For 40+ years, DDI has helped companies worldwide close talent gaps. Expertise includes success profile management,
selection & assessment, leadership & workforce development,
succession management, and performance management.
Actions| Facilitation Skills Workshop: Developing Extraordinary Facilitators |
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| Product Manager | Lynne Reed |
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You need effective trainers to help your workforce and leaders develop the skills they need for your organization to achieve bottom-line results.
DDI's Facilitation Skills Workshop: Developing Extraordinary Facilitators will help your trainers develop the skills they need to effectively facilitate nearly 60 DDI training courses. Participants are awarded DDI facilitator certification following successful completion of the workshop. Certified facilitators can deliver any courses from the following DDI training series. * Interaction Management®: Exceptional Performers series (IM: ExPSM) * Interaction Management®: Exceptional Leaders…Extraordinary Results® (IM: EX®) Additionally, DDI offers a Virtual Classroom Facilitator Booster Session. This four-hour session is a supplement to Facilitation Skills Workshop and is designed for certified facilitators who would like to deliver DDI’s IM: EX® courses in a virtual classroom setting. Participants will learn how to transfer the knowledge and skills they’ve acquired in the FSW for virtual delivery as well as best practices for virtual classroom facilitation. The workshop is competency-based, and participants are shown how to utilize DDI materials for a virtual delivery. |
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| When I think about this product I love |
The material was easy to follow and followed a timeline that any instructor would be able to follow. Innovative features and good user interface. ease for use for HR professionals |
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Having a train-the-trainer that encompasses all the material DDI has to offer. innovative product. no need of further improvement. nothing to add |
| Assessing Talent: People Leader® |
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| Product Manager | Lynne Reed |
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Assessing Talent: People Leader® is an in-depth web-delivered behavioral assessment program for hiring, promoting, and developing first- and second-level leaders. It helps your organization:
* Reduce hiring and promotion mistakes by providing a look at how a potential leader would perform in typical on-the-job activities—such as coaching, decision making, and developing others. * Avoid long learning curves by using the results to diagnose current and future leaders’ strengths and development needs. * Establish development plans to improve the readiness of your high-potential future leaders. * Give your future leaders insight into what to expect when making the jump to the next level. Assessing Talent: People Leader® features: * Modular system that focuses on seven essential capabilities that leaders must master to be effective in their jobs. * Components that are set up in a day-in-the-life format so that your leaders go through role-plays that emulate on-the-job interactions. * 24/7 access to the assessment process for participants and program managers. * An easy-to-use, web-based interface enhances realism for participants. * Online scheduling and reporting functionality. |
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members only jackets User friendly |
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hcm matrics hr Not much. Great product |
| Assessment Management System (AMS) |
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| Product Manager | Lynne Reed |
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Assessment Management System (AMS) is the backbone of many of AcqHire®'s components. It gives you the tools and technology to efficiently manage huge applicant pools, advance only the best candidates, and, ultimately, hire those individuals who are the best fit for the job and the organization.
AMS includes: * Easy to use and highly configurable, this application supports many different types of: o Hiring situations—including expansions, rightsizings, or enterprise-wide. o Workflows—with varied approval requirements. o Job tracks—hourly, professional, and salaried. o Assessments—including behavior based, skill testing, experience profiling. o Scheduling—for phone screens, interviews, and verifications. o Planning and reporting—for workforce, staffing, and EEO analysis. * Job applicants can enter one of four ways: your online career center, your applicant tracking system (ATS); DDI’s Web ScreenSM Customized Career Center; or manually through data entry. * To streamline and automate your hiring and promotion processes, AMS allows you: o More efficiently manage the entire staffing workflow, end-to-end. o Quickly view new activities by requisitions and candidates. o Search, track, assess, score, and communicate with candidates. o Effectively plan and report on the staffing process, including critical EEO requirements. |
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| AcqHire ® for Health Care |
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| Product Manager | Lynne Reed |
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Based on DDI’s three decades of helping organizations identify and select the best people, AcqHire® for Health Care systematically builds best practices into your hiring and promotion processes—assuring that you achieve the accuracy, efficiency, and sustainability that you desire. AcqHire® for Health Care consists of four integrate-able components: Success ProfilesSM, Screening and Testing, Interviewing, and On-boarding. Scale up or down, depending on your needs.
With DDI’s AcqHire® for Health Care, you can: * Clearly define what it takes to be successful on the job—with a comprehensive Success ProfileSM. * Quickly attract and identify the most qualified candidates early in the selection process, so that you interview fewer people and make job offers—faster. * Help your hiring managers accurately predict on-the-job success and make better hiring decisions—with a consistent process. * Select the right people for the job—who are also a great fit with your organizational culture. * Accelerate your new hires’ time to full productivity and contribution.</li></ul> |
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| Assessing Talent®: Operational & Strategic Leader |
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| Product Manager | Lynne Reed |
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Assessing Talent® is a collection of proven assessment tools and methods (including simulations, interviews, personality inventories, and other measures of leadership effectiveness), which provide unparalleled insight into the capabilities of leaders. All web-enabled, scalable, and globally available, these highly researched methods generate rich, detailed data on both organizational and individual capability to execute specific strategic imperatives (e.g., driving a major change, launching a new product, or integrating a new organization, etc.).
Assessing Talent® is proven to help organizations: * Take stock of the available supply of leadership talent when making critical organizational decisions. * Reduce risk of difficult hiring and promotion decisions by quantifying individual readiness for specific role challenges. * Gauge and test assumptions about the organization’s viability to execute new strategies. Assessing Talent® includes: * Half-day to full-day simulations delivered consistently anywhere across the globe. * Individual feedback report and debriefing with an experienced executive coach. * Industry benchmarking comparison reports. |
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| Blended Learning |
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| Product Manager | Lynne Reed |
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Are you like most organizations? You have a limited training and development budget and your leaders have limited time during the workday for traditional classroom training. More organizations are seeing the benefits of web-based and virtual classroom learning—improved efficiency, greater flexibility, and even increased engagement—and are using a “blended” approach to develop critical leadership skills.
