• 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

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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.

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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 

 

ACCT 13

 

Assessments

  • 360 By Design
  • 360 Leadership Profile
  • Authentic Leadership
  • AVA Behavioral Assessment System
  • Building a Functional Team
  • Conflict Dynamics Profile
  • Customer Service Style
  • Emotional Intelligence
  • EQ in Action
  • 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

AVA Behavioral Assessment System

The AVA Behavioral Assessment System was developed more than 50 years ago and has been used successfully by many organizations for measuring the compatibility of individuals to a specific job. A critical factor in building and maintaining an engaged workforce includes having the right people in the right jobs. Studies show that poor job fit contributes to lower engagement, lower job satisfaction and lower productivity.

The AVA is recommended as a pre-hire assessment. It may be taken online on in a paper version, and is available in a variety of languages. It measures several of an individual’s key behavioral attributes and ties them to the needs of a specific opening or position. The easy-to-read report shares valuable insights on a job candidate or employee based on decades of research on job fit. Benefits of using the tool include improved interviews, better hiring decisions and reduced turnover. The results can also help in defining training and coaching strategies aimed at helping each employee excel in his or her work.

HOW IS THE AVA BEHAVIORAL ASSESSMENT DIFFERENT?

  • Job related. AVA was developed specifically for the needs of the workplace. It assesses workplace behaviors, job activities, and the fit between them. The Job Activity Rating identifies strong candidates for success and for providing managers with a meaningful framework for improving performance and productivity.
  • Dynamic. AVA reveals how individuals will act in a variety of situations: person to person, person to job, job to job.
  • Comprehensive. AVA’s format provides insights into the full range of predictable behaviors, including the extent of a person’s behavioral tendencies, his or her commitment to a behavior style, his or her flexibility in the face of situational challenges, and the relationship of behavioral tendencies to one another.
  • Highly accurate and reliable. Ongoing research and development assure that AVA results are valid across a wide range of industries, job descriptions, and employment levels.
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.

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

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.

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
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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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