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Handbook of Assessments for Corporate Executive Coaches

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Handbook of Assessments for Corporate Executive Coaches

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Handbook of Assessments for Corporate Executive Coaches

  1. 1. HANDBOOK OF ASSESSMENTS... FOR CORPORATE EXECUTIVE COACHES ASSOCIATION OF CORPORATE EXECUTIVE COACHES (ACEC) CB BOWMAN , MBA , CMC, MCEC BOOK.1 VOL.3
  2. 2. This book is dedicated to all those who believed and supported the Association of Corporate Executive Coaches Andrea Adams, Esq. Catherine Lucile Bowman Michael Burroughs Eileen Broer, MCEC* Jesse Broome Barbara Singer Cheng, MCEC Miriam Clark, Esq Ann Daw Brenda Dooley Lorraine Fico-White Steve Franzese Jordan Goldrich, MCEC April Waters Jeffries Alanea Kowalski Jean Laporte, MCEC John Reed, Ph.D., MCEC Carolyn Scott, MCEC Doreen Stephens Frank Wagner, Ph.D. *A special note of acknowledgement to the tireless work and wisdom contributed by my friend and colleague Eileen Broer DEDICATION i
  3. 3. © 2015 Association of Corporate Executive Coaches/ CB Bowman, all rights reserved worldwide. COPYRIGHT, LEGAL NOTICE AND DISCLAIMER: BOOK.I VOL.3 ii This publication is protected under the US Copyright Act of 1976 and all other applicable international, federal, state and local laws, and all rights are reserved, including resale rights: you are not allowed to give or sell this handbook to anyone else. If you received this publication from anyone other than the association of Corporate Executive Coaches, you’ve received a pirated copy. Please contact us via e- mail: info at acec-website dot org and notify us of the situation. Please note that much of this publication is based on the assessment publishers website. Although the author and publisher have made every reasonable attempt to achieve complete accuracy of the content in this Guide, they assume no responsibility for errors or omissions. Also, you should use this information as you see fit, and at your own risk. Your particular situation may not be exactly suited to the examples illustrated here; in fact, it’s likely that they won’t be the same, and you should adjust your use of the information and recommendations accordingly. Any trademarks, service marks, product names or named features are assumed to be the property of their respective owners, and are used only for reference. There is no implied endorsement of any of these products, services and/or if we use one of these terms. Finally, nothing in this Handbook is intended to replace common sense, professional information/research, legal, medical or other professional advice the reader, further all information should be verified.
  4. 4. FORWARD SECTION 1 3 There are hundreds if not thousands of assessments available for executive coaches to select from in their role as partner to their clients. It is outrageous to think that any one coach should be certified to utilize even twenty-five percent of all of the available instruments. Clients are becoming increasingly savvy regarding various assessments, as they are becoming more accepting of executive coaching. This, to the point that many clients request that their coaches be certified in their preferred instrument, which may not be the choice of certifications for the coach. This places the coach in a difficult situation. The coach then needs to invest in quickly becoming certified in that instrument, or identify a colleague coach who is certified in their client’s preferred instrument.  Otherwise, they may risk losing the client to someone who is certified in the selected tool. The Association of Corporate Executive Coaches (ACEC) is a tremendous resource for fellow members; we have members who are certified in over 35 different global assessments. I) This booklet allows members to examine various assessments, visit the publishers website, and identify which ACEC members are certified in at least one of the instruments produced by the publisher. The member can*: • contact the certified member for off-the-record intelligence • partner with his/her colleague • turn the work in part or in full over to his/her colleague, with or without a finder’s fee • explore other arrangements II) Assessments were selected based on the following*: • Evidence of statistically reliable history/ data • Widespread use of the instrument • International availability • Availability to Executive Coaches • Ease of certification • Appropriateness to the work of executive coaches • A member of ACEC holds a current certification • Reliable psychometrics • Practicality of use __________________________________________________ *All arrangements are made between the member coach and the colleague member coach.  Neither the Association of Corporate Executive Coaches (ACEC) nor CB Bowman assume any responsibility in part or in whole for any relationship or outcome. ** Neither the Association of Corporate Executive Coaches (ACEC) nor CB Bowman assume any responsibility in part or in whole for the use of any instruments presented in this e-book.