Over the past decade, online has become more widely used and accepted as a cost-effective alternative to traditional classroom training, particularly when it’s part of a blended learning solution. Choosing the right mix of web-based and face-to-face development options can greatly improve the uptake of your training initiatives, allowing you to provide more development opportunities that really pay-off for your leaders and for your organization. DDI has been a leader in blended learning implementations for more than 15 years. Our web-based and virtual solutions are designed to assess development needs, build skills and knowledge, and provide ongoing support to drive on-the-job application and ongoing development. Our web-based training courses end with some sort of knowledge check or competency gate, and are augmented with Practice Labs--interactive sessions that can be delivered virtually or face-to-face—where learners can practice using their newly acquired skills. Our virtual classroom courses allow for the same skill practice time as our traditional classroom courses through the use of breakout room technology (when using our WebEx Training Center web-conferencing platform). All modalities of our leadership development courses end with a focus on application, competency development, and management involvement and support. Our solutions include: * Knowledge acquisition and skill transfer through web-based training and virtual classroom courses built from DDI’s award winning Interaction Management: Exceptional Leaders…Extraordinary Results® (IM: EX®) state of the art classroom content—including our foundation course, Essentials of Leadership. * A competency-based blended solution for workforce development—our Techniques for a High-Performance Workforce® courses are designed to equip your workforce with the day-to-day interpersonal, teamwork, and business skills that help create and maintain a high-performance workplace. * The world’s only multirater, Leadership Mirror® , that links you directly to applicable on-the-job development tools. * A robust just-in-time online performance support tool available 24/7: OPAL®. These tools work hand-in-hand, to create and sustain a common language of leadership within your organization. We are committed to providing you with innovative technologies to meet your growing business needs. We believe that when it comes to developing critical leadership skills, the magic is truly in the mix! |
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| Business Impact Leadership®: Mid-Level Series |
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| Product Manager | Lynne Reed |
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Mid-level leaders have never been more important. They must master four critical challenges:
* driving performance in a changing world * managing horizontal integration in complex organizations * leading and developing talent * making tough decisions They are the key to successfully executing your business strategy. Yet DDI research shows that only 27% of mid-level leaders rate themselves “very effective.” Little wonder that 44% of companies said developing mid-level leaders would be their top priority in 2009. To strengthen your mid-level capability, we’re proud to introduce Business Impact Leadership: Mid-Level Series. We’ve hit the important issues impacting mid-level leaders head-on, with 9 courses that enable them to confidently meet their mandate and drive your organization’s success. * Translating Strategy into Results * Making Change Happen * Cultivating Networks and Partnerships * Operating with a Global Perspective * Influencing for Organizational Impact * Developing Organizational Talent * Coaching for High Performance * Mastering Emotional Intelligence (EQ) * Handling Challenging Situations with Courage What makes Business Impact Leadership unique is that it engages leaders with case studies, discovery learning, self-insight tools, peer learning and networking opportunities perfectly suited to this level and how they learn. This makes the experiences highly relevant and the learning immediately applicable back on the job. Development skills are reinforced through action learning assignments and on-the-job application plans are included in many of the courses. Relevant, engaging and extraordinarily focused on business application, these learning experiences enable mid-level leaders to effectively drive your business strategy. |
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| Business Impact Leadership®: Senior-Level Series |
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| Product Manager | Lynne Reed |
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A Tailored Solution for Your Organization and Your Executives
Executives face a complex array of responsibilities, and let’s face it, the future of the business sits squarely on their shoulders. Those transitioning into the senior ranks must wrestle with significant changes in the political network, job complexity, time horizons and human dynamics of the work environment, any of which have the potential to cause tremendous stress. And once in an executive role, it often takes years to master it—and perfect one’s leadership style. Business Impact Leadership®: Senior-Level Series is built to help executives navigate a complex, often ambiguous role that requires them to: * Establish a long-range vision for their organization. * Flourish in the face of new, often unexpected competitors from all corners of the globe. * Be entrepreneurs who devise ways to innovatively meet client needs. * Create a high-performance culture that elevates talent strategy to business strategy. Execute under intense scrutiny and with little leeway from their board, their shareholders, the media, and the public at large. A Tailored Solution At this level, your executives and high potentials need a tailored approach to development that fits their needs and those of the organization. With Business Impact Leadership: Senior-Level Series, we’ll help you create a learning experience directly linked to your business drivers and competencies. To create a scalable and effective solution for your organization, our world-class faculty draw from their experience with clients around the world, latest thought leadership, best practices, case studies, exercises, action learning assignments, and diagnostic self-insight tools—coupled with the appropriate behavioral assessment options. Our consultative approach to executive development is known not only for addressing specific individual and executive team leadership gaps, but also for ultimately driving speed-to-productivity and organizational transformation. We customize solutions in these areas and more: * Executing Strategy * Igniting a High-Performance Culture * Leading: Insight Out * Forging Strategic Relationships * Accelerating Change * Elevating Senior Team Performance * Optimizing Talent |
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| Employee Engagement Services |
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| Product Manager | Lynne Reed |
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Engagement has generated more interest and enthusiasm than any other HR topic in quite some time—and for good reason. DDI and many other research-based consulting firms have proven a clear correlation between the level of employee engagement and organizational performance. The big difference between DDI and nearly all other firms touting engagement services is that DDI offers a true end-to-end approach.
DDI can increase employee engagement by: * Increasing organizational receptivity to a focus on engagement. * Measuring employee engagement with our E3®, a validated and action-oriented survey instrument. * Facilitating action planning tailored to each organization’s needs. * Driving immediate results through OPAL®: Engagement Edition, an online resource that includes a wealth of results-focused content and more than 300 totally consistent support tools. * By providing real, long-term solutions that enhance leadership and workforce effectiveness as well as improve related organizational systems and processes. We welcome the opportunity to talk with your organization about how DDI can work with you to dramatically increase organizational performance through a more engaged workforce. |
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| Employment Testing |
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| Product Manager | Lynne Reed |
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Are you using yesterday’s tests for tomorrow’s business challenges?
