Have you ever hired someone you later wished you'd never hired?
Most leaders smile at that question. Not because it's funny, but because someone immediately comes to mind. Here's the truth almost nobody says out loud: the purpose of an assessment isn't to tell you whether someone is good or bad. It's to help you make fewer expensive people mistakes.
Validated hiring, leadership, and team assessments (PXT Select®, CheckPoint 360°™, and Everything DiSC®) plus our own Employee Engagement Survey and Training Needs Analysis, matched to your exact problem, with a plan to turn the data into retention, engagement, performance, and profit.
AUTHORIZED PXT SELECT® PARTNER · EVERYTHING DiSC® · PXT SELECT: 5,000,000+ ASSESSMENTS TAKEN IN 80+ COUNTRIES · TRAINING LEADERS SINCE 1999
Now the harder question: what did that one hiring mistake actually cost you?
It was never just the salary. Count what really walked out the door:
Every paycheck written to the wrong person in the seat.
The work that didn't get done, and the rework of what did.
Relationships damaged by someone who never fit the role.
Your best people carrying the load, and resenting it.
Hundreds of hours coaching, correcting, and documenting.
The quiet resignations that traced straight back to one bad hire.
One bad hiring decision rarely costs thousands.
It often costs the culture.
of first-year salary: what turnover can cost, according to Wiley, the publisher of PXT Select
PXT Select assessments taken, across 42,000+ organizations in 80+ countries
global satisfaction rating for Everything DiSC, used by more than 10 million learners
Every culture problem is first a people decision. Assessments help you make better people decisions.
Every leader I've ever met has hired someone they ended up regretting, and I'll be honest with you: so have we. That's exactly why we stopped trusting gut feel alone. Since 1999, Jody Holland Training & Speaking has trained more than 300,000 leaders in 14 countries, from the Fortune 50 to fast-growing regional companies. With an M.S. in Psychology, 23 books on leadership, and authorized-partner access to some of the most researched assessments in the world, we turn who someone is into how they'll actually perform.
Assess
We measure the people you have, the people you're about to hire, and the organization they work in: thinking style, behaviors, interests, leadership as others see it, and how engaged your people really are.
Map
We correlate the data with your actual top performers to build your success pattern: the measurable profile of what winning looks like in your organization, and where training will pay off first.
Multiply
You hire, coach, train, and promote against that pattern, so success stops being an accident and becomes both scientific and predictable.
Which tool solves your problem?
Two questions. You get the assessment that fits the problem, what it measures, who takes it, and the tool to pair it with.
Every tool in the workforce ecosystem, and the job each one does
Four jobs, four sets of tools: diagnose the organization, hire the right people, develop the leaders, and build the team. The PXT Select family is backed by 30+ years of research and Everything DiSC by nearly 50. These aren't personality quizzes. They're decision instruments.
1. Diagnose the organization
Start here when you can feel the problem but can't locate it. These two are our own instruments, and they tell you where to point everything else.
Employee Engagement Survey
An anonymous survey of every employee, run by Jody Holland Training & Speaking as a neutral third party. It produces an overall Engagement Index and scores the drivers behind it: the direct supervisor, the work itself, expectations, growth, senior leadership, and pay and benefits. Leadership sees results only in aggregate.
Best for: finding out why people disengage or leave, and where. You get breakouts by location, level, and tenure, an executive readout, and a six-month pulse to show what moved.
Training Needs Analysis
A short pulse that asks your people 20 questions about their own work, their immediate leader, and the organization, then asks each person to choose the three changes that would most improve their work. Role level is the only identifying question, and results are reported only for groups of four or more.
Best for: deciding which leadership skills to train first, and at which level, before you commit the budget.
2. Hire the right people
Selection tools compare each candidate to what the job actually requires, so every finalist is measured against the same standard.
PXT Select®
The full-person assessment. It measures thinking style, nine behavioral traits, and interests, then compares each person to a performance model for the specific job, chosen from a library of 100+ roles or built from your own top performers. Computer adaptive, about 40 to 60 minutes.
Best for: selection, onboarding, coaching, and succession. One assessment produces the selection report with interview questions, plus Multiple Candidates, Multiple Positions, Coaching, Manager-Employee, Team, Leadership, and Sales reports.
PXT Select® Sales Report
Shows fit to your sales role and how a person approaches eight sales practices: prospecting, initiating contact, building relationships, closing, self-starting, resourcefulness, coachability, and working with a team.
Best for: hiring salespeople against a model of your best reps, then coaching the ones you have.
