teamdevelopment
development
Patterns of interaction usually
develop quite rapidly within
work groups. But are the
“styles” that have evolved in
your groups helping them to
succeed, or preventing them from
reaching their potential?
Team
Development
Product
Group Styles Inventory™ (GSI)
An assessment for promoting and reinforcing
effective group styles.
PRODUCT APPLICATION
The toughest and most complex problems faced by
organizations typically are assigned to teams, committees, or
other types of groups. But do your groups have what it takes
to make the best decisions?
• Reinforce team-building efforts
Synergy Doesn’t “Just Happen”
• Improve the quality of team
decisions
Why do some groups exceed expectations while others fall
short of their potential? Synergy occurs when the efforts of
two or more people working interactively produce ideas,
solutions, or products that surpass those produced by the
same individuals working independently. Synergy is what
makes a group an organizational asset.
But synergy doesn’t just happen. More often, it requires
paying careful, focused attention to what makes a group
successful, including the interaction styles that emerge as
members work together on tasks. Assessing these styles
allows a group to determine what’s working and what’s not,
as well as identify what they need to do to achieve
sustainable gains in results and outcomes.
Use the GSI to:
• Promote Constructive behaviors
and synergistic decision making
within groups
• Increase members’ satisfaction
with their teams, as well as their
teams’ solutions
• Integrate team development with
individual, leadership, and
organizational development
A Versatile Tool for Promoting
Synergy in Groups
You can put the GSI to work with any temporary or
permanent group whose members solve problems and
make decisions. Use it with existing project teams, crossfunctional groups, or standing committees to identify
strengths, as well as areas for improvement. Or use it with a
new group to foster Constructive modes of interaction from
the start. Alternatively, you can use the GSI with an ad hoc
group to prepare members to work effectively in groups in
the future.
The GSI can be administered following an actual meeting or
work session or it can be used in conjunction with one of
HSI’s simulations (see pages 42 to 54). Because it is based on
the same Circumplex model as the LSI (p. 14), L/I (p. 28), and
OCI (p. 56), it can serve as the team-level component of a
comprehensive, multi-level organizational development
program.
36
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Put Your Teams to the Test
How the GSI Works
Describe Interaction Styles
You can administer the GSI immediately following a group meeting or work session or
after groups complete a simulation (but before they receive the answers). The GSI asks
members to describe how they worked together and approached the task by responding
to a set of 72 brief questions. Members’ responses to the survey reflect their perceptions of
the patterns of behavior or “styles” that were exhibited by the group.
Plot the Results
Members can score and profile their own results, as well as average together their results
to create a group profile. Differences between individual profiles reflect differences in the
impact that the group is having on individual members. The group’s composite GSI profile
reveals its dominant, as well as its weakest, styles.
Identify Targets for Change
Some of the styles measured by the GSI are Constructive and associated with high quality
solutions, member satisfaction, and time effectiveness. Other styles are Defensive,
counter-productive and associated with inconsistent or poor performance, low member
satisfaction, and inefficient use of time. Thus, the GSI will tell members what styles they
need to change in order to maximize their group’s effectiveness.
Modify Styles to Improve Performance
The GSI Participant Guide provides a number of suggestions for practicing and developing
more Constructive styles (and reducing Defensive tendencies). The two-step process
outlined in the Guide helps groups to identify appropriate improvement strategies and
translate them into specific actions for implementation.
Monitor Progress
Once teams have had an opportunity to implement their strategies for change, they should
complete the GSI again (after another work-related meeting or simulated problem-solving
session). Re-administration of the GSI reinforces and supports team-building efforts by
providing groups with feedback on the effectiveness of their improvement strategies in
relation to their performance.
Please refer to the back of the catalog for the Pricing Guide.
team development
Group Styles Inventory™ (GSI)
SPECIAL PRICE
PARTICIPANT MATERIALS
GSI Kit
DI 49107
Includes one GSI Inventory and
one Participant Guide.
GSI Inventory Only
DI 49101
GSI Kit with Simulation
DI 49108
In effect only when you purchase the
GSI Kit in the same quantity on the
same order as your business or
survival simulation purchase.
GSI Scoring Supplement
(one per team)
DI 49102
Streamlines the process of GSI scoring
and averaging individual results to
create a composite profile.
FACILITATOR MATERIALS
GSI Leader’s Guide
DI 49110
Help your teams to achieve the
best results from the GSI process.
GSI Transparencies
DI 49112
Set of 11 attractive, full color
transparencies assists with GSI
scoring and debriefing of results.
GSI PowerPoint® Presentation
DI 49116
Set of 12 full-color slides assists
with GSI scoring and debriefing of
results.
GSI Flipchart Pad
DI 49115
The GSI circumplex on 25 large
sheets for easy profiling and
display.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Facilitator Tip: Get all the help you need to conduct a development program that effectively
integrates use of an HSI Simulation with the
GSI. The GSI Leader’s Guide includes a special
step-by-step section on administering, scoring,
and debriefing a combination simulation/GSI
program.
Get the GSI/Simulation Combo and Save!
Take advantage of special pricing when you
purchase both the GSI and a simulation! Choose
the best HSI Simulation for your organization.
See pages 42-54.
www.humansynergistics.com
37
team
teamdevelopment
development
The success of any team depends on
each member performing to his/her
maximum ability and interacting with
other members in a way that enhances
their contributions. Develop your
teams by developing individual team
members through the use of
Team WorkStyles.
Team
Development
Product
Acumen Team WorkStyles™ (TWS)
A multi-rater feedback tool for developing
personal styles that provide the
foundation for effective teamwork,
collaboration, and synergy.
PRODUCT APPLICATION
Use Team WorkStyles to:
As organizations continue to move toward team-based
structures and systems, the task and interpersonal
styles that “worked” for individual contributors have
become increasingly outdated, inadequate and, in
certain ways, counter-productive. While people are
often expected to simply adjust to the demands of
teamwork, the reality is that most are better able to
make the transition with training, development, and
the type of feedback provided by TWS.
Developing Teams by Developing Members
TWS is similar, and complementary, to Human
Synergistics’ Group Styles Inventory™ (GSI). While both
assessments are based on the Circumplex, the GSI
focuses on the team level of analysis—emphasizing
the climate of the team, interaction patterns, and
group processes. In contrast, TWS focuses on individual
team members—the way they approach tasks and
interact with others. TWS therefore can be used as a
follow-up to (or before) the GSI for serious teambuilding interventions.
• Provide members of project teams,
cross-functional work groups, and
self-managed teams with insights
into their personal styles and how
their combination of styles affects
other members and the team as a
whole
• Give team members the information
they need to compare their selfperceptions with those by others to
better understand how they influence the climate and performance
of the team
• Provide them with a personal road
map for developing positive interaction styles, reducing or eliminating
negative styles, and becoming a
more professional and valuable team
player
Derived from the Life Styles Inventory™, TWS uses 94
survey items, all oriented toward individual behavior in
group and organizational settings, to assess team
members along the 12 Circumplex styles. This Webbased system provides team members with personalized feedback on how they work with others and
contribute to, or detract from, team performance. They
are provided with feedback on their styles, both self
reported and as described by others, along with
suggestions for constructively redirecting their
behavior as a team member.
38
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Promoting Team Members’ Self-Awareness
Team WorkStyles maximizes the potential for the development of group members by providing
feedback on their self-perceived styles profiled against their styles as perceived by others. The other
people providing the feedback can be limited to members of the immediate team or expanded to
include superiors, members of other teams, and internal or external clients.
TWS goes beyond the typical personal styles survey in promoting individual and team development
because:
• It has well-documented reliability and validity with respect to individual effectiveness in team settings
• It gives unique insights into the team member’s unique combination of styles and how those styles
affect his or her ability to interact with others
• The feedback focuses on personal styles relevant to group functioning, including those related to goal
setting, problem solving, collaborating, and communicating
• It provides the team member with personalized suggestions for development, tailored to his or her
strengths and weaknesses
How Team WorkStyles Works
TWS uses carefully researched survey items that identify the ways in which people interact with
others and approach their work in team settings. These items assess the extent to which a team
member is characterized by the 12 thinking and behavioral styles on the Circumplex.
The feedback provided to team members goes beyond a style-by-style description of their
productive and potentially counter-productive styles. Their particular combinations of styles are
identified and they are presented with insights into their team-related behaviors that are driven
by the interaction of those styles.
The feedback reveals how the world shapes their motivations and priorities, how they lead or
follow other people, and how they work with others in a cooperative, competitive, or possibly
detached way.
When used on an individual basis, this information affords the team member the opportunity to
modify his or her behavior to contribute more effectively to the team. When shared and used on
a group basis, this information provides team members with a better understanding of each
other, the insights needed to adjust their styles to one another’s needs and concerns, and the
opportunity to develop the team by assigning responsibilities for roles and behaviors that
formerly were lacking.
team development
Please refer to the back of the catalog for the Pricing Guide.
Acumen Team WorkStyles™
PARTICIPANT MATERIALS
Team WorkStyles Self Report
Web Assessment Package
AI 40400
Inventory, processing, workbook and report.
Paper Assessment Package.
AI 40100
1 paper inventory, processing, workbook and report.
Team WorkStyles Feedback Report
Web Assessment Package
AI 50400
Inventory, processing, workbook and report.
Allows up to 30 Web raters plus Self Report.
Paper Assessment Package
AI 50100
9 paper inventories, processing, workbook and report.
Includes 8 paper & pencil raters plus Self Report.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
FACILITATOR MATERIALS
Team WorkStyles Facilitator
Guide
AI 40110
Team WorkStyles Facilitator
Guide CD
AI 40111
Team WorkStyles Workbook
AI 40112
Team WorkStyles Group Report
AI 40500
Processing and composite report
for multiple team members.
www.humansynergistics.com
39
team
teamdevelopment
development
T
eam members with finely honed
skills are key to achieving the goals of
the team and the organization. Help
your team members gain insight into
which skills they need to be most
effective in their jobs.
Team
Development
Product
Acumen Team Skills (TSK)
A multi-rater feedback tool for
stimulating and guiding the professional
development of team members.
To achieve maximum effectiveness in their jobs,
individual team members need to develop and
fine-tune their skills relevant to the task and maintenance (i.e. interpersonal) aspects of group dynamics.
The most effective way to assure a high level of skill
development is to stimulate and guide each
individual in pursuing his or her own professional
development agenda.
The TSK inventory measures members’ skills in
behavioral terms, relying heavily on observations
from teammates, other peers, and their supervisor—
or just their peers if so desired.
Best-of-Class Product
The TSK product is the leading method for achieving
these ends for a number of reasons:
• The survey items are high in face validity and
useful for predicting effectiveness at work
PRODUCT APPLICATION
Use Team Skills to:
• Enable team members to see how
they compare to other members of
self-managing work groups, project
teams and cross-functional teams
• Provide highly personalized feedback
reports on their skills, and offer
priorities and suggestions for
increasing professional effectiveness
• Give team members in-depth
information on how they perceive
themselves in their work environment, and how their co-workers see
them
• Provide a broad overview of an
individual’s capabilities based on the
responses of his/her supervisor and
peers
• Skill areas most important to the individual’s
particular job are identified by raters
• Individuals can compare themselves to a large
norm base of other team members
• Highly personalized, richly detailed, feedback
reports are provided
40
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Skill Assessment
Acumen’s skill assessments provide in-depth information about how individuals see themselves and
how others see them in their work environment. Performance is assessed based on actions related to
the individual’s job functions and a detailed personalized report is prepared.
