Customized Training Solutions & Management Research Associates, Inc.

Making the best hiring, coaching and training decisions require information-the better and more accurate the information, the more effective the decision. CTS, Inc. has partnered with MRA Enterprises, Inc. because they have the most accurate, cost-effective instruments to help our clients make the "right decisions at the right time for the right reasons."

How about accuracy? Internal consistency of the primary profiling instrument, THE LEADERSHIP MATRIX, was found to have a reliability coefficient of +. 96. Correlation Coefficients are measured on a scale from -1.00 (perfect negative correlation) to +1.00 (perfect positive correlation). "Construct validity" answers the question: Does the instrument measure what we say it measures? In a sampling of 300 respondents, the average accuracy rating was 92%. Ninety-four percent of the ratings were between 86% and 98%.

The MRA program goes beyond just testing an individual's personality and preferred behavior patterns. We also measure:

Comprehension Speed The speeds with which an individual can receive, absorb and use information.
Factual Judgment Decision-making ability when unrelated alternatives are present (are the decisions "snap" decisions, intuitive, compulsive?)
Empathic Judgment The ability to sense the feelings of others regardless of whether one agrees. (Critical for managers and sales personnel.)

CTS-MRA clients are better equipped to make hiring and placement decisions that are in the best interest of both the applicant/employee and the organization. Read more about what we can do in these specific areas:

New Hires The MRA system matches the applicant's personality with the job requirements to create a satisfied and productive employee. MRA provides its clients with its copyrighted and highly acclaimed Profiling System that measures relevant traits and abilities, eliminating a large part of the guesswork in selection and, most important, management.

Existing Employees The MRA system is foremost a management tool. Research shows that attempts to motivate an individual in a direction contrary to that worker's preferred behavioral style is likely to fail. For an organization to succeed, every employee must be properly supported and given the opportunity to succeed. Managers can use the MRA profile information to make day-to-day leadership decisions. There are no "good" or "bad" profiles, only degrees of appropriateness for the position being filled. Certified MRA Associates (clients) know how to use this information to modify the work environment and build working relationships.

Sales Force MRA clients first know how to determine the best trait-job-fit, depending on how difficult the product is to sell. Since personalities differ as risk-takers and as to the degree of independence with which they are comfortable, job-fit is the only way to reduce turnover. These behavior differences are easily measured. Sales people also learn how to sell using their personal strengths. Once steeped in the program, they can also learn how to recognize the communication style of their prospects, so that they can communicate in the style in which the prospects are most comfortable.

Here is what some of MRA clients have to say.

Accounting Industry: "...every CPA firm should use the MRA program. ItÕs the only way we found to come close to hiring the right person, rather than relying on interviews which are proven faulty predictors." Mac McBride, Managing Partner McBride, Shopa & C.o., DE
"One of the most cost beneficial courses I've ever taken." Lloyd A. Turman, Executive Director Florida Institute of CPAs, Tallahassee, FL

Engineers & Architects: "Turnover is zero ... saving valuable time and dollars. MRA helped us become a "learning Organization." Dave Roach, Principal Architect, Teter Consultants, CA

Automotive: "Learning something as simple as employees' rate and ability to learn, and how they apply it, has saved so much time. We save two to three days of our time per applicant. More importantly, we immediately know whether to invest our time and, if we do, how." Charles Lindberg, President Grover-Lindberg Distributing, Inc., MN

Banking Industry: "There are three major advantages that set MRA apart: Those involved in hiring will select more effectively and efficiently, MRA provides management plans specific to each profile, thus enabling us to successfully individualize leadership - and - the program is very cost effective. There is also an underlying self satisfaction that results from increased awareness of your own leadership style." Rodney R. Nelson, President Bremer Financial Corporation, MN, ND, WS

Broadcasting Industry: "By involving present employees in using and implementing the materials, communication has increased, allowing them to perform their jobs more effectively. We don't move without it!" Al Leighton, President Leighton Enterprises, St. Cloud, MN

Employment Industry: "The MRA system is an excellent resource for enhancing one's leadership abilities while developing the strengths of the people the leader manages. This is a great team-building tool!" Lisa S. Schildhorn, President Dental Power of Delaware Valley, PA

Insurance Industry: "Thanks to MRA, our selection process has improved to the point where our trainers have commented upon the higher quality and better attitude of those selected for training. MRA works!" Steve Counts, Senior Vice President, Long Term Preferred Care, Inc./FISI Madison, Nashville, TN
"We are thrilled with MRA! By using the age-old method of intuition and standard interview process, we just kept coming up with a standard turnover. We wanted to do better at reducing attrition and keeping good people, believing that we could then grow dramatically. Having used MRA for only six months, we are amazed at its importance to our company." Scott A. Roy, President Paragon Associates, a division of Family Heritage Life Insurance Company of America, Memphis, TN

Legal Profession: "Now that we have introduced the MRA management tools to our law firm...it is clear that the partners have a much better understanding of what makes each other tick and how we must sometimes adjust our personal styles to meet another's needs. Our individual roles within the firm are now more clearly defined which makes each of us more productive." Richard M. Hall, Partner Hall & Brogden, P.C., Indianapolis, IN

Manufacturing Industry: "After five minutes of reviewing a profile I am able to tell how to proceed with an interview and which questions to ask. Over the fifteen years I have been using the materials, our service and production errors have clearly decreased. Commun-ications and individual tolerance levels have improved." Hilary Raab, President Balemaster, Division of East Chicago Machine Tool Corp., Crown Point, IN
"Our company spent a year investigating profiling systems. As we explored various systems it became clear that MRA was the system that gave the most useful information. MRA accurately defines a person's tendencies and gives management clear suggestions for helping individuals succeed by specifically addressing the unique differences in their profiles. I highly recommend the MRA profiling system..." Mark J. Rieland, Human Resource Manager Phillips Plastics Corp., Medford, WS

Real Estate Industry: "MRA gives us the information we need to be better and more productive managers. It allows us to focus on our people as individuals, thereby maximizing our efforts. The result is increased productivity and happier staff." Harvey Stringer, Executive Vice President Watson Realty Corp., Jacksonville, FL

Resort Development: "We have reduced turnover. Each mistake can cost up to $100,000 in our industry." Ed Garrett, Regional Vice President, Bluegreen Corp., TN