We offer an array of online assessments that produce information that supports:
- Career Planning and Career Development
- Organizational and Leadership Development
- Team Building and Process Facilitation
- Interpersonal Relations and Conflict Management
- Employee Selection and Personal Development
The Emotional Quotient Inventory 2.0 (EQ-i 2.0) measures an individual’s emotional intelligence. Science and professional feedback from the EQ-i® strengthened the direction of this second generation assessment. Now, it’s a complete experience with a new and intuitive model, customizable reports, and an online platform for easy administration.
- Generate a total EI score with five composite scores measuring distinct aspects of emotional and social functioning
- Gain a deeper understanding of how the results affect a participant’s workplace performance (conflict resolution, change management, teamwork, decision making and more) with strategies customized based on individual results
- Make instant connections between subscales and help participants leverage EI strengths and improve EI weaknesses
- Use the Well-Being Indicator to measure your client’s level of happiness; resulting in additional developmental opportunities
- Target solutions at every level with a multi-level approach to developing EI
- Reports are designed with clear instructions, interpretation guidelines and results-driven content setting you up for success
The Emotional Quotient 360 (EQ 360) is an emotional intelligence assessment that allows leaders to receive feedback from peers, managers, direct reports, and others on how they leverage their emotional intelligence. It offers clear alignment with the EQ-i 2.0: automated set-up, condensed report output, enhanced report appearance, and detailed interpretation.
- Save timewith easy administration and support. Tools such as the Profile Gap Analysis, Rater Response Summary, and a Coach’s Debrief Guide will save valuable interpretation time.
- Gain insightwith rich interpretation and developmental strategies, including sections on balancing emotional intelligence, a well-being indicator, and impact-at-work insights.
- Make it your ownwith customized reports, templates, and optional features such as personalizing reports with your or your client’s logo and adding your own custom questions
The Pearman Personality Integrator (Pearman) looks at behaviors that are most natural (comfortable) and those that are required or demonstrated in a person’s every day environment. Explore the differences, the similarities
and a person’s flexibility to operate outside of his or her comfort zone. The Pearman encourages you to move beyond a type pattern and gain greater use of all your psychological resources. This assessment represents personality along a continuum and does away with the need to choose one personality type over another. Respondents feel a greater fit with their results.
Adapting to change and being resilient to setbacks are necessary to success. The Pearman FlexIndex measures how well a person is able to leverage his/her psychological resources to operate at peak capacity. This makes it perfectly suited to use with your talent development initiatives.
Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator® (MBTI®) takes a “structured” approach to personality assessment. The MBTI is the most widely used personality assessment in the world. It offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, make decisions, and interact.
Using the MBTI helps organizations build and manage work team cohesion, support talent management, enhance targeted leader development, improve interpersonal communication, manage conflict, motivate employees, and create an most effective work team and organizational culture. The simplicity of the instrument administration, and the clarity of its feedback reports make it a more user-friendly application for driving targeted, personal behavior change in the culture of the organization.
The DiSC Personality Test inventory analyzes combinations of the four primary personality and behavioral styles. Each has very distinct and predictable pattern of observable behavior and motivators. DiSC is used in corporate, business, educational and personal situations. The understanding of DiSC patterns has been applied by millions internationally for better insights into self and others in the areas of workplace culture, leadership, management, sales, hiring and employee development.
The DiSC helps us to understand natural differences between people, and it helps us realize how we gravitate to our natural motivational needs, what provides psychological security, and what pushes their fear button. It is normed against a variety of work populations, including sales.
Fundamental Interpersonal Relations Orientation
The Fundamental Interpersonal Relations Orientation™ (FIRO®) helps people understand their behavior and that of others in interpersonal situations. It is used specifically in business environments and ideal for leadership development, team building and communication initiatives. This instrument quickly gathers critical insights into how an individual’s needs for inclusion, control, and affection can shape his or her interactions with others. The FIRO-B is ideal for use in one-on-one coaching, small groups, or teams, as an integral part of team-building initiatives, management training programs, and communication skill-building.
