Assessment Tools We Use to Gain Insight Into Your Leaders

Assessments offer a simple yet effective leadership development tool that helps your leaders:

  •  Demonstrate a greater degree of self-awareness
  • Validate leadership strengths and opportunities for development using a variety of perspectives
  • Prioritize development opportunities with the best chance of success
  • Understand how strengths and development opportunities impact performance

We are certified to use the following validated assessments:

EQ-i 2.0 Leadership Report

Examines EQ-i 2.0 results through four key dimensions of leadership: Authenticity, Coaching, Insight, and Innovation. As an option, client's results can be compared against those of top leaders, creating a coaching benchmark for exceptional EI performance. The leadership report also contains insights on the leadership and organizational implications of your client's results, information about which skills have the highest potential to be leadership derailers, as well as strategies for development aimed to help your client reach their true leadership potential.

Specific applications for this report are:

§ Leadership development

§ Executive development and coaching

§ Developing high potential leaders

§ Compare results against the top leader as a benchmark

https://www.mhs.com/MHS-Talent?prodname=eq2

DisC

What is DiSC®?

The DiSC profile, published by Wiley, is a non-judgmental tool used for discussion of people's behavioral differences.

The DiSC® model provides a common language that people can use to better understand themselves and to adapt their behaviors with others — within a work team, a sales relationship, a leadership position, or other relationships.

DiSC profiles help you and your team:

  • Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress, and how you solve problems
  • Improve working relationships by recognizing the communication needs of team members
  • Facilitate better teamwork and teach productive conflict
  • Develop stronger sales skills by identifying and responding to customer styles
  • Manage more effectively by understanding the dispositions and priorities of employees and team members

https://www.discprofile.com/what-is-disc/overview/

Hogan

At Hogan uses the iceberg analogy. Above the water-line and visible to all are:

1. What You Do – the business and people results an individual achieves.

2. How You Do It – the observed behaviors that lead to those results.

Below the water-line, what people cannot see but can infer is there, is

1. Why You Do It – the personality characteristics that impact behavior.

The Hogan assessments help individuals by facilitating strategic self-awareness. Understanding the underlying work style traits, core values, and derailment risks that may impact behavior allows one to manage his/her behavior to increase workplace success. The Hogan assessments help organizations by identifying characteristics that may impact an individual’s job performance as well as his/her fit within a particular role, team, or organizational culture.

https://www.hoganassessments.com/faq/

Leadership Development 360

A 360 is a comprehensive tool for rigorous, in-depth reporting of strengths and developmental needs for senior executives and leaders in all industries. It is aimed at senior managers who would prefer a more detailed analysis and comprehensive development tool. With explicit information and appropriate feedback, senior level executives can increase personal effectiveness and improve team/organizational success.