| Frequently asked questions |
|
 |
|
|
| |
|
|
| |
|
|
|
Frequently
asked questions
How is the SASQ
used?
The SASQ is used for selection, training and development.
It is primarily used for sales selection in various industries. In
hiring situations, the SASQ can help select the right people for sales
and other positions that require resilience to overcome adversity.
The benefits of the SASQ are not specific to a particular industry
or position, but can be used in any position requiring persistence
under adversity.
In training applications, the SASQ identifies specific areas
of strength and weakness, which can facilitate the training and development
process. This information can also be used to identify those who would
benefit most from a training program.
Selection of salespeople is a particularly good application of the
SASQ, given the high degree of adversity common in most sales positions.
Research on the SASQ has come up with an interesting finding. Of all
the populations we've tested in the last 20 years (and there have
been hundreds of thousands of participants in the research), no
group has higher optimism than salespeople. Salespeople have higher
optimism than managers, than executives, higher even than Olympic
level athletes.
This makes sense when you consider how much adversity most salespeople
have to overcome. We've found that it is the rare person who has what
it takes to bounce back from frequent setback and excel. That's why
high turnover and burnout is so common in sales. A good training program
can only go so far.
back to top
How is the SASQ
administered?
The SASQ can be easily administered by any responsible person in your
organization and takes about 20 minutes to complete.
I'd like to test
a few of our employees and see how they do.
We would be happy to give you an opportunity to test yourself or a
few employees using the SASQ so you can give it a trial run and see
how it works.
Regarding your desire to test the validity of the test, we feel obligated
to say that this is not a scientifically acceptable way to determine
the effectiveness of a test. To draw scientific conclusions from the
analysis, the number of subjects in a study should be at least 100
and the relationship between the test score and an objective measure
of productivity must be statistically analyzed. A pilot study can
be done with a smaller number of subjects, but the results would be
less conclusive if not meaningless.
There are many scientific studies that address the validity of the
SASQ, and we would be happy to send some of these articles.
Can we/should we
customize the SASQ for our company/industry?
There are two points that can help shed light on this question. First,
since the test has been validated in hundreds of studies, any changes
in the SASQ could undermine the validity of it. Second, the way the
SASQ works is by assessing each individual's subjective, idiosyncratic
responses to hypothetical successes and failures. So it is actually
better to measure the individual's response to events he or she has
not experienced rather than an event he or she has experienced. That
way, we are more likely to get an accurate reading on their personal
style, uncontaminated by the reality of a particular situation. It's
a little like a Rorschach (inkblot) test, which measures an individual's
response to ambiguous stimuli.
I'd like to use
the optimism questionnaire that appears in Dr. Seligman's book, Learned
Optimism.
The optimism test that appears in Learned Optimism was created specifically
for the book, since we didn't want to give away the keys to the castle.
There is no research on the test that appears in the book, so this
test is not available for business applications. Our company, however,
markets the optimism test that has been scientifically validated in
hundreds of studies over the last 20 years.
back to top
How does the SASQ
measure optimism? What is the theory behind this?
Research on the SASQ scientifically proves the common sense wisdom
that optimistic beliefs can be self-fulfilling prophecies. The SASQ
measures optimism by asking test-takers to answer a series of questions
about their expectations for success and failure. Is adversity perceived
as unrelenting or short-lived? Are setbacks viewed as overwhelming
disasters or as manageable hurdles that can be overcome? Is adversity
seen as a challenge to be confronted or as an insurmountable obstacle
to be avoided?
Optimists believe that adversity is short-lived and manageable, so
they will typically take action to overcome obstacles. Optimists are
also likely to rebound quickly following defeats and cope well with
frequent frustration and stress, maintaining confidence and motivation
following setbacks.
Does the SASQ comply with the various federal
guidelines?
The SASQ complies with Equal Employment Opportunity Commission guidelines:
The SASQ has job-related predictive validity for sales positions and
has no adverse impact. That is, the SASQ does not discriminate by
gender, race or age and it is in compliance with the Americans with
Disabilities Act (ADA) guidelines on employment testing.
back to top
|
|
|
