Whom We Serve About The MMP MMP Qualified Specialists Contact Us
 
 
 
 
 
 

Bar-On MMPTM Clients

Executive Coaches,
Consultants and Recruiters

 
 
 

Grow your business, inside and out

 
 
 
   
 
   
   
 

Expertise That's Tangible

You connect employees with organizations, and organizations with employees. Integrating the MMP platform into your services allows you to assess your clients' strengths and identify any skills needing improvement. Detailed reports are a value-add for your clients — employees and organizations alike. The MMP provides a framework through which you can grow your business, supported by tangible metrics to showcase your expertise.

I don't have clients ≻





 
“For performance to be a success, it has to have value.”
 
 
“For performance to be a success, it has to have value.”
 
 

Guided by Meaningful Metrics

 
 

The MMP indicates how marketable your client is, and how to present them as an asset to any organization. It determines where an individual can be coached to improve their current levels of industriousness and productiveness, and avoid risk for burnout. How the individual fits best within an organization becomes apparent through 18 core factors that can be improved.

Your tracking of these metrics over time translates aspects like work-life balance, confidence, and professional engagement into job satisfaction, long-term retention, and resilience throughout an individual's career.

 
 
 
 

Assess Employee Risks

Stress at work and risk for burnout can occur with:

  • Prolonged drive to perform at a higher level
  • Frustration with their current employment position
  • Struggles to improve their performance

This allows you to mitigate your clients' risk of:

  • Limited career options
  • Lack of career stability
  • Losing the ideal career

Explore the specifics of the MMP ≻

 
 
 
 
 
 

Gauge Individual Coachability

 
 

The MMP platform can be customized with your brand and statistically adjusted for your industry- or occupational norms. The reports are your guide to preparing your clients for successful interviews, learning new skills on the job, and for developing career strength now and in the future. Your client's assessed coachability in the MMP enhances and extends the relevance of your services.

 
 
 

Where Do We Start?

You work with varied clientele. Our pricing is volume-based, and the tokens you purchase can be used for different report options and support materials, at any time of your choosing. Flexibly apply your tokens to individuals or groups of employees across multiple organizations.

A dashboard interface allows you to schedule your clients at your own convenience. New and repeated assessments deploy in minutes and reports can be generated immediately.

Should you need an extra pair of hands to deliver the debriefing of MMP results, you can solicit collaborative involvement from other MMP Qualified Specialists.

Ask your clients to complete the assessment for a free MMPTM Résumé Round-Out. This brief report describes their top four performance strengths, and is the perfect way to get started with the MMP immediately. To expand your services, it can be instantly upgraded to any of our comprehensive report options.

Collaborate with an MMP Qualified Specialist ≻

Become an MMP Qualified Specialist ≻

Start the MMPTM Résumé Round-Out ≻

 

View our volume pricing

Salutation
First Name
Last Name
Telephone
E-mail
Position
Organization Name
Organization Size

How do you plan to use the MMP?
Strengthen leadership
Executive coaching
Better recruitment
Value-added growth
Differentiate candidates
Identify & resolve burnout

Comments:


What is zero plus seven?



You work with varied clientele. Our pricing is volume-based, and the tokens you purchase can be used for different report options and support materials, at any time of your choosing. Flexibly apply your tokens to individuals or groups of employees across multiple organizations.

A dashboard interface allows you to schedule your clients at your own convenience. New and repeated assessments deploy in minutes and reports can be generated immediately.

Should you need an extra pair of hands to deliver the debriefing of MMP results, you can solicit collaborative involvement from other MMP Qualified Specialists.

Ask your clients to complete the assessment for a free MMPTM Résumé Round-Out. This brief report describes their top four performance strengths, and is the perfect way to get started with the MMP immediately. To expand your services, it can be instantly upgraded to any of our comprehensive report options.

Collaborate with an MMP Qualified Specialist ≻

Become an MMP Qualified Specialist ≻

Start the MMPTM Résumé Round-Out ≻

View our volume pricing

Salutation
First Name
Last Name
Telephone
E-mail
Position
Organization Name
Organization Size

How do you plan to use the MMP?
Strengthen leadership
Executive coaching
Better recruitment
Value-added growth
Differentiate candidates
Identify & resolve burnout

Comments:


What is nine minus eight?



 
 
