Coaching itself is not the problem – I doubt that I have ever heard anyone describe it as a bad idea. In fact it’s a very good idea that simply needs better execution.

How to do that? We need better training solutions to equip managers with widely diverse personalities handle their coaching interactions in a more personally comfortable manner and adapt their coaching strategies to accommodate the differences in the people they are coaching. In a world of vast individual differences, whether you are the coach or the person being coached, one size doesn’t fill all!

Traditional training methods don’t seem to prepare coaches very well. When you consider the results of all the millions of dollars that have been poured into classroom training in general and more specifically into coaching training, doing more of the same is not the answer. People can learn a process – what they should be doing and why, and the steps to follow in a classroom session – but the group training environment is not suitable for teaching managers how to leverage their own personalities and talents to make coaching more comfortable or successful, or how to map out a workable strategy with each unique personality they will encounter.

Here’s an analogy: an automotive technician knows the fundamentals of making different engine repairs, yet still consults a computerized instructional manual for the specifics of making those repairs on each type of engine. The repair process remains essentially the same, but it’s the small and individual differences they need to take into account and understand.

With a similar objective we developed our Coach iPhone ™ app to enable managers to personalize their coaching interactions to accommodate their own traits and styles as well as the traits and styles of those they coach. The app is not intended to replace methodology training and it’s certainly not a “how to” for coaching. Rather, the app layers on top of training to produce a context-specific strategy and the tactics that will be most likely to succeed in each coaching situation.

How does Coach work? It’s really very simple. The manager completes the OMS Questionnaire on the iPhone and instantly can view a comprehensive report describing the manager’s behavioral style, how that style relates to the process of coaching, and how the manager can reasonably stretch to improve personal coaching effectiveness. The app also has a quick but accurate tool the manager can use to identify the style of each person he or she is planning to coach. Once the recipient’s style is created, an interaction report is generated on the phone that includes a description of the person’s style along with a coaching strategy report specific to the styles of the manager and the recipient. The manager can review the reports just before entering a coaching dialogue. What makes the app particularly effective is that the manager’s behaviors are reinforced during the interaction, thus moving from the intellectual appreciation to become an embedded personal experience.

Try it. You’ll see. Try our companion apps as well, Interact for improving management effectiveness and SuperSell for improving selling and influencing success.

OMS is not just another testing program!

But OMS does employ two objective measurement and assessment tools – JAX the Job Analysis Expert and the OMS Questionnaire – to identify job behavioral and motivational requirements as well as human motivating factors, traits and behavioral attributes, and job-related talents. (Hotlink to content in #5)

OMS is not a training package.

But OMS fills a significant void in business learning with Maximizing Human Performance, a management development experience that equips managers to objectively understand people as individuals and manage them based upon their individual needs, preferences, and abilities.

OMS is not an Internet service.

But OMS uses a Smart website to manage client information about people and jobs, and to provide managers with unique, industry-leading diagnostic, analytical, and data management features. Our web tools help client managers model and compare job behavioral options, compare people and job requirements, synthesize relevant decision data, and analyze the real causes of and implications of different solutions to people and performance issues. There is simply no comparable set of decision-making tools anywhere else!

OMS is not a consulting intervention.

OMS is an “in-house” or internal consulting solution. Our tactic is to make your managers better managers and more astute decision-makers. But OMS does support our training and technology with the experienced and valuable know-how of The Assessment and Development Group and our team of independent representatives.

Developing a highly performing organization means

• Hiring and placing the right people in every position,
• Motivating and directing people in a more meaningful, personal way that builds higher job satisfaction and encourages them to stay, and
• Managing people in a way that maximizes their individual talents and abilities.

The unique combination of OMS technology, tools, learning, and process powers faster and more informed decisions in all of these strategic planning, organizational development, and assessment applications.

ADGI licenses the specialized OMS application Interaction Styles at no cost to clients to greatly enhance the value and benefits of OMS. A proprietary variation of the popular Social Styles model of interpersonal communication, Interaction Styles is designed to enable employees to show respect for and manage the behavioral and perceptual differences that are the underlying cause of so many performance problems and issues in the workplace.

The bottom line for employees is greater self control and more mature interactions leading to more frequent positive outcomes. Specifically, the objectives of Interaction Styles are to:

• Create awareness and understanding by helping employees better understand themselves and how their interpersonal styles differ from those of others,

• Improve the communication and functioning of work groups and project teams,

• Sensitize supervisory, sales, and customer service people to the different expectations and styles of those they direct and interact with every day, and

• Help employees manage their relationships more skillfully and have greater success influencing others by demonstrating greater versatility and adaptability.

