Responses to Customer ServiceStyles™ will be scored and analysed to provide feedback to an organisation, division, or subunit on its customer service styles. Your data will be combined with that provided by others to generate composite results and organisational or unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.

Results will be generated and reported only when data have been provided by [N-Size] or more respondents (unless members of smaller groups of customers or clients consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—such as organisational level, tenure, job category, age, gender or other such factors.

The feedback will focus on the organisation's or department's customer service styles. The survey results are intended to provide insights into the quality of service provided to internal or external customers/clients and will be used to improve the ways in which service providers approach their work and interact with customers. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organisation.

The responses you provide to the Management/Impact® (M/I) survey items will be scored and analysed to generate feedback that will be used for management development.

The feedback reports developed on the basis of M/I data describe the impact that managers have on the behaviour and performance of others, the management approaches that account for this impact, and their personal and organisational effectiveness. These reports include text, tables and figures that summarise the survey responses by the manager profiled against descriptions provided by others such as their peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people except in the case of superiors who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which em>Management/Impact is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the managers participating in the development program.

Data summarised in individual feedback reports within organisations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

The responses you provide to the Life Styles InventoryTM (LSI) will be scored and analysed to generate feedback that will be used for leadership, management, and/or individual development.

The feedback reports developed on the basis of LSI data describe individuals’ thinking and behavioural styles, the functional and dysfunctional aspects of these styles and, in some cases, personal effectiveness and satisfaction. These reports include tables and figures that summarise the survey responses by the focal individual (e.g., the leader or member participating in the development program) profiled against descriptions provided by others such as peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people, except in certain cases in which superiors have consented to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most programs, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which the LSI is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the individuals participating in the development program.

Data summarised in individual feedback reports within organisations, departments, courses, or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

The responses you provide to the Leadership/Impact® (L/I) survey items will be scored and analysed to generate feedback that will be used for leadership development.

The feedback reports developed on the basis of L/I data describe the impact that leaders have on the behaviour and performance of others, the leadership strategies that account for this impact, and their personal and organisational effectiveness. These reports include text, tables and figures that summarise the survey responses by the leader profiled against descriptions provided by others such as their peers, direct reports, or superiors. Responses by individual others are combined with those by at least two additional people except in the case of superiors who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to individuals being described. If you do not know who is administering the program in which Leadership/Impact is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the leaders participating in the development program.

Data summarised in individual feedback reports within organisations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals’ confidentiality.

Responses to the Management Effectiveness Profile SystemTM (MEPS) will be scored and analysed to generate feedback that will be used for leadership, management, and/or individual development.

The feedback reports developed on the basis of MEPS data describe the focal manager’s proficiency with respect to 14 specific management skills organised into 3 areas: Task, Personal, and Interpersonal. These reports include text and tables that summarise the survey responses by the manager profiled against descriptions provided by others such as his/her peers, direct reports, or higher-level managers. Responses by individual others are combined with those by at least two additional people except in the case of higher-level managers who consent to have their responses reported separately.

The feedback reports are provided to recipients in either electronic or hard-copy format through the consultant, trainer, or coach administering the development program. Note that in most cases, HSI delivers feedback reports indirectly via program administrators rather than directly to the individuals being described. If you do not know who is administering the program in which MEPS is being used, you can contact your supervisor or human resources department to discuss how and by whom the report will be delivered.

The survey results are intended to support personal and professional development initiatives and will be used by the focal individuals to establish action plans. Therefore, HSI reserves the right to correct any data collection errors or omissions that would otherwise affect the accuracy or completeness of the feedback provided to the managers participating in the development program.

Data summarised in individual feedback reports within organisations, departments, courses or training sessions might be combined with data in similar reports to generate composite results and group-level reports. In developing these reports, personally identifiable data are aggregated in ways that maintain individuals' confidentiality.

Responses to the Organisational Culture Inventory® (OCI) will be scored and analysed to provide feedback to your organisation, division, or subunit on its culture. Your data will be combined with that provided by others within your organisation, subunit, team, and/or demographic group to generate composite results and unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.

Results will be generated and reported only for units and teams with N=5 or more respondents (unless members of smaller teams consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—organisational level, tenure, job category, age, gender or other such factors.

The feedback will focus on the organisation’s current culture, measured in terms of “what’s expected” of members, and/or its ideal or preferred culture, reflecting what members believe should be expected to maximize their satisfaction and performance. Additional feedback will center on other factors measured by the OCI (and that are related to culture) such as members’ motivation and satisfaction, the quality of the organisation’s products or services, and its capacity to change and improve. The survey results are intended to support organisational development initiatives, quality improvement programs, mergers and acquisitions, and other efforts to improve organisations and their impact on employees, clients, or other stakeholders. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organisation.

Responses to the Organisational Effectiveness Inventory® (OEI) will be scored and analysed to provide feedback to your organisation on outcomes (i.e., effectiveness at the individual, group, and organisational levels) and on levers for improving its culture and performance. Your data will be combined with that provided by others within your organisation, subunit, team, and/or demographic group to generate composite results and unit-level feedback reports. In developing these reports, the survey responses of individuals are aggregated in ways that protect their confidentiality.

Results will be generated and reported only for units and teams with N=5 or more respondents (unless members of smaller teams consent to the preparation and delivery of such reports). The same guidelines pertain to the reporting of results for groups identified on the basis of demographic or positional strata—organisational level, tenure, job category, age, gender or other such factors.

The feedback will focus on factors causally related to the organisation’s culture and effectiveness with respect to structures, systems, job design, and the skills and qualities of members. It will also focus on outcomes such as the satisfaction of members, cooperation within teams, and organisational adaptability and quality of service. The survey results may be used to identify possible targets for change as well as strategies for enhancing organisational adaptability and the quality of customer service. Therefore, HSI reserves the right to correct any data collection errors or omissions relating to unit, demographic or positional variables that would otherwise affect the feasibility or accuracy of the feedback reported on groups and/or units within the organisation.

Your individual rankings of the items in the Survival Situation™ will be scored and analysed to provide feedback to you on the quality of your solution. Your “individual score” will be calculated by comparing your rankings to those of experts and then combined with those of others within your team to generate an “average individual score.” In developing this average, the scores attained by individuals are aggregated in ways that protect their confidentiality. Note, however, that your consultant, facilitator, or trainer may share (or ask you to share) your individual score for discussion and team-building purposes.

The team-level feedback will focus on the quality of the solution developed by your team, the team’s gain (or loss) in quality relative to the average individual score, and whether the team outperformed the best individual member(s). The rankings and scores may also be used to develop feedback on the extent to which members influenced and accepted (individually and collectively) the team’s solution.

This experiential exercise and the scores may be used to identify the need for team development, possible targets for change, and team-building strategies. Therefore, HSI and your facilitator reserve the right to correct any data collection errors or omissions relating to the group or team to which respondents belong (or their rankings or other responses) that would otherwise affect the feasibility or accuracy of the feedback reported to teams and their members.

Data on your team’s performance might be combined with data on other teams to generate composite results. In developing this feedback, the scores of individual team members are aggregated in ways that maintain their confidentiality. However, note again that your consultant, facilitator, or trainer may share (or ask you to share) your individual score for discussion and team-building purposes.