EVALUATION/ASSESSMENT INSTRUMENTS

The Leadership Development Programs and our Executive Coaching and Counseling Services use powerful and scientifically validated assessment tools to give you insights into your leadership effectiveness and style, through evaluation of your interpersonal, attentional and communication styles and behaviors.

Some instruments ask for your own insights about your behaviors, skills, thinking styles, and attitudes. Others ask your colleagues for insights into your abilities. All work toward giving you an understanding of how best to apply concepts learned given your unique pattern of leadership traits and style. You receive personalized and confidential feedback that will stimulate greater self-awareness, confidence, and assist you in developing strategic self-development plans to help you reach your next level of performance effectiveness.

The assessment tools used include:

Multifactor Leadership Questionnaire (MLQ)
The MLQ is a full range assessment of leadership. The MLQ provides the best relationship of survey data to organizational outcome. The multirater report brings home the relationship between the leader's perceptions and those of the raters. The new report shows how best to use the MLQ data, explains Full Range Leadership, and provides tips for improving leadership. The 45 item MLQ contains 12 scales: Idealized Attributes, Idealized Behaviors,, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration, Contingent Reward,Management-by-Exception (Active),Management-by-Exception (Passive), Laissez-faire, Extra Effort, Effectiveness, and Satisfaction. The narrative report is available both with and without group data. The MLQ multirater group report evaluates leadership of a group as a whole. It is designed for presentations to a group and for evaluation of the group's leadership style.

The Organizational Description Questionnaire (ODQ)
A brief 28-item questionnaire and resulting report help members of an organization explore the relationship between leaders. Measures how often each member of the organization perceives the culture of his/her unit/department/organization to be using a full range of specific leadership factors. Using transformational and transactional leadership behaviors, the ODQ places the organization on a nine point scale spanning cultures such as "Bureaucratic," "Coasting" and "Highly Developed."

Myers-Briggs Type Indicator (MBTI)
The Myers-Briggs Type Indicator® (MBTI®) instrument is the most widely used personality inventory in history. Professionals like you depend on it when clients need to make important business, career, or personal decisions. Last year alone, two million people gained valuable insight about themselves and the people they interact with daily by taking the MBTI® instrument. The Myers-BriggsTM inventory helps you improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication preferences for your clients. The standard Form M contains 93 items that determine preferences on four scales:
1. Extraversion-Introversion
2. Sensing-Intuition
3. Thinking-Feeling
4. Judging-Perceiving
The various combinations of these preferences result in 16 personality types.

Hermann Brain Dominance (Thinking Style) Inventory (HBDI)
Your personal thinking preferences influence your communication, decision-making, problem solving, and management styles. Understanding your thinking style preferences gives you a new perspective of yourself and others you interact with everyday. Ned Herrmann began developing the HBDItm in the 1970s and twenty years of research and innovation stand behind the validity of the HBDItm. It has been the subject of independent validations, dissertations, and scientific papers. The HBDItm is a 120-question diagnostic survey and is the world’s leading thinking styles assessment tool. It identifies your preferred approach to: emotional, analytical, structural, and strategic thinking. Because it is a self-analysis, most people immediately recognize their results as accurate. Numerous case studies illustrate a wide range of applications of the HBDItm.

The Attentional and Interpersonal Style (TAIS) Inventory
Ask yourself what the best business executives have in common with elite athletes and Navy SEALS -- the ability to pay attention, to avoid becoming distracted and remain focused on the task at hand. Whether you are a business executive or an athlete -- you can't perform effectively if you can't concentrate. Mistakes break deals and lose games. The TAIS is the most effective tool in the industry for assessing attentional and interpersonal skills enabling individuals, teams, and companies to perform better. Unlike many other assessments TAIS is a performance-based instrument. It identifies crucial information useful over a wide range of applications from executive coaching to employee selection and screening. TAIS inventory is a 144-item, performance-based, self-report inventory. Derived from the Theory of Attentional and Interpersonal Style, TAIS inventory provides a direct link between the concentration and personality characteristics measured and performance. TAIS is designed to increase the ability to understand, predict, and control behavior of highly effective individuals. It is the only inventory of its kind in the world.

Bar-On Emotional Quotient Inventory (BarOn EQ-I)
Based on seventeen years of research by Dr. Reuven Bar-On and tested on over 33,000 individuals worldwide, the BarOn Emotional Quotient Inventory (EQ-i™) is the first scientifically developed and validated measure of emotional intelligence. Emotional intelligence reflects one’s ability to deal with daily environment challenges and helps predict one’s success in life, including professional and personal pursuits. A growing body of research suggests that emotional intelligence, measured by Emotional Quotient (EQ), is a better predictor of “success” than the more traditional measures of cognitive intelligence (IQ).
The BarOn EQ-i consists of 133 items and takes approximately 30 minutes to complete. It is based on the most comprehensive theory of emotional intelligence to date and renders an overall EQ score as well as scores for the following 5 composite scales and 15 subscales. Composite scales include intrapersonal, interpersonal, adaptability, stress management, and general mood.