The Interaction Styles Model

This model is the product of combining the two dimensions of behavior – assertiveness and responsiveness - that appear to have the greatest impact upon interpersonal relationships. By plotting assertiveness on a horizontal axis and responsiveness on a vertical axis, the intersection of the two axes creates a quadrant with four types of interactive behavioral styles. We assign a descriptive name to each of these four representative styles. As the illustration below shows,

1. The combination of high assertiveness and low responsiveness in the upper right quadrant creates a driving, results-centered style, – the Driver;

2. The combination of low assertiveness (cautiousness) and low responsiveness in the upper left quadrant creates an analytical, task-centered style – the Analytical;

3. The combination of high assertiveness and high responsiveness in the lower right quadrant creates an outwardly expressive, people-centered style – the Expressive; and

4. The combination of low assertiveness (cautiousness) and high responsiveness in the lower left quadrant creates an accepting, helpful, people-centered style – the Supportive.

Drivers… Upper Right Quadrant…

Drivers like to be in control in situations, to get things done quickly, and to get them done in their own way. They are competitive people who are more concerned with producing results and accomplishing objectives than with being popular or “liked” by others. Highly independent in their thinking, Drivers hold strong personal opinions on how things should be done, and are not afraid to take a risk and commit themselves to a course of action.

Expressives… Lower Right Quadrant…

Expressives are open, warm, and easily approachable people who like to be actively involved with others. Being competitive, they both enjoy and excel in situations where they are able to use their verbal and social skills to gain acceptance. Very concerned with the process of relating to others and with the quality of their relationships, being popular and being recognized for their accomplishments are very important.

Supportives… Lower Left Quadrant…

Supportives are friendly, helpful, and cooperative people, tolerant and non-critical in their interactions with others. They try to build solid, stable relationships based upon mutual respect and understanding. Wanting to feel that they belong and that they are accepted, Supportives particularly enjoy working with others in a harmonious manner.

Analyticals… Upper Left Quadrant…

Analyticals are very thorough and careful in the manner in which they analyze situations and approach decisions. They enjoy problems which draw upon their analytical skills and which require them to develop conclusions based upon personal investigation. Skeptical of ideas which conflict with their personal experience, they place more weight on their own views than on those of others. Tangible and practical in their thinking, they structure their work around precise facts and hard data whenever possible.

Overcoming Communication Barriers

For many reasons communication is difficult even under the best of circumstances. The major problem all of us experience with our communication is that our manner of relating to other people may cause them some stress and their approaches may have the same effect on us. We like to feel comfortable in our interactions, but when we have to cope with a very different manner of communicating, we get distracted by our own feelings and perceptions, and we build up barriers in one way or another. In some cases we disregard or ignore what others say, we tune out and don’t really listen, we judge rather than really listen, and we try to find fault instead of common ideas we can build upon. And while we are doing this, we are not generally aware that we are doing it!

For instance, Driver personalities, with their impatience and task focus, often get impatient with and place too much pressure upon Supportive personalities, who are more careful, more deliberate, and more cautious with their assertions and opinions. Supportive often perceive Drivers to be heartless machines rather than people.

Analyticals need a lot of factual proof and personal proof before they will change their minds or accept new ideas. Thus they tend to disregard the very general and optimistic statements of the Expressive as “off the wall” ramblings that lack depth or substance. Similarly, Expressives often perceive Analyticals as negative idea killers who don’t want to do anything new or progressive.

Imagine the personal self-esteem, performance, and financial benefits if employees are able to successfully overcome these differences!

Interaction Styles Training

The Interaction Styles license includes rights to use the Interaction Styles training model, content, and materials on an unlimited basis with employees, and incorporates the Interaction Style graph and descriptive report. Client trainers conduct the Interaction Styles session as a stand-alone learning experience for groups of employees or embed it as a module in other developmental programs.

Interaction Guide Reports… Powerful Personal Productivity Tools

Developed from our popular Apple iPhone™ applications, SuperSell, Coach, and Interact, three Interaction Guide reports are valuable personal productivity tools that can help every manager more successfully and effectively manage, motivate and communicate with employees and team members. Developed by ADGI and using the Interaction Styles behavioral model, these unique proprietary tools generate strategies and tactics specific to the personalities of a manager and each of his or her employees. Here’s what these three interaction reports can do for you:

Interact… How to Engage and Retain Talented Employees and Staff

The purpose of Interact is to help you improve the performance and productivity of your employee team and retain valuable employees by aligning them with jobs that best utilize their talents and providing more appropriate personal management that is most responsive to their needs.

