EISG and its affiliates - all of whom we have personally trained - offer a variety of services for individuals and organizations.

Career Counseling

Team Building

Executive Coaching and Management Development

Coaching is particularly useful for key individuals in whom the organization has a substantial investment and commitment. Coaching is recognition that the individual is worthy of support and assistance and that his or her performance enhancement will benefit the company as well as the individual. The Coaching process can be short or long term depending upon the issues, needs and interest of the organization and the executive. In most instances coaching addresses one or several performance aspects and, therefore, it covers a fixed time frame. Coaching is available for all facets of an executive's performance. Among the most common areas addressed are:

Role Changes (different job, boss, culture)

Assuming Management (new or increased) Responsibility

Managing Relationships up, down, across, outward

Alliance Building

Focusing on Strategy vs. Tactics or the converse

Communication style, presentation, impact

Building Teams

Control and Delegation consolidating, releasing

Career Direction

The length of the program depends on the complexity of the goals to be achieved. Assessment tests, which have been selected to address attainment of the specific program's objectives, are administered at program initiation. The results of these tests are discussed with the client. At the conclusion of each session grouping, all parties will assess the value of continuing the program with an additional number of weeks or sessions. In some cases, due to the extent of the coaching required, a program may be set at a longer period such as three to six months. If appropriate, a report summarizing the findings of the assessment tests and the coaching program is prepared, reviewed with the executive, and forwarded to the sponsor.

- Organization Development -

Organization Development services target the company, organization or teams. We can help your organization in a number of ways, such as:

Create an organizational reporting system

Clarify job titles, roles and responsibilities.

Create job descriptions for major positions.

Create a career development planning process

Establish a performance management system

Develop and implement a fair, equitable and constructive supervisory process

Help to generate and communicate a vision and mission for the organization

Create functional teams with common goals and support processes.

Help to create a cohesive team.

Develop a plan to train managers in basic managerial functions.

Organizational analysis: diagnose strengths and weaknesses of the organization

Teaching managers how to coach and develop staff

Align business needs, tactical and strategic, with employee development

Determine the reason(s) for poor performance

Give and receive constructive information about performance

Communicate in an understanding and candid manner

Listen actively to understand others’ responses to feedback

Establish measurable goals and metrics for monitoring performance

We can achieve these goals in a number of ways:

Assessment
Individual development
Training of key staff
Group or team training and interventions

- Career and Management Assessment -

What It Does

Want to enhance your management skills? Thinking of changing careers? Not sure of which career direction to pursue? There is a way to get objective, professional help with your work-life planning.

The process that I have found most helpful is to begin with detailed, diagnostic information about the client. This process of career/management assessment helps you discover and develop a work-life plan. If you aren't sure where your work-life is heading, assessment can assist you in developing a sound direction.

Once we have this information, we use it to help you formulate objectives and an action plan to achieve these objectives. At that point, you can implement the plan on your own, or opt to utilize on-going coaching assistance to help you achieve your goals.

What It Doesn't Do

Career and management development doesn't tell you what you must do with your work-life, but it gives you concrete options to consider, as well as general information on your behavior, needs, values and interests. The process does not make decisions for you, but it does help you make smarter decisions.

What Is Measured

Assessment provides an efficient way to gain critical information about a client's. Areas that are covered can include:

• career interests

• specific skills

• empathy

• personality traits

• social skills

• values

• intellectual ability

How It Works

The development process involves a number of steps:

1) Initial Interview – held via phone or in person in order to review education, training, and objectives. Plan on spending up to one hour for this meeting, although sometimes we’ll need half that. (A resume, whether up to date or not, can be sent to me prior to, or at, this session.)

2) Assessment– I’ll put together a set of assessments based upon our initial interview. You complete these on your own and mail the completed tests back to me. You need anywhere from 2 to 4 hours to complete these tests, in blocks of 5 to 45 minutes. (see list here).

3) Assessment Feedback - we review all of the results (usually about a 2 - 3 hour meeting) from your assessment to provide in-depth information on various career dimensions. There is a lot of information which is shared, so I follow-up with a written summary of results.

4) Action Plan Report - a few weeks after the follow-up review, I mail you a written report to assist you in your career development.

5) Planning Session - we meet on the phone or in-person to discuss the specific next steps which you will take on your career development plan. This step ends the assessment and development process.

- Career Development and Counseling Services -

What It Does

Career counseling helps you discover and develop a work-life plan. If you aren't sure where your work-life is heading, counseling can assist you in developing a sound direction. Sometimes, clients only need assistance in determining directions to pursue. Other clients also want assistance in developing objectives, devising an action plan and implementing the plan. Career counseling is individualized to your needs.

What It Doesn't Do

Career counseling doesn't tell you what you must do with your work-life, but it gives you concrete options to consider, as well as general information on your behavior, needs, values and interests. The counseling process does not make decisions for you, but it does help you make smarter decisions.