Your business models and job requirements are continually evolving. But is your employment testing and assessment strategy moving in lock-step with your business strategy? DDI offers over 800 employment tests and assessments—covering a full range of skills, competencies, and personal attributes—that can dynamically evolve with your business. Our tests and assessments are backed by extensive research and over 100 validation studies in the past five years. Last year, organizations around the world chose our tests and assessments to evaluate more than 4.5 million candidates. What sets DDI Apart? Our employment testing and assessment solutions: * Are connected to your business strategy and integrated with your HR and talent management systems. * Are more holistic—they measure a broader range of factors critical to on-the-job success. * Feature automated scoring and ranking that allows you to quickly identify top candidates and advanced reporting provides you with interview guide questions and suggestions for tailoring development. * Help you sell the job and organization to top candidates by providing them with a realistic preview of what to expect on the job. * Are proven, valid, and legally defensible. Read more about Employment Testing and Assessment in our blog, Talent Management Intelligence. |
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| Executing Business StrategySM |
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| Product Manager | Lynne Reed |
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Executing Business StrategySM is a customized working session that helps mid- to senior-level managers translate strategic priorities into measurable operational objectives for teams and individuals by:
* Establishing lead and lag measures for charting performance progress. * Building employee passion and commitment to action. * Aligning cross-functional systems and resources. Executing Business Strategy consists of three customizable sessions to meet the organization’s strategies and resources: * Translating Strategy into Action * Aligning Organizational Capability * Leveraging Organizational Systems |
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| Executive Assessment for Health Care |
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| Product Manager | Lynne Reed |
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DDI is the first to offer a robust, health care-specific executive assessment and development process. Our comprehensive, accurate and flexible solutions provide health care organizations with the data they need to make better hiring and promotion decisions. This enables you to dramatically increase the probability of successful performance and reduce time to business impact.
The assessment is also often used as part of a comprehensive talent management strategy to diagnose potential or current executives’ strengths and development areas, so that you can dramatically accelerate their development, and they are ready when you need them. With DDI’s Executive Assessment for Health Care, you can: * Select tools to create the right assessment experiences for your new, aspiring, and experienced health care executives—whether they are current employees or job candidates. * Accurately assess individuals relative to an ideal health care executive success profile. * Generate an in-depth evaluation of a potential or current executive’s specific strengths and development needs as they relate to the unique demands of a CEO, COO or CNO in the health care industry. * Leverage key insights about your high potential leaders to create customized development experiences—that positively impact your business. * Build bench strength for your organization, so that you have a steady pipeline of high potential leaders ready to step into important roles as needed. |
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| Executive Focus Coaching |
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| Product Manager | Lynne Reed |
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Executive Focus Coaching is a highly personalized relationship that strengthens an executive’s performance through focused execution of organization, role and individual career objectives.
Executive Focus Coaching provides: * Targeted support for overcoming performance issues. * Guidance for transitioning executives to more complex roles and challenging assignments. * A way to retain top-performing executives by addressing individual career aspirations. Executive Focus Coaching includes: * A concrete execution plan for role and business priorities. * Clear development actions for improved performance. * Access to executive coaches with cross-industry experience worldwide. |
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| Executive Team Services |
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| Product Manager | Lynne Reed |
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Executive Team Services provide top management teams assertive guidance to establish a clear strategic focus, increase personal accountability, and constructively leverage conflict to work through significant organizational changes and performance issues.
Executive Team Services are proven to help organizations: * Successfully navigate strategic and cultural transformations. * Meet performance goals by removing barriers to top-down strategy execution. * Instill confidence and gain commitment to the vision and direction established by the senior team. Executive Team Services are facilitated worldwide by local executive consultants and include: * Enabling Strategy Execution and Focus * Launching a New Executive Team * Providing Executive Team Development * Improving Executive Team Dynamics |
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| Health Care Solutions |
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| Product Manager | Lynne Reed |
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U.S. health care organizations face several serious, and sometimes competing, priorities. Patients, their families, and the government are pushing for safe, affordable, high-quality care. At the same time, customer service, operational efficiencies and cost control are essential to staying in business.
Now, more than ever, it is vital that health care organizations select and develop first-class leaders who can carry out these missions with skill and passion. Achieve Superior Business Results At DDI, we understand the health care industry and its challenges. For decades, we’ve shared our expertise with more than 1,200 hospitals and health care organizations, providing the experience necessary to build engaged, high-performing workforces. Our clients partner with us to: * Build service skills for physicians and staff that positively impact patient satisfaction scores * Select and develop leaders who exemplify the organization’s mission and values * Build bench strength through executive succession and development * Implement candidate testing for health care staff and leaders * Develop behavioral interviewing skills * Align performance management to business strategies Experienced, client-focused professionals who are dedicated to addressing the unique needs of health care organizations staff DDI’s health care practice. Our integrated health care-specific solutions are designed to achieve superior business results supporting the objectives of health care organizations. Presbyterian Healthcare Services, HCA, Christus Health, Parkland Health, Children’s Healthcare of Atlanta, UPMC, and Saint Thomas Health are among the world-class health care organizations that have partnered with DDI to develop and execute a sustainable talent management strategy. |
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| Identifying Leadership Potential |
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| Product Manager | Lynne Reed |
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Identifying Leadership Potential is a web-based process for objectively nominating, rating, and selecting individuals with the greatest potential for successfully developing into senior leadership roles.
Identifying Leadership Potential is proven to help organizations: * Dramatically increase the ability to find leadership talent from within. * Establish a pipeline of leadership talent to quickly fill emerging business needs. * Focus development resources on individuals who will yield the highest return on investment. Identifying Leadership Potential: * Is an easily administered on-line survey for collecting managerial ratings of an individual’s leadership potential. * Quantifies leadership potential against research-based factors. * Provides valuable individual and group summary reports. |
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| Interaction Management®: Exceptional Leaders . . . Extraordinary Results® |
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| Product Manager | Lynne Reed |
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Competitive organizations need people driven to stay longer, try harder, accomplish more, and take pride in their work. That takes great leaders.
Interaction Management®: Exceptional Leaders . . . Extraordinary Results® (IM: EX®) is a competency-based leadership development system that addresses contemporary challenges your managers, team leaders and supervisors are facing. How? More than just a set of courses, IM: EX includes diagnostics, management support, on-the-job learning, performance support, and evaluation services. Flexible and accommodating, IM: EX integrates with a full range of other DDI leadership capabilities. Organized around seven people leader imperatives, this training is designed to get your leaders back on the job faster armed with the skills, plans, and tools they need to make immediate impact. This complete leadership development system offers: * 30 courses. * Job aids, tools, and discussion planners designed for immediate on-the-job application. * Flexible delivery options: traditional and virtual classroom, web-based training, and blended learning. * Training certification of your staff or delivery by a DDI-certified facilitator. * Consulting services for implementation planning. * Evaluation and measurement tools for pre- and post-training evaluation. DDI's classroom training programs are available in 21 languages including English (U.S. and Anglicized), French, German, Spanish, and Mandarin (simplified and traditional). In addition, DDI is committed to working with clients to meet specific language requirements. |
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| Interaction Management®: Exceptional Performers Series |
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| Product Manager | Lynne Reed |
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To strengthen your individual contributors and team members, we’re proud to introduce Interaction Management®: Exceptional Performers series (IM: ExPSM). A competency-based learning solution, this series is designed to boost interpersonal skills that will enhance individual effectiveness, group effectiveness, and build customer loyalty. The skills covered in the series’ 8 courses will enable them to confidently work together to drive your organization’s bottom line.
