|
|
 |
 |
 |
|
"Sue's ability to interpret the EQ-i and take it to a practical level was incredible. I, along with many of the participants in our EQ-i training, felt as if she transformed our lives."
C. Anderson, Ph.D.,
Associate Provost,
Gallaudet University,
Washington DC
 Read more
|
360-Degree Assessments
A 360-degree assessment is a tool that collects feedback about a leader's/manager's performance from a wide range of coworkers. This includes peers, direct reports, the manager, the manager's peers, the board - as well as people outside the company such as customers, close colleagues or service providers. All of the following tools compare self-perception on a variety of leadership and management competencies with those of the others, providing a more comprehensive picture of performance and competence. In addition, all of these tools provide a variety of reporting and anonymity options, depending on your preferences.
Center for Creative Leadership Assessment Suite
This suite of tools includes two of the leading research-based 360-degree instruments, providing in-depth, customized reports on strengths and improvement needs. Both include a reporting format that helps organizations create a common leadership language at both the senior and middle levels of management.
Executive Dimensions assesses top-level leadership behaviors, including feedback on critical leadership skills and comparisons of results to other leaders
Benchmarks measures the skills learned through development that are critical for success, as well as possible career derailers.
The Hay Group
The Hay Group, located in Boston, MA provides assessment and development tools, measures and data that help individuals and organizations achieve positive and productive change. The research-based and practical 360 tools are geared for senior and middle-level managers.
ESCI (Emotional and Social Competence Inventory) Based on the partnership of Daniel Goleman's emotional and social competencies and decades of management competency research by Richard Boyatzis, Ph.D, the Emotional and Social Competency Inventory (ESCI) is one of the leading research-based 360 degree feedback leadership tools. It describes 12 competencies that differentiate outstanding performers from average performers in leadership roles.
EV360 and MV360 (Envisia Learning)
These executive and management tools assess the critical competencies required for successful senior leadership (EV360®) and middle management (MV360®).The tools provide in-depth, customized reports on strengths and improvement needs. While both support corporate performance management systems, the EV360® is ideal for executive coaching and training programs, while the MV360® is designed for management coaching and management training programs.
Leadership Practices Inventory (The Leadership Challenge, Kouzes and Posner)
The Leadership Practices Inventory (LPI) is a 360-degree leadership assessment based on the book The Leadership Challenge. The tool identifies the practices leaders use to transform values into actions, visions into realities, obstacles into innovations, separateness into solidarity, and risks into rewards. It's about a climate in which people turn challenging opportunities into remarkable successes. |
 |
Style and Emotional Intelligence Assessments
EQ-i (Multi-Health Systems)
Ideal to measure social and emotional functioning, this tool focuses on self and relationship awareness and management. The EQ-i is the industry's most reliable and valid measure of emotional intelligence, and is ideally suited for assessment in general, and to address specific challenges with conflict management and resolution, self-awareness, assertiveness, career development, interpersonal relations, team management, stress management, adaptability to change, and change management.
MSCEIT (Multi-Health Systems)
The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is designed to measure the four branches of the emotional intelligence ability model of Mayer and Salovey: Perceiving Emotions, Facilitating Thought, Understanding Emotions and Managing Emotions. MSCEIT is an ability-based scale that measures how well people perform tasks and solve emotional problems, as opposed to relying on an individual's assessment of their perceived emotional and social capabilities.
Myers Briggs Type Indicator (Consulting Psychologists Press)
MBTI is one of the most widely used personality assessments in the world. With a proven record of reliability and validity, it offers insight into individual abilities, such as leadership, thinking style, communication, interpersonal relations, decision-making, managing change and resolving conflict.
Managerial Style Questionnaire (The Hay Group)
What are the factors that set excellent managers apart from mediocre and poor managers? Research shows that a manager's style raises performance, productivity and profits significantly. By understanding and taking the best approach in a given situation, managers can improve performance and engagement.