Who It's For

Counseling can assist college students, mid-career changers, people returning to the workforce, and those who want to retire into the next phase of their career. Professionals, executives, and managers who are dissatisfied with their work-life want to know whether they should switch companies, switch careers, or stay where they are.

Career Counseling Process

The complete counseling process involves several stages. Proper diagnosis of your work-life situation and a solid understanding of your career issues is critical to a successful process. Succeeding phases use this understanding to help you devise and implement an action plan.

Completion of each Phase requires from one to four meetings. But we can also start and end with any Phase – every client’s situation is unique.

Phase 1: Understanding Your Needs

Through the use of structured interviews, we will explore your work history and training to understand what career satisfaction and success means to you. I will review your work experiences and current work-life situation to properly diagnose your key issues.

Phase 2: Understanding Your Self

This phase gathers all available information about you to help understand what directions you could pursue. We understand many aspects of your work-life, including interests, skills, aptitudes, values and personality. Often, formal, objective career assessment can help to understand all of these areas of your work-life. (See description of Career and Management Assessment.)

Phase 3: Setting Objectives

Once we understand your work-life needs we can develop objectives. These objectives might include specific careers to explore, industries to learn about, or gaining additional training or education. Ideally, some of the objectives will be short-term and others long-term.

Phase 4: Developing a Plan

A good objective is key to achieving career satisfaction. However, you have to have a well thought-out plan to achieve your career objective. In this Phase, we develop a specific action plan. You may be asked to:

• interview people in different industries or careers

• obtain information from the library

• attend conferences or trade shows

Phase 5: The Mechanics of a Search

If you decide to implement a search as part of your action plan, I can assist you with the mechanics. We will determine how much of each step you will do, and how much I will do. Ideally, I serve as an objective sounding board for my clients as they develop search materials.

The mechanics include these items:

• resume

• cover letter

• thank you letter

• phone script

• interview training

I will recommend several books on the mechanics of a job search so that you can do much of the work on your own.

Phase 6: Decision Making

In this Phase, I assist you in making crucial work-life decisions. Using the information from Phases 1 and 2, we will develop a decision checklist for you to use in accepting or rejecting specific job offers.

And Beyond

The door is always open. We assist clients in making adjustments to new work environments, and help clients with difficult work-related interpersonal and leadership issues.

Distance Counseling

We have worked with clients across the United States, often without meeting them face to face. We can conduct every phase of career counseling, including most formal career assessment tests, via mail, phone, and e-mail.

Team Building

We have one of the country’s most experienced providers of Partnering - a team building process used throughout the construction industry on large-scale projects. Scores of public and private entities utilize Partnering to accelerate the development of project teams, improving their performance and the results they deliver.

We also provide team-based relationship skill training and development, stressing skills required by both team leaders as well as team members.

ASSESSMENTS

All of our programs include an optional assessment component. Assessments range from quick and easy self-assessments as a means to stimulate discussion to in-depth, one-on-one assessments. The keys to successful assessment in the workplace is to match the test selection to your needs, have a variety of tests to choose from, experienced people guiding the process and a healthy dose of skepticism!

CAREER INTERESTS

Test	Campbell Interest and Skill Survey (CISS)
Results	The CISS is a powerful analytical tool. It yields information on career interests and self-assessed skills in seven different broad domains. These scores are further subdivided into career scales such as marketing, leadership, financial services, and teaching. Next, interest and skill scores are compared to the scores of people in dozens of different professions.
Time	45 minutes
	Paper	On-Line
Format

Test	Holland Self-Directed Search
Results	A basic interest survey for entry-level positions. Quick and easy with support materials to help people consider career options.
Time	15 minutes
	Paper	On-Line
Format

Test	Custom Interest Survey
Results	We have a custom interest test that can be adapted for Tribal citizens. The questions can reflect the variety of positions in Tribal government, Foxwoods and the community.
Time	20 minutes
	Paper	On-Line
Format

PERSONALITY

Test	NEO Personality Inventory (NEO)
Results	The NEO is a test of adult personality. We use the NEO to further understand key personality traits such as extroversion, flexibility, openness to new experience, conscientiousness (drive), and agreeableness. The NEO is useful in determining how people work in a team environment, whether they will work hard, and how flexible their thinking and behaviors are.
Time	30 – 40 minutes
	Paper	On-Line
Format

Test	16 Personality Factor Test (16 PF)
Results	Personality traits play an important role in career development and selection. This 187-item, computer-scored test provides in-depth information on aspects of healthy adult personality which we use to guide the selection decisions. An added advantage of this test is that it contains measures of "faking" so that we can determine how openly the client responded to the questions, and an objective measure of analytical ability (a mini-IQ test).
Time	45 minutes
	Paper	On-Line
Format