  5. 5. 4 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED BarOn EQI http://www.6seconds.org/ Lynn Rousseau/ Mary Harlan/ Based on 20 years of research by Dr. Reuven Bar-On and completed by approximately 110,000 individuals worldwide, the BarOn EQ-i® self-report is the premier scientific measure of self-report social emotional intel- ligence. The BarOn EQ-i® and BarOn EQ-i:S™ assessments measure one’s self-reported potential to deal with daily environmental demands and pressures, and helps predict one’s success in both professional and personal pursuits. One of the most widely-used assessments in research, the EQ-i helps you see how your “emotionally intelli- gent behavior.” This is a self-report, so you answer questions along the lines of, “How easy is it for you to adapt to new situations?” The EQ-i sections are Interpersonal, Interpersonal, Stress Management, Adaptability, and Mood.Focus
  6. 6. 5 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Benckmarks, Skillscope, Global6, and Prospector http://www.ccl.org/leadership/assessments/ benchOverview.aspx Clayton Osborne/ Susan Curtin/ Priscilla Nelson/ Mary Harlan I) BENCHMARKS: Assessing the Lessons of Experience Focus Since its introduction by the Center for Creative Leadership in 1987, Benchmarks has been used by over 16,000 organiza- tions and 200,000 leaders. 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 observ- able behaviors provides managers with a solid assessment of their leadership competencies. Benchmarks also helps managers identify what lessons may still need to be learned, establishes what specific work experiences need to be sought out in order to develop critical competencies for success, and identifies possible problems that may stall their career. Feed- back reports are sent to your CCL-certified facilitator, who debriefs the results with the manager in a confidential session. Results • Shows how others perceive strengths and development needs • Provides normative comparison of results with other successful managers • Starts the process of feedback-based individual development II) SKILLSCOPE: Assessing Core Skills for Success SKILLSCOPE: is a 360-degree assessment that provides individuals with straightforward, practical feedback on job related skills necessary for effectiveness in a management role. SKILLSCOPE's simplicity also makes it an ideal first step for organizations that are new to the 360-degree assessment process. SKILLSCOPE can be used with supervisors and managers, as well as individual contributors. It is designed to be easy to complete and simple to interpret. Participants and raters complete a 98-item checklist organized into fifteen competen- cies, using a strength/development need format, rather than a numerical rating scale. SKILLSCOPE presents feedback data in a straightforward, graphic format. The assessment is based on research designed to capture managers' work as it really is. Results • SKILLSCOPE provides insightful feedback on job-related strengths and weaknesses. • Feedback is provided in a clear, graphic format, enabling participants to quickly assess strengths and development needs. • Participants receive a workbook-style Development Planning Guide, which helps them analyze their feedback report, identify developmental needs and set an action plan for long-term development.
  7. 7. 6 V)Prospector: Discovering the Ability to Learn From Experience Focus Prospector is a 360-degree assessment that provides feedback on two areas of behaviors: the skills most of- ten found in successful leaders, and the learning behaviors needed to acquire those skills. Prospec- tor can be used with high-potentials, individual contributors, and managers. The research behind Prospector shows that in order to be successful, individuals must be willing to learn from new experiences and have the abil- ity to apply what they learn to workplace challenges. The ability to learn from experiences is a critical predictor of success as a leader. Feedback reports are sent to your CCL-certified facilitator, who debriefs the results with the manager in a confidential session. Results • Provides important feedback on skills that help managers improve their ability to learn from experience and will- ingness to take advantage of growth opportunities. • Helps establish a culture in which improved learning skills are recognized and highly valued as an overall organ- izational objective. • Helps high-potential managers identify the skills they will need to succeed as they advance in the organization.
  8. 8. 7 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Birkman http://www.birkman.com/ http://www.birkman.com/images/ uploads/BRO_TBM.pdf Robin Schletter/ Katherine Lewis/ Terry Hildebrandt Birkman International, Inc. provides an industry-leading personality assessment that facilitates pre-employment decisions, executive coaching, leadership development, career management, team building and interpersonal conflict resolution. Birkman offers an array of easy to access report formats that have been tailored with the intended application in mind. While all of these products are non-clinical in nature, some are primarily self-interpretative and can be used with limited training, and others are dependent on the skills of Birkman Certified Consultants who have a deeper understanding of The Birkman Method and its applications. The Birkman Method and its various report options offer both descriptive and prescriptive information for the individual. All of our products are derived from the insights of Dr. Roger Birkman and Birkman International over the past 60 years. Research indicates that three distinct factors account for the majority of variance in performance, satisfaction and other workplace criteria. They are characteristics of the individual, characteristics of the situation and the interaction of the individual and the situation. The Birkman Method measures all three factors in detail and so maximizes the potential for predicting and understanding performance and satisfaction.
  9. 9. 8 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED California Personality Inventory (CPI) https://www.cpp.com/products/mbti/ index.aspx Jordan Goldrich/ California Psychological Inventory™ (CPI™) The California Psychological Inventory™ (CPI™) assessments are powerful tools for helping individuals improve their performance and enabling organizations to find and develop high-potential employees and leaders and cultivate a rich pool of talent for building organizational success. The CPI instruments help people gain a clearer picture of their personal and work-related characteristics, motivations, and thinking styles—as well as how they manage themselves and deal with others—and provide a view into their strengths and developmental opportunities. The CPI model helps individuals discover their orientations toward people and interpersonal experience, toward rules and values, and toward their inner feelings. Participants’ results in these areas indicate which of four different ways of living, or lifestyles, best describe them and provide insights about how they see themselves and how they are seen by others. The CPI instruments are trusted tools because they: • Provide a portrait of both personal and work-related characteristics • Develop leadership abilities by helping individuals better understand themselves and how they interact with others • Help organizations identify talent by measuring results relating to occupational issues, creativity, leadership, amicability, and tough-mindedness • Offer real-life applications and practical insights for training, development, and coaching by presenting suggested next steps (CPI 260) • Are backed by excellent support and guidance through CPP’s global distributor network
  10. 10. 9 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Conflict Climate Inventory http://www.conflictclimate.com/ Terry H. Hildebrandt The only online assessment for diagnosing workplace conflict at a systems level Evidence-based The Conflict Climate Inventory (CCI) is a unique assessment for understanding and improving conflict management in a team. It draws on findings from over six decades of study, combined with 20+ years of hands-on experience working with over 60 organizations, that show how best to manage conflict at work. Discover where to intervene and how to make lasting improvements in critical problem areas: • low morale • lost productivity • absenteeism • employee turnover • unresolved issues • damaging relationships • sabotage • workplace bullying • litigation The CCI enables users to: • Compute a conflict climate score for each member who fills out the survey. • Compute a mean climate score for the organization or unit. • Compute scores for specific aspects of conflict climate and identify areas for improvement. • Compare scores for individual members. • Break down the broad problem of conflict management into manageable, measurable categories. • Recommend evidence-based ways to improve organizations’ conflict climate. Information provided by the CCI: • The overall influence of an organization’s climate on its members’ conflict management • The influence of specific aspects of conflict climate. • Differences in conflict climates among various work units, and individual employee differences in experiencing the conflict climate.
