Assessments


“Knowing others is wisdom, knowing yourself is enlightenment” ~ Lao-Tzu

With my background in Industrial/Organizational Psychology, I know that the right assessment used at the right time can provide you with insight to yourself and to others that no amount of “feedback” could accomplish. I use behavioral inventories to provide you with insights to your personal preferences and to give you a better understanding of others’ behavior. I use a variety of other assessments and surveys to help identify your strengths, values, and potential derailers. These tools can be used in individual coaching sessions, throughout a coaching series, or as a part of a small group workshop. The following are some of the assessments that I use.

Emotional Quotient Inventory (EQi)

While your technical skill and experience help you get into a career, they do not determine the extent of your success.  Success is often determined by your ability to interact with others, communicate effectively, form strong relationships, and cope with stress and challenges.  The EQi provides a detailed report on 15 key areas of emotional skills that contribute to proficiency in a variety of business activities. 

Hogan Assessments

I am certified to administer and interpret three of the Hogan series of assessments.

  • The Hogan Personality Inventory, which is based on the Five-Factor Model, has been developed specifically for the business community. It evaluates individuals on seven success characteristics which shows suitability for particular positions and what potential strengths and shortcoming may be.
  • The Hogan Development Series assesses an individual on eleven behavioral tendencies that impede work relationships, hinder productivity, or limit overall career potential. The feedback from this instrument provides the self awareness that can help avoid these potential derailers.
  • Motives, Values, Preferences Inventory identifies a person’s core values, goals and interests. This can help determine the environments in which the person will perform best, and even the culture the person will likely create as a leader.

Multi-rater Feedback

Multi-rater feedback instruments provide individuals with the opportunity to receive performance feedback from his or her supervisor, peers, direct reports, coworkers, and/or customers.  I am certified in the administration and interpretation of the tools from the Center for Creative Leadership which include:  Executive Dimensions, Benchmarks, Prospector, 360 By Design, and Skill Scope.

Myers-Briggs Type Inventory (MBTI)

This assessment identifies a person’s preferred style of interacting in four basic preference areas: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judgment-Perception. This is an ideal tool to use with work groups that need to work more effectively together by enabling them to leverage and respect their differences.