Test	California Psychological Inventory (3rd Edition) (CPI)
Results	The CPI is a broad-based personality inventory and provides detailed feedback on a number of dimensions (e.g., social style, maturity, achievement).
Time	Up to 60 minutes
	Paper	On-Line
Format

Test	Caruso-Mayer Emotional Empathy Scale (CMEES)
Results	This brief test of empathy, developed by David R. Caruso and John D. Mayer, measures your feelings with respect to other people. This may play an important role in various areas, such as teamwork, transformational leadership and customer service.
Time	5 minutes
	Paper	On-Line
Format

SOCIAL SKILLS and STYLE

Test	Fundamental Interpersonal Relations Orientation - Behavior (FIRO-B)
Results	The FIRO-B has been called "maddeningly repetitive" but also one of the "most powerful and useful tests" of its kind. The FIRO-B examines basic interpersonal needs, and the resulting impressions clients make on people. Leadership style and organizational climate are also reflected in FIRO-B test scores.
Time	10 minutes
	Paper	On-Line
Format

Test	Social Skills Questionnaire
Results	The ability to "work with people" is critical to success in most occupations. This brief, 20-item questionnaire provides a good estimate of social skills. There are two forms -- one to be completed by the client, and another to be completed by someone who knows the candidate well, preferably in a work environment.
Time	5 minutes
	Paper	On-Line
Format

Test	Social Skills Inventory
Results	The SSI measures components of social and emotional functioning such as emotional expressiveness. It is useful in situations where we need to get an objective read on the social abilities and a client.
Time	20 minutes
	Paper	On-Line
Format

Test	Personal Style Inventory
Results	The PSI allows individuals to assess their interpersonal behavior. Client feedback includes their "styles" in each area with the focus on personal flexibility. That is, a strong preference for rational versus intuitive modes of social problem solving decreases the person's flexibility. Feedback can also include development suggestions.
Time	15 minutes
	Paper	On-Line
Format

Test	Coping Response Inventory (CRI)
Results	Looks at different ways that people cope with stressful situations: approach or avoid the situation.
Time	10 minutes
	Paper	On-Line
Format

GOALS AND MOTIVATORS

Test	Values Scale
Results	The Values Scale provides information on what clients want from their work. Scales include achievement, creativity, ability utilization, autonomy, social interaction and material needs.
Time	20 minutes
	Paper	On-Line
Format

Test	MPD
Results	This assessment examines life stages – and where you are in your life.
Time	25 minutes
	Paper	On-Line
Format

SPECIFIC LEADER STYLE

Although many of the above assessment instruments are extremely useful in management development, specific tests we use include the following:

Test	Management Success Profile (MSP)
Results	The MSP is a helpful tool to understand a person's management potential. More suitable for those new to management roles.
Time	30 minutes
	Paper	On-Line
Format

Test	Leadership Opinion Questionnaire (LOQ)
Results	The LOQ measures two aspects of leadership behavior as it impacts subordinates.
Time	10 minutes
	Paper	On-Line
Format

Test	Campbell Leadership Index (CLI)
Results	The CLI is a 360-degree feedback tool useful in understanding the strengths and development needs of managers. There is an excellent research base to against which an individual's results are compared. The manager rates themselves as do 3-5 observers.
Time	20 minutes
	Paper	On-Line
Format

Test	Campbell Organization Survey (COS)
Results	The COS results can be extremely useful in pinpointing areas in which the organization excels and areas in it needs to strengthen. Results can be interpreted in an absolute sense by comparing your organization to those in the database, or they can be viewed in a relative sense as one division is compared to another.
Time	15 minutes
	Paper	On-Line
Format

SKILLS and ABILITIES

Test	Mayer, Salovey, Caruso Emotional Intelligence Test (MSCEIT)
Results	Emotional intelligence plays a critical role in the many areas of work where "people skills" and understanding others are required. This test measures four separate components of emotional intelligence: identifying emotions; using emotions to help think more creatively and solve problems; understanding emotions; and regulating emotions. It is unique in assessment as it is an ability test, an IQ test for emotions.
Time	30 – 45 minutes
	Paper	On-Line
Format

Test	Wonderlic Personnel Test
Results	The Wonderlic is a brief ability measure with very good research supporting its use as a selection instrument.
Time	12 minutes
	Paper	On-Line
Format

PSYCHOLOGICAL ASSESSMENTS

Test	TAT
Results	Administered only by a psychologist, the TAT offers information on unconscious needs and motivations.
Time	30 – 45 minutes

Test	Wechsler Intelligence Scales
Results	Administered only by a psychologist, the Wechsler is a complex IQ test. It can help discover learning difficulties or intellectual strengths.
Time	60 - 90 minutes

Test	Watson-Glaser Critical Thinking Test
Results	Five separate sub-tests measure skills such as: inference, recognition of assumptions, deduction, interpretation, and evaluation of arguments.
Time	45 minutes