Assessments & Surveys
There are a number of assessments available. The assessments described below can be utilized in the various stages of development/coaching. They are also helpful in accelerating the learning curve during the selection/hiring process.
1.) Emotional Competence Inventory: The ECI 360 measures 18 competencies organized into four clusters: Self-Awareness, Self-Management, Social Awareness and Relationship Management. An emotional competency is a learned capability based on emotional intelligence that contributes to effective performance at work. Certified trainer. Hay Group, Boston, MA.
2.) The Attentional & Interpersonal Style Inventory: The TAIS measures constructs crucial to effective performance, especially performance in high-pressure situations. It illustrates how pressure affects an individual’s ability to concentrate, stay motivated, and communicates effectively. Certified trainer. Enhanced Performance Systems, San Diego, CA.
3.) Thomas-Kilman Conflict Mode Instrument: The TKI provides individuals with the means of discovering how their conflict styles affect performance. It describes a person’s behavior along two basic dimensions: assertiveness - the extent to which the individual attempts to satisfy his/her concerns; and cooperativeness - the extent to which the individual attempts to satisfy the other person’s concerns. These two dimensions of behavior are used to define five specific methods of dealing with conflict. Useful in building teams. APA sanctioned.
4.) Myers-Briggs Type Indicator: The MBTI functions as a tool that helps people to understand themselves and their behaviors, learn to appreciate others so as to make use of individual differences, and learn to approach problems in a different way. Useful in building teams, improve communication, and understanding and adapting to differences in management styles. APA sanctioned.
5.) Inventory of Leadership Styles: The ILS measures six leadership styles that have an impact on the effectiveness of the work climate and the discretionary effort put forth by the group. Certified trainer. Hay Group, Boston, MA.
6.) Organizational Climate Survey: The OCS measures six dimensions of organizational climate that have consistently demonstrated the greatest direct effect on individual and work-unit performance. Certified trainer. Hay Group, Boston, MA.
7.) BarOn Emotional Quotient Inventory: BarOn EQi is a self-report measure, which assesses an individual’s general degree of emotional intelligence. It provides a total EQ score and five EQ composite scales based on 15 subscale scores. APA sanctioned.
8.) Hogan Personality Inventory: The HPI profiles seven classic personality characteristics, including self-confidence, ambition, sociability, rules conforming, and learning interest. It is particularly helpful in understanding the basic personality tendencies of an individual and how well these line up with the demands of a leadership position. Certified trainer. Performance Programs, Norwalk, CT. <http://performanceprograms.com/>
9.) Hogan Development Survey: The HDS describes the various unproductive ways people might react under stress, profiling the risk of derailment. The HDS assesses eleven patterns of interpersonal behavior most often seen during times of stress and heavy workloads. It is particularly helpful in identifying the causes of repeated job failures. The results from this test help individuals think about any work failures they have experienced, and how these unproductive reactions contributed to problems in that work setting. Certified trainer. Performance Programs, Norwalk, CT.
10.) Motives, Values, and Preferences Inventory: The MVPI profiles core values and goals. The motives, values and preferences identified in this test are a person’s key drivers - those things that they want and strive to attain. Generally, an individual should work in an organization that shares these same values and provides valued rewards. People are also generally more comfortable and productive when surrounded by others who share the same values
and rewards. The test provides a list of what rewards are essential to keep someone motivated at work. Certified trainer. Performance Programs, Norwalk, CT.
11.) Special Integrated Report for Leadership Positions: This report integrates and summaries the HPI, the HDS, and the MVPI. A special report is also generated for the performance coach, providing him/her with useful insights regarding how to begin the coaching process. Certified trainer. Performance Programs, Norwalk, CT.
12.) Job Evaluation Tool: The JET is a profile of the psychological demands of a particular job. This is completed by the individual’s manager and four other relevant individuals who are familiar with the demands of the job in question, i.e. successful incumbents, HR professionals, etc. A graphic is generated (sample attached), and this becomes the job target for the individual or prospective applicant. This target profile can be compared against any one or any combination of the HPI, HDS, and the MVPI. Certified trainer. Performance Programs, Norwalk, CT.
13.) Clark Wilson Group 360 Measures: There are three behavioral profiles generated using the Clark Wilson depending upon which leadership level the individual is on. 1.) The Executive Leadership-senior executive and his/her immediate team, 2.) Leadership Practices - VP or director level managers, and 3.) Leadership Competencies for Managers - first level management. This 360 degree feedback is often used as a first step in a coaching process, since it profiles what a person is and is not actually doing on the job according to those who know best, i.e. the person’s direct reports, peers, and manager. Once this profile is generated, it can be used in combination with the various other tools to better understand why a person is successful or having difficulties. This approach avoids adding assessments that will have little impact on improving job performance. Certified trainer. Performance Programs, Norwalk, CT.
14.) Center for Creative Leadership 360 Measures: CCL assessment suite consist of four main assessments: Executive Dimensions, for senior-level executives, assesses specific leadership behaviors at the top of an organization; Benchmarks, for middle to senior-level managers and executives with at least three years of managerial experience, assesses skills and perspectives learned through development and potential flaws that can derail a career; Prospector, for high-potential individuals and managers, global managers and executives, assesses ability to learn and the willingness to take advantage of growth opportunities; and 360 By Design, for individual contributors, managers or executives, assesses competencies important to your organization (customizable). Some example of the competencies measured by the various assessments include: Leading the Business, Leading Others, Leading By Personal Example, Meeting Job Challenges, Respecting Self And Others, Problems That Can Stall A Career, and Leading People. Certified trainer.
The following assessments are used specifically for Team Building and may be used along with other assessments.
15.) Team Development Questionnaire: The TDQ measures the extent to which a team is a true team rather than a group of individuals. It identifies a level that the team is performing on eight dimensions of team effectiveness.
16.) Team Effectiveness Evaluation: The TEE uses 25 dimensions to diagnose general aspects of team effectiveness.
17.) Team Assessment Questionnaire: Diagnostic tool used to evaluate a team’s susceptibility to dysfunctional behaviors.
18.) Five Dysfunctions Team Assessment: On-line assessment developed by Patrick Lencioni, used to evaluate a team against the five levels of team behavior. Provides information on a team’s strengths and weaknesses.
