HDTS Profile
HDTS Profile goes behind the person's work behavior and measures personal skills and basic problem solving strategy.
The overall test result is divided into 6 main areas with a total of 26 scales.
The 6 main areas represent the phases that almost all work processes follow from the first impulse to the realization of a given action. For example, when a working day is scheduled, an article is written, a bridge is built, or a political settlement is negotiated. The 6 phases are:
1. IDEFASE - from whim to vision
The idea phase is the beginning of almost all kinds of thinking, whether it is a minor action, planning the day or starting a business.
2. FOCUS PHASE - problem registration/surroundings, data collection
Everyone has a basic way of focusing. It may be a case of a particular perspective or preferred angle of reality being used when problems are to be understood. This area is part of the cognitive style of the person.
3. ANALYSIS PHASE - processing of data
After the first cognitive focus, the process will slip into an analysis phase, which is characterized by theoretical, concrete or emotional thinking. This phase is part of the cognitive style of the person, and he or she will rarely be particularly aware of his or her characteristics in this field.
4. DECISION-MAKING STYLE
Once the idea phase and the subsequent analysis phase have been completed, it will be necessary to consider whether the time has come to start something.
5. EXECUTION POTENTIAL
Once a decision has been taken, it is necessary to decide how by what means and with whom the plan is to be carried out. You have to convince others of the quality of your desires and ideas.
6. REALISATION - dynamics and impact
Once decisions have been made and people have been brought with them, the plans must be realised. The ability to collaborate, analyse, marketing, social interaction and management must stand the test of time.
Recruitment
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into many different competencies, such as:
- Emotional and social competence
- Leadership competence
- planning
- Resilience
- flexibility
- Team collaboration
- Innovative capacity
- Political beating
- Sales focus
Coaching
As change takes hold in the workplace, there is a need for employees and managers to develop new skills. HDTS Profile provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Team development
A successful high performance team is characterized by its ability to communicate and collaborate around common tasks and projects. This presupposes that the team members have different complementary competencies and are able to perform different psychological team roles. HDTS Profile provides insight into the team's strengths and potential challenges and can be used, among other things, to optimize work processes, strengthen team management, communication and collaboration
HDTS Leadership
HDTS Leadership is designed to analyze and develop personal leadership.
The overall test result is divided into 4 main areas with a total of 26 scales.
The 4 main areas describe the personal strength as well as the 3 leadership roles that every good manager must master to varying degrees depending on the level of management you are at.
Personal strength and the 3 leadership roles:
- controller
- Inspirator
- Strategist
1. Personal Strength
Personal strength is the starting point of all management, and these characteristics are used regardless of the manager's job content. The manager needs good autonomy and a forward drive. With a balanced need for recognition, a great commitment and energy, the manager can spread motivation among the employees. With a well-developed situational awareness and self-confidence, the manager can find his personal "True North" and thus appear as a resourceful leader. If the personal strength in overall good balance is good, the manager will often appear with a natural authenticity, which is a central leadership property.
2. Controller
These properties are primarily used to turn goals into results. The controller makes the necessary decisions in day-to-day operations and the wheels are kept running to ensure that the business requirements are met. The controller shall ensure compliance with rules, there must be a willingness to lead with the ability to achieve the objectives, as well as sound personal responsibility management and action orientation combined with an appropriate attention to detail.
3. Inspirator
The inspirator uses his intuition as a natural resource, and the inspirator has a good situational awareness that helps develop good relationships and highly motivated employees. The inspirator has good conviction, so employees will want to try new challenges. Many crises are solved with the inspirator's insight into people and the underlying motives. The inspirator builds good relationships through his empathy, and the desire and ability to delegate is well developed. He/she knows that success for employees is the success of the organization. The inspirator creates meaning and passion in the job for all employees.
