Leadership Development Existing, prospective and newly appointed leaders can only benefit from a high level of self awareness. To become self aware you should be asking several of the following: •  How am I as a supervisor? •  Am I a good communicator? •  Am I a good delegator? •  Can I manage a large size company? And reading your own Omnia® Career Development and Retention Profile Report Profile for Leadership Development will provide you the insight into these questions and more. The Profile will give you a current "look" at where you are and also provides development suggestions and guidelines for the future. The result will help you to become a more effective leader. Development also means the development of your team - your "bench". Knowledge of the development opportunities that exist within your team assists you as you map your department or organization towards a successful future. Succession Planning The best way to retain an exceptional employee is to demonstrate the possibility of long-term sustained growth within your organization. The Omnia® Reports, used either during hiring or promotion, can discover the timetables and areas an individual prefers when looking forward. People talk about "employee empowerment" as a means of building an employee/management partnership. We agree whole-heartedly. When we ask specifically what a prospective client does to empower workers, there is usually one of three replies: •  We authorize him or her to do the job for which they were hired. Sorry. Authorizing a person to do their job is not empowering. •  We encourage employees to talk to their managers and we have a suggestion box so they can communicate their concerns and ideas anonymously. Sorry. Anonymous communication suggests employees are reluctant to express concerns or ideas in person, hardly a platform for partnership. •  We have not yet found a way to empower our employees; we are uncomfortable with the idea of weakening the traditional, hierarchical organization chart. This reply may be disguised as "it's not in the budget," although one wonders why improving productivity, morale and retention needs to wait for next year's budget. If employees are committed to the organization's mission, and they co-authored their own goals, and their supervisor has a vested interest in their achievement, then it becomes clear that employees will ultimately benefit if the manager becomes a better manager. Enter Omnia's Employee Attitude Survey, the Omnia® M&M, because it is an employee's anonymous assessment of his or her own Morale and their assessment of the quality of Management. See the Omnia® M&M under Products and Services. Organizational Effectiveness & Change Are you making adjustments to your company? Would a new manager be better served by understanding his people right away? Allow Omnia to assist you in this process through our catalog of tools and our years of expert advice. Post Merger & Acquisition / Pre-Partnership Assessments Your company has just acquired another company through either a merger or an acquisition. Despite all of your detailed planning, estimates and projections, the chances are good that you don't know the personality tendencies of your new employees as well as you could. Consider The Omnia® Reports to help uncover the strengths and potential challenges of your new employees. This will allow you to allocate manpower appropriately as the merger takes shape. Here's what you can learn: •  The level of assertiveness each staff member possesses. This helps the manager determine who is most likely to assume responsibility if given the opportunity. Who is apt to lead? Who is more inclined to take direction? •  The communication styles of each individual. Who are the talkers, and who are the listeners and problem solvers? How can the manager make adjustments with certain team members to promote better two-way communications? •  The pace and flexibility of each team member. Who can respond best to emergent situations, and who is best suited to routine, repetitive work? •  The level of independence seen in each worker. Who likes to work autonomously, and who needs a more hands-on approach from the manager? Kathy and Rhonda met seven years ago at a confectionary trade show. They kept in touch through the years, and now they want to go into business together, opening a large retail store that has serious potential for national growth. Kathy and Rhonda seem to get along fine. But many questions remain unanswered: •  Who is more assertive? If they are both exceedingly win driven, will there be an eventual power struggle to control the direction of the new business? •  Do they share the same communication style, or does one see the other as verbose, while the other comes across as too serious? •  Do they share the same pace, or does one see the other as scattered, while the other seems to lack a spark to get things done? •  Are they both independent and decisive, or does one have the potential to take criticism and rejection personally? Is one better suited to handle details than the other? Consider The Omnia® Reports to help determine if a professional partnership holds potential for long-term success. Goal Setting / Mission Statement Once the mission statement is finalized and understood throughout your company or organization, it is time to invite your employees to write their own goals. The goals should result in individual professional development and career accomplishment while helping your company accomplish its mission. Some goals may be accomplished in a few months, others may take several years. Here's what you can learn: •  Mission compatible •  Growth oriented •  Worthy •  Realistic •  Quantifiable Our professional staff can assist you with your goal-setting process for a reasonable fee. Please call us at (800) 525-7117 for further information and assistance. Progress Reviews In the spirit of Partnership with Accountability (Pw/A), the quarterly progress review should be a review of the employee's goals in a productive, non-confrontational manner. There are five criteria for the progress review: •  Objective •  Positive •  Timely •  Interactive •  Constructive Omnia offers a full line of management tools to help you conduct effective progress reviews. Click here for details. Career Assessment / Transition The Omnia Group's main focus is to help companies select the right employee for the right position. However, the Omnia Career Counselor is designed to help employees find the best career options based on their personalities. This product is most often used by departing students, job seekers or existing employees who are not satisfied with their current work state. Once completed, a trained operations analyst reviews the results and completes a written report. The report consists of a discussion of