* Communicating With Impact (foundation course) * Embracing Change * High-Impact Feedback and Listening * Navigating Beyond Conflict * Networking for Enhanced Collaboration * Taking the HEAT * Valuing Differences * Working as a High-Performing Team To build bench strength in your organization, you need to grow from the ground up. In a rapidly changing, fast-moving world, it is vital that your non-leader professionals possess the interpersonal skills to complement their technical skills. These individuals may aspire to rise through the levels of your leadership pipeline or to be the very best in their specialized area. Either way, certain core skills are essential to their personal achievement as well as your organization’s business goals. The strength of IM: ExP lies in its proven design for building specific, measurable skills. It comes from the same family as the Interaction Management®: Exceptional Leaders…Extraordinary Results® (IM: EX®) which was recognized as the Top Training Product in its class by Human Resource Executive magazine. When leaders and their teams both learn through the Interaction Management® system, organizations find that everyone is speaking the same language. By using research-based content and interactive learning experiences, IM: ExP promotes positive behavior change in your employees and leaders, which results in a higher-performing, more engaged workforce. Additional course topics and blended learning options can be found in Techniques for a High Performance Workforce®. |
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| Leadership Mirror® Featuring Targeted Feedback® |
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| Product Manager | Lynne Reed |
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Leadership Mirror® is a multisource, multilingual 360° feedback system. Web-based and flexible, it allows you to implement standard or customized 20-30 minute surveys based on organizational needs. For organizations, it's a powerful way to measure the impact of leadership development as it provides a deeper understanding of strengths and developmental needs. For participants, results spur performance improvements through actionable suggestions and support tools.
Leadership Mirror® includes: * Choice of two survey styles: Traditional Feedback or Targeted Feedback®. * Seven standard surveys, including Fundamentals of Leadership, Nine of Roles of Strategic Leader, and Sales Executive. Or customize a survey based on your organization's competencies. * Easy-to-interpret reports that display strengths and development needs of individuals or groups. * Fully web and email enabled. Standard Windows® environment. Can be accessed over the Internet or intranet. Leadership Mirror® Featuring Targeted Feedback® is available in seven languages - English, Spanish, French, German, Japanese, Simplified Chinese, and Traditional Chinese. In addition, DDI is committed to working with clients to meet specific language requirements. |
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| Leadership PipelineSM Development |
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| Product Manager | Lynne Reed |
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Solutions for All Pipeline Levels
DDI believes in a pipeline approach to assessment and development at all levels of your organization. Whether you’re looking to focus on one part of your leadership pipeline or are putting together a comprehensive approach to building bench strength at every level, DDI has solutions that will help you create and sustain strong leaders throughout your organization. Individual Contributors Individual Contributors are often “leaders in training” who will eventually take on formal roles, showing promise as they lead teams or peers in their current non-management role. Many will transition into People Leader roles and need to develop skills to get results through direct reports and teams. Other employees may have no desire to advance and/or are star contributors in their own right, but do not manage others formally. DDI can help make these key players more confident and more aligned with your organization’s goals. It starts with selection—we have a proven, systematic approach for hiring and promoting Individual Contributors with the right skills and fit. From a development standpoint, we have effective, competency-based training to equip your workforce—individual contributors, team members, and frontline leaders—with the day-to-day interpersonal, teamwork and business skills that create and maintain a high-performance workplace. To drive greater accountability, we bring a performance management process and skills to every worker. People Leaders Early People Leader roles provide the first formal opportunities for leaders to get work done through others. Effective motivation, planning, coaching and responsibility for evaluating others’ performance require both value (i.e., emotional) and skill adjustments. The transition from an Individual Contributor role to a People Leader role also offers individuals a chance to determine if they are suited to leadership. We develop front-line managers who can drive results, who develop star performers and who improve engagement. Our comprehensive approach to frontline talent includes: * Assessment platforms to hire and promote as well as to identify skill gaps. * A robust curriculum based on behavior-modeling techniques, giving leaders a strong skill set and the tools to apply them on the job. * An approach to blending learning that saves you money while maintaining the quality of training and its outcomes. * A performance management system to drive accountability and execution. Operational Leaders Operational leaders may manage managers and/or be asked to manage beyond their own functional areas or experience. They are often focused on optimizing processes and the performance of their unit. Key transitional challenges at this level include increasing the span of control by managing other leaders, shifting from tactical activities to operational and strategic issues, taking on accountability for growth and profitability and balancing requests from the top with the needs and expectations of employees. To accomplish these objectives, individuals need to mature in their communication and leadership skills, and develop sound delegation skills. DDI will help you build a holistic Success ProfileSM of operational leaders who will be best equipped to execute your business strategies. We’ll create a framework for identifying high potentials early and reliably. We’ll also leverage assessment techniques to give you a complete picture of your leaders’ strengths, derailers and development priorities, so you can make sound hiring and placement decisions. To help you understand your operational leaders’ ability to lead the organization toward existing or new goals, we can conduct a readiness audit. To speed development, we offer a focused curriculum to help these leaders master the unique challenges they face daily. And, to drive accountability around the “whats” and the “hows,” we have a performance management system. Strategic Leaders Strategic Leaders establish the organization’s long-term vision, act as entrepreneurs to devise and drive strategies that keep the organization ahead of competitors and create and nuture a high performance culture. Leaders at the top need skills not necessary at other levels, including strategic thinking, inspiring communication and the ability to create and execute vision. DDI will help you build a holistic Executive Success ProfileSM so you’ll know what makes senior leaders effective and able to execute your business strategies. You’ll have a framework for identifying high potentials early and reliably, as well as assessment techniques to give you a complete picture of your leaders’ strengths, derailers and development priorities, so you can make sound hiring and placement decisions. A readiness audit will help you understand your senior team’s ability to lead the organization toward existing or new goals. Customized programs linked to your business challenges will help speed development. Plus, to maximize each executive’s impact, we provide external coaching support, mentor training and strategic learning experiences. |
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| Manager ReadySM |
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| Product Manager | Lynne Reed |
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A breakthrough online system to select and develop frontline leaders.
