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WebFocus™ Virtual Focus Groups: WebFocusTM is a proprietary suite of software tools used for conducting virtual focus groups with hard to reach audiences. These audiences can be “brought together” in WebFocus™ by logging into an easily accessed interactive web site and dialing into a conference call from the privacy of the participant’ choice of venue. This format allows real-time communication between the participants, the focus group moderator, and the anonymous client, resulting in valuable and instantaneous data collection that could not be accomplished with traditional focus groups.; A valuable feature of WebFocusTM is the client‘s ability to anonymously observe the participants as they interact virtually. Clients can send the moderator private text messages to help facilitate probes into areas of particular interest. Another huge advantage of using WebFocusTM is that nobody has to travel. Participants and clients all connect in the comfort of their home or office. No hassles with facilities, traffic, or parking. WebFocusTM captures both the data collected during the virtual focus group as well as the group discussion via the telephone. Clients receive a transcript of the group discussions, a log of entries onto the web site and a detailed report summarizing key findings of the focus group.
Ad Concept Testing: Ad Concept Testing is a tool for helping you understand what works with your advertising messages. Through our proven research approach, you can systematically gather input in into creating ad campaigns, test competing campaigns, and implement only those messages that work. Once you have developed potential concepts for a campaign, our assessment process provides objective analysis of one or more concepts. Through the eyes of your target audience we evaluate your ad concepts on the critical dimensions that impact the overall effectiveness of the advertising including:
Customer Loyalty Survey: The Customer Loyalty Survey is designed to assess these experiences that produce loyal customers. It captures customer opinions relative to six dimensions of customer experience that, when added together, produce loyal customers. The process enables you to measure support and its determinants and take actions to improve how you are perceived relative to those factors that increase support. Unlike pure satisfaction measures, this process acts as a lead indicator of your effectiveness as an organization.
Deliberative Polling™: Deliberative Polling™ is an alternative to traditional methods of public input. Because this is a research process, the social norms around the process call for rational, reasonable discussion of the issues. The Deliberative Poll is a proven technique for surfacing what informed opinion on a variety of issues would be and for understanding what information is useful for influencing public attitudes and opinions relative to a range of key issues. This process is extremely useful for making public initiatives a reality.
Leadership Safety Profile (LSP): The LSP has been designed to provide a snapshot view of leadership practices as seen by direct reports. It assesses two core dimensions that drive operational and health and safety performance excellence: relationship oriented practices and achievement oriented practices.; The LSP consists of 21 statements describing leadership practices. Your job is to rate your direct supervisor on each statement using the rating scale provided for each statement or question.
HSE Culture Survey: The HSE Culture Opinion Survey is an adaptation of the Employee Engagement Survey for use in environments in which dealing with risk and uncertainty is prevalent. Like the Employee Engagement Survey, it assesses all those employee opinions known to have an influence the level of employee engagement, including: Confidence in senior management, Relationship with supervisor, Expectation and role clarity, Rewards and recognition, Identification with mission, Fairness and Respect, and Engagement. In addition, it assesses qualities of the environment known to be related to high levels of safety: consistency, level of tolerance for risk, mutual accountability for high levels of health and safety, and others. and has been designed to answer questions like:
Employee Engagement Survey: The Employee Engagement Survey is a standardized survey that assesses all those employee opinions known to have an influence the level of employee engagement, including: Confidence in senior management, Relationship with supervisor, Expectation and role clarity, Rewards and recognition, Identification with mission, Fairness and Respect, and Engagement. It has been designed to answer questions like:
Leadership Evaluation and Awareness Resource Network (LEARN): LEARN is a 360⁰ assessment tool that provides leaders feedback about practices that are known to be correlated with effectiveness and high performance. Participating leaders receive feedback on such leadership factors as Providing Direction, Thinking Strategically, Making Decisions and Solving Problems, Building a Collaborative Culture, Developing Others, and others. LEARN participants receive a detailed assessment of their strengths and learning opportunities, as well as guidance in developing leadership capacity.
Leadership Values Preference Inventory (LVPI): The LVPI provides feedback relative to five core capabilities or competencies: Achievement Motivation – the strength of your need to be in charge of your environment - to master it; Relationship Motivation – the strength of your need to form relationships with others; Influence Motivation – the strength of your need to exercise social power and influence; Security Motivation – the strength of your need for stability; and Self-Confidence – the degree to which you are self-assured and emotionally fit. The LVPI is used to build awareness and encourage learning and development of new leadership capacities.
Team Evaluation and Awareness Measure (TEAM): TEAM is a short survey designed to provide groups real-time, actionable feedback relative to six identifiable stages (dimensions) of team learning and development. This feedback can then be used as a basis for discussion and/or team development.
The Change Readiness Audit: The Change Readiness Audit is designed to assess the core factors which influence the successful and effective integration of the technical and cultural change strategies. It is a tool for examining your organization’s readiness for change. Is yours a change-oriented culture? If not, why? It is both a diagnostic and a prescriptive survey. It enables you to identify gaps in your current organization, and it also provides guidance in terms of how to eliminate any gaps which might impede successful and effective change.
The Coaching Skills Checklist: Effective coaching involves knowing the qualities of effective coaching relationships, placing value on the process of coaching, and enabling others to reach their full potential through promoting continuous learning. The Coaching Skills Checklist provides a 360⁰ assessment that measures seven dimensions of excellent coaching, including: Creating the Learning Environment, Establishing a Climate of Trust and Risk Taking, Developing Empowering Relationships, Giving and Receiving Feedback, Delivering Coaching, and Changing Attitudes. Each dimension is comprised of a number of behaviorally defined items to which managers, peers, subordinates, and self provide the coach feedback. This feedback enables the coach to identify gaps in his or her coaching skills repertoire. A Coaching Skills Library is used to help coaches develop their skills.

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Organizational and Employee Research Solutions