  11. 11. 10 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Conflict Dynamics Profile http://conflictdynamics.org/products/ conflictdynamics.php Susan Gilell-Stuy/ Tracy Smith Conflict Dynamics Profile® (CDP) This powerful assessment instrument helps managers and employees deal with conflict behaviors in the workplace. Promote more effective workplace conflict resolution with an approach that is time-proven and psychometrically sound. Improve awareness about what triggers conflict within you—and learn how you respond to conflict behaviorally. The first step in any journey is to know where you are right now, and the Conflict Dynamics Profile® provides you with that knowledge. Prepare to move forward with confidence. The benefits of effective conflict management The ability to manage conflict effectively represents a strategic business advantage. Reduce costs ▪ Make better business decisions ▪ Implement initiatives more effectively ▪ Achieve substantial return on investment Increase productivity ▪ Reduce absenteeism and “presenteeism” ▪ Improve the quality of decision making under stress ▪ Foster an environment of creative innovation Retain your top performers ▪ Strengthen supervisory and peer relationships ▪ Keep your teams engaged and openly communicating ▪ Give your people the power to make a positive difference Manage risk ▪ Prevent violence, sabotage, and vandalism ▪ Mitigate legal risks ▪ Better manage public perception of your organization’s brand Workplace conflict drains energy, time, and money Conflict can cost your company money, inhibit action and hamper innovation. Credible surveys indicate that managers spend 20 to 40 percent of their time dealing with conflict in the workplace. Conflict can sap your organization’s energy and diminish profits—and no one is immune. Whether you are a team leader, a manager or a member of your organization’s leadership team, the ability to handle difficult situations constructively is critical to business success. What to expect from this instrument The Conflict Dynamics Profile was developed to prevent harmful conflict in the workplace. Backed by solid evidence of reliability and validity, this instrument provides managers and employees with a greater awareness of how they respond when faced with conflict. con’t...
  12. 12. 11 What to expect from this instrument The Conflict Dynamics Profile was developed to prevent harmful conflict in the workplace. Backed by solid evidence of reliability and validity, this instrument provides managers and employees with a greater awareness of how they respond when faced with conflict. Expect an insightful approach that lessens the problems associated with harmful or unproductive forms of conflict and results in more effective conflict management skills. Easy to use. Quickly and easily completed in 20-25 minutes, the Conflict Dynamics Profile is appropriate for employees at all levels and is applicable for organizations large and small, across all industries. Flexible. The CDP-360 is the multi-rater version of the Conflict Dynamics Profile instrument and CDP-I provides a self-assessment format for individuals. Both versions are available in online and paper-and-pencil formats Multiple applications. Connect and collaborate. The Conflict Dynamics Profile can be used in leadership development programs, team building, executive coaching, and conflict resolution contexts. Feedback reports and development guides. The CDP-360 includes a 22-page report that provides detailed information on how a person responds to workplace conflict. It includes data from the individual and his or her boss, peers and direct reports on constructive and destructive behavioral responses. It also explores workplace “hot buttons”—behaviors in others that can trigger irritation in an individual. Expect information about the person’s behaviors at different stages in a conflict and insights into how conflict is viewed within the person’s organization. Narrative feedback from the person’s colleagues helps the individual handle conflict more effectively, and a 115-page development guide provides practical recommendations for improving behaviors. The CDP-I includes an eight-page report that incorporates data on 15 conflict behaviors and nine workplace “hot buttons.” A 40-page development guide delivers helpful suggestions for improving the responses to conflict. The two instruments can be effectively combined in organizations. Typically, the CDP-360 is used with managers and executives and the CDP-I is used with supervisors and other employees. Since both instruments are based on the same model and use the same vocabulary, people are able to communicate more effectively with each other, regardless of which version they have taken. The Center for Conflict Dynamics certifies trainers, coaches, facilitators and consultants in the use of the Conflict Dynamics Profile. Certification provides an understanding of key principles. Participants learn how to read and analyze data in the feedback reports, develop an ability to facilitate a feedback session, and assist others with developmental planning. After completing certification, the participant becomes eligible to purchase the Conflict Dynamics Profile
  13. 13. 12 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Core Values Index http://www.taylorprotocols.com/cvi.php Susan Gilell- Stuy/ A revolutionary human assessment that provides a description of the innate, unchanging nature of an individual, which is different from personality and behavioral based assessments. This unique instrument takes ten minutes or less to complete, and provides a highly accurate and reliable picture of the core motivational drivers of any person, with an instant report, online. This assessment is one of the simplest, most versatile tools you can find for improving an individual's self awareness and awareness of others. If you are an employee, business owner or someone who wants to learn more about your core values, then the next few minutes could positively affect you, your friends and coworkers for years to come. Spend less than ten minutes and discover in your profile report:
 What causes you to conflict with others.
 What values you base a majority of your decisions on.
 Why you make the same mistakes over and over.
 How you can improve your relationships with others. The CVI™ is used for a number of different projects including: Top Performer Profiles™, Human Capital Audits™, Executive Team Profile™, company restructuring, hiring, coaching, development and team- building. Innate Core Values The Unchanging Nature of a Person: • Existing in one from birth;inborn;native. • Inherent in the essential character of something. • Originating in or arising from the intellect or the constitution of the mind, rather than learned through experience.
  14. 14. 13 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Denison Cultural Inventory http://www.denisonconsulting.com/ diagnostics/organizational-culture Patrick McKenna The Denison Organizational Culture Survey (DOCS) has increasingly become the cultural and organizational effectiveness assessment tool of choice. It has been used by more than 5,000 companies worldwide since first becoming available over 20 years ago. Using the Denison Organizational Culture Survey, organizations are able to benchmark their organizational culture scores against a global database and develop action plans to improve their current practices. Clients who utilize the survey represent a diverse range of organizations including HP, NASA, jetBlue Airways, ABC Disney, Northrop Grumman, THAAD, RJ Reynolds, Pulte Homes and the Defense Logistics Agency (DLA). The Survey The DOCS is designed to assess an organization’s strengths and weaknesses as they apply to organizational performance. The survey has 60 items that measure specific aspects of an organization's culture in each of the four traits and twelve management practices outlined in the Denison Model. We work closely with your team to customize the scale and scope of your survey implementation. In particular, we help you identify the core organizational areas that will be assessed by the survey, and discuss any additional areas you might wish to explore through additional survey items including scaled items, open- ended questions and Content Modules. The Results Denison uses normative scoring to present survey results. We compare your organization’s raw survey data to our global database of over 1,000 organizations (from multiple industries, regions and sectors) and tabulate a graphical profile that conveys the results in the form of percentile scores. This method enables you to benchmark your culture scores against other higher and lower-performing organizations worldwide. Thus, the Denison Organizational Culture Survey provides a measure of your organization’s progress toward achieving a high-performance culture and optimum results. By implementing the Denison Organizational Culture Survey, organizations are able to: • Assess the strengths and weaknesses that are impacting their performance • Identify areas of focus for improvement • Align their culture change and leadership development initiatives when leveraging both surveys • Create action plans, often utilizing the Denison Solutions
  15. 15. 14 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Enneagram (Nine Domains) http://www.ninedomains.com Anne Choquette “The Nine Domains Approach is a true holistic method for enhancing the health, well-being and success of any team. In the field of organizational development, I believe this offering is on the cutting edge of creating a sustainable shift in the way in which we can fully appreciate and embrace all individual contributions to the organization as a whole.” Kathleen T. Sullivan
 Leading Deeply, LLC
 Charleston, South Carolina, USA The Nine Domains are the nine essential components of complex systems, be they natural or designed by humans. When each of the Nine Domains are present AND they are in balance, the entire system thrives. Domains can, however, be missing or distorted. Such imbalances not only diminish the performance of a system, but may also threaten its survival. Furthermore, the Nine Domains are a new way of talking about a complete whole with interrelated parts. As such, they are a “check list for completeness” (Riso) and can be applied to the development of a team, the analysis of a particular problem, or the evaluation of an entire complex situation or crisis. The following are the archetypal elements of each Domain. Many other words and concepts also apply to each Domain, depending on the level of analysis or application one wishes to make in an actual case. A much more extensive treatment of the Nine Domains concept as well as a more complete list of the major qualities seen at each Domain are part of the Nine Domains Facilitator’s Training program. The Nine Domains Approaches can be helpful to… • identify imbalances in team functioning and performance and work on the appropriate Domains to bring things into balance • develop teams where they are weak or missing essential Domains • support high performing teams and their ability to influence other teams and the whole organization • prepare people for organizational change that requires fundamentally new ways of thinking and working • provide a practical language and approach (Levels and Domains) for leaders to talk about human dynamics in a simple and useful manner
  16. 16. 15 • cross-check a project / system / process / methodology to make sure that all of the necessary and essential elements or functions have been considered • stimulate fundamental change and / or facilitate growth by giving a framework for an exchange of ideas that without which it would be difficult to initiate or sustain • have improved team performance by providing a framework for motivations, behaviors, attitudes, values, and beliefs The Nine Domains are the nine essential components of complex systems, be they natural or designed by humans. When each of the Nine Domains are present AND they are in balance, the entire system thrives. Domains can, however, be missing or distorted. Such imbalances not only diminish the performance of a system, but may also threaten its survival. Furthermore, the Nine Domains are a new way of talking about a complete whole with interrelated parts. As such, they are a “check list for completeness” (Riso) and can be applied to the development of a team, the analysis of a particular problem, or the evaluation of an entire complex situation or crisis. The following are the archetypal elements of each Domain. Many other words and concepts also apply to each Domain, depending on the level of analysis or application one wishes to make in an actual case. A much more extensive treatment of the Nine Domains concept as well as a more complete list of the major qualities seen at each Domain are part of the Nine Domains Facilitator’s Training program. These 18 Key Words are simply a beginning point for understanding and using the Nine Domains in a wide variety of settings. Each Domain encompasses much more than these 18 words; indeed, there are hundreds of words that are appropriate expressions of each Domain. The following gives a few more of each Domain’s qualities to fill in the picture of the range and depth of each Domain. First Domain - Integrity Honesty, fairness, impeccability, wisdom, impartiality, discernment, conscientiousness, congruence, truthfulness, purpose Second Domain - Service Nurturance and self-nurturance, unselfishness, empathy, attunement to others, concern, appreciation, encouragement Third Domain - Self-Development Inner-direction, modesty, self-acceptance, authenticity, self-assurance, admirability, poise, accomplishment, focus Fourth Domain - Self-Expression Introspection, self-awareness, intuition, sensitivity, honesty with self, discretion, emotional strength, meaningfulness Fifth Domain - Knowledge Profundity, curiosity, pioneering, insightfulness, objectivity, perceptiveness, originality, inventiveness Sixth Domain - Mutual Support Groundedness, interdependence, fortitude, reliability, preparedness, faithfulness, devotion, mutuality Seventh Domain - Energy Appreciation, receptivity, satisfaction, joyfulness, enthusiasm, resilience, vivaciousness, productiveness, versatility Eighth Domain - Decisive Action Courage, self-surrender, majesty, self-confidence, strength, action-orientation, empowerment, protectiveness Ninth Domain Dynamic Stability Self-possession, serenity, presence, peacefulness, flow, naturalness, optimism, humility, inclusivity, patience
