Assessments

Click on the assessment title for more information.

360 By Design

Center for Creative Leadership 360 BY DESIGN®

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360 Leadership Profile

360 Leadership Profile

The results of this confidential survey assist us in co-developing a strategy that increases productivity and work satisfaction, both leading to increased bottom line profitability. These profiles are administered on an individual or organizational basis and open the door for increased communication and a greater understanding of the Leadership Development process.


Authentic Leadership

Authentic Leadership

Discover Your Authentic Leadership Style; Live for a higher purpose – this tool takes you through a series of questions to help you become more self-aware of where your values are and what is important to you. This assessment is very self-reflective and includes a profile to help you determine where you are in your Transparency, Ethics, Balanced Processing and Self Awareness.

  1. Authentic leaders have a strong sense of Self-Awareness
  2. Authentic leaders know their values and principles
  3. Authentic leaders know and balance their intrinsic and extrinsic motivations
  4. Authentic leaders have a strong support team
  5. Authentic leaders are grounded through integration
  6. Authentic leaders empower others to lead

Building A Functional Team

Building a Functional Team

This assessment is a tool from the Five Dysfunctions of a Team and is geared to provide you with a sense of your team’s unique strengths and areas for improvement. For the most accurate and holistic analysis, we encourage your entire team to complete the Assessment. While the assessment itself provides an interesting perspective, its most important aspect is the discussion and training from the “Building a High Performing Team” series MSBCoach offers.

Conflict Dynamics Profile

Conflict Dynamics Profile

The Conflict Dynamics Profile, an assessment dealing with conflict behaviors in the workplace, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict. Two versions of the instrument – the CDP-Individual (CDP-I) and CDP-360 – provide practical solutions for promoting more effective conflict resolution. Based on these triggers and responses, the Conflict Dynamics Profile then provides practical approaches for improving behaviors that promote more effective workplace conflict resolution.

Customer Service Style Assessment

Customer Service Style Assessment

Just like personality types, each of us has a different style for handling customers. These style show up differently in different situations and have both strengths to celebrate and challenges to overcome. After completing this assessment, you will have a better understanding of your CS style and the style of others.

DISC Personality Profiles

DISC Personality Profiles

What is the DISC model? The DISC Model of Human Behavior describes the four basic temperament types: (Choleric) D-type, (Sanguine) I-type, (Phlegmatic) S-type, and (Melancholy) C-type. Everyone is a blend of DISC behavior. No normal person has a bad personality. It's what you do with your DISC personality that may be good or bad. Identifying your DISC personality blend/s is vital to effective leadership and relationships.

"D" - Active/Task -oriented
Dominating,
Directing, Demanding,
Determined, Decisive, Doing. 


"C" - Passive/Task -oriented 
Cautious,
Competent, Calculating,
Compliant, Careful,
Contemplative.

"I" - Active/People -oriented 
Inspiring, 
Influencing, Inducing,
Impressing, Interactive, 
Interested in people.

"S" - Passive/People -oriented 
Steady,
Stable, Shy,
Security-oriented, 
Servant, Submissive, 
Specialist

 

The DISC profile consists of a series of words where you choose the words most like you and the words least like you to get results in two areas, the first being “This is what is expected of me” and the second being “This is me.” DISC is available in several different versions for leaders, teams and wellness.

Emergenetics

Emergenetics

Emergenetics is a tool used to achieve a profile of a person’s behavioral and thinking characteristics. Emergenetics profiling is often used by organizations to increase self-awareness, build strong,effective teams and value/appreciate the differences in others. Emergenetics is also used for educational purposes and relies heavily on behavioral psychology and neuro-science.

The theory behind Emergenetics is that people are born with thinking and behavioral traits already in place. These traits and behaviors are then modified and altered by the environment and social surroundings. In essence, a person has genetic traits that are affected by the environment. For centuries, psychologists and philosophers were certain that behavior only existed as a result of the surrounding environment, but research studies began to indicate that a person’s behavior is a combination of both genetics and the environment. Today, most psychologists acknowledge that both genetics and environment, or nature and nurture, make up the behavioral and cognitive characteristics of each person.

The Emergenetics test is a self-assessment questionnaire that results in a picture of a person’s thinking and behavioral traits. This profile is broken down into seven Emergenetics attributes: four thinking attributes and three behavioral attributes. Each attribute is given a color.

"The Emergenetics profile provided a mechanism for self discovery on how I process information and interact with others. This was very helpful to me in dealing with some peers who were uncomfortable encounters in the past. Using this understanding of my profile as well as theirs, it has considerably improved our communications and working relationship."
--  Melissa Frederick Director of Compensation University of Virginia Health System

 

 

Emotional Intelligence

Emotional Intelligence

Logical intelligence will set leaders and team members up for one level of success in their job. But to move to higher levels of effectiveness you must also develop your emotional intelligence (EQ). When you combine both intelligences together, you will understand yourself better, get along better with colleagues and lead more powerful and successful organizations.

