Assessments are critical to attracting, developing and retaining your most valuable asset: your employees.
An effective leadership development program begins with an honest evaluation of where participants are, a clear vision of where you want your organization to go, and an accurate assessment of the leadership team charged with getting you there. We offer a full suite of individual, team and organizational tools to assess individual leaders and the synergy of your leadership team.All assessment results are delivered in one-on-one coaching sessions or in the full or half-day training sessions for groups and teams. Click on any assessment below for more information.
DiSC is a model of human behavior that helps people understand "why they do what they do." The dimensions of Dominance, influencing, Supportive, and Cautiousness make up the DiSC model and interact with other factors to describe human behavior. The most important benefit of the DiSC model is in-depth understanding of your own individual behavioral style and preferences, and learning to recognize the behavioral style of others. DiSC provides strategies for communicating more effectively with other styles and promoting appreciation of differences.
Emergenetics provides a grounded framework for effecting actionable change through the use of proprietary tools and training based on scientifically-proven thinking and behavioral technology. Based on research into the field of brain-science, psychometric evaluation and organizational development, Emergenetics works for organizations because all organizations, big or small, are built on people—how they interact and how they work. Emergenetics ultimately provides organizations with the ability to analyze and value their workforce and better capitalize on human assets—whether in terms of productivity, leadership, decision-making, attitudes or teamwork.
The BarOn EQ-i® is the most comprehensive, practical and widely-administered tool in the field of emotional intelligence (EQ). EQ, broadly speaking, is concerned with understanding oneself and others, relating to people, and adapting to and coping with one's immediate surroundings. Being smart (traditional IQ) isn't enough. One must learn how to appropriately manage the social and emotional demands life places on you. Research reveals that "non-cognitive" factors are better predictors of success and satisfaction in life. Failure to adapt socially and emotionally to your surroundings is a leading cause of career derailment.
The basic premise for the FIRO-B® Instrument is simple: "people need people," and people's interpersonal needs motivate their behaviors. FIRO-B provide critical insight into how an individual's need for inclusion, control, and affection can shape his or her interactions with others. The FIRO-B Assessment is a unique instrument that doesn't actually "measure" anything. Instead, it provides a score that is used to estimate how comfortable an individual is with a specific behavior.
Hogan Personality Inventory
Hogan Development Survey
Motives, Values, Preferences Inventory
The purpose of the Myers-Briggs Type Indicator® (MBTI®) personality inventory shows that seemingly random variations in behavior are actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment. Perception involves all the ways of becoming aware of things, people, happenings or ideas. Judgment involves all the ways of coming to conclusions about what has been perceived. If people differ systematically in what they perceive and in how they reach conclusions, then it is only reasonable for them to differ correspondingly in their interests, reactions, values, motivations and skills. The MBTI provides identification and description of 16 distinctive personality types that result from the interactions among a person's preferences.
The purpose of a 360° assessment is to evaluate, enhance and build the skills and competencies needed to be an effective leader. The results are intended for professional and personal development in your present position and in preparation for possible future career opportunities. Feedback on the strengths and struggles of each individual team member is requested from colleagues (raters), including supervisors, direct reports, peers and others who may have valuable insight to share. The names and responses provided by the raters and the individual results of the 360° are confidential.
More than 16 million people have used The Clifton StrengthsFinder to help identify their natural born abilities to further focus on their areas of strength. CliftonStrengths identifies a person's unique sequence of 34 themes of talent and shows people how to succeed by developing them. Research shows when an employee receives strengths coaching, they are more likely to be engaged as an employee and more loyal to the organization and their mission.
The TKI is an assessment that determines how you tend to respond to conflict (when your needs differ from those of another person), and what other conflict-handling options are available to you. While the word conflict definitely has a negative connotation, we only use it to define a situation where two people want different things. So while it can be bad, it can also be a good thing. Without conflict, we can't have resolution!