We offer a variety of powerful assessments for leadership development and team development.
360-degree feedback assessments and self-assessments are used in coaching engagements for greater self-awareness and insight into strengths, preferences, and potential areas of improvement.
Self-assessments are used in workshops, working group sessions, and group coaching to improve team performance, team dynamics, and interpersonal communications.
- Myers-Briggs® Type Indicator (MBTI®) Step II is used for understanding individual personality type and its relationship to performance, team dynamics, and communication.
- Thomas Kilmann Conflict Mode Instrument (TKI) is used for understanding how different conflict-handling styles affect interpersonal and group dynamics.
- The Fundamental Interpersonal Relations Orientation–Behavior™ (FIRO-B®) instrument helps people understand their behavior in interpersonal situations and the impact it has on other individuals and in team settings.
- The Emotional Quotient Inventory (EQ-i®) examines social and emotional strengths and areas of development in 15 key areas that contribute to proficiency in complex business activities such as conflict resolution and planning.
- Center for Creative Leadership (CCL) Benchmarks® is a 360-degree feedback assessment for managers at all levels. It measures leadership competencies critical for success as well as possible career derailers.
- Team Management Systems® Team Management Profile Questionnaire (TMPQ) outlines an individual’s work preferences and the strengths that he/she brings to a team.
- Team Management Systems® Types of Work Profile Questionnaire (TWPQ) determines the areas of activity that are critical to success in a new or existing position.
- The Stress Profiler assesses 10 different areas of stress and offers practical advice and useful tips for better coping with each stress area.
- The AcuMax Index® is the only assessment that measures and reports on human wiring – helping managers and executives at all levels to hire with confidence and effectively motivate, engage and develop talent.
- Change Style Indicator® measures an individual’s preferred style in approaching and addressing change, provides insights on preferences for managing through change, and provides context for how others might perceive and respond to their preferred style.
- Decision Style Profile® measures an individual’s preferred decision-making style and evaluates the appropriateness for including others in the decision-making process, as well as the extent to which the individual considers five critical decision factors in their decision-making process.