The FIRO-B taps into key aspects of personality and behavior in areas such as communication, problem solving, decision making, and interpersonal relations, and it is extremely helpful when paired with the MBTI producing rich detail in coaching for managing interpersonal relationships.
Leadership Practices Inventory (LPI)
The Leadership Practices Inventory (LPI) 360 captures multi-dimensional and multi-directional feedback about leader behavior. The LPI 360 presents perspectives on a leader evidenced at all levels, no matter the title, ethnicity, gender, age, and so on. It captures the motivation and the willingness to work hard, the level and type of engagement and communication that takes place between leader and others in the organizational environment.
LPI 360 reports on the varied perspectives of others in the environment to offer more rich, multiple views on what the leader does, how he or she interacts and communicates, and how he or she contributes to organizational culture and climate, and how he or she adds value through his or her personal leadership approach, and presents specific suggestions for coaching personal development
Hogan Personality Inventory
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality–qualities that describe how we relate to others when we are at our best. The assessment will provide insights to help hire or develop stronger leaders, and assessing personality gives you valuable insight into how people work, how they lead, and how successful they will be. The results also describe the way individuals may tend to show up in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success.
By assessing individual personality, you can recognize and mitigate performance risks before they become a problem, but at the same time, you can identify personal motivations, and recognize how to reinforce the positive aspects of the individual’s ability to contribute at work.
Strong Interest Inventory
The Strong Interest Inventory® test is an assessment that helps people match their interests with potential educational, career, and leisure activities, using an individual’s preferences in a variety of areas to aid them in discovering what they’d most enjoy doing with their work and their free time. Each career option and college major category has a set of interest themes associated with them. More important than the definitive scales that you score high on are the patterns between your likes and dislikes, and what they mean when looked at altogether. You will be given clearer insight into which activities and subjects you prefer, along with a brief interpretation of these results.
Value: Strong helps individuals and organizations understand how personal interests can positively influence decisions about jobs and careers. This decision making can be most beneficial when matching individuals and work groups to the functions, tasks and roles they may be asked to play at work. Coaching with this kind of information can lead to greater productivity and effectiveness in personal and work group contributions to team and organization goals and business strategies.
The TKI is a self-report assessment that allows you to discover whether you might be overusing (a high score) or underusing (a low score) one or more of these five conflict-handling modes: competing, collaborating, compromising, avoiding, and accommodating. The results demonstrate that the TKI measures an aspect of conflict-handling behavior that is consistent across different countries and cultures.
The TKI shows a person’s preferred conflict-handling style, and provides detailed information about how he or she effectively uses the five Conflict Modes. Coaching support, guided by this information will help the individual understand how to best manage or avoid conflict in the most productive manner to engage the contributions of others and achieve the best solution-building and decision-making
The California Psychological Inventory™ (CPI™) assessments are powerful tools for helping individuals improve their overall performance and leader behavior. The gender-neutral profile can be used in a variety of employment situations and enables organizations to find and develop high-potential employees, making it an essential tool for your investment in employee training and development. Coaching support using the report is most helpful when aligning leader behavior and performance with business strategy, particularly when fine-tuning key elements of leader behavior.
CPI provides a clearer picture of an individual’s personal and work-related characteristics, motivations, and thinking styles, the CPI is used to help individuals improve their performance and behavior at work. Coaching support, guided by this information will help the individual understand how to work more productively as an individual and shows how to best blend in with a work team.
Zenger Folkman is a strengths-based leadership development assessment that helps leaders elevate their people and organizations. The focus is on leadership because it’s the most powerful and direct means to an important end—improved results. The Zenger Folkman assessment shows powerful correlations of strength-based leadership development with:
Employee Engagement, Employee Retention, Employee Morale, Performance and Productivity, and Health and Safety.
Strengths-based leadership has deep and profound implications for personal, team, and organization development.