“HR leaders rate their first-line managers as their ‘least ready’ workgroup, even less capable than their entry-level employees.” — Bersin & Associates Why do so many organizations across the world struggle to build capable frontline leaders? Limited training on leadership skills and insufficient coaching and support are common issues. But the biggest causes are making bad hiring and promotion decisions and inaccurately diagnosing the development needs of the frontline leaders selected. Manager ReadySM is a breakthrough frontline leader assessment that delivers the same quality of diagnosis and benefits as a full-blown assessment center at a fraction of the cost. Unlike multiple choice tests where participants choose what they would do or say, participants take action and solve problems interacting with team members as they would in an assessment center. These real-world situations measure a participant’s readiness across nine critical managerial competencies. The Benefits Manager Ready gives you a better insight into the strengths and development needs of your current and future frontline leaders. * Better selection decisions—Identify those individuals who are best prepared to step into your frontline leader roles. * Accelerated development—Give your managers a better understanding of their leadership skills with tips and tools for them to create and act on focused development plans. * Fast and easy roll-out—Within days you can start scheduling participants just about anywhere in the world. * Limitless scalability—Assess a handful of people for a single promotion or thousands of managers for leadership development. * More insight for less—Receive the same depth of insight as a full-blown assessment center at a fraction of the cost. |
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| Maximizing Performance® |
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| Product Manager | Lynne Reed |
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Maximizing Performance® is a best-practice-based performance management system for developing, measuring and aligning individual goals with strategic priorities to help you:
* Clarify and manage individual accountability. * Increase consistency and objectivity in performance evaluation. * Identify leadership potential through performance data. Maximizing Performance® system is: * Supported by classroom or self-study training in all phases of the performance cycle—planning, performing and reviewing. * Compatible with SuccessFactors, Authoria and Workscape technology. * Available in English, French, German, Spanish, Mandarin, Dutch, Japanese, Portuguese and Thai. |
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| Maximizing Performance® for Health Care |
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| Product Manager | Lynne Reed |
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Today’s health care organizations need a performance management system that drives focus and clarity by linking individual performance to strategic priorities and organizational values. Maximizing Performance® for Health Care helps create a high-performance workforce by training everyone, from senior executives to the front line, on how to align their performance with the organization’s vision, values and strategic priorities.
This proven system gives all leaders and staff the skills they need to develop appropriate goals, identify success-related competencies, create development plans, measure progress, assess performance and plan for the future. In addition to driving real business results, Maximizing Performance for Health Care: * Is based on proven, legally credible performance management best practices, and is consistent with JCAHO standards. * Provides powerful content for online systems to ensure that your technology investment pays off. * Allows you to leverage a health care-specific case study, video and skill practices. You can also easily tailor the system to fit your organization’s needs, language and business strategies. * Enables your organization to use health care competencies to integrate performance management with other HR systems (i.e., selection and assessment, training and development, career and succession planning, etc.). * Allows your organization to have a consistent, but flexible, system that can be used with clinical and non-clinical/administrative staff and across hospitals in large systems. |
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| Online Performance and Learning (OPAL® ) |
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| Product Manager | Lynne Reed |
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OPAL® is a complete online competency development and day-to-day performance resource that enhances employee performance. It provides a cost- and time-effective way for employees to receive just-in-time coaching and expert guidance on handling work situations and develop important business competencies.
OPAL® encourages associates to take responsibility for their own development and drive performance improvements that ensure business goals are met. Because OPAL® is available anywhere and anytime, users who travel or are located remotely can access it easily. Whether combined with traditional training or used on its own, OPAL® increases the value, impact, and effectiveness of your employees. Many of our clients have found a solution that works by combining classroom training with OPAL®, but even when used on its own, OPAL® is still proven to increase employee performance and managerial efficiency. Customizable, insightful, and practical, OPAL® increases the value, impact, and effectiveness of your employees. Accessible via the Internet or your own intranet, OPAL® consists of two learning components: * Advisor provides a wide range of just-in-time practical guidelines for handling tough work situations. It also includes 300+ learning tools—checklists, road maps, planners, and intervention techniques—designed to help people apply what they learn on the job. * Developer is an online mentor for professional development. It helps employees understand and gain skills in 39 important business competencies as well as develop job performance and career plans. |
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| Service Plus® Health Care: Building Patient Loyalty |
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| Product Manager | Lynne Reed |
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Service Plus® Health Care: Building Patient Loyalty is a powerful learning program that develops and enhances people’s skills in delivering top-quality service. Designed for health care employees who have direct contact with patients and other customers, it gives your organization the edge it needs most—loyal customers.
Service Plus® Health Care: Building Patient Loyalty helps you focus your service strategy by providing your employees with a foundation for service excellence. They learn to: * Meet and exceed patients’ and other customers’ personal and practical needs consistently and reliably. * Conduct effective, efficient interactions. * Handle difficult or emotionally charged situations. * Work as a team to provide service beyond expectations. * Take personal initiatives that enhance the quality of service offered. There is also a special version for physicians. |
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| Start Up® Solutions |
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| Product Manager | Lynne Reed |
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Laying the Foundation for a Strong Start Up
In today’s global economy, it is increasingly difficult to differentiate your organization on the basis of technology, capital, or internal processes. Instead, talent is now emerging as the factor with the most potential for creating a competitive advantage. Your plant must create a clear blueprint for ensuring the sustainable quality of your workforce, leadership team, and work culture. With more than 37 years of experience, DDI is recognized as the world leader in helping companies execute sound and cost-effective workforce strategies during times of exponential employee growth. From Indiana to India, California to China, DDI has extensive resources and expertise to support your new or expanding plant, anywhere in the world. What sets DDI apart? Whether you are months away from breaking ground or weeks away from cutting the ribbon, DDI helps you develop and implement people processes and systems to help you meet and exceed your business objectives. DDI’s Start Up® and expansion solutions: * Selection: Building a fast and effective selection process to help you identify and hire high-potential workers who possess the innate personal attributes and motivations required to succeed in your unique organizational environment. * Development: Accelerating time-to-productivity through the integration of staffing, on-boarding, and training actions * Leadership: Establishing an effective leadership team, at all levels, to create and sustain a high-performance culture and an engaged workforce. Our flexible solutions cover all the critical elements of an effective talent management strategy. Solutions can easily be customized to meet your needs either at a plant level or for global implementations. You only get one opportunity to do it right. Don’t assume traditional talent acquisition processes will drive your competitive advantage. To learn more about how DDI can help make your start up or expansion a success, call us toll free at 800.933.4463 or email us at info@ddiworld.com. |
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| Strategic Leadership Experience® |
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| Product Manager | Lynne Reed |
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Strategic Leadership Experience® is an intense immersion program to prepare operational leaders for the unique challenges and demands of senior strategic leadership. Strategic Leadership Experience® is proven to help organizations:
* Expedite promotion readiness of high-potential talent. * Safely transition and prevent performance problems of aspiring leaders. * Stimulate innovative ideas for the most problematic issues. Strategic Leadership Experience® provides: * A four-day program in which participants perform nine situational roles that are crucial to success as senior strategic leaders. * A leadership simulation in which participants see outcomes of crucial business decisions. * Personal insight—through self-assessment tools, journaling, and peer feedback. |
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| Success Profiles: Navigator® |
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| Product Manager | Lynne Reed |
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Talent management is all about having the people in place to support your business strategies. But you’ll never find those people unless you know what to look for. DDI’s approach to competency modeling—Success ProfilingSM—accurately describes what success looks like for all of your critical roles.
