• Teaser
  • Start with a balanced perspective

    We build from your strengths.

We believe in the power of insightful questions. When we first begin the leadership climb, we don’t presume to know what you need – we test what you need, using a suite of industry-leading tools, and a few proprietary ones we’ve developed. From there, we create a right mix of coaching, consulting, and training to vector your team and your organization for success. 



Assessment 03

Assessment 07

Assessment 11 


Assessment 15

We can develop customized solutions for your team by assessing the individual and collective strengths and blind spots of your leaders and staff to help you determine where you can let people shine, and where you may need additional capability, training, or accountability.  We use individual assessments throughout coaching to shed light on your preferences, behaviors, strengths and development areas.

Assessment 25

Assessment 29

Assessment 21

Assessment 18


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 





  • 360 By Design
  • 360 Leadership Profile
  • Authentic Leadership
  • Building a Functional Team
  • Conflict Dynamics Profile
  • Customer Service Style
  • DISC Personality Profiles
  • Emergenetics
  • Emotional Intelligence
  • EQ Learning In Action
  • FIRO-B
  • Hogan Assessments
  • Influence Style Indicator
  • Leadership Style
  • Leadership Versatility Index
  • Myers Briggs Type Indicator (MBTI)
  • Seven Habits of Highly Effective People
  • Strength Based Leadership Assessments
  • Total SDI
  • Total SDI 360
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

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

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

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

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

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
Directing, Demanding,
Determined, Decisive, Doing. 

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

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

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


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 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

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 Learning In Action

This tool is based upon a developmental model (Sarni, Emotional Intelligence Handbook) and measures the three capacities of emotional intelligence, or what others call the “essential components” (Taylor & Bagby). These capacities include:

  • Self-Reflection
  • Self-Soothing or Self-Regulation
  • Empathy

These capacities provide the foundation for development of the larger array of competencies and skills. When these capacities are well developed the competencies follow with ease.

Several key dimensions of these core capacities are measured. Self-soothing is measured in terms of what we do in relationships; what we tend to do that builds relationships and contributes to positive outcomes and what do we do that is detrimental to relationships and successful outcomes. The eight short vignettes present different difficult dilemmas that give individuals a composite view of their relationship strategies. They are also provided with a profile of how their strategies vary by context and by different issues.


For more information: https://learninginaction.com/services/eq-in-action-profile/eq-in-action-profile-assessment/

 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

Hogan Assessments

Hogan assessments offer a range of measurement required to understand people’s strengths, weaknesses, values, and approach to problem solving.

 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. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.

 The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.

 The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.


For more information: https://www.hoganassessments.com/

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 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.

Leadership Versatility Index

The Leadership Versatility Index (LVI) uses the 360 method of comparing feedback from the “full circle”—superiors, peers, subordinates, and self-perceptions. The LVI is not just another 360; it is a patented solution for improving results through leadership.

LVI includes:

  • A rating scale that identifies when “strengths become weaknesses” through overuse.
  • A compact behavioral model that represents the tensions and tradeoffs that make leadership a balancing act.
  • A central, integrative concept of versatility defined as the mastery of opposing forces needed to deal with paradox and fast-paced change.
  • A blend of quantitative ratings and in-depth qualitative written feedback that provides a clear and compelling message.
  • An underlying model of learning and development that combines the outer work of behavior change with the inner work of mindset change.
  • A program of published research demonstrating reliability and validity at predicting employee engagement, team performance, and effectiveness.


For more information: http://kaiserleadership.com/about-the-lvi/

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


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.

Total SDI

TotalSDI includes eight valid and reliable assessment tools that help you discover and influence the motives that drive behaviors. These tools provide valuable insights and a proven learning method that people can actually use to develop better leaders, build more effective teams, and reduce the growing costs of conflict.

Suite of Tools
By understanding why people do or say things in certain situations, we can make better decisions and avoid or deal with unproductive conflict more effectively. TotalSDI has the tools needed to develop better leaders, build more effective teams, and reduce the costs of conflict.

The Strength Deployment Inventory (SDI) helps people understand themselves by helping them understand the motives that drive their behaviors in two different conditions — when things are going well and when they face conflict. By increasing self-awareness and interpersonal awareness, it increases personal effectiveness and interpersonal effectiveness.

The Strengths Portrait ranks how a person values and uses 28 unique strengths (or behaviors) to produce a picture of how they choose certain behaviors when working with people.

The Overdone Strengths Portrait ranks how frequently a person may overdo the 28 different strengths (our unique perspective on what most would call “weaknesses”). This provides insight into the costs of overdone strengths and reveals sources of preventable conflict.


For more information: https://totalsdi.com/assessments/overview/

Total SDI 360

TotalSDI includes eight valid and reliable assessment tools that help you discover and influence the motives that drive behaviors. These tools provide valuable insights and a proven learning method that people can actually use to develop better leaders, build more effective teams, and reduce the growing costs of conflict.

The Strength Deployment Inventory (SDI) – Feedback Edition uncovers differences in perceptions and encourages healthy discussions and constructive feedback.

The Strengths Portrait – Feedback Edition allows people who provide feedback to create a picture of the strengths they see another person using most and least often in their relationship. It provides ways to effectively communicate constructive feedback by getting those perceptions out in the open.

The Overdone Strengths Portrait – Feedback Edition reveals assumptions people make about others and helps to resolve misunderstandings.

The Strength Deployment Inventory (SDI) – Expectations Edition can clarify expectations of any role and increase personal effectiveness and satisfaction.

The Strengths Portrait – Expectations Edition allows individuals and teams to prioritize 28 different strengths (or behaviors) they believe are required for high performance in a particular role. It provides insight into sources of satisfaction and/or misunderstanding with the role and helps people learn how to choose more effective behaviors.


For more information: https://totalsdi.com/assessments/overview/

Our Certifications

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