The EQ survey helps to identify strengths and opportunities for growth in the following areas:

  • Self-awareness
  • Self-management
  • Social awareness
  • Relationship management

The profile consists of a series of questions in each category and takes about 15 minutes to complete.

EQ in Action



EQ in Action

Emotional Intelligence does not exist apart from relationships. We are created, developed, and sustained in relationship throughout our lives. Our brain and our emotional competencies develop in relationship. As adults, our emotional intelligence is dynamic. Most of us run the gamut of being emotionally smart to dumb depending upon the situation and the stress we are under.

This tool provides individuals with a profile of their basic internalized relational map that has been developed through life experience from infancy to this moment. The report profiles an individual’s relationship strategies in different difficult contexts.

Rather than self-report about what a person thinks they would do, this tool places individuals in a real situation as they watch several video segments where someone is talking directly to them. They are asked to track their own experience as they watch the video and attend to what the individual talking to them must be experiencing. Individuals are then given about fifty words and statements for each video segment and are asked to rate the degree the word or statement fits their actual experience now.

An EQ profile report is created based upon their reported experience. The tool provides a “snapshot view” of how an individual uses his or her emotional competence in various stressful situations.

Fundamental Interpersonal Relations Orientation™ (FIRO®) - B

 Firo-b-logoFundamental Interpersonal Relations Orientation™ (FIRO®)

The Fundamental Interpersonal Relations Orientation™ (FIRO®) instruments help people understand their interpersonal needs and how those needs influence their communication style and behavior—and in the process improve their personal relationships and professional performance. These tools have helped individuals, teams, and organizations around the world grow and succeed by serving as a catalyst for positive behavioral change. The FIRO assessments are based on social need theory: all living things seek equilibrium between their basic needs and getting those needs met. They address, gather, and present critical insights around these fundamental areas:

  • How you tend to behave toward others
  • How you want others to behave toward you

 

from https://www.cpp.com/products/firo-b/index.aspx

Influence Style Indicator®

Influence Style Indicator

Influence Style Indicator® is an assessment instrument designed to understand an individual’s preferred style as they influence others. After engaging with this powerful assessment tool leaders will:

  • Learn about five unique influencing styles
  • Examine what their chosen influence style looks like to others
  • Understand when their personal style is best used and what the potential pitfalls may be
  • Determine best opportunities to flex their style to address a variety of situations
  • Improve the ability to connect with others using a variety of influencing styles
  • Investigate how timing and discretion are important considerations in influencing
  • Reach an understanding of how influencing styles can impact organizational decision making
  • Be able to identify others’ preferred style

Leadership Essentials

Center for Creative Leadership 360 BY DESIGN®

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Leadership Style

Leadership Style Assessment

There are no two leaders exactly alike just like their are no to people alike; however, there are basic leadership style categories with specific characteristics each leader will find most resounds with their style. As with our personality types, these leadership styles have stengths to build upon and challenges to learn from. After completing the Leadership Style Assessment, you will have a better understanding of your leadership style and the style of other leaders.

Myers Briggs Type Indicator (MBTI)

Myers Briggs Type Indicator (MBTI)

The key to successful leadership and strong teams is communication. The MBTI (Myers Briggs Type Indicator) is a tool that can be used to achieve effective and productive communication. People receive, process, and act upon information differently. If you understand their preferences and then communicate in a way that they understand, chances are you will not only get what you expected, but those with whom you communicate will feel good about how they received and acted on your communication. Here is how MBTI benefits leaders:

  • Provides insights into the best way to coach employees
  • Builds a management framework that affirms differences and allows for them
  • Identifies the rewards and motivators for individuals based on their preferences and not rules and regulations
  • Explains how different preferences approach goal setting, problem solving and decision making
  • Maximizes a team’s diversity in order to reach more useful and insightful conclusions

Seven Habits of Highly Effective People

Seven Habits of Highly Effective People
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Strength Based Leadership

Strength Based Leadership Assessments

The question leaders should ask themselves and their team members is, “Do you have the opportunity to do what you do best every day?” Chances are, the answer is “no”. Too often natural talents go untapped in the workplace and we devote way too much time to fixing our shortcomings rather than developing strengths. This survey was developed by Gallup to help leaders and their teams understand and value the strengths they bring to the table. When you combine the Strength Based Leadership and Team training with the survey, we are able to begin to create a Strength Based organization where people thrive in what they do and love to come to work. Through the assessment each person will learn their top five strengths.