Interact will enable you to build higher performance by providing you with detailed insights into the motivation, the talents, and the behaviors of each employee, and giving you the management strategy and tactics tailored to each employee’s style.

As a manager you control the most important factors influencing employee commitment and effective employee behaviors, which together we call employee engagement. You also exercise great power in retaining talented employees. Management training tends to stereotype much of what managers do and does not generally address the variances in individual styles and needs or the situational dynamics occurring when the personalities of the manager and the employee connect. Interact is a productivity tool that will help you create the best work environment and management strategy for each employee and ensure that each person has the opportunity to make full use of his or her talents. Together these add up to more active engagement and higher retention.

Coach… How to Become a Highly Effective Management Coach

The purpose of Coach is to help you improve the performance and productivity of your employee team by helping you be a more effective management coach.

Coach will enable you to leverage your coaching interactions into higher performance by providing you with detailed insights into the motivation, the talents, and the behaviors of each employee, and giving you the coaching strategy and tactics tailored to each employee’s style.

Coaching employees is one of the most challenging management tasks. Although coaching is a general expectation today for almost all managers, the “one size fits all” training that managers receive, if they do in fact receive any, does not take into account the situational dynamics occurring when the personalities or “styles” of the manager and the employee meet up in a coaching interaction. Coach is a productivity tool that will help you best apply your talents to the coaching process and deliver coaching guidance in the optimal way for each employee.

SuperSell… How You Can Sell Ideas and Influence More Successfully

The purpose of SuperSell is to help you sell your ideas and influence the actions and decisions of other people more skillfully.

SuperSell will enable you to achieve better outcomes in your efforts to influence others by providing you with detailed insights into the motivation, the preferences, and the behaviors of each “buyer”, and giving you the selling strategy and tactics tailored to each person’s style.

Good ideas even with the best of intent are not necessarily easy sells and certainly don’t always sell themselves! Effectively selling your ideas to others can come off the rails if you fail to manage the “buyer”: fail to respond to the person’s needs appropriately or fail to show respect for and adapt to the person’s worldview and manner of communicating. SuperSell is a productivity tool that can help you use and adapt your personal talents to the communication approach that will work best for each person.

OMS… Exciting, innovative technology with unlimited sales potential

Our Consultant-Distributors are granted territorial rights to sell, implement, and support Organizational Management System, and to train client managers to use and apply the system in the Maximizing Human Performance seminar. Because OMS is a process for understanding the personalities, the job behaviors, and the motivation of people, and applying that information to the corporation’s strategic and operational decisions, it is a process intended to be used by the top management team. People, and some rather small differences in their personalities, account for the difference between success and failure in virtually every aspect of corporate performance, so OMS is a vital technology that can bring the consultant into a close working relationship with C-level managers.

Once the system is operational, which is as simple as pushing a button, and the managers trained in MHP, the consultant’s role is to provide application expertise and support to client managers and human resource specialists. Advice may cover strategic plans and business matters, job restructurings, management processes and practices, and specific management or placement decisions. The client has access to the OMS website, where they maintain all their OMS data records, JAX job analysis records, and where they do various diagnostic procedures with their data. The purpose of it all is smarter, sounder decisions based upon more detailed and accurate information, which reduce costs and contribute to higher revenues associated with higher productivity and performance. OMS is a business solution intended to make organizations more productive and more profitable, and that’s what our consulting representatives strive to achieve.

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If you are an executive looking to make a career change into the world of personal consulting, Organizational Management System presents a solid platform upon which to build your business. If you are a consultant seeking program technology that will elevate your business to the C-level and replace individual sales with long-term growing accounts, the OMS Distributorship offers you both technological and marketing competitive advantages.

For more information about this business opportunity, please Contact Us.

OMS is a niche technology targeted primarily at entrepreneurs, business owners, and executives in smaller and medium-sized businesses, who seek to execute their business strategies more precisely and successfully. The implementation of OMS in a client organization includes an up-front audit of needs and opportunities for improvement, the training of top executives and managers, support consulting, and ongoing progress monitoring.

