LMI Chicago offers Awareness Tools
to help you assess and enhance performance
within your organization.


“Budget deficit.” Dreaded words to all business leaders, no matter your leadership level. Where do you cut costs? What can you do to improve the bottom line? While reviewing your budget, have you ever thought that your added costs might be due to bad hiring decisions and staff promotions? Most organizations understand that effective management and deployment of assets can mean the difference between success and failure. What many organizations fail to consider is their most critical asset – people.

Testing and surveys are effective, yet underused means for helping employers make the most of their people. As part of our Development Process™, LMI Chicago offers Awareness Tools — tests and surveys — that help you assess and enhance performance within your organization.

View the various Awareness Tools below.

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The Achiever

The Achiever is a unique test that combines mental and personality measurement in one instrument. Its scores are arranged in a normal distribution that easily relates to job requirements and benchmarks of successful performers. The Achiever measures aptitudes and 10 personality traits and uses the stanine scoring system to compare an individual’s scores to a benchmark and the Normal Distribution.

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Profile Evaluation System (PES)

The Profile Evaluation System — which benefits business, industry, government, education, and other services — characterizes individuals on a number of psychological traits that are important for job performance. Results allow companies and individuals to maximize the fit between their employment demands and the abilities, aptitudes and personalities of employees or potential employees. When this fit is optimal, employees are more comfortable and productive, and in turn, inefficiency and turnover are minimized.

Hiring the right people is important, but managers should also develop the management and leadership skills of their present employees. Information about individuals and their tendencies is extraordinarily valuable in these contexts as well.

The PES identifies strengths and areas for development so that companies can make sound employment, retention, assignment, training, and promotion decisions. To help with this, the PES features 16 job-related characteristics and includes two validity scales.

Based on the knowledge that strengths in some dimensions can compensate for challenges in others, the system assesses over 100 possible combinations or correlations of personality traits and mental aptitudes. The PES also allows users to customize patterns and benchmarks for the positions within an organization. Managers can use the results to determine which employees’ mental aptitudes and personality dimensions best reflect the characteristics required of certain jobs. When employers use the system in conjunction with other coaching, hiring and interviewing tools, the PES results can help ensure they are treating employees and applicants fairly and without regard to race, color, religion, gender, or national origin.

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Organizational Needs Inventory (ONI)

Leaders can use the ONI to create an environment that will attract and retain better associates and, in turn, achieve better operating results. To do that, leaders must recognize that the first step is making dramatic changes in the way organizations are designed and managed. Learning how things actually are and what they can be is next. Then comes a plan for the future … a plan that is based upon a clear sense of direction and purpose. Finally, a plan of action is implemented to begin moving toward the desired future. The ONI instrument was designed to facilitate this process.

The ONI consists of a 126-item survey in which participants describe conditions as they exist at present (“actual”) and as they would exist under ideal circumstances. In most instances, an LMI affiliate administers the survey to ensure its reliability and the autonomy of participants. LMI then processes the confidential responses and prepares a comprehensive report that pinpoints areas of concern.

The ONI report consists of an Executive Summary, Factor Scores, and Item Scores.

Executive Summary — This report details the members’ perceptions of the organization.

Factor Scores — These scores focus attention on specific group factors, such as years with the company, gender, age, and position within the company.

Item Scores — The Item Scores focus on specific, concrete beliefs, perceptions, and practices.

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Developmental Needs Inventory (DNI)

The Development Needs Inventory — a 360-degree instrument that is administered over the internet — was designed to help managers, supervisors and other leaders to understand their strengths and development needs better. Customized to meet the client’s needs, it consists of 10 Standard Scales and up to 13 Optional Scales. The results of the DNI, along with the Interpretation and Feedback Session, gives participants a sound basis for setting development goals and tracking their development over a period of time. The information facilitates individual growth and progress, increasing the overall effectiveness of the organization.

The Development Needs Inventory was designed with one primary objective in mind … to help leaders lead more effectively. Other objectives which support this primary objective are:

  • To identify a leader’s strengths and most pressing development needs.
  • To help leaders plan for their own leadership development, moving from understanding to action.
  • To assist leaders in making intelligent choices among alternative leadership practices.
  • To call attention to the critical relationship between a company’s structure, culture, and typical leadership practices and the success and failure of a given leadership style.
  • To provide a framework for transitioning from a traditional bureaucracy to a flexible, rapid response team or for making informed choices on why no transition is needed.
  • To help leaders lead in ways that get results that are personally satisfying, morally sound, and that empower, rather than overpower, subordinates.

The DNI serves three purposes:

  1. To help you better understand your own managerial practices, providing a basis for increasing effectiveness as a leader and for planning a more realistic career.
  2. To help you understand how other people in the organization view your leadership practices and determine whether you see yourself as others see you. Armed with these insights, you can test the validity of your own self-perceptions, improve your human relations, lead and manage more effectively, and plan your career more realistically.
  3. To serve as a basis for setting personal development goals and for tracking your development over a period of time.
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