  17. 17. 16 Choosing which descriptors (of the hundreds of possible concepts) are most appropriate for a particular situation depends on the Facilitator’s insight and experience. In other words, to use the Nine Domains effectively, one cannot simply grab a handful of words arbitrarily. Which descriptors are used depends a great deal not only on experience and insight but also on discrimination, sensitivity to the meaning of words and their connotations, as well as the level of conceptualization that needs to be used to find a solution to a particular problem. Although using the Nine Domains is subtle, it is actually easy to do once a few basic concepts are understood. Remember, the Nine Domains are abstract expressions of human activity, thoughts, beliefs, and universal needs. They encompass the whole of our personal and interpersonal lives. Therefore awareness and care must be taken when using the Domains if they are to be meaningful and helpful for gaining a deeper and more complete understanding. Management, Organizational Development Practitioners, Change Managers, Human Resource Professionals, Business Consultants and Strategists can use the Nine Domains to develop a plan that truly builds on the specific strengths and addresses the specific weaknesses / development areas of a team. While many professionals can develop a workable list of important considerations, the list will invariably be different from person to person as it is based on their own history / experiences, limitations, and personal biases. The Nine Domains overcomes this limitation by providing elements that are often overlooked or devalued. The final message is that each Domain is absolutely necessary for a thriving and surviving system. One can be assured that when working with the Nine Domains material, you will not be overlooking an important element of a possible solution. With confidence in the completeness of the Nine Domains, one has the freedom to “unpack” problems or challenges, and not merely address symptoms. We can go as far as we need to with this conceptual vehicle.
  18. 18. 17 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Executive Dimensions http://www.ccl.org/leadership/pdf/assessments/ CCL_executivedimensions.pdf Clayton Osborne/ Executive Dimensions: Developing Top-Level Leaders What is Executive Dimensions? Executive Dimensions is a 360-degree assessment designed to address the specific leadership issues of top-level executives. These individuals see their feedback data compared to an exclusive normative base of other top executives. Unlike other assessments that contain normative data encompassing all us- ers, Executive Dimensions data are screened to ensure that only the very top-level leaders are included in the normative base. Results • Provides top-level executives with feedback on specific, critical leadership skills • Helps individuals compare their results to other senior leaders • Starts the process of feedback-based individual development How to Use Executive Dimensions • In executive coaching work • In a workshop setting for the executive team • As a group report to initiate discussions within an intact team What Executive Dimensions Measures Executive Dimensions measures the 16 competencies listed below, containing a total of 92 items. The feed- back report displays results grouped into three categories. Executive Dimensions ® • Developing Top-Level Leaders • Leading the Business • Leading Others • Leading by Personal ExampleLearning from experience Special Features • Based on research conducted with top-level executives • Includes a Board members rater category • Carefully screened exclusive norms compares participants’ results to other top-level executives • Includes a written comments section • Group profiles available The World’s Most Widely Used Leadership Assessments CCL pioneered the use of assessments and feedback in leadership development decades ago. Since then, millions of users from thousands of organizations have relied on CCL assessments to produce valid, reliable and actionable results.
  19. 19. 18 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED EQ (High Performing Systems) http://www.hpsys.com/EI_EQ- i2.0EQ360_Certification.htm Susan Curtin/ Priscilla Gill Emotional Intelligence Assessments 
 Hundreds of assessments are available that claim to measure a person’s EI. High Performing Systems, a leader in the Emotional Intelligence field, brings a multi-faceted approach to training and consulting, using the best EI assessments available. Key features to consider when selecting an Emotional Intelligence instrument are: • Do research studies show it predicts performance? • Has it been scientifically validated? • Is it available online? • Is certification required? • Is online certification available? • Does it have a technical manual? • Are there resource materials to support it? HPS uses and provides certification on the following assessments: The EQ-i 2.0 is a self report measure of Emotional Intelligence (EI), based on the original EQ-i. It introduces some differences that stem from changes to assessment items (based on extensive feedback from users), updated norms, and rigorous reliability and validity studies. Applications for the EQ-i 2.0 include: • Leadership development • Leader and employee selection • Organizational development • Executive coaching • Team building • Student development and retention The EQ 360 is a multi-rater measure of Emotional Intelligence designed to provide a complete 360-degree view of a person's emotional and social functioning. Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)
 The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is the only Emotional Intelligence abilities test. It uses a variety of interesting and creative tasks to measure a person’s capacity for reasoning with emotional information. This instrument is suitable for all kinds of corporate, educational, research and therapeutic settings. MSCEIT is ideal for situations in which respondents might want to manipulate the results to create a more favorable impression. Team Emotional and Social Intelligence Survey The TESI® (Team Emotional and Social Intelligence Survey®) creates the opportunity for a team 360. Each team member rates their team—from his or her perspective—on the seven Team Emotional & Social Intelligence dimensions. Reports generated from the results allow team members and the leader(s) to understand the team’s skill level in the areas of team identity, motivation, emotional awareness, communications, stress tolerance, conflict resolution and positive mood.
  20. 20. 19 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED EQ in Action Profile h"p://learninginac.on.com/services/eq-­‐in-­‐ ac.on-­‐profile/ Lisa Mallett EQ in Action Profile Assessment...A Profile Of You In Relationship This tool is based upon developmental psychology, interpersonal neuropsychology, and neurophysiology theory, plus year of clinical, educational, consulting and training work. A Unique, Powerful Emotional Intelligence Instrument: This tool makes a contribution to the field in several unique and important ways. • It’s All About Relationship Emotional Intelligence does not exist apart from relationships. We are created, developed, and sustained in relationship throughout our lives. Our brain and our emotional competencies develop in relationship. As adults, our emotional intelligence is dynamic. Most of us run the gamut of being emotionally smart to dumb depending upon the situation and the stress we are under.
 This tool provides individuals with a profile of their basic internalized relational map that has been developed through life experience from infancy to this moment. The report profiles an individual’s relationship strategies in different difficult contexts. • It’s Totally Behavioral Based — rather than self report Rather than self-report about what a person thinks they would do, this tool places individuals in a real situation as they watch several video segments where someone is talking directly to them. They are asked to track their own experience as they watch the video and attend to what the individual talking to them must be experiencing. Individuals are then given about fifty words and statements for each video segment and are asked to rate the degree the word or statement fits their actual experience now.
 An EQ profile report is created based upon their reported experience. The tool provides a “snapshot view” of how an individual uses his or her emotional competence in various stressful situations. • It’s About Learning — not a report card The goal is to offer a mirror of how individuals interpret their experience and respond to different situations, to identify strengths and weaknesses on key dimensions of EQ, and then to select “daily practices” to build fitness in areas of their choice. An EQ Fitness Tool-Kit provides optional daily practices for each dimension. These are practices that can be done anywhere at anytime and can be incorporated into a fitness program, just like physical training. EQ Competencies Measured This tool is based upon a developmental model (Sarni, Emotional Intelligence Handbook) and measures the three capacities of emotional intelligence, or what others call the “essential components” (Taylor & Bagby). These capacities include: • Self-Reflection • Self-Soothing or Self-Regulation • Empathy
  21. 21. 20 These capacities provide the foundation for development of the larger array of competencies and skills. When these capacities are well developed the competencies follow with ease. Several key dimensions of these core capacities are measured. Self-soothing is measured in terms of what we do in relationships; what we tend to do that builds relationships and contributes to positive outcomes and what do we do that is detrimental to relationships and successful outcomes. The eight short vignettes present different difficult dilemmas that give individuals a composite view of their relationship strategies. They are also provided with a profile of how their strategies vary by context and by different issues. An EQ Fitness Handbook assists integration & gives options for action “So now that I have a profile, what difference does it make? And what can really be done to make a difference?” The “So what?” question is a good one. Why bother unless real development is possible. The exciting news that is widely documented in brain development literature today is that development continues throughout our lives and very targeted practice actually reshapes the brain by modifying the resources the brain dedicates to a given function (The Social Brain). This tool includes a fitness handbook that gives a wide variety of practice options for each dimension measured by the tool and encourages individuals to select one to several daily practices they will commit to for a one-month period. It takes repetitive practice to change behavior. Individuals can use the ideas and modify them to fit their unique lifestyle. Everyone is encouraged to create their own plan and make their own commitments. Organizations can easily take these ideas and build them into leadership development programs and/or staff development programs.
  22. 22. 21 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED FIRO-B (Fundamental Interpersonal Relations Orientation) https://www.cpp.com/products/mbti/ index.aspx CB/ Susan Curtin/ Jordan Goldrich/ Frank Wagner/ Mary Harlan/ David Chow/ Priscilla D. Nelson/ Terry H. Hildebrandt Fundamental Interpersonal Relations Orientation™ (FIRO®) The Fundamental Interpersonal Relations Orientation™ (FIRO®) instruments help people understand their interpersonal needs and how those needs influence their communication style and behavior—and in the process improve their personal relationships and professional performance. These tools have helped individuals, teams, and organizations around the world grow and succeed by serving as a catalyst for positive behavioral change. The FIRO assessments are based on social need theory: all living things seek equilibrium between their basic needs and getting those needs met. They address, gather, and present critical insights around these fundamental areas: • How you tend to behave toward others • How you want others to behave toward you The FIRO assessments are trusted tools because they: • Facilitate behavioral change by providing specific insights into people’s interpersonal needs • Identify existing communication and interpersonal dynamics—helping people overcome issues and sometimes prevent them from forming • Detail strengths and development recommendations • Are backed by excellent support and guidance through CPP’s global distributor network How They Help The FIRO assessments are ideal for a wide range of applications, including the following: • Team building—to accelerate the team formation process and allow members to overcome barriers and progress to higher levels of performance • Leadership and executive development—to identify leadership styles and help leaders unlock greater team performance by meeting the interpersonal needs of managers, peers, and direct reports • Relationship building—to ensure that employees get the most out of working relationships by helping them understand how to meet the interpersonal needs of customers and stakeholders • Professional development—to increase employees’ self-awareness for better understanding of how their positive behavioral changes boost morale, productivity, and engagement • Conflict management—to improve skills for assessing different types of conflict and applying emotionally intelligent strategies
  23. 23. 22 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Global6 (CCL) http://www.ccl.org/leadership/assessments/ global6Overview.aspx Clayton Osborne/ GLOBAL6: Effective Leadership is in the Eye of the Beholder Focus Global6 is a 360-degree assessment designed for leaders who work with colleagues from different parts of the world, experienced leaders who have increasing global responsibilities, expatriate leaders, and leaders who will soon transition into a global role. Global6 helps individuals understand how others view their leadership effectiveness in a global context. It provides feedback about others' expectations of outstanding leadership and how aligned the leader is to these expectations. Leaders will gain insight into views of leadership different from their own. The assessment is based on cutting-edge research into the characteristics that constitute outstanding leadership in 62 cultures around the world. Results • Provides a greater understanding of one's leadership effectiveness and what people from different cultures expect of a leader • Emphasizes the need to be open-minded and flexible with leadership styles and beliefs • Offers information that will help develop leadership capability in your organization
  24. 24. 23 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED The Global Leader of the Future (GLOF) http://www.sccoaching.com/glof Frank Wagner Global Leader of the Future by Marshall Goldsmith 360 Assessment for Leaders in a Globalizing Business Environment   Leadership assessment designed by multinationals for multinationals The Global Leader of the Future (GLOF) 360 assessment has been co-created by Marshall Goldsmith who has been recognized as World’s No. 1 Leadership Thinker by Harvard Business Review and Thinkers50. The assessment is specifically designed for leaders in a globalizing business environment and is based on in-depth research involving CEOs of Fortune 100 companies, 18 global thought leaders and 300 international business executives at 200 organizations of 120 multinationals on 6 continents. The GLOF measures the skills and competencies that today’s global leaders need to master and shows emerging leaders the areas they need to develop in order to succeed as effective leaders in a globalizing and competitive business environment. The GLOF is typically used for leaders who: • Lead an internationalizing business. • Are country managers. • Manage diversity and across cultures while interacting with stakeholders in their functional responsibilities related to e.g. supply chain, human resources and finance. • Lead international functional or project teams. • Have the potential and ambition to measurably grow their global leadership skills. Organizations use the GLOF for leadership development, succession planning and talent management to assure that leaders succeed in international roles.   GLOF competencies measure leadership effectiveness in a globalizing business environment The GLOF describes 15 competencies grouped in 5 clusters that effective leaders in a globalizing business need to develop and master. This includes the five emerging competencies that global leaders need to develop most. Communication • Demonstrating integrity • Encouraging constructive dialogue • Creating a shared vision Engaging People • Developing people • Building partnerships • Sharing leadership Boundary-less Inclusion • Empowering people • Thinking globally • Appreciating diversity  
  25. 25. 24 Assure Success • Developing technological savvy • Ensuring customer satisfaction • Maintaining a competitive advantage Continuous Change • Achieving personal mastery • Anticipating opportunities • Leading change Comprehensive survey • Easy to administer online survey including data collection monitoring • 15 competencies in 5 clusters, scientifically validated • 72 questions (5 point Likert scale) plus 3 open questions for verbatim feedback • Norm group of 2,800 international leaders from a wide range of countries, ethnicities, ages, organizational levels, industries and education backgrounds A wealth of leadership development resources for debriefings& workshops • 50+ page report in English (Chinese, Spanish, Japanese, and French in 2015) and a free reproducible workshop binder for leaders • Easy report analysis using a high level radar graph and complete data drill down • Authentic Leadership Model personalized for each leader • Extensive professional development resources such as reference binder, Global Leadership guidebook, downloadable workshop & debriefing PPTs, video library, e-learning and follow-up webinars.
  26. 26. 25 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Hay Group Emotional and Social Intelligence (ESCI) http://www.haygroup.com/ leadershipandtalentondemand/accreditation/ index.aspx David Chow/ Kelli McCauley Emotional and social intelligence makes the difference between a highly effective leader and an average one. The real benefit comes from the 360° view into the behaviors that differentiate outstanding from average performers. It helps managers and professionals create competitive advantage for their organizations by increasing performance, innovation and teamwork, ensuring time and resources are used effectively, and building motivation and trust.  Use the emotional and social competency inventory (ESCI) to: • measure emotional intelligence in your leaders and professionals • raise awareness through powerful feedback • focus your coaching and development on crucial capabilities • bring out the best in individuals and teams. Why choose the Boyatzis, Goleman and Hay Group ESCI? 
 Emotional and social intelligence is now recognized as a key factor in leadership performance. Our long partnership with Dr. Richard Boyatzis and Dr. Daniel Goleman has resulted in one of the most validated behavioral measures of emotional and social intelligence, based on hundreds of competency studies conducted in organizations throughout the world. Because it is behavioral, it enables you to assess, develop and coach your leaders and embed this crucial capability within your organization. Drawing on the work of Boyatzis and Goleman, and research at Hay Group, the ESCI is a 360º tool, avoiding the distortion of self-assessment questionnaires. It describes 12 competencies that differentiate outstanding from average performers. The ESCI process works as follows. 
