{"id":35,"date":"2015-08-12T13:33:41","date_gmt":"2015-08-12T05:33:41","guid":{"rendered":"http:\/\/myronstaana.net\/?page_id=35"},"modified":"2022-09-21T19:24:41","modified_gmt":"2022-09-21T11:24:41","slug":"other-services","status":"publish","type":"page","link":"https:\/\/www.mssbizsolutions.com\/services\/other-services\/","title":{"rendered":"Other Services"},"content":{"rendered":"

Other than<\/span> employee learning and development provision and consulting<\/a>, professional speaking<\/a>, team and team culture building<\/a>, leadership and management mentoring<\/a>, soft skills coaching<\/a>, and<\/span> corporate event hosting<\/a>, MSS Business Solutions<\/a> has already started offering the following services as well.<\/span><\/p>\n

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Leading Dimensions Profile Certification<\/strong><\/span><\/h1>\n

\"Learning,<\/a><\/span><\/p>\n

In partnership with PDTraining Global and Leading Dimensions Consulting, MSTCS now offers the Leading Dimensions Profile.<\/strong><\/em><\/span><\/p>\n

The Leading Dimensions Profile <\/strong>is a scientific multi-dimensional measurement framework that is delivered via a user-friendly and practical talent assessment. It can be applied into any human resource function be it training and development, recruitment.<\/span><\/p>\n

It is a 95-item survey of adult personality, specifically designed for personal and professional development applications. The LDP is based on a 2-factor by 10-dimension framework (referred to as a \u201c2 x 10 model\u201d). What this simply means, is that the LDP uses two primary psychological factors to describe one\u2019s personal style. In addition, the LDP measures ten behavioral dimensions which help to explain how the person most likely carries out their style. Styles are graphically presented on a four-style profile grid, an approach that is supported by extensive research and practice, dating back to the 1970s (based on research from highly-regarded behavioral scientists such as Dr. David McClelland, Dr. Herb Greenberg and Dr. Larry Craft). Backed by exhaustive research, the LDP framework allows for an easy-to-use delivery of an otherwise complex assessment.<\/span><\/p>\n

The LDP\u2019s two primary factors include:<\/span><\/p>\n

\u2022 Achievement Drive, which describes a person\u2019s approach to tasks and goals.<\/span>
\n \u2022 Relational Drive, which describes a person\u2019s approach to people and relationships.<\/span><\/p>\n

Although these primary factors are independent (meaning a person\u2019s score on Achievement Drive does not impact their score on Relational Drive, and vice versa), they interact to reveal the unique style with which a person most likely influences others. This influence can be seen in activities such as leading, communicating, selling, managing, negotiating, learning, handling conflict, and so on. As a result, the LDP can provide a valuable resource in recognizing, adjusting and developing one\u2019s influence in a variety of settings.<\/span><\/p>\n

While the two primary factors offer the most valid and reliable description of a person\u2019s style, there are specific aspects of each style (the ten dimensions mentioned earlier) that allow users to distinguish between individuals who may appear similar, and yet not identical, in their approach. This explains why, despite similarities in some aspects of their personalities, no two individuals are entirely alike. This is often seen in the workplace where, for example, two sales reps may have very similar approaches and yet very different performance outcomes. These ten dimensions help us to understand how behaviors may differ, even within a given style. Within the LDP framework, these dimensions are categorized as five Achieving Dimensions and five Relating Dimensions.<\/span><\/p>\n

Application of the LDP<\/strong><\/span><\/h2>\n

The Leading Dimensions Profile (LDP) was designed with workplace users in mind. The LDP\u2019s taxonomy was derived from numerous construct studies aimed at producing a reliable measure of personality characteristics. Specifically, the LDP was designed to provide an indication of an individual\u2019s style as it relates to influencing others. Given the emphasis on the style with which individuals exercise influence on others, the LDP can be used in training, development, and coaching applications across all positions (with a particular emphasis on positions where the individual leads, directs, or collaborates with others).<\/span><\/p>\n

Under certain conditions where the employer has conducted a job analysis and established ample validity evidence, users may also utilize the LDP in support of employment recruiting and selection processes. Such use of the assessment must be done in accordance with local regulations governing the use of employment selection procedures. For specific guidance regarding the potential use of the LDP to evaluate job candidates, users are encouraged to contact an LDC affiliate, Industrial-Organizational Psychologist, or qualified legal counsel.<\/span><\/p>\n

As suggested by best practices in test publishing, certain qualifying statements are helpful in ensuring the proper utilization of an assessment. Users of the LDP are encouraged to configure their utilization according to the following qualifications.<\/span><\/p>\n

The styles articulated by the LDP are not \u201call or nothing\u201d categories. Rather, the styles are derived from comparing two constructs: Achievement Drive and Relational Drive. An individual\u2019s exhibition of Achievement Drive and Relational Drive behaviors may vary from mild to very pronounced. This is also true of the LDP\u2019s ten supporting dimensions. Participants will likely exhibit some behaviors associated with each of the styles at times, and in fact, may intentionally \u201cstretch\u201d to the other styles as needed to perform work activities or engage in social situations.<\/span><\/p>\n

While users may utilize language such as \u201clower\u201d or \u201chigher\u201d when describing dimension outcomes (or when a 0-100% outcome is provided for any of the LDP dimensions), any such language relates to the participant\u2019s results when compared to the normative distributive of all scores. For example, a 42% score on the Work Intensity dimension indicates that roughly 41% of the population would likely score lower on Work Intensity (where \u201clower\u201d indicates a more Measured approach). The percentage results, where provided, do not indicate a preference or a desired outcome. In other words, higher scores are not \u201cbetter\u201d than lower scores, and vice versa.<\/span><\/p>\n

The factors and dimensions provided by the LDP indicate certain behavioral tendencies based on the LDP\u2019s unique taxonomy. While these indicators offer substantial evidence of validity and reliability, the outcomes do not represent inflexible psychological traits. Individuals can and do modify behavior over time, based on experiential and environmental conditions. Users must not assume that an individual\u2019s behavior will only reflect the descriptions on one extreme or the other of a given dimension. Simply put, individuals can and will display behaviors associated with both extremes of a given dimension at one time or another.<\/span><\/p>\n

The factors and dimensions provided by the LDP are not intended to offer reliable predictors of workplace performance. Behavioral tendencies do impact performance, but these relationships are moderated by a variety of factors (such as leader-follower relations, environmental conditions, resources and so on) which are not evaluated by the LDP. For example, two individuals with similar LDP results might perform at very different levels in the workplace. In contrast, two individuals may perform at the same level, while having very different LDP results. As such, any use of the LDP results must be supported by ample evidence or observation of desired behaviors when rendering judgments in high stakes decisions.<\/span><\/p>\n

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NeGROWsyo Mentoring Program<\/strong><\/span><\/h1>\n

\"\"<\/a><\/strong><\/span><\/p>\n

MICRO-ENTERPRISE GROWTH MENTORING PROGRAM<\/strong><\/span><\/h2>\n

SERVICE DESCRIPTION:\u00a0<\/strong><\/span><\/h3>\n

NeGROWsyo <\/strong>is a renewable premium year-long individual or group mentoring program that is intended to help micro to small business owners take their businesses to a whole new level<\/span><\/p>\n

GOAL:\u00a0<\/strong><\/span><\/p>\n

To help micro to small business enterprises grow their businesses in a matter of one year in terms of:<\/span><\/p>\n