This feedback report includes a detailed analysis defining each skill, compares the individual’s selfratings to those of others, and offers suggestions for increasing professional effectiveness.
Task assessments for the TSK include Communication, Working with Others, Task Focus and Business
Values. Each task area contains several related subskills. Scores are displayed in relation to a large norm
base of other individuals.
How To Read A Skill Assessment Graphic
WORKING WITH OTHERS
Rating by self
High
Rating
by coworkers
High
Average
Spread of
coworker ratings
Average
Rated Most Important
by coworkers
Low
Average
Rated Important by
coworkers
X Insufficient data
X
Relationship
Skills
Cooperation
Networking
Handling
Disagreement
Low
Feedback &
Coaching
The thin bars represent an individual’s self-ratings, which are converted into low, average,
or high scores (based on the self-ratings of previous respondents).
The thick bars show how co-workers rate the individual in the skill areas. These ratings are
displayed in relation to a large norm base of other raters, including managers, peers, and
others.
Horizontal lines show the amount of variation among others’ ratings.
A large triangle indicates which skill is the single most important, while a small triangle
indicates the skill is one of the five most important for an individual’s position.
An “x” appears when an individual’s co-workers provide too few ratings for a credible score.
team development
Please refer to the back of the catalog for the Pricing Guide.
Acumen Team Skills
PARTICIPANT MATERIALS
Team Skills Feedback Report
Web Assessment Package
AI 60400
Inventory, processing, workbook and report.
Allows up to 30 Web raters, plus Self Report.
Paper Assessment Package
AI 60100
9 paper inventories, processing, workbook and report.
Includes 8 paper & pencil raters, plus Self Report.
FACILITATOR MATERIALS
Team Skills Workbook*
AI 60112
Team Skills Group Report
AI 60500
Processing and report.
*Team Skills Facilitator Guide is not available
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
41
team development
team development
Take your teams to the next level
and beyond...
The Simulations
Looking for a quick way to objectively evaluate
the quality of your groups and demonstrate
their potential? Look no further than HSI’s
simulations.
The HSI simulations provide a unique opportunity to
quickly and objectively measure whether your groups
are achieving synergy—as well as demonstrate this
otherwise elusive concept. Synergy occurs when the
interactive efforts of two or more people have a greater
impact than the sum of their independent efforts. By
measuring the quality of both individual and team
performance on a single task, the simulations allow
groups to quickly calculate the extent to which they are
fully utilizing their resources—and doing so in a way
that achieves synergy.
PRODUCT APPLICATION
Use HSI Simulations to:
• Establish a Constructive, teamoriented atmosphere in the
workplace, at conferences or
workshops, and in classrooms or
training programs
• Strengthen members’ rational
and interpersonal problemsolving skills
• Demonstrate and promote
synergy within groups
• Improve the efficiency and
effectiveness of individual and
group decision making
In addition, the simulations can be used for team
building and the development of more effective group
processes. The approach emphasized by many of HSI’s
simulations involves developing and applying skills in
two critical areas: Rational and Interpersonal.
42
Rational (Task)
Skills and Processes
Interpersonal (People)
Skills and Processes
Analyzing the Situation
Listening
Setting Objectives
Supporting
Simplifying the Problem
Differing
Considering the
Alternatives
Participating
Discussing the Consequences
Striving for Consensus
www.humansynergistics.com
See page 54 for more information on our Synergistic
Problem-Solving Model and how to use our simulations
to improve group interaction and the effectiveness of
decisions.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Select the Simulation That’s
Right for You
To meet all of your team development needs,
HSI offers a wide variety of simulations that
target specific areas:
The Safety Series
Teaching people to take control of situations to
make the work environment safer is the main
emphasis of this series of group problem-solving
simulations.
The Survival Series
Set in unfamiliar locations (such as a ledge high
in the Cascades Mountains) or unusual
circumstances (such as an earthquake or
bushfire), these simulations take participants
outside of their organizational roles and areas of
expertise to a situation where only their
synergistic problem-solving skills will help them
to survive. As such, the Survival Series
Simulations highlight general problem-solving
processes and skills (rather than problem-specific
content or knowledge).
How HSI Simulations Work
Compare Individual versus Group
Performance
Each simulation requires participants to
resolve a specific problem in a limited period
of time—first individually, then as a team. As
participants work together to draw upon their
experiences and knowledge in search of the
best answers, they are challenged to successfully integrate the expertise of all group
members. By comparing individual and team
solutions to the recommended solution,
participants can see whether, as a group, they
were able to take advantage of what each
member had to offer and contribute.
The Business Series
By focusing on familiar problems—such as how
to organize and conduct a successful meeting,
effectively deal with a customer complaint, plan
and manage a project, and turnaround the
performance of a declining organization—these
simulations can be used to develop task-specific
knowledge as well as synergistic problemsolving skills.
Strengthen Synergistic ProblemSolving Skills
As members work to complete the simulation task, they begin to see their own role in
shaping the quality of the team’s performance. This understanding deepens as the
simulations are scored and the impact of
group processes on performance is discussed.
Equipped with these insights, members can
decide what they need to do to enhance the
team’s functioning—and get the results the
team needs to succeed back at work.
The Challenge Series
This series targets knowledge and skills in more
advanced areas such as performance management, project management, organizational
change, strategic planning, and ethical decision
making, as well as synergistic problem solving.
How to Get Even More From HSI Simulations
Observer’s Guide™
Group Styles Inventory™ (GSI)
The Observer’s Guide enables a team member (or an
“outsider”) to focus and report on the behaviors that
contribute to or detract from group performance.
Observers can follow the evaluation steps prescribed
in the Guide while watching a team complete a simulation. The Guide enables observers to provide
specific feedback on the rational and interpersonal
skills and processes that were exhibited by members
while solving the problem as a team. In turn, these insights help members to decide which behaviors they
need to increase, reduce, or eliminate to become
more effective contributors.
Completing the GSI after a simulation helps members to
make the critical link between the quality of interactions among members and the group’s effectiveness.
Based on the feedback provided by the survey, the
group can develop targeted plans for promoting Constructive interaction styles and reducing more
Defensive behaviors. Over time, the GSI can be
re-administered by teams to monitor their progress
and make continuous improvements.
For more on the GSI, including how you can save
by purchasing the GSI with your simulation
order, see pages 36-37.
For more information on the Observer’s
Guide, see page 53.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
43
team development
Do your teams have what it takes
to survive?
Team
Development
Product
The Survival Series
From the Sonoran Desert to the Australian Bush and beyond, the HSI
Survival Series requires team members to work together effectively to deal
with the unknown.
Versatile
The survival simulations can be used as an icebreaker at the beginning of a workshop, conference,
seminar, training program, or class or to establish healthy norms within a new work group. And, they
can be used with new or established teams to introduce members to the value of synergy or to gauge
their synergistic problem-solving skills.
Interactive
Set in unfamiliar locations, our Survival Simulations allow group members to participate as equals—
regardless of rank or position. By starting on equal footing, participants have the opportunity to fully
participate, focus on group processes, and analyze their contributions to the quality of the team’s
performance.
Easy to Implement
Leader’s Guides are available for each of the HSI Survival Simulations. The Guides contain all of the
information you’ll need to design and facilitate a successful program, including the experts’ decisions
and rationale, scoring instructions, program design options, and tips for discussing the skills and
processes that contribute to effective team performance.
Videos are also available for most of the simulations. The videos enable participants to see the situation setting and the available items, making the simulation more real for them. They also relieve you
of the responsibility of having to be the “survival expert” by presenting the expert’s rank and rationale
to participants.
Choose the Survival Simulation
That’s Right for You
To find the survival simulation that best
meets your team development needs,
see the chart on page 45.
NOW AVAILABLE!
Virtual Desert Survival!
An Internet application of one of our most popular survival
simulations, Virtual Desert allows team members from
multiple locations to participate in a “real time” simulation
experience. Virtual Desert is a Web-based exercise that you
can use to build virtual teams, develop virtual learning
communities, and teach group dynamics in distance
learning programs.
Virtual Desert Survival Online
Administrator Kit
The program administrator gains access to the online Leader’s
Guide, team and simulation management Web pages.
For more information, please contact an HSI sales
consultant.
44
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
HSI Survival Simulations
The simulations are listed from least to most time required to complete, score, and debrief.
Simulation
The Situation
Cascades Survival
Situation™
On the way back from a weekend
retreat, the helicopter carrying you
and your group crashes in a small
clearing high in the Cascades
Mountains.
Rank 12 items salvaged from
the crash in the order of their
importance to your team’s
survival.
1 to 1.5
hours
You and your co-workers are
working late in the basement
library of your 10-story downtown
office building when a major
earthquake hits.
Identify which of 12 possible
action steps are important and
sequence them in the order
they should be carried out.
Rank the remaining steps from
least to most dangerous.
1 to 1.5
hours
Your group is enjoying a beach party
on the coast in central Chile when a
pager message alerts that a tsunami
is approaching.
Rank 8 items in the order of
their importance to your team’s
survival.
1 to 2
hours
On an excursion from Tahiti to
Australia, your yacht strikes a
coral reef and begins taking on
water through the hull.
Rank 12 items salvaged from
the yacht in the order of their
importance to your team’s
survival.
1.5 to 2
hours
You and your group are on holiday
in the Dandenong Ranges just east
of Melbourne, Australia, when you
suddenly notice a bushfire
approaching.
Rank 12 items in the order of
their importance to your
team’s survival.
1.5 to 2
hours
Twenty-two air miles east of your
intended destination, your float
plane crashes on the east shore of
Laura Lake, in the subarctic region
of the northern Quebec-Newfoundland border.
Rank 15 items salvaged from the
plane in the order of their
importance to your team’s
survival.
1.5 to 2.5
hours
It’s a hot August day and your plane
has just crash-landed in the Sonoran
Desert in the Southwestern United
States.
Rank 15 items salvaged from
the plane in the order of their
importance to your team’s
survival.
1.5 to 2.5
hours
While flying from Panama City to
the Caribbean island region of the
San Blas Archipelago, your twinengine plane hits a number of large
birds, causing it to crash into a
triple-canopied jungle.
From a list of 12 strategic
activities, select those that will
assure your survival, as well as
one overall strategy. Then, rank
15 items found in the wreckage
according to their importance
to your survival.
2.5 to 3.5
hours
On your way home from Acapulco,
your chartered plane experiences
engine trouble and crash lands
somewhere in the Sonoran Desert
in the Southwestern United
States.
Identify your four greatest
problems and the best strategy
for your survival. Then, decide
on the criticality and best use
for 16 items salvaged from the
crash.
2.5 to 3.5
hours
Participant’s Booklet
SM 18101
Leader’s Guide
SM 18110
Video / DVD
SM 18105 / SM 18106
Earthquake
Participant’s Booklet
SM 09101
Leader’s Guide
SM 09110
Video / DVD
SM 09105 / SM 09106
Tsunami
Participant’s Booklet
SM 21101
Leader’s Guide
SM 21110
Reef Survival
Situation™
Participant’s Booklet
SM 12101
Leader’s Guide
SM 12110
Bushfire Survival
Situation™
Participant’s Booklet
SM 28101
Leader’s Guide
SM 28110
Video / DVD
SM 28105 / SM 28106
Subarctic Survival
Situation™
Participant’s Booklet
SM 15101
Leader’s Guide
SM 15110
Video / DVD
SM 15105 / SM 15106
Desert Survival
Situation™
Participant’s Booklet
SM 13101
Leader’s Guide
SM 13110
Video / DVD
SM 13105 / SM 13106
Jungle Survival
Situation™
Participant’s Booklet
SM 22101
Leader’s Guide
SM 22110
Desert II Survival
Situation™
Participant’s Booklet
SM 19101
Leader’s Guide
SM 19110
Video / DVD
SM 19105 / SM 19106
The Challenge
Time
Please refer to the back of the catalog for the Pricing Guide.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
45
team development
Finally, a way to better teams that
you can’t afford to pass up. With the
Survival Simulation Trainer’s Kit,
you get the results you need...
and save!