The Thomas-Kilmann Conflict Mode Instrument
Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. The Thomas-Kilmann Conflict Mode Instrument is a self-scoring exercise that takes about 15 minutes to complete. Interpretation and feedback materials help clients learn about the most appropriate uses for each conflict-handling mode. It also gives suggestions for increasing their "comfort level" with their less used styles.

The “Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B)” Inventory
Build powerful, positive, and productive organizational relationships
The FIRO-B™ (Fundamental Interpersonal Relations Orientation-Behavior™) instrument is a powerful tool that assesses how personal needs affect your client's behavior toward other people. Each item is measured in two dimensions: the expressed behavior of your client, and the behavior he or she wants from others.
The FIRO-B™ inventory offers insight into your client's compatibility with other people, as well as into his or her individual characteristics. Use it in any situation that requires interpersonal behavior measurement, including management development, team building, employee development, and individual or couples counseling.
This instrument is suitable for group administration and takes only 15 minutes to complete.

The “Personnel Relations Survey”
The Personnel Relations Survey is designed to provide information about how you, as a manager, contribute to and control the flow of information between yourself and others. It is an assessment of the basic interpersonal styles, you use in your relationships with employees, colleagues, and superiors. The survey is based on a model of interpersonal relations, called the Johari Window, developed by Drs. Joseph Luft and Harry Ingham for their programs in group dynamics training.

The Strategic Leadership Styles Instrument (SLSI)
The SLSI measures through a 44-item survey a leader’s preference for one of eight strategic leadership style preferences. Such styles include prophets, barbarians, builders, explorers, synergists, administrators, bureaucrats, and aristocrats. Benefits and shortcomings of each style are explored as well as recommendations for improving strategic leadership effectiveness.

Strong Interest Inventory
The Strong Interest Inventory® assessment instrument reflects today's pattern of constant change in the world of work. It provides a solid, dependable guide for career change and development. Whether you work with students exploring careers, clients considering a job change, or individuals interested in career development, the Strong provides the most valid, powerful, and up-to-date information to help them make informed decisions. The Strong's 317 items measure your clients' interest in a broad range of occupations, work activities, leisure activities, and school subjects.
The validity and reliability of the Strong exceed those of any other interest inventory:
+ Sample size is 13 times larger than that of other career or interest inventories
+ Sample base represents a wide range of educational and socioeconomic levels
+ 14 growth occupations and contemporary careers were added in 1994
+ 72 Occupational Scales from the 1985 version have been renormed
Strong products are designed to assist in career development planning. Each component is easy to use and easy for your clients to understand. The Strong products help plan for different steps along the career path with one goal in mind: to match your clients' interests with careers.

California Psychological Inventory
The California Psychological Inventory™ (CPI™) assessment instrument was developed over 40 years ago as a dynamic and objective measure of personality and behavior. The CPI™ instrument provides an accurate, complex portrait of a client's professional and personal style. People trust the CPI™ instrument to:
+ Find and develop successful employees
+ Develop leaders
+ Create efficient and productive organizations
+ Promote teamwork
The CPI™ instrument presents detailed insights into personality when used in a comprehensive assessment program. It describes a client as a close, knowledgeable, and objective friend would and is successfully used with adults to develop their work and personal lives.
The Third Edition of th CPI™, will help you meet Americans with Disabilities Act (ADA) and privacy issues legislation. It has 434 items providing the validity and reliability across each of the scales that CPI™ users have come to expect. It also includes:
+ A basic normative sample totaling 6,000
+ Both a total normative profile (combined male/female norms) and a gender-specific profile
+ A Manual with new case studies and extensive appendices
+ Four different reports to choose from including the Profile, Narrative, Configural Analysis, and a report specifically for law enforcement selection, the Police and Public Safety Selection Report
+ Windows-based scoring software and mail-in computer scoring
The CPI™ instrument provides a detailed personal portrait of an individual by describing personality characteristics across the 3 Structural Scales, 20 Folk Scales, and 13 Special Purpose Scales.
Twenty Folk Scales measure:
1. social expertise and interpersonal style (e.g., Dominance, Capacity for Status, Self-Acceptance, Empathy, etc.),
2. maturity, normative orientation and values (e.g., Responsibility, Socialization, Tolerance, etc.),
3. achievement orientation (e.g., Achievement via Conformance, Achievement via Independence), and
4. personal interest styles (e.g., Psychological-Mindedness, Flexibility, and Femininity/Masculinity).
Thirteen Special Purpose Scales are derived to report on Creative Temperament, Managerial Potential, Tough-Mindedness, and a number of both practical and experimental dimensions of operating style and behavior.

The “Team Leadership Practices (TLP)” Survey
This 25-item survey provides feedback from yourself, boss, peers, and staff on perceptions of your current and desired team leadership behaviors and practices. You receive a gap analysis on each identified behavior and you identify your strengths, improvement areas, and discrepancy areas.

The “Coaching Practices (CP)” Survey
This 25-item survey provides feedback from yourself, boss, peers, and staff on perceptions of your current and desired coaching behaviors and practices. You receive a gap analysis on each identified behavior and you identify your strengths, improvement areas, and discrepancy areas.