What differentiates OMS is unique, industry-leading technology that gives clients information analysis and data management capabilities found nowhere else. JAX, despite its simple design, is a unique and sophisticated job modeling tool that, unlike the sampling techniques used by test vendors, allows users to create “what-if” job models for single jobs or jobs in transition. The OMS Questionnaire, unlike all other personality assessment instruments, can generate unique and tailored reports for specific client applications. The OMS website contains unique state-of-the-art diagnostic tools that allow clients to instantly generate compatibility and comparison reports for people and jobs. A fully scalable person versus job comparison technology enables major employers to automate job behavior and motivation pre-screening of a large numbers of candidates against their own job requirements.

Contact Us

If you are an executive looking to make a career change into the world of personal consulting, Organizational Management System presents a solid platform upon which to build your business. If you are a consultant seeking program technology that will elevate your business to the C-level and replace individual sales with long-term growing accounts, the OMS Distributorship offers you both technological and marketing competitive advantages.

For more information about this business opportunity, please Contact Us.

Learn about the Distributor Role…

1. We use behavior description interviewing, so why would we need OMS?

Included in the OMS suite of training modules is a intensive one-day program on Behavioral Interviewing, so we know that well-planned and constructed interviews can be very helpful in hiring situations. However, even the best interviews using well-constructed questions cannot uncover every job-relevant behavioral dimension, clearly differentiate talents from skills, determine the amount or degree of particular traits in comparison to other candidates, or always discern the roles people project in their efforts to adapt to jobs. In fact, studies have shown that good testing instruments are more predictive of potential job performance than are interviews. OMS is a decision-making process with many beneficial applications other than hiring, so behavioral description interviewing is a complement not a replacement.

2. What does the OMS Questionnaire measure?

The OMS Questionnaire measures two dimensions of personality – a person’s Basic Characteristics or natural behavioral predisposition, and the Job Adaptation the person is attempting to make within his or her work situation. Knowing the Basic Characteristics allows managers to understand a person’s motivation, natural talents, and capabilities, and knowing the Job Adaptation allows them to see how the employee perceives job responsibilities, and how the person is reacting to supervision, training, or the forces within the work environment.

Within the Basic Characteristics scale OMS measures seven source dimensions – Assertiveness (achievement and ego-drive), Sociability (social initiative and manner of communication), Patience (initiative and self-starting), Discipline (need for order and structure), Behavioral Adaptability (stress resiliency and ability to cope with change), Emotional Containment (emotional management), and Originality of Thinking (inventiveness).

3. We employ well-educated, skilled people – at what levels can we use the OMS Questionnaire?

The OMS Questionnaire can be used at all levels of an organization, from entry-level positions to senior management posts. Comparing the OMS results to the JAX job analysis results is what makes the information job relevant and specifically predictive of job behavior and performance.

4. Isn’t OMS just like other testing programs we have considered?

ADGI and our associated consultants do not market OMS as a testing program, and several important features differentiate OMS from traditional testing offerings. The critical program element is the Maximizing Human Performance Seminar – equipping managers to understand individual personalities and how they differ along with workplace behavior, and to manage people as individuals. Without an understanding of behavior and motivation and the implications of people decisions, test users can have difficulty applying and communicating test information effectively. Secondly, OMS is used for diagnostic, problem-solving, management, and organizational development applications for which hiring tests or simple team-building diagnostics are unsuited.

5. Can OMS help us reduce turnover and retain employees?

Yes. Study after study has reconfirmed what Scott Myers and Frederick Herzberg told us forty years ago: people stay in jobs and with organizations that allow them to meet their personal needs for growth and achievement. Placing people in the right roles and managing them in the most effective personal manner is the very essence of management today, and this is the primary application of OMS.

6. Can we implement the program by training several people in our HR department?

Yes, because clients have to decide what is best for their organizations. However, using OMS as you would a testing program offers only limited benefits, and has little impact on vital day-to-day management behaviors and actions. Selection and hiring could be improved, but it would not be possible to apply OMS to the more critical organizational management applications which we believe offer the most significant bottom-line return.

7. What is the minimum number of managers who should attend the Maximizing Human Performance Seminar in order for it to produce significant results for us?

There is no minimum as such. However, we recommend that an organization commencing OMS initiate the training at the senior management or top team level. Strategic applications of OMS affect the more tactical applications, such as candidate assessment, and require the knowledge and commitment of the company’s leadership. Once this group establishes a direction and focus for OMS, then other operational and staff managers should be involved.