4. Strategist
As a strategist, the manager uses his analytical overview, but not least his intuition and openness to new directions. The strategist creates the framework for change. Creativity and the ability to innovate are important here, and the strategist is open to innovation. The strategist thinks predominantly in large wholes and sees almost everything in a helicopter perspective from high altitude, and not least so dare the strategist take the necessary risks. The strategist is ready for change and is often at the forefront of development.
Executive and management recruitment
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into many different competencies, such as:
- Emotional and social competence
- Leadership competence
- planning
- Resilience
- flexibility
- Team collaboration
- Innovative capacity
- Political beating
- Sales focus
Executive and manager coaching
As change takes hold in the workplace, there is a need for managers at the different levels of management to develop new skills. HDTS Leadership provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Leadership team development
A successful high performance management team is characterized by its ability to communicate and collaborate around common tasks and projects. This presupposes that the members of the management team have different complementary competencies and are able to perform different psychological team roles. HDTS Leadership provides insight into the team's strengths and potential challenges and can be used, among other things, to optimize work processes, strengthen team management, communication and collaboration.
HDTS Dialogue
HDTS Dialogue is designed to analyze the person's work behavior for all types of employees and measures personal competencies and basic problem solving strategy.
The total test result is divided into 3 main areas with a total of 18 scales.
The 3 main areas describe the resources within problem solving, social competences and realization.
1. Thinking and problem solving
Thinking and problem solving focus on how a given task, project or problem is analyzed and how this leads to one or more solutions.
2. Social competences
Social competences are essential for constructive cooperation, which shows respect for and engages each other in the task of solving tasks.
3. Accomplishment
Realization describes how the individual with his or her personal success in implementing concrete projects, tasks and solutions.
Recruitment
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into many different competencies, such as:
- Emotional and social competence
- Leadership competence
- planning
- flexibility
- Team collaboration
- Innovative capacity
- Political beating
Coaching
As change takes hold in the workplace, there is a need for employees and managers to develop new skills. HDTS Dialogue provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
HDTS Culture
HDTS Culture is designed to analyze a team's work behavior in relation to collaboration, communication and conflict management.
The total test result is divided into 3 main areas with a total of 18 scales.
The 3 main areas describe the team's resources and development potentials within realization, social competences as well as thinking and values.
1. Accomplishment
Realization describes how the individual and the team with their personal success in implementing concrete projects, tasks and solutions.
2. Social competences
Social competences are essential for constructive cooperation, which shows respect for and engages each other in the task of solving tasks.
3. Thinking and values
Thinking and values focus on how a given task, project or problem is analyzed and how the team handles conflicts as well as how the personal values affect the cooperation and thus the task solving.
Team development and conflict management
A successful high performance team is characterized by its ability to communicate and collaborate around common tasks and projects. This presupposes that the team members have different complementary competencies and are able to perform different psychological team roles. HDTS Culture provides insight into the team's strengths and potential challenges and can be used to optimize work processes, strengthen team management, communication and collaboration.
HDTS Solution Sales
HDTS Solution Sales is designed for Solution Sales.
The total test result is divided into 5 main areas with a total of 22 scales.
The test is used both for sellers where the market is primarily latent or active and where the sellers often work with Vision Reenginering in a Buyer 2.0 market. The overall sales process requires good personal characteristics of the seller, and these can be divided into 5 areas. If the market is active, special attention must be paid to areas 2, 4 and 5.
1. Sales Basis
No matter where the seller is in the sales phase, there are a number of basic characteristics that create value. These properties ensure the necessary drive and initiative in all parts of the sales process.
2. Report
The first and very important challenge for the seller is to establish a good atmosphere, a shared experience of trust and recognition to ensure a constructive dialogue. A condition many describe between buyer and seller, and seller must here develop into Situational Expert.
3. Pain
The seller must make sure that the buyer understands the full potential of the business problem. The dialog is controlled by the seller, so the entire scope of the problem becomes visible to the customer.
