Gather the right information and
capitalise on your team’s strengths
Knowing yourself is the beginning of all wisdom. Aristotle
Effective self-leadership starts here
Become a real driver of positive change
We offer two types of assessments, depending on your team and individual needs; Behavioural and 360 Assessments.
You can use ours or we will work with your internal assessments.
DISC (Thomas Profile)
The simplicity of DISC makes it easy for individuals and teams to grasp and integrate into their learning.
It measures observable behaviours, motivators/drivers as well as an option to measure EQ!
It is a great tool that enhances participants:
- Understanding and appreciation of their own behavioural style.
- Understanding and appreciation of the behavioural styles of others.
- Ability to adapt behaviours to enhance communication, understanding, and relationships
Meyers Briggs (MBTI)
One of the better known behavioural assessments, this is best suited for professional environments.
It identifies basic preferences for:
- Interacting with others (Extraversion or Introversion)
- Gathering information (Sensing or Intuition)
- Making decisions (Thinking or Feeling)
- Organizing or sense-making (Judging or Perceiving)
Strength Deployment Index (SDI)
The Strength Deployment Inventory (SDI) is a globally recognised tool for improving relationships and managing conflict.
The unique value of SDI is understanding how team members will act in conflict and what methods they will most likely use to resolve the conflict.
Being your best self means playing to your strengths at work and everywhere else.
This assessment measures talents (natural patterns of thinking, feeling and behaving) and categorizes them into ‘Signature Themes’ (or the DNA at the root of talents).
A strength is the ability to consistently provide near-perfect performance. Strengths are developed over time, by applying talents – investing time practicing talents, developing skills and building knowledge.
It is only a strength if we do it well and it is generative to both us and those around us.
Emotional Intelligence is a core leadership quality. This assessment, done as a self-assessment (EQi) or as a 360 assessment, measures 15 competencies highly correlated with inspirational leadership, innovative work cultures, highly-effective teams, and engaged and committed talent.
And the best news – these are learned skills that we can develop and improve!
SigmaRadius 360 Assessment
This 360 is a good developmental assessment for succession planning at the mid to senior levels of an organization.
It measures 4 main buckets:
- Cognitive Skills
- Interpersonal Skills
- Personal Qualities
- Senior Leadership Skills
feedback process primarily for development purposes. It focuses on leadership capabilities and identifies sentinel behaviors that would be exhibited by front-line, mid-level, senior, or executive level leaders.
Approximately fifty-five questions, each on a seven point rating scale, plus a number of optional open-ended text responses, measure the leader in the following 5 areas:
- Leads Self
- Engage Others
- Achieve Results
- Develop Coalitions
- Systems Transformation
Choices Architect 360
Choices Architect® is the 360 of choice to identify, validate, and select those who are the most learning agile. It is our recommended tool for senior leaders, executives and identifying candidates for succession planning.
“Individuals with higher scores on a measure of learning agility perform significantly better once promoted. … the best predictors of actual promotion were competencies measuring learning agility and drive for results.”
Lombardo, M. M. & Eichinger, R. W. (2004). The Leadership Machine.
Clients find it helpful to combine this with the DISC behavioural assessment.