Success Profiles Navigator Model Success Profiles: Navigator® automates this process, enabling you to quickly and efficiently create accurate, legally defensible competency models. With this software, you can develop a Success ProfileSM using only behavioral competencies, or you can factor in experience, knowledge and personal attributes for a more holistic picture. Success Profiles: Navigator offers: * Access to a benchmark database containing over 2,000 completed Success Profiles * 114 competencies * Thousands of customizable knowledge and experience statements filterable by job function. * The ability to incorporate multiple job analysis techniques * 40 years of competency management experience and best practice guidance * A 100% virtual system, meaning your associates can participate in the process from anywhere in the world Additionally, Success Profiles: Navigator integrates seamlessly with Targeted Selection®: Access®, the online companion to our Targeted Selection behavioral interviewing system that provides tools for interviewers and administrators to manage the candidate process from competency selection to interview guide generation to development planning. Together, these two programs provide a powerful foundation for an efficient selection system that helps your organization hire and develop the talent it needs to succeed. |
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| Success ProfilesSM |
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| Product Manager | Lynne Reed |
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Every organization runs on talent, relying on its people to execute business strategies. Does your organization have the right talent to succeed? Answering that question means first knowing what success looks like in your company.
DDI’s Success ProfilesSM offer a comprehensive job analysis and competency modeling system that lets you quickly and accurately identify the competencies and motivations needed for successful job performance. A clear understanding of what defines a successful performer will assure you hire, promote, develop and retain more of these top performers. Success Profiles includes: * A streamlined process for getting to the right profile quickly. * Identification of four characteristics that describe the ideal candidate—work experience, knowledge and skills, personal attributes and competencies. * A business-focused description of performance that operational users will adopt as a tool to drive performance. * Documentation of the profiling process and outputs to provide a legally defensible foundation for hiring and promotion. DDI offers two Success ProfilingSM solutions to meet your organization’s competency modeling needs—Success Profiles: Navigator® and Success ProfilesSM: Card Sort. Success Profiles: Navigator Success Profiles: Navigator software automates the competency modeling process from research through confirmation. The system allows you to incorporate data from multiple job analysis techniques to create the most complete picture of the job possible. Additionally, Success Profiles: Navigator documents every step of the process, enabling you to easily return to the profile to make updates as your business changes. Learn more about Success Profiles: Navigator here. Success Profiles: Card Sort Card Sort creates an engaging job analysis process that is efficient, fast and driven by your business needs. Using Card Sort, work content experts sort through the deck to narrow broad concepts into the crucial challenges that need to be addressed in a role. The result of the process is a small number of cards that correspond to competencies and can be used to jump-start your Success Profiling process. Each Card Sort package includes 5 separate decks of cards that are appropriate for different roles and levels within an organization, including: * Individual contributor * Leader * Executive * Organizational fit * Job fit Success Profiles can be used as a stand-alone solution or with other AcqHire® components. |
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| Succession Management Consulting Services |
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| Product Manager | Lynne Reed |
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Succession Management Consulting Services provide hands-on guidance in establishing the processes for efficiently identifying, assessing, and accelerating the readiness of high-potential talent to move into senior leadership roles.
Succession Management Consulting Services help organizations: * Identify the nuances and resources for growing leadership talent at different levels. * Develop a solid business case to address organization-specific succession management challenges. * Quickly implement best practices and avoid common pitfalls. Succession Management Consulting Services include: * Education sessions on succession management concepts, tools, and best practices. * Needs analysis for measuring current system strengths and vulnerabilities. * Planning sessions to prioritize implementation steps for a sustainable, effective process. |
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| Targeted Selection® |
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| Product Manager | Lynne Reed |
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A big part of talent management is acquiring the talent your organization needs to carry out its business strategies. That means hiring the right people with the right skills at the right time. DDI’s Targeted Selection® (TS®) allows you to do just that.
