As assessment systems go, many provide useful insights into how people behave, what they "prefer" to do and most often, they reflect how people think they are supposed to act. Axiology takes all this a step further. It enables us to take a deeper look into the underlying beliefs and values that influence people's perceptions and interpretations of their life experiences.

And why is this so important? Well consider the value of being able to gain a clear understanding of your greatest strengths and being able to do the same for the people you interact with. Can you imagine actually "knowing" what really makes the people you work with "tick" and being able to match yourself and others to the roles and responsibilities that allows you to make the best use of your talents.

Two recent examples come to mind. One a major consulting firm, the other a large masonry contractor. Both companies want to expand the role of their managers/foremen to include training and developing the skills of their workers. This included learning how to get and keep a well motivated work force. Working with the company owners and project managers, we discussed each person's past performance and were able to identify the specific relationship and decision making skills that had lead to past success and also determined why some people had not been able to meet company expectations.

We could see that some people were very capable of handling jobs with short term goals and small work groups, and yet experienced difficulty when given jobs that were more demanding. We learned that those managers/foremen with higher turnover often showed up as paying too much attention to doing their "work" and too little attention to managing, training or leading.

Using this information, it became obvious which managers/foremen had the best potential for the new leadership role, who could best handle the technical expert role and which people were already over their head. As a result, we were then able to determine realistic success roles for each manager/foreman and their managers were able to develop personalized training and support plans to help their people increase their potential.

An additional benefit for both companies was being able to identify which people could work together in complimentary relationships that took advantage of each person's greatest strengths. This "pairing" was then applied to building better management teams, defining roles and responsibilities that were more realistic for each individual. These insights have already proven to have increased both personal performance and job satisfaction.

Our goal is to help people who are ready to take a deeper and more realistic look at themselves and to gain the insights they need to accomplish their goals. Would you like to learn more about the value of this extraordinary approach

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