"Our team's innovation went through the roof after the MMP helped us address our engagement and ingenuity."
"I can't believe how far I've come in the last 6 months. I'm so glad to have had opportunities to develop self-insight and decisiveness using the MMP. The career move I made really paid off."
"Turns out I was at high risk for burnout. I thought its just how the work is - love it or leave it, you know? I didn't even know until the MMP pointed it out. And the best part, the MMP showed me how to prevent it."
"Thank you for pointing me in the right direction of a wonderful MMP Qualified Specialist. If it wasn't for her, I could not have excelled in my dream job."
"I love using the MMP. Easy platform to use, fast returns and nothing but a great experience!"
"It's like you read my mind with the information I needed to show the MMP to my boss. Thank you!"
"Already, the MMP is trusted by the world's best. Clearly our organization is in good company."
2.6x higher the likelihood for employees experiencing high risk for burnout to leave their current employer than others [ O.C. Tanner Institute ]
8% of organizations believe their performance management process is highly effective in driving business value [ Deloitte ]
14% unstructured job interviews predict top talent [ AON ]
17% of companies believe they have the right people throughout the company to execute their business strategy [ The Predictive Index ]
20% of employees have the skills needed for both current and future jobs [ Gartner ]
23% higher likelihood for employees experiencing high risk for burnout to visit the emergency room [ O.C. Tanner Institute ]
24% of managers have limited knowledge, offer inadequate feedback and can't help employees develop their skills [ Yoh ]
24% of overwhelmed and less-productive colleagues affect team performance [ VitalSmarts ]
30% of executives say getting the most out of their employees is one of their biggest challenges [ The Predictive Index ]
32% of employees wait more than 3 months to receive feedback from their managers [ AON ]
33% of new hires felt their on-boarding gave them the tools and resources needed to learn how to perform in their job [ TalentLMS ]
33% of time spent being unproductive by employees who feel distressed [ EAPA ]
1 sick day taken per month by employees who feel distressed [ EAPA ]
39% give poor performance as the #1 reason for an employee demotion [ OfficeTeam ]
39% of employees would work harder - are more industrious - if they are happy in their current role or place of work [ One4all ]
41% of employees feel less productive when they are stressed [ Colonial Life ]
42% of employees trust their own boss over strangers [ Harvard Business Review ]
45% of HR leaders think annual performance appraisals provide inaccurate reviews of employees' work performance [ CoreAxis ]
47% of HR professionals find managing performance and providing professional development opportunities challenging [ XperHR ]
49% of last year's hires were good hires according to executives [ The Predictive Index ]
49% of employers say it was a challenge to find candidates with hard skills [ LaSalle ]
50% likelihood of managers making a poor hiring decision [ AON ]
51% of employers experience difficulty in looking for employees with soft skills [ LaSalle ]
61% employees are terminated because they lack the behavioral fit or cognitive ability needed for the job [ The Predictive Index ]
63% higher likelihood for employees experiencing high risk for burnout to take a sick day [ O.C. Tanner Institute ]
64% of managers say they don't think their own employees will be able to keep pace with skills needed in the future [ Gartner ]
68% of executives said they found out about employees' issues or concerns for the first time during performance evaluations [ Reflektive ]
69% of employees will reject a job offer if they find out that a company's workers are generally unhappy [ Hibob ]
69% of Gen-Z employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
73% of Millennial employees have experienced periods of decreased work productivity due to job burnout [ Zapier ]
76% of employees said that an employer would be more appealing if it offered additional training designed to develop their skills for the future [ Axonify ]
82% of employees say a lack of progression would influence the decision to leave their jobs [ CareerAddict.com ]
85% of employees would consider leaving their organization over an unfair performance review [ Reflektive ]
Twice as many employees seek recognition for accomplishments instead of a salary increase [ Deloitte ]
3x higher is the employee engagement with weekly employee-manager communication [ Gallup ]
4.6x more likely that employees feel empowered to perform their best work when they feel their voice is heard [ Salesforce.com ]
34% higher employee performance in talent-optimized organizations [ The Predictive Index ]
36% more revenue from employees with good job fit [ AON ]
37% of executives say their #1 priority is talent strategy [ The Predictive Index ]
42% more profit from employees with good job fit [ AON ]
50% of employees say their employers provide career development opportunities that meet the need and chances for advancement [ APA ]
57% of employees will be more productive, loyal, and take less time off work if their employer proactively supports their mental well-being [ Health Shield ]
61% of employees say their employers are willing to provide upskilling opportunities in technical and soft skills for the future [ APA ]
69% of employees say they would work harder if they felt their efforts were better recognized [ PwC ]
69% of high-performing talent organizations are more likely to feature clearly defined critical and desirable skills in their job descriptions [ Allegis Group ]
70% of employees are in uncertain jobs, but can be prepared for the future [ Pearson ]
73% of talent professionals say people analytics will be a major priority for their company over the next 5 years [ LinkedIn ]
81% of talent professionals agree that internal recruiting improves retention [ LinkedIn ]
87% of organizational leaders say that data enhances their credibility [ Qlik ]
89% of talent professionals say a multigenerational workforce makes a company more successful [ LinkedIn ]
92% of employees are open to their organization collecting data on their work if it improves their performance or well-being, or generates personal benefits [ Accenture ]
97% of employees think that data improves their job performance [ Qlik ]
 
 
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GLOBAL HEADQUARTERS
MMP to Perform
14845 Yonge Street, Unit 6
Aurora, Ontario
Canada, L4G 6H8
  GET IN TOUCH
1-833-MMP-TALK
1-833-667-8255
info@mmp2perform.com
 
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All Rights Reserved.
Bar-On Multifactor Measure of Performance TM
(Bar-On MMPTM)
© 2021 Into Performance ULC.
All Rights Reserved.