TS is the world’s most proven, accurate behavioral interviewing system. But it is so much more than that. TS provides recruiters and hiring managers with the resources and skills they need to hire and retain top talent. At the same time, TS is highly flexible, offering several workshops, certifications and learning modalities to help you realize the results you want for your organization in a way that works for you. Why Targeted Selection? * Hones recruiters' and hiring managers' interviewing skills to make the right hiring and promotion decisions. * Prevents interviewers from veering off course and asking invalid – or worse, illegal – questions. * Leaves candidates with a favorable impression of your company. * Enables your organization to train your own staff on behavioral interviewing techniques. * Incorporates behavioral interviewing as a consistent part of a validated talent acquisition system. * Enhances candidates’ positive perceptions of your organization. * Improves retention by helping you select people who are engaged and who will be a good fit within your organization. * Includes additional courses to enable your interviewers to gather information on specific technical skills, sell the job to the candidate and get new hires off to a strong start. Targeted Selection Training Opportunities * Targeted Selection®:Interviewer – The core of TS is training behavioral interviewers within your organization. Interviewers may complete the TS: Interviewer training in a classroom setting or via a blended learning methodology – a combination of web-based training and skill practice. This skill practice can be completed in three ways: Practice Lab, Personal Practice with a DDI Coach or On-the-Job Coaching with a DDI-trained Coach. * Targeted Selection®:Trainer – Certifies trainers to train additional interviewers within your organization. * Targeted Selection®: Program Manager – Certifies program managers with the skills and tools necessary to lead your organization’s TS implementation. * Additional modules to enhance your behavioral interviewing implementation: o TS®: Interviewing for Technical Skills, a ½-day course designed to help interviewers better determine if candidates have the skills and knowledge necessary to succeed in a highly technical or specialized position o Strong Start®, a new ½-day course that gives leaders a process to help new hires become productive quickly, enhance a new hire’s engagement and increase his or her desire to stay with the position or the organization An Integratable System As part of DDI’s AcqHire® suite of integratable hiring solutions, Targeted Selection is fully compatible with our full range of job analysis, employment testing and assessment, and simulation solutions. TS is available in 14 languages, and DDI is committed to working with our clients to meet specific language requirements. |
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| Targeted Selection® Web-based Training |
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| Product Manager | Lynne Reed |
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With 27 million interviews conducted every year, DDI’s Targeted Selection® is the most accurate, proven behavioral interviewing system in the world. Now, you have the option to train your interviewers using a blended learning approach. At the core of this approach is the new Targeted Selection®: Interviewer web-based training.
A blended learning approach enables your interviewers to: * Learn the core Targeted Selection® concepts, including targets, STARs, motivational fit, interview techniques, and data evaluation and integration * Complete interviewer training is as little as 4 hours * Participate in a discovery learning approach focused on application derived from the new Targeted Selection® classroom workshop * Experience a more contemporary look, engaging videos, and job aids embedded in the online course content At the same time, your organization realizes such benefits as: * Decreased travel costs – interviewers no longer have to travel to training * Reduced time out of the office – interviewers can participate in the training from any location that has Internet access How are interviewers trained? Targeted Selection®: Interviewer web-based training helps learners gain best-in-class talent acquisition skills in an interactive, engaging format. These skills enable the learner to interview confidently, gather data that accurately predicts future job performance, and facilitate a legally defensible interviewing process through an interactive, engaging format. Following the web-based training, interviewers have three options to practice their newly acquired skills: * A four-hour classroom session with other learners and a trainer. During this class the web-based course content is reviewed and skill practices are conducted. * Phone-based practice with a DDI-supplied coach. This conversation includes a practice interview, feedback, a data integration discussion, and feedback on the interviewer’s performance. * Practice with a DDI Coach within the learner’s organization. DDI certifies these Coaches, who then work with learners to complete interview skill practices and provide feedback on how the interviewers can further develop their skills. Targeted Selection® web-based training draws on the same research and leading-edge instructional design as our award-winning Interaction Management®: Exceptional Leaders … Extraordinary Results® web-based courses, a proven, industry-leading approach to e-learning. With this approach, your learners benefit from flexible learning options that address a number of learning styles. |
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| Targeted Selection®: Access® |
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| Product Manager | Lynne Reed |
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Enhance your behavioral interviewing effectiveness with Targeted Selection®: Access® (TS: Access®). This online companion to Targeted Selection® (TS®) enables both administrators and interviewers to be more productive and effective. As an automated solution fully integrated into your selection system, TS: Access facilitates talent acquisition with less effort, time and cost. You can easily keep track of candidate information and manage the overall hiring process, allowing you to make hiring decisions that are not only accurate, but timely.
TS: Access helps organizations maintain best hiring practices with online support and expert guidance to: * Confirm competency models. * Create and distribute interview guides. * Manage job/candidate activity throughout the behavioral interviewing phase. * Integrate candidate data and facilitate consensus. * Make progression decisions about individual candidates. * Compare and decide among multiple qualified candidates. * Document and retain appropriate records to support hiring and promotion decisions. * Use development guides to leverage a new hire’s strengths on day one and focus development efforts and resources in areas needing attention. TS: Access is provided through an online subscription service, which is updated as needed to incorporate the latest TS behavioral interviewing concepts and practices. TS: Access is completely scalable to fit the size of your implementation, and can be licensed in English, French or Latin American Spanish. |
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| Techniques for a High-Performance Workforce® |
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| Product Manager | Lynne Reed |
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Techniques for a High-Performance Workforce® is a competency-based workforce development system designed to give employees and leaders skills to increase personal and group effectiveness and, ultimately, drive business results. Ideal for Lean or Six Sigma environments, Techniques® is proven to increase the quality of your workforce, its processes, and your products and services. That means measurable impact made easy.