Team
Development
Product
Survival Simulation Trainer’s Kit
The most cost effective way to get
everything you need to get your teams
up and running.
An array of support materials is available for the
HSI Survival Simulations, including Leader’s
Guides, Videos (VHS and DVD) and the Observer’s
Guide. Now you can purchase all of these great
products together as a package—at a savings of
over $50*!
The Survival Simulation Trainer’s Kit comes with
everything you need to conduct a simulationbased program for 25 people, including:
Participant Booklets (25)
Go Where You Want to Go
Customize your kit by choosing
from five of our most popular
survival simulations. Or, order
several different kits that you can
either use with different groups or
administer over time with the
same groups to keep them
on track.
For more information on HSI
Survival Situations, see pages
44-45.
The Booklets presents the survival challenge, a
worksheet for recording individual, team and
expert answers, and grids for scoring the
simulation.
team development
Leader’s Guide (1)
Please refer to the back of the catalog for the Pricing Guide.
Our Guides provide all of the information that
you’ll need to conduct a successful program,
including the expert’s decisions and rationale,
scoring instructions, program design options, and
tips for teaching participants about the skills and
processes that contribute to synergistic
problem solving.
Survival Simulation Trainer’s Kit
Observer’s Guide (5)
Cascades Survival™
SM 18000
Desert Survival™
SM 13000
Subarctic Survival™
SM 15000
Desert II Survival™
SM 19000
Bushfire Survival™
SM 28000
Earthquake Survival
SM 09000
* SPECIAL PRICE. Not to be combined with any other discount.
By assessing rational (task) and interpersonal
(people) skills, this invaluable tool helps team
observers to develop their own coaching skills as
they provide groups with feedback on their
performance.
Video and/or DVD (1)
The Videos and DVDs cut down on facilitator
preparation time, help to keep the program on
schedule, and bring “to life” the simulation by
showing the situation and available items as well
as providing the expert’s rank and rationale.
46
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Introducing the Advanced Trainer’s Kit
Take your team to the next level with the new
Advanced Trainer’s Kit. Through it, you will learn
that group interaction styles make the difference
between excellent and poor performing teams.
By pairing a survival simulation with the
Circumplex-based Group Styles Inventory™ (GSI,
see pages 36-37), excellent performing teams
can be identified and used as a model while poor
performing teams can be analyzed and
developed.
You will receive all the simulation materials
offered as part of the Survival Simulation
Trainer’s Kit:
Participant Booklets (25)
Leader’s Guide (1)
Video or DVD (1)
Additionally, instead of the Observer’s Guides,
you’ll receive the following GSI materials for the
assessment and improvement of group processes and styles:
GSI Inventories (25)
The GSI enables each team member to describe
the way in which the group approached the task
and interacted during the survival simulation
exercise. Each member can score his or her
responses, profile the results, and gain an
understanding of the styles (Constructive and
Defensive) exhibited by the team.
GSI Participant’s Guide (5)
Each team of five members can use the Guide to
pool their GSI results and develop a composite
profile for their team. The Guide also provides
participants with in-depth descriptions of the
twelve Circumplex styles as applied to teams and
groups. Additionally, suggestions are offered for
strengthening Constructive styles and reducing
Aggressive/Defensive and Passive/Defensive
group styles.
GSI Leader’s Guide (1)
The Leader’s Guide provides you with the
background and information you need to use
the GSI with confidence, debrief the results,
and help your teams develop action plans to
improve their interaction styles and problemsolving performance.
PRODUCT APPLICATION
Use the Advanced Trainer’s Kit to:
• Demonstrate to participants that teams
differ—and that some work together better
than others
• Quantify and provide a framework and
language for participants to understand
themselves as a team
• Explain how and why Constructive interaction styles lead to more effective solutions
• Provide participants with the tools and
knowledge they need to build their teams
• Introduce participants to the Circumplex to
set the stage for further development,
including:
Individual development via the Life
Styles Inventory™ (LSI, pages 14-15)
Team member development with
the Acumen Team WorkStyles™
(TWS, pages 38-39)
Leadership development with the
Leadership/Impact® (L/I, pages
28-29)
• Reinforce cultural change programs
based on the Organizational Culture
Inventory® (OCI, pages 56-58) with
complementary experiences at the
group level
team development
Please refer to the back of the catalog for the Pricing Guide.
Advanced Trainer’s Kit
Cascades Survival™
SM 18004
Desert Survival™
SM 13004
Subarctic Survival™
SM 15004
Desert II Survival™
SM 19004
Bushfire Survival™
SM 28004
Earthquake Survival
SM 09004
Additional Materials:
• 5 GSI flip chart pages
• GSI PowerPoint® Presentation
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
47
team development
Double the impact on
performance with the HSI
Business Series.
Team
Development
Product
The Business Series
From conducting effective meetings and planning projects to resolving
customer complaints, HSI Business Series simulations are your solution to
sharpening business knowledge and practices while tuning up
teamwork skills—for double the impact on performance.
Dual Purpose
The simulations in our Business Series provide the “how-to” knowledge
your teams need to tackle common, yet demanding, business problems
and situations with expertise and confidence. At the same time, they
strengthen the skills and behaviors your teams need to effectively (and
efficiently) solve problems and make decisions.
Flexible
Whether your objective is to energize a meeting, kick off a project, build
better teams, or teach proven business strategies for dealing with specific
types of problems, the HSI Business Simulations can be adopted with
confidence. Use these versatile activities with groups new to simulations
or as the perfect alternative for groups that have experienced one or more
of HSI’s survival simulations.
All You Need
Leader’s Guides are available for each of the HSI Business Simulations and
offer all of the information you’ll need to plan and facilitate a successful
program. The guides include the recommended solutions and rationales,
scoring instructions, program design options, and tips for discussing the
skills and processes that contribute to effective team performance.
Choose the Business Simulation that’s Right for You
Review the next page to find the HSI Business Simulation that best meets
your team development needs. You’ll find a brief description of each
simulation, including the situation, challenge, and time needed to administer, debrief, and score the exercise.
48
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
HSI Business Simulations
The simulations are listed from least to most time required to complete, score and debrief.
Simulation
Project Planning
Situation™
Strengthen general
planning proficiencies
and competencies
Participant’s Booklet
SM 17101
Leader’s Guide
SM 17110
Meeting Effectiveness
Situation™
Develop effective meeting
management skills and
practices
Participant’s Booklet
SM 16101
Leader’s Guide
SM 16110
Customer Complaint
Situation™
The Situation
The Challenge
Time
Your team has been assigned
responsibility for designing a
plan for managing a secret
project.
Sequence 20 activities in the order they
should be followed in managing the
project.
1.5 to 2
hours
Increasing turnover rates in
most of your stores requires
that you call a meeting to
discuss the problem.
Sequence 20 action steps in the order
they should be followed to maximize the
effectiveness of the meeting.
1.5 to 2
hours
A customer approaches
you with a complaint.
Sequence 18 action steps in the order
they should be carried out to maximize
service effectiveness.
1.5 to 2
hours
A recent survey conducted by
corporate headquarters
indicates that your store rates
“average” in service quality
and suggests that the
problem may be your store’s
culture. (See page 68.)
Envision a culture for quality for your
store by rank ordering the impact (from
most positive to most negative) of 24
behavioral norms on service quality.
2 to 3
hours
You are a VP of a conglomerate
that has just received Organizational Culture Inventory®
(OCI) and Organizational Effectiveness Inventory™ (OEI)
results for the company’s various divisions and departments.
(See page 69.)
Using the OCI/OEI results, identify gaps
between the organization’s current
and ideal culture, the impact of
different cultural norms on outcomes,
and levers for changing the culture.
2 to 3
hours
You are a general manager in a
large company that has just
reassigned you to its failing
blue jeans manufacturing
plant.
Develop a four-part plan for improving
the plant, based on your review of the
plant’s history and recent production
and financial reports.
5 to 8
hours
Learn how to handle
customer complaints
efficiently and effectively
Participant’s Booklet
SM 26101
Leader’s Guide
SM 26110
Envisioning a Culture
for Quality™
Create a culture that makes
service quality and teamwork
the norm
Participant’s Booklet
SM 27101
Leader’s Guide
SM 27110
Cultural Change
Situation™
Develop the knowledge
needed to manage and
change an organization’s
culture
Participant’s Booklet
SM 29101
Leader’s Guide
SM 29110
Transparencies
SM 29111
Turnaround™
Reveal underlying philosophies
and assumptions regarding
how to lead organizational
transformation and change
Participant’s Booklet
SM 20103
Leader’s Guide
SM 20111
Please refer to the back of the catalog for the Pricing Guide.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
49
team development
Challenge your teams to go to
the next level with the
Challenge Series.
Team
Development
Product
The Challenge Series
Go beyond the basics by building knowledge and skills that can
make the difference between ordinary and extraordinary performance.
Sophisticated
The Challenge Series is a collection of dynamic team exercises that focus on
improving knowledge and skills in complex areas such as critical thinking,
ethical decision making, and strategic planning. Although the topics
addressed by the simulations are appropriate for a wide variety of audiences, they are particularly relevant to those who are—or who aspire to
move into—higher-level positions.
Practical
In addition to teaching techniques and processes for dealing with complex
situations, The Challenge Series can be used to equip participants with the
knowledge and skills needed to work effectively in teams. And since teams
(rather than individuals) handle most of the more demanding and complex
problems faced by organizations, the circumstances presented by these
simulations are highly relevant and realistic.
More Than Just a Training Tool
The Challenge Series simulations can be used to meet a variety of training
objectives in the classroom or at off-site meetings. They are also extremely
effective for use right in the work place—to kick off or reinvigorate groups
that are tackling the same types of issues addressed by the simulations. In
addition, the Facilitator’s Manual for each Challenge Series exercise provides
suggestions for extending the challenge presented by the simulation and
applying it to participants’ organizations.
Choose Your Challenge
Seven different Challenge exercises were developed by Robert A. Cooke,
Ph.D. and Janet L. Szumal, Ph.D., of Human Synergistics for the American
Management Association. Each of the exercise booklets includes a set of
cards that participants can use to facilitate the development of their
solutions. See next page to find the Challenge Series simulations that best
fit your needs.
50
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
The Challenge Series
The simulations are listed from least to most time required to complete, score and debrief.
Simulation
The Situation
The Challenge
Time
Organizational Change
Challenge™
Concerns about the stagnating
growth of a home health care
supplies and equipment
manufacturer require that you
and the other top managers
outline a change process for
revitalizing the company.
Sequence 17 activities in
the order they should be
implemented to most
effectively accomplish
organizational change.
1.5 to 3 hours
You work for a growing
manufacturer of high-quality
plastic parts and are a member
of one of its continuous
improvement teams.
Come up with creative and
workable solutions to five
problems—all of which are
difficult to solve by means
of traditional problemsolving approaches.
20 to 35
minutes per
problem
(1.75 to 3
hours total)
You are a member of your
hospital’s Institutional Review
Board, which is responsible for
evaluating research proposals
involving human subjects.
Rank 10 research practices
involving human subjects
in order of their relative
permissibility or
acceptability.