8. How are the OMS Questionnaires administered?

OMS is a fully on-line, automated technology. Client users have secure access to their OMS site, are able to administer the OMS Questionnaire in different ways, and are able to develop job behavior models using several different techniques. Fully databased, and offering unique industry-leading data management and diagnostic functions, the OMS website offers valuable features for every size client organization.

9. Our major problem is recruiting – could we use the OMS Questionnaire just in that aspect of our business?

Yes. It is only one application for the program, but it can be very rewarding. We recommend a broader usage of OMS, though, because for many business organizations retaining valuable, skilled employees is even more of a priority, and without effective management of people, even the best hiring programs would still not make up for the difference.

10. Can we use the OMS Questionnaire as a pre-screening tool for job candidates?

Yes. OMS offers client organizations the unique capability of pre-screening job candidates on the basis of job-relevant personality attributes and job fit. To ensure legal defensibility, as a preliminary step we recommend that we undertake a job study on the position being pre-screened. This procedure, offered as an optional support service, provides the client with a statistical profile of the job-related traits and characteristics, and ensures that the essential traits are being included in the hiring screen.

11. We have job candidates applying from many locations and we don’t have offices everywhere they are. How can we arrange for them to complete an OMS Questionnaire?

Your candidates complete the OMS Questionnaire on-line by accessing a link forwarded to them in an email. Regardless of where they may be located, or when they actually want to fill in the Questionnaire, once they have completed the process, you receive email notification and can immediately review their OMS results and run comparative analyses against your various job behavioral models.

12. We operate internationally. Can OMS accommodate our diverse language needs?

Indeed. OMS is offered in many different languages, including English, French, German, Italian, Dutch, Castellan Spanish, Latin Spanish, Russian, Romanian, Polish, Swedish, Chinese, Japanese, Tagalog, Hindi, and Punjabi. Candidates completing the OMS are able to select their preferred language when they receive their OMS Questionnaire link.

For more information on OMS, please contact us.

More productive management and smarter management decisions depend upon the quality and depth of information management develops and uses. The most difficult information to acquire and to organize has to do with people – their personalities and behaviors, their motivation, and their ability to adapt to changing workplace expectations and to the dynamics of change.

Organizational Management System offers executive and management decision-makers comprehensive and wide-ranging insights into personality, behavior, and motivation that facilitate any organization’s management responsiveness and ability to compete. These OMS applications include:

Job Analysis – Identifying Performance Criteria

1. Analyze jobs to create precise, detailed models incorporating essential behaviors and motivating needs.
2. Create multiple job models for a specific job to capture the different performance emphases and expectations associated with variances in job context
3. Identify specific behavioral expectations to complement performance objectives in a hybrid performance management system.

Decision-Making

1. Using scientific algorithms, objectively compare employee and candidate OMS results to JAX job models to determine compatibility, behavioral and motivational fit, and development needs.
2. Instantly determine the level of compatibility of one or multiple candidates to any number of current or prospective jobs.
3. Identify specific candidate competencies and behaviors to probe during interviews and reference checks.
4. Use behavioral data to improve the accuracy of succession planning decisions.
5. Measure the effectiveness of succession planning in aligning people with jobs that fulfill their needs.
6. Search the OMS database to identify employees with behaviors and motivation compatible to specific jobs.
7. Measure the effectiveness of recruiting activities and campaigns for the organization and specific hiring units.
8. Facilitate career planning by searching the JAX database to identify jobs that align closely with the behaviors and motivation of specific employees.
9. Match sales and support people to the needs and requirements of specific accounts and buyers.
10. Diagnose the causes of group and individual performance problems.

Recruitment and Technology Automation

1. Fully automate the administration of OMS through your Internet career site and instantly prescreen candidates and rate their compatibility against multiple jobs.
2. Integrate OMS functions and data with Applicant Tracking Systems and HRIS’s.
3. Develop more focused, more relevant, and more appealing recruitment advertisements and communication pieces.
4. Conduct more penetrating and more revealing candidate interviews and reference checks.