Techniques for a High-Performance Workforce includes: * 20 courses, divided into three skill groups: personal effectiveness, group effectiveness, and getting business results. * Courses are available in various formats, including web-based, video- and workbook-based self-study, and classroom. * All courses are compatible with Interaction Management®: Exceptional Leaders . . . Extraordinary Results® and Interaction Management®: Exceptional Performers Series enabling you to attack organizational initiatives, such as higher productivity, from both the leadership and workforce aspects. * Using the Fast-Track format for facilitator-led courses, you can deliver the core learning content in about half the time. DDI's training and assessment programs are available in 21 languages including English (U.S. and Anglicized), French, German, Spanish, and Mandarin (simplified and traditional). In addition, DDI is committed to working with clients to meet specific language requirements. |
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| Testing for Health Care |
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| Product Manager | Lynne Reed |
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Our health care screening Web portal, developed in partnership with a large group of teaching hospitals, allows your organization to:
* Attract and identify the best candidates early in the selection process. * Improve speed and quality of hire while reducing hiring costs. * Hire top talent before competitors can. * Improve job performance and attendance. * Improve ROI for the hiring system. * Establish legal credibility. The Web portal includes screening tests for patient services, support services, nurse, and health care leader positions. For a nominal set-up fee and per-candidate charges, this selection tool pays for itself and yields results almost immediately. Results All four of our career batteries help you to attract the best candidates. For example, candidates who scored above average on the Patient Services Career Battery (PSCB) were: * 4.6 times more likely to be above-average performers on the job. * Twice as likely to have good attendance and punctuality on the job. * More satisfied with their jobs. |
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| Virtual Classroom |
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| Product Manager | Lynne Reed |
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Virtual Classroom Leadership Training
Virtual Classroom is a new “must have” for blended learning implementations. It is ideal for reaching the leaders of learners or worldwide learner groups (e.g., high-potential leaders), and it facilitates the rapid deployment of leadership training. DDI’s new Virtual Classroom training courses are specifically designed to engage participants in discussions, activities, and skill practices through Web conferencing software so that leaders can develop critical skills without the time and expense of travel. DDI’s Virtual Classroom experience is just as effective as instructor-led classes or self-paced Web-based courses. We’ve taken the same award-winning Interaction Management®: Exceptional Leaders...Extraordinary Results® classroom content, and converted it to be delivered via a Web-conferencing platform (optimized for Cisco’s WebEx, but can be delivered over most virtual meeting platforms). Coupled with virtual skill practice using breakout rooms (small group audio lines with 2-3 other learners), DDI’s Virtual Classroom experience delivers the behavior change you’re looking for, without the travel costs associated with classroom training initiatives. These Virtual Classroom courses can be delivered by a DDI consultant, or by your internal DDI-certified facilitators and Master Trainers. The following IM: EX® courses are available for virtual classroom delivery: * Essentials of Leadership * Building an Environment of Trust * Coaching for Improvement * Coaching for Success * Delegating for Results * Leading Change * Motivating Others* * Reaching Agreement * Resolving Conflict * Supporting Leadership Development *Available Summer 2010 These courses also integrate with DDI’s multirater and performance support tool: * Leadership Mirror® (360° assessment) * OPAL® (Online Performance and Learning support system) |
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| Web-Based Training (Leadership and Workforce) |
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| Product Manager | Lynne Reed |
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DDI’s world renowned and award winning Interaction Management®: Exceptional Leaders . . . Extraordinary Results® (IM: EX®) leadership development system just got better! As part of our ongoing commitment to provide the most superior blended learning solutions, we have 15 web-based training courses.
IM: EX® Web-based Training Courses: * Essentials of Leadership (Pre-requisite/foundation course)HM * Achieving Your Leadership Potential * Building an Environment of Trust * Coaching for ImprovementHM * Coaching for Success * Developing Others * Getting Started as New Leader * Leading ChangeHM * Leading Virtually+ * Making Meetings WorkM * Managing Performance Problems * Resolving ConflictHM * Retaining Talent * Reviewing Performance ProgressHM * Setting Performance ExpectationsH H = Optional Path for Health Care M = Optional Path for Manufacturing + = Web-based version only. Features and Benefits of our Web-based Training: * State of the art web-based training platform, including new Flash video and graphics with realistic scenarios and video with closed captions * Less than 2 hours to complete * Highly engaging and interactive learning experience * Content options by industry-type (white collar, manufacturing, health care) * Video based branched skill builders with immediate feedback * Embedded job aids and application tools (for the learners and their managers) * Contemporary look and feel * Focus on application in the course and on-the-job * Internet access and client-site delivery options available * Adhere to industry standards (SCORM) for integration with your Learning Management System DDI also has blended learning options for team and workforce development. Our Techniques for a High-Performance Workforce® is a competency-based, blended solution designed to equip your workforce with the day-to-day interpersonal, teamwork, and business skills that help create and maintain a high-performance workplace. More Information: Your business doesn't need another management training program—view our systematic approach to enhancing leadership performance. Learn more about DDI’s Interaction Management®: Exceptional Leaders…Extraordinary Results® leadership development courses in 'Learning and Assessment Links Online' For more detailed information or a demonstration please call us at 1-800-933-4463. |
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| AcqHire® |
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| Product Manager | Lynne Reed |
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| Product Description |
In order to hire and promote the best talent, your talent acquisition strategies need to align with your business strategies. This requires you to define what success looks like for every role within your organization, and to design and implement the right selection systems to ensure that you select only those individuals who can succeed.
AcqHire® is DDI’s comprehensive talent acquisition solution that provides the framework for making more accurate, cost-efficient hiring and promotion decisions. AcqHire® provides the tools and the expertise to define what is need for success on the job through extensive competency management and job analysis. We work with you to design and implement the right selection processes with a wide array of highly accurate employment tests and assessments, and behavioral interviewing solutions. These solutions help you capture the information you need to make the best hiring decisions. |
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| Employment Assessment |
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| Product Manager | Lynne Reed |
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DDI is the only global talent management consulting firm to offer assessment solutions across the leadership pipeline. You’ll benefit from our 40-year history of using the most tested and proven assessment methods in the world. Our methods reflect actual job behavior and deliver the most meaningful assessment experiences to participants—and the most predictive results to their companies. Leverage our assessments to make highly effective selection and promotion decisions as well as to create solid development plans.
You can choose from a range of assessment solutions that meet the needs of any audience, anywhere in the world. Our assessments are truly scalable along multiple continuums (portability, efficiency, price, risk, depth of insight, developmental value), so that you get what you need in the most efficient, effective fashion. All of our assessment options offer high reliability and validity. Our assessment options include: Assessing Talent®: Operational & Strategic Leader Assessing Talent® is a collection of proven assessment tools and methods (including simulations, interviews, personality inventories, and other measures of leadership effectiveness), which provide unparalleled insight into the capabilities of leaders. (link to: Assessing Talent: People Leader® Assessing Talent: People Leader® is an in-depth web-delivered behavioral assessment program for hiring, promoting, and developing first- and second-level leaders. Manager ReadySM Manager ReadySM is a highly predictive, frontline leader assessment that delivers the same quality of insight as an in-depth assessment center at one-fourth the cost. It delivers comprehensive reports and actionable development guides that cover the most critical frontline leadership competencies. Leadership Insight Inventory DDI’s Leadership Insight Inventory is a convenient and highly effective way to identify leadership talent and find those people with the competencies and personal attributes to succeed as a leader. Often used in conjunction with interviews, simulations, and job performance data, the Leadership Insight Inventory is a critical indicator of leadership talent for supervisory and managerial positions. The Leadership Insight Inventory: * Is a fast and efficient method for identifying leadership talent. * Saves time and money. * Avoids “selection mistakes” by increasing accuracy. Leadership Mirror® DDI also offers competency-based, 360° multirater instruments to help you identify people's specific strengths and development opportunities. This provides them with a deeper understanding of their current performance as well as the tools and actions needed to enhance their performance. Then you can be certain that your workforce is composed of high performers who can help your organization reach its business objectives. |
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