ADVanced Insights

To reach optimal performance you must understand WHAT natural talents you possess, WHY you are motivated to use them, and HOW you prefer to use them. ADVanced Insights delivers this trilogy combining industry leading tools into one thorough and complete Profile.

The Attribute Index looks at the WHAT portion of the WHAT, WHY, and HOW trilogy. It is a personal assessment tool that provides information as to how a person makes decisions:intrinsically, extrinsically, or systematically. By understanding WHAT natural talents you have, it becomes possible to leverage that knowledge to make better decisions, maximize strengths, minimize weaknesses, and achieve greater success in whatever you do.

The Values Index looks at the WHY portion of the trilogy. By understanding WHY you are motivated to do things you are able to better align your environment with what creates the most passion in you. Everyone has their own unique mix of personal drivers and motivators that helps guide them towards success. Understanding what really drives a person is a crucial part of success. It is this understanding that helps to ensure that optimal motivation, passion, and drive are always created – to achieve the highest levels of personal and professional success.

The DISC Index looks at the HOW portion of the trilogy. By understanding HOW you prefer to behave, you are able to better align your environment, select the work that ensures more meaning and success, and produce less stress while doing it. Unlike all existing DISC profiles, the DISC Index has created an instrument that produces zero waste. With the invention of the first ever click-and-drag DISC instrument, the DISC Index generates reports ten-times as varied and individualized as other profiles on the market today. Additionally, the DISC Index separates the four dimensions and helps an individual understand how each dimension can be used to support their success.

Larry Regneth has completed and received official certification for the administration and interpretation of the Resource Associates Corporation Attribute Index, DISC Index, and Values Index. He understands the positive effect these assessment tools provide organizations and that they are a powerful way to maximize their human capital—their people.

D.I.AL.O.G.

The success of a business can be measured in how effectively it achieves the goals it has established for itself. D.I.AL.O.G. is an instrument that will provide the organization with an indication as to how well its goals are in alignment with the perceptions and behaviors of its people.

Ask the question: “Do you feel that sometimes not everyone in the organization has ‘gotten the word’ and that everyone is not operating as a focused team?”

• D.I.AL.O.G. will show strengths that can be capitalized upon in the marketplace as well as limitations that need to be addressed.

• D.I.AL.O.G. is an instrument which measures the perceptions of people within the organization.

For example, a finely tuned strategic plan may be in place. The results of the D.I.AL.O.G. survey, however, may indicate that employees perceive that there is none. This is a case of poor communication, not a lack of planning.

Organizational Excellence ensures all organizational systems are aligned and functioning cohesively together. Organizational Excellence provides a competitive advantage—it’s what makes the organization different from all of other organizations in the marketplace that provide similar products or services. Continuous commitment to organizational excellence provides the tools to aggressively enhance product/service which in turn will assist in building loyal customer relationships.

Focusing on excellence provides the business with the resources needed to increase market share. The ability to innovate is positively magnified. Bottom line revenues grow.

By embracing the core tenants of the Malcolm Baldrige Quality Award, D.I.AL.O.G. identifies three critical components of an organization that, when measured and focused on, help develop a well-structured, strong, and customer-focused organization:

• Strategic planning. An organization needs to have a Strategic Plan, and we take it one step further, they need to operationalize their strategic plan—making sure that everyone knows what part they play in the overall scheme of things and how their role/department impacts their satisfied loyal customer base.

• Management systems (or the people side of an organization). The people in an organization need to possess the appropriate attitudes and behaviors needed to implement the organization’s plan and positively impact their customer base.

• The final area is the Process side. The organization must develop the needed processes or modify the existing processes from a lean and value added stand point.

Remember, If you can’t measure it, you can’t manage it.