Why a short form survey?

Long-form assessments ask a series of similar-themed questions on a repeated basis to determine a pattern of responses.

This high granularity is fine for applicant screening and pre-hire assessments. Many of these take thirty minutes to an hour for completion. That is not the intended use for Mindset Data. This is a Mindset preference survey, two minutes in length, which harvests one’s overall preferences across a spectrum of possibilities. The Mindset Data survey asks the clear end-points of what is typically asked repeatedly in long-form assessments. It is not intended to compete with long form assessments, but rather be an on-going complement to them. It is compatible with all existing DISC and Motivators models in the marketplace and can be used as a low-cost addition to amplify the results. 

Welcome to the Future

Mindset Data is not an assessment. It’s a brief, two minute survey on one’s mindset as they focus on a job role. It’s not used for hiring, placement, or selection. It’s used to keep each person optimally focused and engaged on their own career success.

The Past and Present of assessments

The Future with the Mindset Data Project

Assessments are too long. Sometimes taking nearly an hour to complete. Employers don’t want to tie up that much time. A brief response time is needed.

Mindset Data is a brief, two minute survey on one’s mindset as they focus on a job role. It’s used to keep each person optimally focused and engaged on their own career success.

Reports are too long. Many are twenty, thirty, and forty pages long. People don’t read that much, even if it’s about themselves.

Each Mindset Data report is only one page! It illuminates one’s strengths across three themes or lenses: What’s your WHY? What’s your HOW? And, What’s you WHAT?

Managers are busy, and can’t de-brief long reports with their employees. Hiring consultants to de-brief is expensive, and sometimes very complex.

One-page reports, and two Certificates for each participant. Written in clear, simple English, with immediately actionable content.

The long assessments even when used company-wide are expensive, and don’t show a substantial gain in employee engagement. Individual motivation remains flat.

Motivation is increased and sustained by daily ‘Micro-Motivators.’ There are 2,376 different combinations of responses, providing unique and specific messages to each participant.

Pricing is punitive. Sometimes several hundred dollars per person. A manager may hesitate to spend additional money on a new-hire or one transferred from another department. Each new person means another several hundred dollars for the assessment, and maybe more if there’s a consultant’s de-brief. This may be okay for pre-hire selection or screening. Mindset Data is not in that space.

Pricing is flat-rate based on headcount. If turnover occurs, no additional billing happens. A participant may re-take the survey multiple times with no additional charge as they are promoted or transfer to a new role or department; any number of reasons to change mindset focus.

The Past and Present of assessments

Assessments are too long. Sometimes taking nearly an hour to complete. Employers don’t want to tie up that much time. A brief response time is needed.

Reports are too long. Many are twenty, thirty, and forty pages long. People don’t read that much, even if it’s about themselves.

Managers are busy, and can’t de-brief long reports with their employees. Hiring consultants to de-brief is expensive, and sometimes very complex.
The long assessments even when used company-wide are expensive, and don’t show a substantial gain in employee engagement. Individual motivation remains flat.

Motivation is increased and sustained by daily ‘Micro-Motivators.’ There are 2,376 different combinations of responses, providing unique and specific messages to each participant.

Pricing is punitive. Sometimes several hundred dollars per person. A manager may hesitate to spend additional money on a new-hire or one transferred from another department. Each new person means another several hundred dollars for the assessment, and maybe more if there’s a consultant’s de-brief. This may be okay for pre-hire selection or screening. Mindset Data is not in that space.

The Future with the Mindset Data Project

Mindset Data is a brief, two minute survey on one’s mindset as they focus on a job role. It’s used to keep each person optimally focused and engaged on their own career success.

Each Mindset Data report is only one page! It illuminates one’s strengths across three themes or lenses: What’s your WHY? What’s your HOW? And, What’s you WHAT?

Managers are busy, and can’t de-brief long reports with their employees. Hiring consultants to de-brief is expensive, and sometimes very complex.

One-page reports, and two Certificates for each participant. Written in clear, simple English, with immediately actionable content.

Motivation is increased and sustained by daily ‘Micro-Motivators.’ There are 2,376 different combinations of responses, providing unique and specific messages to each participant.

Pricing is flat-rate based on headcount. If turnover occurs, no additional billing happens. A participant may re-take the survey multiple times with no additional charge as they are promoted or transfer to a new role or department; any number of reasons to change mindset focus.

The Results

  • A salesperson, customer-service person, or other team member gets a daily message or M-W-F (SMS text & email) with a different message for over 16 months!
    • This has potential to boost engagement, focus, and sales results
  • Pricing is flat-rate, based on head-count at beginning of contract. Each person can take the assessment numerous times without an additional charge to the company. For example, if a salesperson: 1) is promoted to manager, or 2) changes territory, or 3) changes product mix, or any other changes.
    • If there’s turnover it doesn’t matter, it’s a flat rate subscription, no penalty for any additional respondents.
  • The manager can control the sign-off message at the end of each SMS and this can be changed for various monthly or seasonal company themes, etc.
  • The delivery method: One’s results are divided into three themes – 1) Strengths to leverage, 2) things to keep-in-mind (possible areas for improvement), and 3) items to keep optimally motivated. The content is delivered as 2-3 sentence SMS text messages and emails… delivered M-F, or M-W-F, or any schedule a company chooses.
  • Provides increased teamwork, increased discretionary effort, reduced ramp-up time, and reduced turnover. Bottom line: Increased engagement, focus, effectiveness, and motivation.

Internationally known

RESEARCHER AND ASSESMENT EXPERT

Dr. Watson’s research into values and motivators began in the mid-1970s and culminated with his doctoral dissertation in 1982 where he re-standardized a nationally standardized assessment on values in emerging adults. That research made news, and was featured in: