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We incorporate assessments within the work we do with our clients, because we think they help support decision making, bring a level of awareness around key strengths and development opportunities and they also bring objectivity.
This is the Emotional Intelligence (EQ) assessment we use. It’s a world leader in its field, bringing a level of rigour and depth in what it reveals about how effectively you are deploying your EQ skills. We particularly like this tool for the data it provides you with about yourself and for the proven success it enables when you put into practice associated development actions.”/mo”
The beauty of EQ is that it can be developed. Since EQ has proven to be twice as important than either technical or cognitive skills in terms of sustainable success and performance at work (based on research by Daniel Goleman), we’re huge fans of using these tools with leaders and their teams.
EQ-i 2.0 can be used as part of recruitment selection to aid succession planning and for ongoing development.
Energy Leadership™ Index
Everything we do is preceded by a thought and an emotion attached to that thought. These have an energetic consequence, which can be measured. Structured across 7 levels, this assessment reveals how much time, on average, we are spending at each energy level and how much negative stress we are carrying. The results bring you clarity on how your current thinking and the subsequent actions you’re taking are supporting you or holding you back.
We love Energy LeadershipTM and think there’s a great correlation between Energy LeadershipTM and Emotional Intelligence. The two seem to be an ideal partnership.
We use Energy Leadership heavily in our Coaching programmes and the assessment is a great indicator of how individuals and teams are currently showing up generally and in stress reactions.
We use three assessments from the Hogan range and they’re probably the most widely recognised:
- Hogan Personality Inventory
- Hogan Development Survey
- Hogan Motives, Values and Preferences
What we like about this is that the Personality Inventory and Development Survey bring clarity around your personality traits. This is based on your reputation and, importantly, they reveal key factors for how you will show up and shine at work, along with aspects that could de-rail your career if not carefully managed.
The Motives, Values and Preferences assessment reveals the kind of environment you like to work in, what motivates you, how you are likely to lead and what type of culture you are likely to create.
Hogan can be used as part of recruitment selection, to aid succession planning and for ongoing development.
The 5 Dysfunctions of a Team
Based on the ground-breaking work by Patrick Lencioni, this assessment provides a really useful lens for understanding how effectively your team is functioning as a team. Described by the founders as “the most definitive source on practical information for building teams”, we love it for its reasonableness; it focuses on identifying and tackling destructive team behaviours.
The assessment is utilised as a part of Team Effectiveness and Team Development programmes.
Talk to us about an Assessment
You probably have questions and would like to know about one or more of the assessments for yourself or your team (or both), fill in the contact form and one of our team will be in touch to assist!
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