4. Vision Creation
If the seller has established an understanding of a personal Business Pain with the customer, the seller can continue his consulting process with the customer and create a new solution/vision.
5th Close
If the seller has established both a concrete Business Pain and a good Vision, there is the potential for a large order. It's about understanding the customer's buying process and being a good Risk-Manager. Now it is a question of closing the sale.
Recruitment of salespeople and sales managers
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into many different competencies, such as:
- Emotional and social competence
- Relationship management
- Resilience
- flexibility
- Vision creation
- Political beating
- Sales focus
Coaching salespeople and sales managers
As customers place increasing demands on the solutions they buy, there is a need for salespeople and sales managers to develop new competencies. HDTS Solution Sales provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Salesperson team development
A successful high performance sales team is characterized by its ability to communicate and collaborate around joint projects. This assumes that the sales team members have different complementary competencies and are able to perform different psychological team roles. HDTS Solution Sales provides insight into the sales team's strengths and potential challenges and can be used to optimize work processes, strengthen team management, communication and collaboration.
HDTS Insight Sales
HDTS Insight Sales is designed to uncover the seller properties needed in the new Buyer 2.0 world. A Buyer 2.0 is already well into and is active in its buying process, among other things through extensive information gathering from the Internet and use of social media.
The total test result is divided into 5 main areas with a total of 22 scales.
Based on extensive research from CEB*, a certain type of seller "The Callenger" has a much better foundation to create good results against the buyer 2.0 generation. HDTS Insight Sales works with 5 areas that are important for developing in the role of Challenger, focusing on:
1. Personal Strength
Focuses on the personal emotional intelligences or attributes the seller uses and needs throughout the sales process.
2. Social Strength
Focuses on the characteristics that are prerequisite for creating constructive relationships, an important area that can determine whether a sales process can be initiated and completed in a common good chemistry.
TEACH, TAILOR and TAKE CONTROL are the three roles the seller must be able to master, and they describe the personal characteristics necessary to successfully lead a sales process to the finish line.
3. Teach
Here, the seller provides a new framework for understanding the buyer's problems, often on a thoughtful form that creates value for the buyer. The seller shows his insight into the buyer's problems.
4. Tailor
The seller adapts his information to match the decision makers who are stakeholders in the sales process, focusing on customer value creation regardless of department and area of responsibility.
5. Take Control
The seller understands the customer's purchase process and is able to accelerate the purchase process to a positive decision by supporting the customer's constant focus on value creation.
Recruitment of salespeople and sales managers
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into many different competencies, such as:
- Emotional and social competence
- Relationship management
- Resilience
- flexibility
- Vision creation
- Political beating
- Sales focus
Coaching salespeople and sales managers
As customers place increasing demands on the solutions they buy, there is a need for salespeople and sales managers to develop new competencies. HDTS Insight Sales provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Salesperson team development
A successful high performance sales team is characterized by its ability to communicate and collaborate around joint projects. This assumes that the sales team members have different complementary competencies and are able to perform different psychological team roles. HDTS Insight Sales provides insight into the sales team's strengths and potential challenges and can be used to optimize work processes, strengthen team management, communication and collaboration.
*The Challenger Sale, Mathew Dixon and Brent Adamson
HDTS Product Sales
HDTS Product Sales is designed to illuminate the strengths and resources of the seller who works to sell products, either through outreach activities or as a sales clerk.
The total test result is divided into 4 main areas with a total of 12 scales.
The 12 personal characteristics that form the basis of Human Developers Product Sales are all important for the seller to handle a sale at all stages and achieve success.
1. Personal strength
Whatever the resting phase the seller finds himself in, it is the personal strength that will strengthen the opportunities for successful sales.
2. Make good contact
At this stage, many sales are settled, it is important that the customer experiences a seller who can familiarize himself with and understand the customer's needs. It is also important that the customer can feel a seller resting in himself and exuding a good self-confidence.