Strengths Deployment Inventory (Personal Strengths Publishing)
The SDI is a tool that delves into the motivations and values that underlie those behaviors. It is highly effective for leadership assessment as well as for coaching, training, or team development as it helps people build awareness of themselves, manage teams more effectively, resolve conflicts, and negotiate more effectively.
Negotiation Style and Dealing with Tough Negotiators (HRD Quarterly)
These popular tools focus on how people negotiate in their professional and personal lives. Negotiation Style looks at your natural behavioral approach to negotiation situations, while Dealing with Tough Negotiators asks you to think about behavior when dealing with a difficult negotiator - one who resorts to power, aggressiveness, stubbornness, threats, excessive demands or perhaps to the "higher authority" maneuver.
Influence Style Exercise (The Hay Group)
Based on studies into the sources of managerial power, the Influence Strategies Exercise (ISE) helps individuals at any level in an organization understand and develop their influencing techniques. The ISE encourages individuals to think about how effective their preferred strategies really are – and then step out of their 'comfort zone.' It is particularly useful when there is a need for straightforward way to get people thinking about how they influence others - and how their strategies are perceived by others. |
|
Team Assessments
TeamView360 (Envisia Learning)
TeamView360 is a comprehensive tool for understanding and enhancing team effectiveness and performance. It measures each team member's scores in seven team competency areas and compares it to those of their team, including problem solving, planning, controlling, self-management, managing relationships, leading and communication. Team development plans are customized based on the results and team review of the report.
Campbell-Hallem Team Development Survey (Vangent, Inc.)
The Team Development survey is designed to gather team performance information about the management and work of intact teams, addressing how team members feel about such issues as innovation, organizational support and mission clarity. The results of the survey are intended to assist team members in their own self-management - providing valuable feedback that enables the group to focus on strategies for improvement.
Team Effectiveness Profile (HRD Quarterly)
This Team Effectiveness Profile determines the overall health and issues of teams of any level, from the executive level to project teams. This assessment helps teams identify and eliminate blockages in the vital areas of team activity, including mission, planning, goal-setting, organization, roles, operating processes, interpersonal relationships, and inter-group relations.
The 5 Dysfunctions of a Team (Pfeiffer)
Based on the New York Times best-selling book, this assessment enables teams to determine their strengths and weaknesses using the team model of the book: building trust, mastering conflict, achieving commitment, embracing accountability and focusing on results.
FIRO-B/ElementB (Consulting Psychologists Press)
Both the FIRO-B and ElementB clarify team member interactions and enable leaders to better understand their own and others' behavior in team and interpersonal situations. They are used also to determine preferences for team leadership and membership.
Thomas Kilmann Conflict Mode Inventory (Consulting Psychologists Press)
The TKI is the best-selling instrument for conflict resolution. This tool identifies individual conflict-handling styles and is useful to help people learn to move beyond conflict and focus on achieving organizational goals and business objectives. TKI is also effective in addressing change management, negotiation, decision-making, and communication.
**Most of the 360-Degree Assessments and Style and Emotional Intelligence Assessments may be used for team analyses. With individual results remaining confidential and unrevealed, group results are combined to provide a comprehensive profile of team strengths and improvement needs.
Career Assessments
Career Anchors (Pfeiffer)
What are your life goals and what motivates your work? This career assessment, useful for executive and management coaching and training, identifies core career motivators that act as internal barometers of who we are and what we want. These core career motivators, or anchors, form the basis of career interests and strengths, and the resulting career success.
Career Profile Inventory (Envisia Learning)
This powerful tool, used for executive and management coaching and training, career counseling, and succession planning, provides a profile of an individual's career stage, interests, motivations, career path preferences, and political style. The summary report compares and contrasts current to ideal preferences by analyzing gaps that identify the causes of career satisfaction, dissatisfaction, productivity, retention, and turnover.
|
|
 |
|
|
