When you work with the Oval Group LLC, you are working with trained, certified, consultants who have the knowledge and tools to help your business achieve its full potential.
We make it our business to know yours. Our Assessment Tools offer a new perspective into the people side of your business. We deliver insight with Scientific Accuracy.
See our Published Research and White Papers.
What sets us apart from our competitors? We provide consultation and interpretations for any assessment tool solution that you choose to implement. We don’t just drop the tools and expect you to understand them; we stick around to help you maximize the potential benefits.
Because we partner with TTI Success Insights as our source for assessment tools, our products are truly “World Class”.
Our Partnership with
The Oval Group LLC is a proud partner of TTI Success Insights® (TTI SI), the world’s leading developer of research-based, validated assessments that enable organizations to use the Science of Self™ to reveal and harness the talent and skills of their greatest asset – their people. This approach leads to more engaged employees, stronger teams and greater productivity.
Over the last 30 years, TTI SI has researched and distributed a suite of assessments that are now at work in more than 90 countries and 41 languages.
Every 7 seconds, someone is taking a TTI SI assessment as part of a job selection process, or to increase their self-awareness and grow their career or their business.
TTI SI’s assessments are EEOC and OFCCP compliant and are continuously tested and refined to ensure the highest standards of ethics and reliability.
TTI SI’s assessments can transform “potential” to productivity, performance and profits.
TTI SI’s research-based assessments analyze 5 dimensions of superior performance:
Success in life, work and relationships stems from understanding and having a sense of self – of deeply comprehending who you are, what you do, and how you do it.
The research-based, validated TTI SI assessment we use at Oval measures Behaviors in four behavioral dimensions using the DISC theory. DISC measures Dominance, Influence, Steadiness and Compliance, first developed by William Moulton Marston.
Our Behaviors/DISC assessment is key in helping people understand HOW they behave and their ability to interact effectively with others in work and life, as well as how they respond when they encounter situations involving:
• Problems and challenges
• Influencing others
• Pace of the environment
• Rules and procedures
2. Driving Forces (Motivators)
Whereas Behaviors illustrate the HOW of our actions, communication, and decision-making, Motivators explain the WHY behind our actions and passions. Motivators, based on Eduard Spranger’s theory of human motivation, are the windows through which an individual views the world.
These intrinsic motivations explain the key driving forces about someone’s on-the-job performance and why they act a certain way. TTI SI’s assessments measuring Motivators, defined by 12 Driving Forces, examine the relative hierarchy of these six basic interests (or Motivators; ways of valuing life) along a continuum from opposite extremes and include:
• Theoretical – Knowledge
1. Intellectual – wants all available knowledge on a subject, just to understand it, regardless of direct application
2. Instinctive – wants only new knowledge necessary to accomplish a task; may rely on what is already known
• Utilitarian – Utility
3. Resourceful – passionate about getting a return on investment of time, talent and resources
4. Selfless – concerned with completion of the task for the sake of completion not what they will get in return
• Aesthetic – Surroundings
5. Harmonious – subjective focus on the experience and the totality of their surroundings – often preferring form
over function and seeking to beautify and harmonize the world around them; highly aware of their
environment through sensory input
6. Objective – focus on the tangible & functional components of their surroundings – preferring function over form;
may not be as distracted by sensory input, finding it easier to focus in chaotic environments
• Social – Others
7. Altruistic – focus on others and the benefits they can provide them
8. Intentional – assists others if they see a connection to something important to them
• Individualistic – Power
9. Commanding – focus on control over one’s destiny, personal gain and recognition
10. Collaborative – focus on dispersing power through teamwork and supporting a leader/cause without the need
for personal recognition
• Traditional – Methodologies
11. Structured – focus on proven methods and tried-and-true approaches
12. Receptive – driven by new ideas, methods, and opportunities
Possessing a high level of acumen means someone has the ability to make good judgments and quick decisions due to their natural abilities and/or capacities.
A person’s acumen – or keenness and depth of perception or discernment – is directly related to his or her level of performance. The stronger a person’s acumen, the more aware that person is of their reality.
TTI SI’s assessments on measuring Acumen examine the dimensional balance of six areas as they pertain to internal and external factors:
• Understanding Others
• Practical Thinking
• Systems Judgment
• Sense of Self
• Role Awareness
• Self Direction
For many jobs, it’s not always the technical skills that will catapult employees to success, but rather the personal skills, or “soft skills” that are often transferable to different jobs.
In the workplace, it’s these intangible, indefinable soft skills, such as leadership, persuasion and playing well with others, that complement one’s technical knowledge. These are the qualities that define us as people and are typically bottom line indicators of employee job performance.
TTI SI’s assessments measuring competencies examines the level of development of 25 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development.
While not every job requires the development of all 25 competencies, TTI SI examines the following personal skills:
• Appreciate Others
• Conceptual Thinking
• Conflict Management
• Continuous Learning
• Creativity and Innovation
• Customer Focus
• Decision Making
• Employee Development/Coaching
• Futuristic Thinking
• Goal Orientation
• Influencing Others
• Interpersonal Skills
• Personal Accountability
• Planning and Organizing
• Problem Solving
• Project Management
• Self Starting
• Time and Priority Management
• Understanding Others
5. Emotional Intelligence
The ability to understand one’s own and other people’s emotions in the decision-making process is critical in facilitating high levels of collaboration and productivity and achieving superior performance in the workplace.
With rapidly changing conditions in the business world, individuals with high emotional intelligence (EQ) have greater mental health, exemplary job performance and strong leadership skill.
TTI SI’s assessments measuring EQ examine five key areas as they pertain to intrapersonal and interpersonal relations:
1. Self Awareness – Understand one’s moods, emotions and drives, as well as their effect on others
2. Self Regulation – Ability to control or redirect disruptive impulses and moods; to think before acting
3. Motivation – Passion to work beyond money or status; pursuit of goals with energy & persistence
4. Empathy – Ability to understand the emotional makeup of other people
5. Social Skills – Proficiency in managing relationships & building networks
More Info Please:
Email: firstname.lastname@example.org Phone: 804-360-8032
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