1.75 to 3 hours
You are a manager at a large
computer software company
and serve on a committee
responsible for negotiating
agreements and contracts
with prospective partner
organizations.
Sequence 17 negotiation
activities in the order they
should be implemented to
effectively develop
integrative contracts and
agreements.
1.75 to 3 hours
You are the manager of a
strategic business unit and
serve on a committee responsible for developing strategic
plans consistent with the
mission and philosophy of the
larger organization.
Sequence 18 critical strategic planning activities in
the order they should be
implemented to most
effectively achieve a set of
integrated plans at the
corporate and business
unit levels.
1.75 to 3 hours
You have been appointed to
serve on a committee
responsible for developing
new performance management guidelines and
procedures that will be used
throughout a large financial
services company.
Sequence 20 performance
management activities in
the order they should be
implemented to evaluate
and improve the performance of appraisees most
effectively.
1.75 to 3.75
hours
You are a project manager
and have recently been
appointed to serve on a
committee responsible for
outlining a standard process
for managing projects
within your organization.
Sequence 24 typical
project management
activities in the order they
should be carried out to
maximize the effectiveness
of the project management process.
1.75 to 3.75
hours
Learn the steps of an effective
organizational change process
Kit *
SM 60100
Exercise Booklets
SM 60101
Critical Thinking
Challenge™
Stimulate creativity and innovative
problem solving by applying
critical thinking strategies and
techniques
Kit *
SM 40100
Exercise Booklets
SM 40101
Ethical Decision
Challenge ™
Promote recognition of ethical
dilemmas and the skills for dealing
with them
Kit *
SM 50100
Exercise Booklets
SM 50101
Constructive
Negotiations
Challenge™
Learn what it takes to achieve
“win-win” agreements
Kit *
SM 30100
Exercise Booklets
SM 30101
Strategic Planning
Challenge™
Discover how to plan beyond the
boundaries of your department
or unit
Kit *
SM 90100
Exercise Booklets
SM 90101
Performance Management
Challenge™
Learn a process for maximizing
motivation and performance
Kit *
SM 70100
Exercise Booklets
SM 70101
Project Management
Challenge™
Organize project management
activities in a practical and efficient
way to complete projects on time
and within budget
Kit *
SM 80100
Exercise Booklets
SM 80101
*Challenge Series Kits include 10 Exercise Booklets plus Facilitator’s Manual.
Please refer to the back of the catalog for the Pricing Guide.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
51
team development
From reducing back injuries to taking
the right actions in the event of a
tornado, the HSI Safety Series
simulations heighten safety awareness,
create a personal sense of responsibility
for safety on the job and at home, and
promote teamwork and communication.
Team
Development
Product
The Safety Series
Straightforward
The Safety Series simulations are easy to implement in a positive and cost effective manner. Managers,
supervisors, or employees can readily administer them with minimal preparation. The exercises are
appropriate for front-line employees as well as secondary school students.
Concise
Each simulation is based on a three-step problem-solving process that takes about 30 minutes to
complete. Participants solve the problem first individually and then as a team. Afterward they compare
their individual and group solutions to the expert’s solution, which is provided in the Participant’s
Booklet. Thus, in addition to learning about safety, participants can also see how well they are working
together as a group.
Effective
This proven learning process is simple, highly effective, and efficient. The Safety Simulation Leader’s
Guide provides tips on how to conduct a safety session and contain all of the information that you’ll
need to delve more deeply into the factors that contribute to synergistic problem solving and the
components of Achievement thinking.
Simulation
The Situation
The Challenge
Back Injury Safety
Situation™
You work in the shipping and
receiving department of a large
retail store and need to restock the
shelves with a large shipment of
paperback novels.
Determine which of 12
possible actions would reduce
the strain on your back and
then sequence them in the
order that you would carry
them out.
30 minutes
You are home alone with your
three children and puppy when the
smoke alarm goes off.
Determine which of 12 possible
actions would assure your
family’s safety and then
sequence these in the order
that you would complete them.
30 minutes
You and your spouse are at home
watching TV, your older child is in the
front yard, and your younger child is
asleep in his crib when a warning of
an approaching tornado interrupts
the newscast.
Determine which of 12
possible actions would assure
your family’s safety and then
sequence them in the order
they should be taken.
30 minutes
Reduce the occurrence of
back injuries
Participant’s Booklet
SF 52306
Fire Safety
Situation™
Be prepared to take
quick and decisive
actions in the event of a
fire
Time
Participant’s Booklet
SF 52104
Tornado Safety
Situation™
Know what steps to take
(and which to avoid) in
the event of a tornado
Participant’s Booklet
SF 52102
Please refer to the back of the catalog for the Pricing Guide.
Safety Simulation Series Leader’s Guide
SS 52120
Contains facilitator instructions for administering
and debriefing the safety simulations.
52
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
team development
Let observers help you turn a group
process simulation into a true teambuilding experience.
Team
Development
Product
Observer’s GuideTM
An invaluable tool for providing groups
with feedback on the quality of their
problem-solving processes.
Observe and Analyze Team Exercises
Team observers use the Observer’s Guide to
report on what they see happening as members
work together to solve an exercise. The guide
helps observers provide constructive feedback
by directing their attention to specific behaviors
that promote or inhibit effective group
performance.
How it Works
The Observer’s Guide can be used with survival
simulations, business simulations, the Challenge
Series Simulations, or an organizational problem
that the team is currently confronting. Observers
may be selected at random or strategically.
Observers do not participate directly in solving
the problem, but instead serve as the “eyes and
ears” of the team by recording when they see or
hear specific behaviors relevant to interpersonal
processes (listening, supporting, differing,
participating) and rational processes (analyzing
the situation, identifying objectives,
considering alternate strategies, discussing
adverse consequences).
PRODUCT APPLICATION
Use the Observer’s Guide to:
• “Clone” yourself when working
with multiple groups and equip
volunteers to ensure that every
group is properly observed
• Provide teams with a tool for
measuring and monitoring
performance
• Sharpen the interpersonal and
analytic skills of team members
• Develop the observation and
feedback skills of individual
contributors
• Improve the quality and acceptance
of organizational decisions
Two Observer’s Guides are available. One
Feedback
is to be used with Survival Simulations,
After the team has finished solving the problem,
observers can provide feedback to help members understand the behaviors and skills that
contributed to or detracted from their performance. Alternatively, feedback can be provided
mid-way through the problem-solving process to
enable team members to adjust their behaviors
in ways that will enhance their team’s effectiveness. These insights help members assess their
individual impact on the team’s performance and
decide which behaviors they need to enhance,
reduce or eliminate to become more effective
contributors.
such as Jungle Survival Situation™, and
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
the other is for Business Simulations, such
as Customer Complaint Situation™.
team development
Please refer to the back of the catalog for the Pricing Guide.
Observer’s Guides
Survival Simulation Observer’s Guide™
SM 14101
Business Simulation Observer’s Guide™
SM 14102
www.humansynergistics.com
53
team development
How the Synergistic Problem-Solving Model Works
Synergy occurs when the interactive efforts of two or more people have a greater impact than the sum of their
independent efforts. Synergistic problem solving is achieved when groups maximize their use of available resources,
knowledge, and task skills by exhibiting Constructive (as opposed to Defensive) interaction styles. It is further promoted when members approach problems in a rational, interpersonally supportive manner.* The outcome is an
effective solution—one that is both accepted by members and of higher quality than their individual solutions.
Measure Constructive group interaction styles and redirect Defensive styles with the
Group Styles Inventory™ (pages 36-37).
Assess and develop Interpersonal and Rational Skills and Processes
with the Observer’s Guide™ (page 53).
Demonstrate Synergy and measure Solution Effectiveness with any
of HSI’s Survival Simulations (pages 44-45), Business Simulations
(pages 48-49), or Challenge Series exercises (pages 50-51).
©
* Rational and interpersonal skills and processes can be assessed through the use of Human Synergistics’
Observer’s Guides. Constructive and Defensive styles can be measured using Human Synergistics’
Group Styles Inventory.
54
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
ORGANIZATIONAL
DEVELOPMENT
PRODUCT LISTING
Organizational Culture Inventory® (OCI)
Organizational Effectiveness Inventory™ (OEI)
Organizational Culture and Effectiveness
Inventories (OCI/OEI)
Culture for Diversity Inventory™ (CDI)
Corporate Ethics Audit™ (CEA)
Envisioning a Culture for Quality™
Cultural Change Situation™
Customer ServiceStyles™ (CSS)
organizational development
Measure organizational culture, levers for
cultural change, and outcomes of culture—
including customer service styles and quality
of service.
organizational
organizational development
Cultural change initiatives have been
credited with improving the adaptability,
quality of service, and financial performance
of organizations across a wide range of
industries. Measure, analyze, and redirect
the culture of your organization with the
Organizational Culture Inventory.
Organizational
Development
Product
Organizational Culture Inventory® (OCI)
HSI’s Circumplex-based diagnostic for assessing PRODUCT APPLICATION
and transforming organizational culture.
Use the OCI to:
The OCI is recognized as one of the most widely
used and thoroughly researched organizational surveys
in the world. Developed by Drs. Robert A. Cooke and
J. Clayton Lafferty, the OCI provides a picture of an
organization’s operating culture in terms of the
behaviors that members believe are expected or
implicitly required. By guiding the way in which
members approach their work and interact with one
another, these “behavioral norms” determine the
organization’s capacity to solve problems, adapt to
change, and perform effectively.
• Develop a picture of the current
operating culture of your
organization and identify
possible subcultures at the
department level
Constructive versus Defensive Cultures
• Plan individual and organizational
development programs to move
the operating culture in the
desired direction
• Validate the need for change on
the part of organizational
members
• Create a vision and set a
direction for cultural change
Four of the twelve behavioral norms measured by the
OCI are Constructive and promote effective goalsetting, growth and learning, and teamwork and
collaboration. Four of them are Passive/Defensive and
lead to conformity, rigidity, and a lack of accountability
and initiative on the part of members. The remaining
four are Aggressive/Defensive and lead to internal
competition, management by exception, and an
emphasis on short-term success as opposed to longterm effectiveness.
• Support programs designed to
enhance member engagement,
organizational learning, quality
and reliability, and/or customer
service
By administering the OCI, organizations can “see”
whether the culture that has emerged is Constructive or
Defensive. OCI results provide a common language for
discussing culture, data for understanding its impact,
and a framework for initiating and implementing
cultural change. The well-documented statistical
reliability and validity of the OCI ensures that the results
will “ring true” with organizational members and serve
as a catalyst for change.
• Monitor the impact of cultural
change efforts through repeated
administrations
Or to:
• Identify and transfer the subcultures of high performance units
• Facilitate mergers, acquisitions,
and strategic alliances
• Integrate differentiated
organizational units
• Guide global organizational
development across
geographically-dispersed units
56
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational development
Culture and Performance
Organizations with strong Constructive cultures
are more effective than those with Defensive
cultures. This relationship between culture and
performance has been demonstrated by research
and consulting projects carried out in diverse
organizational settings including nuclear power
plants, retail stores, hospitals and medical centers,
social service agencies, newspapers, banks, and
manufacturing facilities.
The Constructive OCI styles promote, and the
Defensive styles detract from, effectiveness at
the individual member, group, and organizational
levels including:
Member satisfaction, commitment,
motivation, role clarity, and intention to
stay with the organization
Group teamwork and cooperation, unitlevel quality, and inter-unit coordination
Organizational quality of service, safety
and reliability, customer satisfaction, voluntary
turnover rates, sales performance, and
profitability
Effectiveness increases as organizations move
toward the OCI Constructive norms and away
from Defensive norms. Thus, the inventory
reduces the “guess work” surrounding the
appropriate direction for and impact of cultural
change.
