We utilize a wide variety of both individual and team assessments in our work. Our selection and use of these various instruments are designed to meet the specific needs and situational requirements of our clients. Below are several of our primary assessments. Please click on the related link for additional information. EQ-i 2.0: The EQ-i 2.0 is the assessment and model used to determine an individual’s level of Emotional Intelligence. Emotional Intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.

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EQ 360:  While the EQ-i 2.0 identifies the level of a client’s emotional and social functioning based on his or her responses, the EQ 360 assessment provides a more in-depth analysis by having those who work closely with the client provide information as well.  When observer ratings are compared with the results of a standard EQ-i self report, a more complete 360-degree profile emerges.

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Hogan Personality Inventory: The Hogan Personality Inventory (HPI) is a Five Factor personality assessment specifically designed for use in business settings.  Comprised of 206 true-false items, the HPI takes less than 20 minutes to complete. The HPI provides a comprehensive, business-based assessment of personality that is designed to predict occupational success and can be used for both selection and development.  Specific applications include employability, individual assessment, selection, and individual development/coaching.

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Hogan Development Survey:  The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior.  These behaviors are most often seen during times of stress and may impede work relationships, hinder productivity, or limit overall career potential.  These derailers – deeply ingrained in personality – affect an individual’s leadership style and actions.  If these behavior patterns are recognized, however, they can be compensated by development and coaching. The HDS takes about 20 minutes to complete.

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Motives, Values, Preferences Inventory:  The Motives, Values, Preferences Inventory (MVPI) is an assessment of an individual’s values and motives.  It is comprised of 200 items keyed agree-disagree-uncertain and takes less than 20 minutes to complete.  The MVPI assesses a person’s core values and identifies what a person wants to do rather than what a person may do in certain situations.  The MVPI is based on a comprehensive, business-based taxonomy of values.  It is useful for evaluating the fit between a person’s values and an organization’s culture.  It is also designed to predict occupational success and job satisfaction.

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Myers-Briggs Type Indicator:  The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Isabel Myers and her mother Katherine Briggs, based on their work with Carl Jung’s theory of personality types, developed the questionnaire.  Jung theorized that there are four principal psychological functions by which we experience the world: sensation, intuition, feeling and thinking.  He also contended that one of these four functions is dominant most of the time.  The online assessment takes about 30 minutes to complete.

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DISC Assessment:  DISC is a behavior assessment tool based on the DISC theory of psychologist William Moulton Marston, which centers on four different personality traits:  Dominance, Influence, Steadiness, and Conscientiousness.  It is used to improve work productivity, teamwork and communication.  The DISC model provides common, non-judgmental language that people can use to better understand themselves and adapt their behaviors with others.  The online assessment takes about 30 minutes to complete.

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Benchmarks 360:  Benchmarks is a comprehensive 360-degree assessment for middle to upper-level managers that measures 16 competencies critical for success, as well as five possible career derailers.  This in-depth analysis of observable behaviors provides managers with a solid assessment of their leadership competencies.  Benchmarks also helps managers identify what lessons may still be learned, establishes what specific work experiences need to be sought out in order to develop critical competencies for success, and identifies problems that may stall their career.  The online assessment takes about 30 minutes.

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