Step One Survey®
A first-hurdle screen for job applicants. It measures integrity, reliability, and work ethic in about 20 minutes and returns a one-page summary with a detailed interview report.
Best for: high-volume and high-turnover roles, and protecting your culture at the front door.
Customer Service Profile™
Measures six service traits (trust, empathy, focus, tact, conformity, and flexibility) plus vocabulary and numeric proficiency, against your own definition of great service. General version, plus hospitality, healthcare, financial services, and retail.
Best for: hiring and onboarding the people who carry your reputation every day.
PXT Select® Non-Cognitive
The same nine behavioral traits and interests, without the thinking-style section. About 20 to 30 minutes.
Best for: roles where thinking skills are already established or not a requirement of the job.
ProfileXT®
The original full-person assessment with job-fit matching. PXT Select is offered in English, French, and Spanish. ProfileXT covers the rest.
Best for: multilingual workforces and multinational operations.
3. Develop the leaders
The leader someone works for shapes most of their experience of the company. These two show you who will lead well and what each current leader should work on.
PXT Select® Leadership Report
Built from the PXT Select assessment. It describes how a person approaches six leadership skills: creating a vision, developing strategies, ensuring results, inspiring people, being approachable, and mentoring others.
Best for: promotion decisions, succession planning, and finding your next generation of leaders before you need them.
CheckPoint 360°™
Feedback from the leader, their boss, peers, and direct reports across eight competencies and 18 skill sets: communication, leadership, adaptability, relationships, task management, production, development of others, and personal development.
Best for: giving each leader a personal development guide, then re-measuring at 6 or 12 months to show what changed.
4. Build the team and the culture
Everything DiSC gives people a shared language for how they work, built on four styles: Dominance, Influence, Steadiness, and Conscientiousness. No style is better than another, which is why we use DiSC to develop the people you have, not to decide who to hire.
Workplace
The starting point for any team. Each person learns their own style, what drives them, and how to work with every other style.
Best for: miscommunication, new or merged teams, and anyone who has never done DiSC.
Worksmart
Builds on the Workplace profile with five applied skills: giving constructive feedback, navigating conflict, empowering others, navigating change, and motivating others.
Best for: teams that know their styles and still avoid the hard conversations.
Management
Teaches managers their own style and how to adapt it when reading people, directing and delegating, motivating, developing talent, and managing up.
Best for: new supervisors, first-time managers, and anyone promoted for technical skill.
Agile EQ
Shows each person the emotional and interpersonal responses they rely on, and builds the ones outside their comfort zone.
Best for: teams living with constant change, pressure, or difficult customers.
Productive Conflict
Helps each person recognize their destructive conflict habits, understand the thinking behind them, and choose a better response.
Best for: teams where disagreement goes underground or turns personal.
Work of Leaders®
A leadership model built on three steps: crafting a vision, building alignment, and championing execution.
Best for: senior teams that need to get aligned, and leaders at any level growing into bigger roles.
Sales
Teaches salespeople their own sales style, how to recognize each customer's buying style, and how to adapt to it.
Best for: lifting results with the reps you already have.
Catalyst™
The online platform behind Workplace, Worksmart, Management, and Agile EQ. People keep their profile, compare styles with colleagues, and get tips before a real conversation.
Best for: keeping DiSC in daily use after the workshop ends.
Want a taste first?
Take the free C-4 Relationship Profile, our own complimentary DISC-style profile. It is a Jody Holland tool, separate from Everything DiSC.
From refereeing people problems to running your business
You're frustrated that your team isn't as engaged or successful as the business needs. You know your people are capable. You just don't know how to get them there. Every hire is a coin flip. Every promotion is a hope. The training budget is a guess. And too much of your week goes to problems that trace back to one people decision.
Your people decisions run on evidence. Hiring matches proven success patterns, managers coach each person the way that person needs, leaders grow on data instead of guesswork, and you know how engaged your people are because you asked them. You're finally free to serve customers and solve the problems only you can solve: running the business instead of refereeing it.
Frequently asked questions
Make your next people decision your best one.
You can keep doing what you've been doing and keep getting the same frustrating results, or you can make success scientific and predictable. A Team & Leadership Study is the first step.
Prefer email? [email protected] · (806) 216-5323
Become The Leader You Would Follow.
Jody Holland Training & Speaking · Authorized PXT Select® & Everything DiSC® Partner
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PXT Select, ProfileXT, Step One Survey, Customer Service Profile, CheckPoint 360, Everything DiSC, Work of Leaders, and Catalyst are trademarks of John Wiley & Sons, Inc. or its affiliated companies.