3. Help the customer
Here it is important that the seller is quickly able to draw on his knowledge and also be able to think a little outside the box, the right solution for the customer may be a completely different one than the one the customer came in to buy. The seller must also show a good deal orientation in order to reach the finish line.
4. Close trade
Provided that the seller has been able to establish good contact and help the customer, there are now good conditions to close a trade. So close to the goal it often happens that the buyer comes into doubt anyway, and the seller needs to have good conviction and be able to conflict handlers. The seller must also be able to show a determination so that the trade can be closed successfully.
Recruiting salespeople
The personality test increases the chance of finding the right candidate in recruitments and helps avoid mis-employment, because the result provides a thorough insight into the job candidate's resources and development areas in relation to the job profile. This ensures match in relation to tasks, workplace culture, immediate manager and colleagues.
Gain insight into different competencies, such as:
- Emotional and social competence
- flexibility
- Sales focus
Coaching salespeople
As customers place increasing demands on the solutions they buy, there is a need for product sellers to develop new competencies. HDTS Product Sales provides insight into personal strengths and development potentials. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Salesperson team development
A successful high performance sales team is characterized by its ability to communicate and collaborate around joint projects. This assumes that the sales team members have different complementary competencies and are able to perform different psychological team roles. HDTS Product Sales provides insight into the sales team's strengths and potential challenges and can be used to optimize work processes, strengthen team management, communication and collaboration.
HDTS 360° Feedback Analysis
HDTS 360° Feedback Analysis allows the test subject to get feedback about his or her work behavior.
The overall test result as well as feedback comments from the nearest manager, management/employee colleagues/collaborators and any employees can be drawn in the following report types:
- HDTS Profile
- HDTS Leadership
- HDTS Dialogue
- HDTS Culture
- HDTS Solution Sales
- HDTS Insight Sales
- HDTS Product Sales
Coaching
As change takes hold in the workplace, there is a need for employees and managers to develop new skills. HDTS 360° Feedback Analysis provides insight into personal strengths and development potentials based on concrete feedback. Through targeted coaching based on the test result, relevant personal competencies can be developed.
Team development
A successful high performance team is characterized by its ability to communicate and collaborate around joint projects. This presupposes that the team members have different complementary competencies and are able to perform different psychological team roles. HDTS 360° Feedback Analysis allows each team member to give concrete feedback to each other. The feedback provides insight into the team's strengths and potential challenges and can be used, among other things, to optimize work processes, strengthen team management, communication and collaboration.
HDTS Career Indicator
HdTS Career Indicator shows a small sample of the total test result from HDTS Profile, i.e. 4 areas out of a total of 26.
The overall result shows potentials in relation to three job types, which sell, manager and specialist respectively. Results must be taken with caution because the result is based solely on the test response without regard to context, which is usually clarified in the context of a dialogue about the test result.
1. Innovative in terms of ideas
The scale shows whether a person on a more practical level is predominantly imaginative and unconventional in his daily problem solving or bases his ideas on more practical experience and traditional methods and thinking.
2. Detail-oriented
The scale shows the degree to which the person immediately focuses and pays attention to detail. Also shows the extent to which the details are assigned importance.
3. Visibility
The scale shows the degree of visibility of the person in social contexts. In addition, the person's capacity to gain the attention of others and the extent to which he or she is able to retain it can be seen.
4. Action orientation
The scale shows a person's ability and capacity for action and the extent to which they are considering it. A well-developed ability to act requires good judgment and an ability to understand.
Recruitment screening
In positions where it can be difficult to find qualified candidates, it may be appropriate to screen a greater number of candidates before selecting the few candidates to be invited for the first interview. In order to streamline the workflow of test feedback on test results when many candidates need to be screened, it is recommended to use the HDTS Career Indicator for those candidates who do not go ahead in the hiring process.
Career clarification/development
When working with talent development, HDTS Career Indicator can provide a quick guide to where the potential is greatest in relation to the role of salesperson, manager and/or specialist.