Measure Culture with Confidence
The OCI is the “standard” for organizational
measurement—not only for organizational
consulting and development but also for
academic and research purposes. In addition to
Human Synergistics’ own studies, the inventory
has been validated by independent researchers
based in the United States, England, Germany
and elsewhere. The survey is available in
numerous languages and has been used in over
50 countries.
Projects incorporating the OCI have been carried
out or funded by the Coca-Cola Retailers’
Research Council, the US Department of Energy,
Northwestern University’s Readership Institute,
the US Department of Defense, and the
Government Accountability Office. The OCI’s
reliability and validity assure that you are measuring culture in a manner that is dependable,
consistent, and relevant to decision making and
change implementation.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
How the OCI Works
Picture the Current Culture
The OCI measures the strength of norms
and expectations for the 12 Circumplex
styles through the use of 120 survey
items. Respondents can complete the
survey online or by using paper-based
forms (either computer or hand scored).
The hand-scored forms can be used in
seminars for instructional purposes and
to develop profiles representing participants’ personal views of their organization’s culture.
Regardless of the data collection technique you chose, respondents’ scores can
be combined by HSI. Their composite
scores along each style are plotted on
the Circumplex to create a “picture” of
the organization’s current operating
culture.
You can also request departmental, team,
or other group profiles to identify and
compare subcultures within the
organization.
Envision the Ideal Culture
An “Ideal” form of the OCI is available for
clarifying the vision—the preferred
culture for an organization.
The OCI-Ideal asks members to respond
in terms of the norms and behaviors that
would promote their own motivation
and performance, maximize the contributions of diverse subgroups, and enable
the organization to reach its goals.
Identify Culture Gaps
Ideal versus current results can be
compared at the style and item level to
identify culture gaps, select targets for
change, and guide organizational
development initiatives.
www.humansynergistics.com
57
organizational development
Maximize Your OCI Results
You can choose either the OCI Standard Report or the Detailed Report. The Standard Report
provides basic feedback on the culture of your organization. The Detailed Report provides in-depth
feedback on the organization as well as sub-units.
Standard Report
Detailed Report
Provides a picture of the organization’s
culture via:
Provides comprehensive feedback on your organization’s
OCI-Current and OCI-Ideal results including:
• A composite cultural profile (paper and
transparency) summarizing the results for all
respondents;
• Summary statistics including percentile and raw
scores (indicating the relative strength of norms
for the 12 cultural styles) and standard
deviations (reflecting the amount of agreement
among respondents);
• Additional profiles for departments and other
subgroups can be purchased.
• Profiles and summary statistics for all respondents as
well as up to 20 subgroups;
• Feedback on the survey items associated with each style
(for identifying gaps between “what’s currently expected” versus “what should be expected”);
• Subculture analysis (statistics along the 12 styles for
identifying subcultures or counter-cultures;
• Statistics on the outcomes measured by the OCI (e.g.,
satisfaction and quality of service) and correlations between the OCI style scores and these outcomes for the
organization;
• Comparative profiles graphically illustrating the impact
of culture and subcultures on satisfaction, quality, and
other outcomes within the organization.
The OCI Interpretation and
Development Guide
The OCI I & D Guide provides consultants, managers, and change team members with a researchbased, yet practical, in-depth understanding of
the inventory and organizational culture. You can
use the Guide to:
• Describe and discuss the 12 OCI styles and the
factors that promote them
Web Administration Available
Ideal for large-scale applications and/or
geographically dispersed groups, OCI can
be administered via the Web for traditional
scoring and profile generation. Paper &
pencil forms are also available. For more
information, please contact an HSI sales
consultant.
• Explain and support the connection between
the OCI styles and important outcomes at the
individual, team, and organizational levels
• Identify goals for cultural change and
strategies and tactics for achieving those goals
organizational development
Please refer to the back of the catalog for the Pricing Guide.
Organizational Culture Inventory® (OCI)
PARTICIPANT MATERIALS
OCI-Current (Hand Scored)
DI 38101
OCI-Current (Computer Scored by HSI)
DI 38098
OCI-Ideal (Hand Scored)
DI 38119
OCI-Ideal (Computer Scored by HSI)
DI 38099
OCI Interpretation &
Development Guide
DI 38100
Indispensable resource for understanding OCI cultural norms and the
connection between norms and
outcomes. Recommended: Purchase 1
for each program facilitator as well as
each participant.
58
www.humansynergistics.com
FACILITATOR MATERIALS
OCI Leader’s Guide
DI 38110
Includes instructions for administering and scoring the OCI and
explaining results, plus research
findings and program design
options.
OCI Transparencies
DI 38107
Set of 22 attractive, full-color
transparencies assists with OCI
scoring and debriefing of results.
OCI PowerPoint® Presentation
DI 38210
Set of 22 full-color slides assists
with OCI scoring and debriefing of
results.
OCI Flipchart Pad
DI 38105
The OCI circumplex on 25 large
sheets for easy profiling and display.
SCORING AND REPORTING OPTIONS
Per OCI (Hand Scored)
CS 89005
Per OCI (Computer Scored by HSI)
CS 89017
OCI Composite Profile
CS 89014
For easy display of OCI results.
OCI Standard Report
See description above. Included as part of
scoring fee. Additional charge for each
additional subgroup.
OCI Detailed Report
DI 38116
See description above. Maximum of 20
subgroups.
Additional Subgroup(s)
DI 38121
Additional charge per subgroup.
Supplemental Item Set-up fee
CS 89023
Customized Analysis and Interpretation
Contact HSI
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational
organizational development
Go beyond traditional employee
opinion surveys and assess
performance at the individual,
group, and organizational levels
with the Organizational
Effectiveness Inventory.
Organizational
Development
Product
Organizational Effectiveness Inventory™ (OEI)
A tool for measuring and, more importantly,
increasing organizational effectiveness.
PRODUCT APPLICATION
Today’s complex and competitive business environment
demands continuous change and improvement on the part
of organizations. In turn, organizations need reliable
measures of their internal processes and systems to identify
appropriate targets for change. In response to this need,
Human Synergistics developed the Organizational
Effectiveness Inventory™ for organizations that demand the
highest quality measurement tools.
• Measure the satisfaction and
motivation of employees
Link the “Causes” to the “Effects”
Based on ten years of research and development, the OEI
measures outcomes at the individual, group, and
organizational levels. It also measures factors leading to
these outcomes and, in doing so, enables consultants and
managers to identify levers for change and development.
Use the OEI to:
• Assess coordination within and
between units
• Gauge departmental and
organizational level quality
• Determine the impact of systems,
structures, and technologies on
the above outcomes
• Identify targets for change that
will lead to sustained improvements in performance
• Tailor change initiatives to the
“local” needs of division and
departments
• Monitor the impact of organizational change interventions
over time
Causal Factors and “Levers for Change”
Philosophy and Values
Quality of Communication
Managerial Leadership
Outcomes
Individual, Group and Organizational
Quality of Service
Human Resource
Management
Managerial Bases of
Power
Coordination and Adaptability
Appraisal and
Reinforcement
Job Design
Negative Employee Outcomes (e.g., stress)
Influence Structure
Individual Goals
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Positive Employee Outcomes
(e.g., motivation)
www.humansynergistics.com
59
organizational development
OEI Report
How the OEI Works
The OEI feedback report first presents overall results
for your organization and then for the subgroups
requested (e.g., departments or other sub-units).
Results are presented in both bar chart and tabular
format.
Feedback is provided on 12 specific outcomes
organized into four general categories and for 31
levers for change organized into nine categories. Your
results are profiled against historical averages (based
on up to 700 organizations) as well as “Constructive
Benchmarks” (based on up to 120 high-performance
organizations with adaptive cultures).
Additional data and descriptive text are provided to
assist members in linking the levers for change to the
outcomes. Item-by-item results further facilitate the
process of identifying problems and planning for
change.
Confidentiality is maintained to
ensure that members provide
honest and useful responses.
Their answers are combined to
develop average scores (means)
and standard deviations (measures
of agreement).
The organization receives a
customized feedback report that
presents results for “All Respondents” as well as for subgroups.
Enhance the Power of the OEI
You can customize the OEI to even better meet the
needs of your organization by:
Expanding your OEI Report to include additional
subgroups based on members’ organizational level,
tenure, or other demographic or positional variables
of interest. (Please see Additional Subgroup pricing.)
Adding up to 40 of your own questions and
getting feedback—means and standard deviations
for All Respondents—on each item.
The OEI can be administered to all
or a sample of organizational
members, either online or in
paper-based form (in group
sessions or individually). Members
answer sets of questions focusing
on the organization, their departments, supervisors, and jobs.
The report makes it easy to assess
performance and to identify levers
for change. The organization’s
results are profiled against an
“Historical Average” (based on up
to 700 organizational units) as
well as a “Constructive Benchmark” (based on up to 120
organizations with effective
cultures).
organizational development
Please refer to the back of the catalog for the Pricing Guide.
Web Administration Available
Ideal for large-scale applications and/or
geographically dispersed groups, OEI can
be administered via the Web. Paper &
pencil forms are also available. For more
information, please contact an HSI sales
consultant.
60
www.humansynergistics.com
Organizational Effectiveness
Inventory™ (OEI)
PARTICIPANT MATERIALS
OEI (Computer Scored by HSI)
DI 34101
Customized OEI
Contact HSI
SCORING AND REPORTING OPTIONS
Per OEI
CS 89019
OEI Report
DI 34102
Includes overall results and results for
up to five subgroups.
Additional Subgroup(s)
DI 34103
Customized Analysis and Interpretation
Contact HSI
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational
organizational development
Why base your organization’s change
initiatives on incomplete information and
assumptions? Take a strategic and
knowledge-based approach to
transformation using the Organizational
Culture Inventory® (OCI) and the
Organizational Effectiveness
Inventory™ (OEI) together.
Organizational
Development
Product
The Organizational Culture and Effectiveness Inventories
Design a comprehensive organizational
development strategy.
PRODUCT APPLICATION
Change, renewal, or transformation programs are
critical for turning around a stagnated organization or
for making a successful organization yet more flexible
and adaptive. However, though necessary, change
initiatives are often stalled or derailed because they are
so difficult to design, garner support for, execute, and
evaluate.
• Achieve consensus and buy-in on
the ideal culture for the
organization
HSI offers a solution to organizations committed to
change and development. When used together, the
OCI and OEI enable leaders and consultants to analyze
the current state of their organization, envision and
communicate the desired state, and identify the most
important “levers” for moving the organization in the
desired direction.
Get the Complete Picture
As discussed in the preceding pages, both the OCI and
OEI measure factors that are critical to organizational
change programs:
• The OCI assesses the current culture in terms of the
behaviors that members believe are expected of
them and the ideal culture in terms of the behaviors
that should be expected to maximize performance.
• The OEI measures outcomes at the individual, group
and organizational levels as well as the levers for
change that are causally related to these outcomes
(e.g., human resource management systems, job
design, and influence structure).