strengths, challenges and career options. Also included is a personality group booklet featuring more information regarding the individual's personality and an extensive listing of career options. We offer two options with the Career Counselor: the Short Form and the Long Form. The Long Form includes the report, the booklet, the career listings along with 50 pages of job search tips and a step-by-step plan for landing the right job. Self Outplacement The Omnia Group's main focus is to help companies select the right employee for the right position. However, the Omnia Career Counselor is designed to help employees find the best career options based on their personalities. This product is most often used by departing students, job seekers or existing employees who are not satisfied with their current work state. Once completed, a trained operations analyst reviews the results and completes a written report. The report consists of a discussion of strengths, challenges and career options. Also included is a personality group booklet featuring more information regarding the individual's personality and an extensive listing of career options. Career Direction For Students Career Maze is a resource undergraduates can use to cut through the uncertainty and anxiety commonly associated with career planning. Career Maze helps students and career-minded adults identify their most comfortable personality tendencies, recognize potential strengths and challenges, and determine if a particular career path makes the most sense for them. Career Maze is based on Omnia® Profile technology which has been used by more than 18,000 companies worldwide since 1985 as a tool to help in hiring, managing, transfer, promotion, retention, team building, and succession planning. Omnia M & M (Management & Morale Survey) The Omnia Management & Morale Survey is the ideal opportunity for an employee to demonstrate his or her partnership with the leadership of an organization. By indicating Morale and an assessment of the quality of Management, the employee is engaging in a win-win exercise: when a manager's skills improve, everyone wins! Be assured that responses are confidential. The 24-question survey asks the participants to rank their opinions on a scale of excellent to poor. Questions range from "I follow my boss with confidence" to "Management's commitment to ethical behavior and fairness is demonstrated by their example." The employee's responses are tabulated and given a numerical score. A detailed report is then generated identifying the most pressing issues at the time based on the quantitative scoring. The document will illustrate what areas require attention, how to gain the necessary information needed to put a plan together and how to facilitate that plan. The plan might involve simply a change in perception or it could warrant a wholesale change in the manager's leadership approach. Omnia® Department/Company Overview Like the Omnia® D&D, the Omnia Department/Company Overview (DCO) takes the Omnia® Profile to the next level, but takes a giant leap further in discussing how well the department, or company as a whole, works together, which would include team members, members in supervisory roles, and the manager. All department or company employees complete the Omnia® Retention Profile Report Profile and an Omnia analyst develops a report on the individual results, as well as all of the employees with each other, and with the manager. Analysis of intangible issues include low energy, poor perspective, existing non-vocational stress and low intensity. A summary of what these issues mean to productivity is included. The analyst then addresses questions from the manager. For example: •  Who is the most likely to assume responsibility if given the opportunity? •  Why are these two employees constantly arguing with each other? •  Who is most different from my team? •  What can I do to motivate this employee? A detailed summary is provided to illustrate issues or trends seen in your group and what the manager can do to address them. The report ranges between 20 and 30 pages and includes the individual profile results to be shared at the manager's discretion. Omnia Career Development and Retention Profile Report We have taken Omnia's signature product, The Omnia® Profile, and developed it into two strategic areas; Omnia® Selection Profile Report and Omnia® Career Development and Retention Profile Report. The Omnia® Career Development and Retention Profile Report is a tool designed to be used post-hire, to assist an employee in developing their skills with the company, for promotion, or transfer to another position. The Omnia® Retention Profile Report is also to be used with Omnia's next product level of retaining and developing your employees within a team or organizational environment, the D&D, DCO, and Pro Manager assessments. With the Omnia® Career Development and Retention Profile Report the candidate completes a four-part questionnaire in about 15 minutes, either online or paper version. Using the specific requirements of the position that you provided to us, we are able to take the candidate's answers to the Omnia® Retention Profile Report and provide suggestions on how the employee may maintain success, or provide information as to where they may be struggling and ways to improve. We may also provide tips in better managing the employee. The Omnia® Career Development and Retention Profile Report contains a full analysis of a candidate's personality characteristics, indicating level of assertiveness, communication style, attention to detail, preferred pace and much more. Also included is more in-depth discussions of the candidate's behavioral traits. Results are available on our secure Web site in about three hours. Contact 800-525-7117 for additional information or to ask about the prepaid package discounts. Omnia Career Counsellor The Omnia Group's main focus is to help companies select the right employee for the right position. However, the Omnia Career Counsellor is designed to help employees find the best career options based on their personality. This product is most often used by departing students, job seekers or existing employees who are not satisfied with their current work state. Once completed, a trained operations analyst reviews the results and completes a written report. The report consists of a discussion of strengths, challenges and career options. Also included is a personality group booklet featuring more information regarding the individual's personality and an extensive listing of career options. We offer two options with the Career Counselor: the Short Form and the Long Form. The Long Form includes the report, the booklet, the career listings along with 50 pages of job search tips and a step-by-step plan for landing the right job.