Frequently Asked Questions
To screen for Accuracy, we ask questions that ensure the individual was undistracted, that he understood the questions and that he replied carefully, rather than impetuously. An example would be: “The automobile was invented in 1960.” The correct answer is “Disagree”, of course, but occasionally Participants choose another answer because they impulsively rush through the questions or may have difficulty reading. Selecting a wrong answer on two such questions would invalidate the entire assessment labelling it as “Inaccurate”.
Typical reasons for Inaccuracy include:
• Inability to comprehend the questions
• Failure to pay attention (checking the wrong answer)
• Excessive levels of stress
• Inability to read at a 9th-grade level
• Deliberate attempt to “fool the test”
We discard such results and recycle the password, inviting the person to retake the assessment at no charge.
We screen for Objectivity using two kinds of questions. First, we describe scenarios using common, typical human frailties that everyone has experienced. If the individual denies or minimizes the presence of these behaviors, the results are considered to be “Positively Biased”. An example might be “I have broken things in the past.”
We do not accuse anyone of deliberate manipulation if their answers lack Objectivity. Many people mean well, but tend to confuse their good intentions with their actual, sometimes awkward, behavior. We pose questions that describe extraordinary, superhuman behaviors found only in comic books and fantasy movies. If an individual lays claim to a certain number of these unnatural qualities, we determine that the profile results are biased.
Incredibly, thirty percent of all profiles, from any testing service, are invalid. One profound distinction of the Winslow Assessments is that we recognize and act on that statistic by refusing to print invalid reports. 90% of invalid Participants will be valid on their second try. (There is a remnant of perhaps 3% that will be invalid twice.) We recommend that managers only allow three attempts maximum; otherwise we run the risk of an applicant memorizing their previous replies and eventually providing us a valid, but “selectively biased” assessment.
A. Exceptionally Private Nature – some people refuse to let us know them very well, saying “I don’t like for anyone to really know me.”
B. Argumentative – these folks debate with the sentence structure of our questions
C. Fearful/Distrusting – some individuals are afraid of what we’ll do with the information, wondering: “Will the results be used against me somehow?”
D. Learning Style – some people don’t read well
E. Trying to Improve – candidates may be sincerely working on a particular behavior
F. Unconsciously Adding Words – some people add words that are not on the screen in an attempt to steer the question in a more suitable direction.
G. Desperation – “I really (need/need to hold onto) this job.”
H. Perfectionist/Moralizer – those with a “performance orientation” put excessive pressure on themselves to excel and can’t stand to admit they ever make a mistake. They say: “I never lie. I always maintain a sense of honor and duty.” Watch for absolutes in the way they express themselves.
I. Intellectual Arrogance – one who wants to beat the test. They say to themselves: “That question is poorly phrased” or “What they should have asked is…”
J. They think only in “Teams” – especially found in executives who think, “My team and I can do anything.”
K. Hyper-confident – those who believe they hung the moon in its orbit.
L. Delusional – If I close my eyes tight and wish upon a falling star, anything can happen.
This group includes characteristics that influence how an individual interacts with people. This includes relationships and communications with peers, managers, subordinates, clients, family and friends. Friendly or reserved? Expressive or shy? Trusting, or naive or cynical? Empathetic or cold? The six traits in this group are Sociability, Recognition, Conscientiousness, Exhibition, Trust, and Nurturance.
This trait group will determine how an individual handles the tasks and responsibilities assigned. How will he/she function in our work environment? Disciplined or intuitive? Accountable or defensive? Quick learner, or not? The six traits in this group are Alertness, Structure, Order, Flexibility, Creativity, and Responsibility.
The behaviors indicated by traits in this group are fundamental to success and satisfaction regardless of the person’s career or personal lifestyle. They speak to motivation, persuasiveness, work ethic, risk-tolerance and respect for authority. The six traits in this group include Ambition, Endurance, Assertiveness, Boldness, Coachability, and Leadership.
These six traits will determine an individual’s emotional state, including the ability to handle adversity and cope with stress. Temperamental or calm? Confident or apprehensive? Peaceful or fretful? Deliberate or impulsive? The six traits in this group are: Self-Confidence, Composure, Tough-Mindedness, Autonomy, Contentment, and Control.
The Winslow Dynamics Profile is the most comprehensive assessment available for measuring the personality, behavior and attitudes of employees and applicants. The Profile measures 24 personality traits, on a bi-polar scale, for a total of 48 dimensions of personality. It measures every trait relevant to success in all positions at all levels of an organizational chart.
Secondly, we offer four reports: Participant, Manager, Executive and the Position Compatibility Summary. This is a comprehensive reporting approach that ensures understanding and facilitates immediate decisions.
A third significant differentiator is our availability. Our Licensed Consultants are trained and ready to provide feedback to their clients to “unpack” the results of the profile and to discuss the path for coaching an individual to greater achievement.