Facilitating Organizational Improvement and Change

1. Analyze teams and work groups to determine the diversity of their styles and their talents in comparison to identified needs.
2. Build teams to meet specific behavioral expectations and needs.
3. Analyze team and work group behaviors to develop performance improvement tactics.
4. Analyze work groups to identify the behavioral causes of performance problems or variances.
5. Analyze work groups to determine the behavioral impact of training and management interventions.
6. Analyze work groups to determine the motivation, behaviors, and adaptive behaviors associated with competencies and performance criteria, for example, leadership.
7. Analyze employee groups to identify the impediments to organizational change initiatives.
8. Analyze groups to identify the predominate work culture attributes associated with the organization as a whole and with specific work units.
9. Analyze sales force abilities and align specific people with specific talents to specific markets or product/service offerings.
10. Conduct analyses that identify the performance significance of specific behaviors, motivating needs, and job adaptations.
11. Diagnose and identify specific behavioral features that are significant components of corporate, business unit or departmental work cultures.
12. Evaluate the efficacy and salience of management policies, practices, and applied beliefs.
13. Enhance Performance Management through the inclusion of realistic, relevant behavioral expectations.

Employee and Performance Development

1. Give salespeople the knowledge and tools to identify different prospect and customer buyer styles and adapt their selling methods and tactics to each individual style.
2. Give members of employee teams the insights and understanding needed to improve team cooperation, communication, and performance.
3. Facilitate and improve interpersonal collaboration and communication.
4. Augment sales and service by equipping employees in vital contact roles to be more understanding of and more responsive to personality-related differences in behavior and communication.

1. ADGI has specialized in delivering assessment and decision support systems for more than 40 years. With a focus on assessing job-related behavior and motivation, with a wealth of experience in analyzing job behavioral requirements, with strong research & development and innovation credentials, and with broad international exposure,  ADGI delivers complete client satisfaction.
2. ADGI is a technology developer and innovator. We tailor solutions to meet specific client needs and system requirements, and we develop client-specific reports, on-line training, and private-branded applications for OMS, as well as turn-key solutions for franchisors, retailers, and contact centers.
3. ADGI’s instruments – the OMS and JAX Questionnaires – are unique, proprietary tools developed for the Internet era… Completely on-line, OMS is an in-company technology available 24/7 in multiple languages, appropriate for all jobs at all levels in all industries, compliant with professional standards in all major markets, and legally-defensible. Simple and fast work best: the OMS Questionnaire is generally completed by candidates in less than seven minutes and the results are available immediately.
4. Unlike many competitors who generate wordy, redundant reports and busy, complex graphs, OMS offers a simple, but comprehensive graphical Interface to speed up understanding, communication, and decision-making. In a few seconds managers trained to read an OMS graph can synthesize objective and unambiguous information about motivation and behavior. No wasted time, no confusing double talk, no jargon, and no need for translation!
5. As a research-based organization that has pioneered numerous advances in assessment technology, we rely upon the ongoing development of tools and process innovations to differentiate OMS.  To ensure decision objectivity we include an algorithmic-based OMS-JAX comparison tool; to assist clients where recruitment speed is critical, we offer fully scalable automated pre-screening; to speed up and simplify communication, we offer integration with HRIS’s and ATS’s; and to facilitate both strategic and operational problem-solving and decision making, we offer data analysis and management tools for job analysis, team building, problem solving, and succession planning.
6. Interaction Styles (IS) is a special application of OMS to integrate with client team building and training programs for sales, service, and supervisory personnel. Built upon a social styles model of behavior IS, which eliminates the need to use additional team building programs, is licensed to clients for in-house training and development applications. It is a comprehensive interpersonal and communication skill development solution included with OMS at no additional cost!
7. Interaction Guide reports are highly innovative productivity tools that can be used by all managers to improve coaching results, management effectiveness, and communication. Developed from ADGI’s leading edge iPhone applications, Coach, Interact, and SuperSell, these reports can help any manager coach, manage, and influence with greater success.
8. Technology is supposed to bring prices down, and with OMS that’s a fact! We never sell on price, but we can always compete on price… Offering a simplified, all-inclusive pricing model, we encourage clients to explore all OMS applications and technological innovations without incurring any additional costs.
9. We believe that smart managers make smart decisions… Tools and technology matter, but with strategic, operational, and assessment decisions what matters even more is what managers know. That’s why the real focus of OMS is on management knowhow and the development of management skills in our Maximizing Human Performance seminars. We prepare managers to apply insight and factual, objective understanding to all their people decisions, greatly enhancing their value to the organization as well as their impact on results.
10. Client Service and support… ADGI and our experienced representatives know that a total assessment solution requires more than good tools and process, so we support every client program with technical assistance and application guidance, including briefings,  meetings, webinars, and training sessions. That’s why we have many current client relationships that extend back more than twenty years, with some that reach forty years. Service matters, and we deliver.