Used together, the OCI and OEI provide a comprehensive picture of the organization’s culture, the factors
leading to and reinforcing that culture, and the outcomes of culture. Thus, when administered in tandem,
HSI can provide an integrated feedback report that
explains not only the implications of your organization’s
culture but also the organizational systems and structures that should be targeted to change the culture.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
Use the OCI/OEI to:
• Promote an understanding of the
organization’s current culture
• Identify the most important gaps
between the current and ideal
culture
• Motivate change by demonstrating
how the current culture is interfering with effectiveness at the
member, sub-unit, and organizational levels
• Identify the most important levers
(e.g., systems, structures, skills) for
redirecting the culture and enhancing effectiveness
• Identify Constructive and effective
sub-units to provide a model that
can be transferred to other units
• Monitor, adjust, and keep the change
program moving forward by readministering the surveys over time
Web Administration Available
Ideal for large-scale applications and/or
geographically dispersed groups, the
OCI and OEI can be administered via the
Web for traditional scoring and profile
generation. Paper & pencil forms are
also available. For more information,
please contact an HSI sales consultant.
www.humansynergistics.com
61
organizational development
The New OCI/OEI Feedback Report
The revised, expanded and updated OCI/OEI Feedback Report provides you with all the information
you need to bring about organizational alignment
and achieve targeted, lasting change. The report,
focusing on the entire organization as well as up to
five subgroups, presents:
• The Ideal Culture for your organization, based on
the values of and judgments by the members you
surveyed
• Causal Factors—systems, structures, technology,
and members’ skills and qualities—that lead to
cultures that may be disconnected from the ideal
• The Current Culture of your organization—that is,
the operating culture that has evolved as a result of
systems, structures, and other factors that shape
members’ beliefs regarding what is expected
• Outcomes of culture, including results at the
individual (e.g., satisfaction), group (e.g., teamwork),
and organizational levels (e.g., quality of service)
• A Culture Gap analysis showing the differences
between the Ideal and Current culture, style by style
Enhance the Power
The OCI/OEI Feedback Report
provides results for “All Respondents”
as well as for up to five subgroups
(e.g., departments, divisions) of your
organization. You can add additional
subgroups to your report for a
nominal fee to provide more detailed
breakdowns by unit or by demographic or positional factors (including
the organizational level, age, sex, or
education of respondents).
In addition, you can add up to 40
supplementary items to the OCI/OEI
survey to collect data on issues
specifically relevant to your organization. If you chose to include supplementary questions, mean scores as
well as standard deviations along
these items will be provided in the All
Respondents section of the
feedback report.
• Gap Barcharts comparing your organization’s
results on Outcomes and Levers for Change to
facilitate “planning for change” efforts
The report also presents correlations between the
OCI cultural norms and OEI outcomes and levers for
change, which show how these factors are related
within your organization. Special comparative
culture profiles are provided to further demonstrate
the relationship between the cultural styles and
outcomes.
Throughout the report, your organization’s OEI results
are profiled against those for the Historical Average
(a sample of approximately 1000 organizational units)
as well as the Constructive Benchmark (a subsample of 170 effective units with Constructive
cultures). These comparisons provide an unparalleled
opportunity to understand the dynamics and performance of your organization and to selectively
introduce meaningful change initiatives.
See the next page for an example of the “Summary of
Your Organization’s OCI/OEI Results” that is included
in the Executive Summary of the Report.
62
www.humansynergistics.com
organizational development
Please refer to the back of the catalog for the Pricing
Guide.
Organizational Culture
Inventory (OCI) and
Organizational Effectiveness
Inventory (OEI)
PARTICIPANT MATERIALS
OCI-Current and OEI (Computer scored by HSI)
DI 34110
OCI-Ideal (Computer scored by HSI)
DI 38099
SCORING AND REPORTING OPTIONS
Per OCI-Current and OEI processed together
CS 89020
Per OCI-Ideal
CS 89017
OEI/OCI Detailed Report
DI 34111
Includes up to 5 subgroups.
Additional Subgroups (OCI)
DI 38121
Additional Subgroups (OEI)
DI 34103
Supplemental Item Setup Fee
CS 89023
Customized Analysis and Interpretation
Contact HSI
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
(How Culture Works)
organizational development
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
63
organizational development
How Culture Works
Ideal Culture
(Section 2*)
The Ideal Organizational
Culture Inventory® (OCIIdeal) creates a vision of
the preferred culture.
Members respond to the
survey in terms of what
should be expected.
Members are asked to
identify the behavioral
styles that would
promote their own
motivation and performance, maximize the
contributions of diverse
subgroups, and help
reach organizational
goals.
The resulting Ideal
Culture Profile portrays
the shared values of
members with respect to
the 12 OCI styles:
· Achievement
· Self-Actualizing
· HumanisticEncouraging
· Affiliative
· Approval
· Dependent
· Conventional
Causal Factors
(Section 3*)
The Organizational
Effectiveness
Inventory™ (OEI)
measures various
factors or levers for
change, that lead to
and reinforce cultural
norms. These factors
concern:
· The organization’s
mission and
philosophy
· Organizational
structures
· Systems
· Technologies
Operating Culture
(Section 4*)
The Organizational
Culture Inventory® (OCI)
provides a picture of the
operating culture of the
organization in terms of
“how things are done
around here” and “what’s
expected” of members.
The behavioral norms
and expectations
measured by the OCI
have a direct bearing on
the functioning of
organizations and,
therefore, are causally
related to outcomes
(such as those listed to
the right).
Outcomes
(Section 5*)
The outcomes
measured by the OEI
include:
Individual
Member satisfaction
and motivation
Group
Teamwork and
coordination
Organizational
Criteria of
organizational
effectiveness,
quality of service
and adaptability
· The skills and
qualities of members
OCI results promote
change by revealing the
Defensive and counterWhen in alignment
productive behaviors the
with organizational
organization is inadvertvalues, these factors
ently reinforcing, as well
lead to an operating
culture that is similar to as the negative impact of
the Ideal. When out of these behaviors on
alignment, they lead to individual and organizaa Defensive operating tional performance.
culture that is
The OCI/OEI Feedback
“disconnected” from
Report highlights the
the Ideal.
levers that are most
· Avoidance
· Oppositional
likely to bring about
cultural change in the
desired direction.
· Power
· Competitive
· Perfectionistic
*Refers to the relevant section of the OCI/OEI Feedback Report.
64
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Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational development
The key to diversity management is
improving the culture and climate for all
members. Focus on enriching the work
environment for all groups within your
organization with the Culture for
Diversity Inventory.
Organizational
Development
Product
Culture for Diversity Inventory™ (CDI)
Create a consistent and constructive culture to
integrate the talents and efforts of diverse
members.
The Culture for Diversity Inventory is Human Synergistics’
Circumplex-based survey for signaling the need for and
assessing diversity initiatives in organizations. While based on
the Organizational Culture Inventory® (OCI, pages 56-58), the
CDI more directly assesses the norms that guide the way
diverse members within an organization interact.
Diversity Norms
The inventory presents a list of statements describing some
of the behaviors and personal styles that might be expected
or implicitly required of organizational members. These
statements focus on the way in which they are expected to
approach their work and interact with others, particularly
those with different backgrounds and perspectives.
Members’ responses are combined and plotted on the
Circumplex to depict the organization’s culture with respect
to diversity. Three types of cultures are measured:
· Constructive cultures, in which behavioral norms promote
diversity, productive interpersonal relations, and the
accomplishment of individual and organizational goals
· Passive/Defensive cultures, in which norms suppress
diversity, individual differences, and personal openness
and initiative
PRODUCT APPLICATION
Use the CDI to:
· Assess the organization’s
culture with respect to
diversity
· Identify a culture that more
effectively promotes
diversity management
· Assess the impact of
culture on members’
satisfaction, feelings of
inclusion, and perceptions
of equity
· Determine whether
different groups within the
organization view the
culture in consistent ways
· Tailor diversity programs in
recognition of the different
subcultures reported by
different groups
· Monitor the impact of
diversity programs and
related organizational
development initiatives
· Aggressive/Defensive cultures, in which norms emphasize
differences but fail to promote collaboration and integration
Constructive cultures have been shown to have a positive
impact on important outcomes such as: member satisfaction,
motivation, and feelings of equity; teamwork and the
management of inter-group relations; and the quality of
products and services as well as other organizational-level
indicators of effectiveness. Diversity programs that move an
organization toward a Constructive culture are therefore
more meaningful, and have longer lasting effects, than those
that do not.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
65
organizational development
CDI Report
The CDI feedback report first presents overall
culture results for “All Respondents” followed
by results for up to six subgroups. Subgroup
results are particularly important given that
different groups (e.g., men versus women,
Whites versus Blacks and Asians, older
respondents versus younger respondents) may
operate within distinct subcultures within the
same organization.
Results are profiled on the Circumplex to show
the strength of norms and expectations for the
twelve specific styles associated with
Constructive, Passive/Defensive, and Aggressive/
Defensive cultures. When the overall cultural
profile for an organization is Constructive,
subgroup profiles also tend to be generally
Constructive and consistent with one another.
When the overall profile is Defensive, subgroup
profiles for minority groups sometimes tend to
be more Defensive than those for groups in the
majority. Such results indicate that: organizational
factors are creating problems for members, these
pressures are being felt more by minority
members, and programs designed to redirect the
culture will have a positive impact on members
of all groups.
How the CDI Works
The CDI consists of 120 statements
that describe some of the behaviors
and styles that might be implicitly
required of an organization’s members.
The survey also includes 22 complementary questions focusing on such
outcomes as satisfaction, role stress,
and perceived equity.
The CDI takes approximately 20
minutes to complete. A hand-scored
version of the inventory is available for
seminar and classroom applications.
An additional 10 to 15 minutes is
needed for respondents to score and
profile their results.
Alternatively, computer-scored forms
of the inventory can be used for largescale administrations. Human
Synergistics can score these surveys
and provide you with either a Standard
or Detailed Report.
The Report also summarizes results for All
Respondents as well as subgroups on a series of
supplementary questions included in the CDI.
Results are provided for questions regarding:
• Work stress
• Person/role conflict
• Inter-sender role conflict
• Equity
• Job satisfaction
• Other outcomes (including whether members
feel valued by the organization)
• Perceived employee and management
commitment to diversity
Results along these items, presented in tabular
and bar chart format, typically complement the
culture profiles and provide a deeper
understanding of the implications of culture for
diversity management.
66
www.humansynergistics.com
organizational development
Please refer to the back of the catalog for the Pricing Guide.
Culture for Diversity Inventory (CDI)
PARTICIPANT MATERIALS
CDI-Current (Hand Scored)
DI 37101
CDI (Computer Scored by HSI)
DI 37103
SCORING AND REPORTING OPTIONS
Per CDI
CS 89018
CDI Composite Profile
CS 89024
CDI Standard Report
Includes tables and profiles only. Included as part of scoring fee.
Additional charge for each additional subgroup.
CDI Detailed Report
Includes All Respondent results with breakdowns for up to 6
subgroups along one stratification variable.
DI 37117
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational development
New!
Try at no cost!
Does the informal culture of your
organization match up to your preferred or
formal code of ethics? Find out by
administering the Corporate Ethics Audit
on a no-cost basis.
Organizational
Development
Product
Corporate Ethics Audit™ (CEA)
Human Synergistics is pleased to introduce
the Corporate Ethics Audit.
Understanding the ethical principles and standards
operating in your organization requires you to look
beyond written value statements and codes of
conduct. These statements and codes really matter
only to the extent that they are consistently
communicated to members, modeled by managers, and
reinforced on a day-to-day basis. When they are not, the
true standards that shape and drive members’ behaviors
and decisions may subtly differ from, or even starkly
contrast with, those espoused by the leaders of the
organization.
Do you want to really understand the ethical
principles and standards operating in your
organization? Administer the CEA, a standardized
survey that accurately portrays the true ethical culture
of an organization. Based on the Organizational Culture
Inventory® (OCI), the CEA measures three types of
cultures that can drive ethical behavior: Constructive,
Passive/Defensive and Aggressive/Defensive. The
relative strength of these cultural styles determines
whether members are encouraged to maintain their
integrity, pressured to engage in questionable practices,
or forced to tolerate decisions they view as wrong or
unfair, respectively.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
PRODUCT APPLICATION
The CEA is currently in the betatesting stage. Call us to participate
in the final norming of the survey
on a no-cost basis. You will receive
the following:
• Either 10 paper-based copies of
the CEA, or a ”code” number for
online administration for
up to 10 respondents
• A CEA Profile showing composite
results for members of your
organization. Your organization’s
or department’s results will be
profiled against our preliminary
norms
• Brief descriptions of the CEA
styles
• The information you need to
compare the culture of your
organization or department to
your code of ethics and to
identify any inconsistencies
between them
www.humansynergistics.com
67
organizational
organizational development
Improve service quality” is your
“
mandate. But what does quality
service “look like” and “sound
like”? And how do your people
make it happen? Envisioning a
Culture for Quality is the best
place to start.
Organizational
Development
Product
Envisioning a Culture for Quality™
An interactive team activity that links
culture to product and service quality.
PRODUCT APPLICATION
Your customers are telling you. Your bottom line is
telling you. And your Organizational Culture Inventory®
(OCI) results just confirmed it. Your company’s service
is substandard—and your culture is part of the problem. But how do you begin to fix it? What can you do to
start redirecting your culture to one that supports—
rather than stifles—quality service?
• Introduce organizational culture
to individual contributors in
preparation for a change program
Use Envisioning a Culture
for Quality to:
• Familiarize participants with
culture and its critical impact on
outcomes such as product and
service quality
• Teach the behaviors needed to
move service levels from “substandard” to “superior”
How Envisioning a Culture
for Quality Works
Tune up Your Teams
Envisioning a Culture for Quality is a
simulation that helps your people
recognize and understand how a
company’s culture relates to service
effectiveness and product quality.
This two-hour team activity challenges
participants to define the type of culture
that is most likely to lead to product and
service excellence. They do this by rankordering a list of 24 behaviors according
to their positive or negative impact on
service quality. These behaviors are
related to the cultural “styles” measured
by the Organizational Culture
Inventory® (OCI).
For more information on the OCI,
see pages 56-58.
68
www.humansynergistics.com
• Enhance problem-solving and
decision-making effectiveness by
teaching your people task
(rational) and people (interpersonal) skills involved in successful
teamwork
organizational development
Please refer to the back of the catalog for the Pricing
Guide.
Envisioning a Culture for
Quality Situation
PARTICIPANT MATERIALS
Participant Booklet
SM 27101
FACILITATOR MATERIALS
Leader’s Guide
SM 27110
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational
organizational development
Cultural change is not only good
for business—it’s everybody’s
business. But how do you get your
people to understand it, support it,
and do it? Get together with the
Cultural Change Situation.
Organizational
Development
Product
Cultural Change Situation™
A simulation that helps set cultural
change in motion.
PRODUCT APPLICATION
Cultural change is your #1 business priority. You’re poised
and ready to roll out one of the most complex, difficult
projects you’ll ever undertake. But are you?
• Prepare individuals for their role
in redirecting your organization’s
culture by enabling them to
experience and participate in a
fictional cultural change process
To be effective—to “work”—cultural change requires a
clear direction, dedication, patience, time…and people. Yet,
many culture change efforts fail before they start because
those expected to carry out the change weren’t “on
board.”
So how do you get the message to the masses? How do you
build a solid understanding of what’s involved in cultural
change—and engage and excite your people about the
program in the process?
Use the Cultural Change
Situation to:
• Cost-effectively introduce and
explain the activities and strategies involved in cultural change
• Streamline cultural change by
building knowledge and familiarity with planning and
implementation processes
How Cultural Change Situation Works
Initiate and Support Change
As members of a team responsible for culture
change recommendations, your people are challenged to present an improvement plan to the
fictional company’s board of directors. Following a
structured process that involves Organizational
Culture Inventory® (OCI) profiles and Organizational
Effectiveness Inventory™ (OEI) results, the team must
analyze the information and decide on actions to
move the culture toward the company’s “ideal” or
desired culture.
By working through their assigned task, participants
get to know the behavioral patterns or “norms”
measured by the OCI. They also learn about the
forces that create and reinforce these norms, as well
as the resulting outcomes (as assessed by the OEI).
For more information on the OCI and OEI,
see pages 56-64.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
organizational development
Please refer to the back of the catalog for the Pricing
Guide.
Cultural Change Situation
PARTICIPANT MATERIALS
Participant Booklet
SM 29101
FACILITATOR MATERIALS
Leader’s Guide
SM 29110
Transparencies (set of 7)
SM 29111
www.humansynergistics.com
69
organizational development
organizational
Now, survey your customers, get
feedback on the service your people are
providing, and tie service quality to your
organizational change initiatives. Try
HSI’s newest instrument, Customer
ServiceStyles, for a limited time only on
a no-cost basis.
Organizational
Development
Product
Customer ServiceStyles™
Promote customer satisfaction through
constructive service styles.
Marketing experts recommend that your
customer surveys tap three basic dimensions:
1. Satisfaction – Does the quality of service
meet customer’s expectations?
2. Customer Loyalty – Is the customer likely to
do repeat business with you?
3. Word-of-Mouth – Would the customer
recommend your organization to others?
Human Synergistics recommends you also measure
the service styles that promote (or work against)
satisfaction, customer loyalty, and word-of-mouth:
Constructive Service Styles – Service providers
interact with customers and approach their jobs in
positive ways that enable them to fulfill their needs
for growth, relationships, and performance.
Passive/Defensive Service Styles – Service providers
interact with customers in “safe” ways designed to
promote the fulfillment of their needs for security
and acceptance by the organization and work group.
Aggressive/Defensive Service Styles – Service
providers approach their jobs in forceful ways
designed to promote the fulfillment of their
needs for security and status within the
organization and work group.
These styles, which can be assessed from the
perspective of either internal or external clients, are
critical targets for individual and organizational
change and development programs.
70
www.humansynergistics.com
PRODUCT APPLICATION
Measure both service styles and
outcomes:
· Identify the Constructive styles
that are promoting satisfaction,
customer loyalty, and word-ofmouth recommendations
· Identify the Defensive styles that
are interfering with customer
satisfaction
· Analyze your customer service
styles results in terms of your
organization’s culture (using the
Organizational Culture
Inventory® (OCI)
· Develop and monitor individual
change programs using
Human Synergistics’ other
diagnostic instruments (including
the Life Styles Inventory™)
We are finishing up the development and testing of Customer
ServiceStyles. So, call us now to
participate in the final phase of
our research and receive on a
complimentary basis:
· 20 copies of Customer
ServiceStyles to administer to
your clients
· An informative feedback report
summarizing the results for your
organization or department
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
TRAINING AND
SPECIAL SERVICES
Executive Coaching Program
Foundation Workshop
Advanced Workshop
Scoring Services
training and special services
Try our product training workshops,
executive coaching, and assessment
scoring.
training
training and
and special
special services
services
Coach your leaders throughout your
organization, at all stages of their
growth—as they enter the
organization, as they take on new
leadership challenges, as they move
from executive competence to
leadership effectiveness, as they seek
to improve the synergy of their team,
or as they transition to new
opportunities.
Executive Coaching Program
A specialized solution for the development
needs of leaders at all levels of an organization.
Executive coaching is a personal and professional development process for leaders at all levels of an organization.
Through a one-on-one relationship with one of our highlyqualified staff, the coaching focuses on helping a leader
develop his or her skills. It is used for developing highpotential leaders, or leaders who have some performance
problems that need attention. Coaching provides an
opportunity for a leader to explore in an objective and
professional way those issues, attitudes, and behaviors that
are important to his or her performance and career.
Executive coaching is an ongoing relationship between a
leader and one of our well-qualified staff. It involves a
commitment that can run as long as a year with frequent
one-on-one coaching meetings, assessment, feedback from
others, and focused performance counseling and monitoring. The “coach” often acts as messenger, teacher, facilitator,
priest, and sometimes, provocateur to create change.
There are times when a high-potential leader can benefit
from a personalized development program. These
individuals can grow faster through the focus and intensity
of a one-on-one program. There are other times when a
leader has a performance problem that is not likely to
respond to a workshop. Yet, that leader is talented. He or
she is an asset that the organization wants to keep and
develop. Such situations are ideal for executive coaching.
PROGRAM APPLICATION
Use the Executive
Coaching Program to:
· Integrate and develop personal
qualities that turn leadership
potential into leadership realized
· Build personal and interpersonal
awareness as the basis for
leadership effectiveness
· Unfold the leadership potential
of talented managers and
individual contributors
· Focus on the special transition
needs of senior-level people to
combine career-life-leadership
planning with resources to
connect leaders with their next
opportunity
· Evaluate how well external or
internal candidates will work
with teams and within the
organizational environment by
providing coaching to reinforce
the success of the selection
Executive coaching is a process which equips individuals
with the necessary knowledge and tools for self-development and increased effectiveness. Executive coaching
provides continuous learning, support, encouragement and
feedback as new approaches are tried and new behaviors
practiced.
72
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
training and special services
The Right Coach is Critical
The success of any executive coaching
program is directly related to the
qualifications of the person who provides
the coaching.
HSI is proud to provide highly skilled and
experienced professionals who recognize and
understand the unique variety of business and
people-related challenges executives and
managers face. Each of our coaches has the
expertise needed to present and discuss even
the most critical feedback in a positive, yet
results-oriented way.
Getting Started is Easy
How the Executive Coaching
Program Works
Enable Your Executives to Excel
The coaching process begins as the leader
completes selected HSI individual and 360°
feedback assessments. The business coach
analyzes the assessment results and determines
strategies and recommendations the leader can
implement to resolve performance difficulties
and increase effectiveness in current strength
areas.
To complete the process, the leader and business
coach meet to discuss the assessment results and
map out a detailed plan that enables the leader to
accomplish his or her development goals.
• To arrange for an executive
coaching session, simply contact
an HSI sales consultant to
discuss your specific needs
• Program costs vary depending
upon the assessments selected
• Executive coaching sessions are
usually conducted at the HSI
office in Plymouth, Michigan,
but can also be conducted at a
location of your choice. Please
call for details.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
73
training
and special
services
training
and special
services
Whether you’re a consultant or human
resource professional, we have what you
need to succeed. The Product Workshops from
Human Synergistics International provide a
series of learning experiences that challenge you
to take the lead.
Product Workshop Series
Integrated workshops of study for your professional and career development
The Product Workshops are designed for external and internal
organizational development or human resource practitioners.
Attend the Workshops to:
• Gain invaluable knowledge, skills, and recommendations to tackle tough
business challenges using HSI products
• Experience first hand the benefits of HSI assessments and simulations
• Network with colleagues to share innovative program design ideas
and proven effective debriefing techniques
Additional Benefits
The two workshops include a focus on marketing and implementing HSI
products within client organizations. You’ll gain proven tips and techniques
for presenting the HSI system to promote client buy-in.
Plus, workshop attendees receive sample products and support materials
such as leader’s guides and a starter kit to help you work immediately with
the products, as well as a lifetime 5% discount on all HSI materials for those
who complete the workshop. Continental breakfast and lunch are provided
each day.
See the next page for a full description of each workshop.
