Assessments

The uniqueness of each coaching situation requires flexibility regarding choice of assessments. We offer several self and multi-rater assessments for the executives and leaders we coach.

Self-Assessments

Myers-Briggs Type Indicator® (MBTI®) from Consulting Psychologists Press (www.cpp.com).  The MBTI, Step II is a self-report instrument taken on-line that gives leaders a wealth of information on how to take full advantage of their natural leadership abilities and expand the personal resources needed to manage the mental demands of working in an organization. Additional materials on Type under stress, Type and emotional intelligence and Type and coaching may be added. The leader receives a custom 18-page expanded interpretative report, interpretation, two booklets, Introduction to Type in Organizations and In The Grip, and an invaluable development tool, YOU, Being More Effective in Your MBTI® Type, published by Lominger International, a Korn-Ferry Company (www.lominger.com). The MBTI® is included in all coaching engagements.

Leadership Architect® Sort Cards from Lominger International. Leadership Architect® Sort Cards help build comprehensive, research-based and experience-tested development plans for 86 of the most common leadership development needs – 67 leadership competencies and characteristics that are consistently related to leadership success, and 19 career stallers and stoppers. The 67 leadership competencies and characteristics are grouped under six factors:  Strategic skills, Operating skills, Courage, Energy and Drive, Organizational and Positioning skills, and Personal and Interpersonal skills. A sort results in 22 competencies and characteristics that are then self-assessed according to a number of important organizational factors. Recommended for leaders at any level.

Managerial Styles Questionnaire (MSQ) from the Hay Group, a global leadership development organization (www.haygroup.com/TL). The MSQ is a self-scored, paper-based questionnaire that assesses which of the six management styles (Coercive, Authoritative, Affiliative, Coaching, Democratic, and Pacesetting) the leader/manager uses most frequently. Each of the six styles can be effective in certain situations, but no one style, if used exclusively, is a recommended management technique. Understanding the styles and thoughtfully choosing which to use in a given situation contributes to improved morale and  performance among those who are managed by the leader. Daniel Goleman, of emotional intelligence fame, contributed an article describing the six styles, Leadership That Gets Results, in the March-April, 2000 issue of Harvard Business Review. The MSQ is most useful for first-line managers and for individual contributors with leadership responsibility.

Multi-Rater Assessments

“Live” 360 Assessment.  The live 360 consists of one-hour telephone meetings with up to eight people in the leader’s organization including the leader’s manager and seven peers and direct reports that the leader selects. To preserve anonymity, the data from direct reports and peers are aggregated; responses from the leader’s manager are not. Data are sorted thematically and developed into a coaching report for the leader and is reported back in a separate debrief with the leader before the launch day. These data are then wrapped into the initial leadership development plan. The “Live” 360 is highly recommended for leaders at the executive level, but may be included for selected leaders at any level.

Leadership Effectiveness Analysis®.  The on-line Leadership Effectiveness Analysis® (LEA) 360 from Management Research Group (www.mrg.com), a global leadership research and development organization, measures 22 leadership practices grouped under six core areas of leadership: Vision, Followership, Implementing the Vision, Following Through, Achieving Results, and Team Playing. The leader receives a 42-page report with strengths and areas for development fully outlined from each of the rating groups – boss, peers and direct reports. The LEA requires a separate two-hour debrief and interpretation session. The LEA is for leaders at any level who are managing others.

Emotional Competence Inventory™ (ECI) from the Hay Group, a global leadership development organization (www.haygroup.com/TL).  Emotionally-intelligent leaders are known to get top results from themselves and others. The on-line ECI provides invaluable data on 18 emotional competence areas under four clusters: Self-Awareness, Self-Management, Social Awareness and Relationship Management. The ECI and is based on the well-known research of Daniel Goleman and Richard Boyatzis. Together, individually, and with Annie McKee, they have produced three Harvard Business Review articles and two books on the topic. The ECI requires a separate two-hour debrief and interpretation session. The ECI is for leaders at any level whether or not they are managing others.