Please refer to the back of the catalog
for the Pricing Guide.
Workshops are conducted at the HSI
office in Plymouth, Michigan.
Product Workshop Series
These workshops can be conducted at
your location. Please call for details.
SPECIAL OFFER!
Register two or more workshop seats and save
10% on your registration fee.
For details contact an HSI sales consultant.
74
training and special services
For scheduled dates, please contact an
HSI sales consultant.
www.humansynergistics.com
WORKSHOP
DURATION
Foundation Workshop
PG 70100
3 to 3.5 days
Advanced Workshop
PG 75500
3 to 3.5 days
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
training and special services
Lead the Way with HSI Product Workshops
The HSI Product Workshops are described below. The Foundation Workshop must be completed before
the Advanced Workshop.
Workshop
Description
HSI Products
Foundation
Workshop
Learn how to apply the unique HSI developmental process to drive
improvement efforts at the individual, group, and organizational
levels.
· Discover how to increase productivity by enabling individuals to
change their behavior so they accomplish tasks more effectively
and efficiently
· Learn how to develop leadership potential and the ability to
function better as part of a team by showing people how their
behaviors affect both work performance and their interactions
· Understand how to sharpen interpersonal skills by enabling
individuals to recognize and redirect defensive behaviors, as well
as strengthen behaviors that enhance communication and
improve relationships
· Learn how to drive a personalized, self-directed development
process that incorporates 360° feedback
· Discover how to increase decision-making efficiency by
improving group problem-solving skills
· Learn how to teach the task (rational) and people (interpersonal)
skills and behaviors that promote successful team performance
· Experience how to demonstrate the power and potential of team
versus individual decision making
· Find out how to call attention to problems plaguing a team’s
performance
· Learn how to assess the interaction styles of any group whose
members solve problems or make decisions
· Discover how to provide teams with targeted feedback on the
styles that contribute to—or detract from—their effectiveness
· Understand how to generate valid and reliable information on
the operating cultures of an organization and subunits within it
· Learn how to provide a direction for organizational change and
development
Life Styles Inventory™ (LSI) 1 & 2
Acumen Leadership WorkStyles™
Group Styles Inventory™ (GSI)
Survival, Business and Challenge
Simulations
Organizational Culture
Inventory® (OCI)
Advanced
Workshop
Further enhance your understanding of how to apply the HSI
development process at the leadership and organizational levels.
· Enhance your knowledge and skills to measure the impact of the
organization’s culture on members, groups, and the organization
as a system
· Understand how to provide valuable insight into the factors or
conditions that are likely driving or shaping the culture—and
resulting in outcomes (e.g., quality of service) at member, group,
and organizational levels
· Experience how to identify specific change areas or “levers” an
organization can adjust to improve its culture—and, as a
result, its performance
· Understand how to identify the need for leadership
development, as well as a direction and strategy for change
· Learn how to provide the foundation for an effective and
thorough leadership development process
· Experience how to help leaders understand the implications of
their behavior, and adopt strategies that drive increased personal
and organizational effectiveness
Organizational Culture
Inventory® (OCI)
Organizational Effectiveness
Inventory™ (OEI)
Cultural Change Situation™
Organizational Change
Challenge™
Envisioning a Culture for
Quality™
Management Effectiveness
Profile System™ (MEPS)
Leadership/Impact® (L/I)
For more information on a specific workshop, please contact an HSI sales consultant.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
75
training
training and
and special
special services
services
Make your development
programs even more successful.
Let HSI save you time—and
frustration. Rely on Scoring
Services for all your program
administration needs.
Scoring Services
With today’s frantic pace, you’re busier than ever. So why
spend time on tasks you can easily delegate to the experts?
Easy and Fast
To save you time and frustration, HSI offers prompt,
efficient scoring of our assessments. With just a simple
phone call from you, we’ll handle all the details associated with assembling, delivering, and tracking program
materials for you—via regular mail or email. We’ll even
update you on the status of participant returns and help
you track down late or missing assessments. And you’ll
get the credit for a smooth process and error-free results.
Confidentiality Ensured
Results With Impact
To add extra polish and impact to
your assessment results presentations, let Scoring Services provide
individual and/or group results
visuals. For example, you can request:
Composite Profile. One profile
containing combined assessment
results for all participants.
Subgroup Profiles. Contain
a subset of scores based on
demographic data like specific
departments or divisions.
One of the many benefits of HSI scoring is that it
reassures program participants of the confidentiality of
their assessment results. This important consideration
helps encourage participants to be open and honest in
responding to assessment items.
Comparative Profiles. Selected
group profiles based on demographics such as management
level, job function, or occupation.
Safe, Convenient Tracking of
Improvement Efforts
When HSI scores your assessments, we keep wellorganized electronic files of all your assessment data. The
result is an easily accessible baseline by which you can
measure change and improvement results over time.
For many HSI assessments, we also
offer results on disk or via email.
For prompt turnaround time*, quality results, and
personalized service, give HSI Scoring Services a try.
We’re confident that you’ll return again and again.
Ask your sales consultant about the scoring services
available on your next assessment order.
*Standard turnaround time for Scoring Services is 7-10 business days.
76
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
ORDERING
INFORMATION
training and special services
Placing Your Order
Order Form—Back Pocket
Product User’s Guide—Back Pocket
HSI Offices and International Affiliates—Back Pocket
Translation Grid—Back Pocket
ordering information
Order HSI products and services via
phone, email, and fax. We look forward
to serving you.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
www.humansynergistics.com
77
ordering information
We are committed to providing our
customers with products and services
of the highest quality. We welcome your
ideas, suggestions, and comments.
Placing Your Order
Purchase Orders
If your organization uses purchase orders, we
require that you fax or mail us a copy of your
purchase order before we can ship your purchase.
Fax Orders
Please include a name and a daytime phone
number on all fax orders. You will receive
confirmation of your fax order within one
business day.
Rush Orders
If you need your materials expedited, call or fax your
order before 4 p.m. Eastern Time for expedited
shipping via Federal Express. Shipping charges on all
expedited orders are billed at the carrier’s charge for
shipment plus a packaging/handling fee and are
included on the invoice. We must have a street
address and phone number to ensure delivery. Refer
to Terms and Conditions for complete details.
International Orders
International orders, including shipping and handling
charges, must be prepaid by credit card (VISA,
MasterCard, American Express), wire transfer, money
order or corporate check in U.S. funds. Please advise
on method of shipment, import broker, and labeling
of cartons for customs purposes. HSI cannot assume
responsibility for lost shipments if a non-traceable
method is requested.
International orders are subject to additional fees by
the country of destination for duties or taxes. HSI
does not impose these additional fees, and therefore is not responsible for them.
Research Reports and Samples
Copies of most HSI products and research reports
are available, at no charge, for review prior to placing
a quantity order.
78
www.humansynergistics.com
Methods of Ordering
Phone
800.622.7584 (MI)
800.590.0995 (IL)
866.384.3058 (CA)
8:30 a.m. to 5:30 p.m. local time
(Monday through Friday)
734.459.1030 International orders
Fax (24-hour)
734.459.5557 (MI)
847.590.0997 (IL)
510.899.7408 (CA)
Email
info@humansynergistics.com
info@hscar.com
info@hsacumen.com
Mail
39819 Plymouth Rd. C8020
Plymouth, Michigan 48170-8020
21 South Evergreen Avenue
Arlington Heights, Illinois 60005
2200 Powell Street, Suite 1025
Emeryville, California 94608-1809
Please include your street address and phone
number to avoid delays in shipping.
Need Assistance?
Staff experts in each product and service
area are available from 8:30 a.m. to 5:30
p.m. local time, Monday through Friday,
to answer your questions or to assist you
in selecting materials that meet your
training needs.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
ordering information
Shipping
All materials are FOB Plymouth, Michigan. Your
order will be shipped via UPS ground service one
business day after we receive it. For prompt
service, please provide a street address (we
cannot ship to a PO box), phone number, and the
date materials are needed. Please call if you need
expedited delivery.
Note: Items ordered together are not necessarily shipped
together. Upon receipt of your order, please open the plastic
wrap to compare the contents with the enclosed packing slip.
All claims for damaged goods, incorrect items, or shortages
must be made within 48 hours to our Sales Department.
Volume Discounts
Volume Discounts are available on most
materials and are based on the total dollar
amount of individual orders. (Scoring,
consulting services, and shipping charges
are excluded from discounts.)
$2,000 - $3,500
= 5% discount
$3,501 - $5,500
= 10% discount
$5,501 and greater = 15% discount
About Returns
To ensure proper credit/refund for returnable*
items, please request a Return Materials
Authorization number from our Client Relations
Department (800.622.7584). Materials received
without a Return Materials Authorization number
will be refused and returned to the shipper. Items
must be returned within 30 days from date of
invoice for credit/return (less packaging and
shipping charges). Include a copy of the invoice
or packing slip with the returned materials.
Educational Discounts
Authorization number must appear on the
outside of the box. Please package items
carefully. Credit/refund will be given only for
items received in saleable condition. We suggest
that all returns be shipped prepaid by UPS or
other traceable service. We are not responsible
for lost or misdirected returns.
Sales Tax
*The following items are not returnable: leader’s guides,
videos, feedback reports, flip charts, transparencies, and
outdated materials.
Terms and Conditions
Any order of $100 or more may be invoiced at
your request and is subject to credit approval
before shipping. Orders under $100 require
prepayment via VISA, MasterCard, American
Express, check, or money order prior to shipping.
Our terms are NET 30 days from date of invoice.
Invoices are not issued until your order is
shipped. Credit cards will not be charged until
materials are shipped. We regret that we are
unable to make shipments when accounts
remain overdue. Prices, discounts, terms, and
conditions in our current price list supersede
those printed in previous price lists and
publications, and may change without notice.
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
We offer a 25% discount on materials for
classroom use only, in high schools, colleges, and
universities. Request discounts when placing
orders. To qualify, orders must be on a school
purchase order or on school stationery, must be
for an accredited course and must include the
course name and number. Volume and educational discounts cannot be combined on the
same order.
Sales tax will be added to order totals when
applicable. You will not be taxed on consulting
services, scoring services, or shipping and
handling.
Tax-exempt groups must provide a copy of their
tax-exempt certificate.
Copyright Policy
All publications of Human Synergistics International and its associated authors are copyrighted.
Their reproduction, in whole or in part, by any
process, is a violation of copyright law. This
policy applies to, but is not limited to, any survey
or simulation or section thereof, as well as
answer sheets, scoring devices, profiles, report
forms, tables, charts, norms, or other quoted
material found in instruments, manuals, brochures, or books. We pursue all copyright
infringements. While we’re not vengeful, we are
provocable®.
www.humansynergistics.com
79
ordering information
Thanks for reviewing our catalog and considering our products
and services!
If you are new to Human Synergistics, welcome! We hope you visit us often. Our products are the best in the
business—statistically reliable and valid.
If you are already associated with HSI, thanks for staying with us!
We offer consulting support on any project based on our instruments. If you need someone to run a simulation and a GSI and interpret the results to your team, we can do it. If you are running a large-scale cultural
change project and plan to use the OCI, OEI, LSI, GSI and Acumen Leadership WorkStyles™ along with
simulations, we can help you do that, too.
Ask your account manager if one of our consultants is right for you.
Please feel free to call us anytime to discuss your organizational training and assessment needs. Thanks for
visiting and stay in touch!
The Staff at Human Synergistics International
80
www.humansynergistics.com
Copyright © 2008 by Human Synergistics International. All Rights Reserved.
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Changing the World—One Organization at a Time®