 Your participants nominate who they would like to get feedback from. Participants and their nominees complete the surveys online and, once we have received all the feedback, Hay Group analyzes the results and produces a feedback report. We can also create a team composite report which shows a group’s profile against the competencies. The verbatim comments section of the report, where respondents comment on a participant’s key strengths and areas for development, is particularly appreciated by our clients. For many people this is the first real, confidential feedback they have received. You have a choice: you can work with Hay Group consultants to embed EI in your organization, or become accredited so that you can deliver ESCI feedback yourself. Some educators have decided to use the ESCI in their research with staff or students.
  27. 27. 26 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Herman Brain Dominance Inventory http://www.herrmannsolutions.com/ assessments-and-solutions/ Frank Wagner HBDI® Certification Deliver business value and measurable results by helping people, teams, and organizations leverage the connection between thinking and performance. The HBDI® Certification is an interactive workshop that are offered on-site or through regularly scheduled public sessions. It allows you to purchase and administer HBDI® report deliveries in your organization. As a HBDI® Certified Practitioner, You’ll Be Able to: • Use, interpret and apply the Whole Brain® System, concepts and programs, including the HBDI® family of assessments • Deliver learning solutions that result in real business impact • Help people, teams and the entire organization unleash their collective intelligence What Makes the HBDI® Certification Different? Master Facilitators Our master facilitators use the latest techniques to build each candidate’s knowledge and confidence so they become “multilingual” in the language of the brain’s four thinking preferences. Access to Tools Participants get the tools and practice to prepare them to implement Whole Brain® solutions at the individual, team and organizational levels. Recertification Credit Hours The program is pre-approved for 30 recertification credit hours (Specified – Business Management and Strategy) towards PHR, SPHR and GPHR recertification through the HR Certification Institute. “We have used HBDI® extensively in our business for many years. The accreditation process embeds the framework and our consultants are equipped with a lens through which to analyze situations and teams as we work with them. Clients have found the inclusion of HBDI® as part of a consulting approach to business strategy and issue hugely valuable. For us, the advantage of the Whole Brain System, powered by HBDI® l is its immediate simplicity, which enables quick understanding, and from which it is possible to delve deeper for insight.” Michael LairdPartner : Cognosis Consulting
  28. 28. 27 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Hogan http://www.hoganassessments.com/ Mary Key/ John Mattone/ Susan Curtin/ Terry Hildebrandt/ Jennifer Whitcomb/ Patrick McKenna/ Priscilla Gill/ Priscilla D. Nelson Predict Performance personality/reasoning People don’t always fit in a box. Our four assessments offer the range of measurement required to understand people’s strengths, weaknesses, values, and approach to problem solving and accurately predict performance. The Hogan Personality Inventory (HPI) is a measure of normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. The Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes.      
  29. 29. 28 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Human Patterns http://www.humanpatterns.com/assessment/ Eileen Broer The Human Patterns Inventory is a robust, comprehensive assessment of preferences and interests. If you are selecting or placing employees, developing emerging managers and leaders, coaching high potentials, building teams or implementing a succession plan, the Human Patterns Inventory can be a useful adjunct. It can be used to create a transparent culture where awareness of differences increases understanding among peers subordinates and leadership. An administration is usually valid for about three years. Subsequent administrations can be performed throughout the employment life cycle to track growth and development. Human Patterns Results are shown in standard deviations, and identity preferences and interests in Proactive (non-pressure) situations and in Reactive (pressure) situations. In one online administration, users are shown their preferences and interests in over 30 categories of: • Personal Style and Resources (World View, Keys to Personality, Direction of Energy, Problem-solving, Personal Concerns, Basic Motivations, Achievement, Values, Themes, Listening Pattern, Thinking Framework) • Interpersonal Style and Resources (Interpersonal Relations, Hot Buttons, Conflict Management, Adaptation to Authority, Participation in Groups and Committees) • Work and Occupational Interests (Nourishing Work Activities, Preferred Work Roles, Interpersonal Work Environment Preferred, Work Tasks Preferred, Work Patterns) • Leadership and Management (Leadership Behaviors, Leadership Motivations, Criteria for Management, Management Tasks Preferred, Management Aversions, Management Communications Style) Human Patterns provides relevant information for the full range of human resource disciplines, including: • Leadership Coaches can coach based upon insight into preferences and interests and anticipate responses to stressful situations. • Management Trainers can develop management development programs for an individual manager or a group of managers. • Career Counselors can offer clients a thorough picture of their ideal working environment. • Management Development Consultants can identify individual and group strengths and predict patterns of interaction. The Human Patterns Inventory can provide specialized reports to inform most areas of the employee life cycle from selection to leadership development.
  30. 30. 29 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Intercultural Development Inventory https://idiinventory.com/products/ Mary Harlan The Intercultural Development Inventory® (IDI®) assesses intercultural competence—the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. Intercultural competence has been identified as a critical capability in a number of studies focusing on overseas effectiveness of international sojourners, international business adaptation and job performance, international student adjustment, international transfer of technology and information, international study abroad, and inter-ethnic relations within nations. The Intercultural Development Inventory is a 50-item questionnaire, available online and in a paper-and-pencil format that can be completed in 15–20 minutes. A wide range of organizations and educational institutions use the IDI (click here for organizations using the IDI). Thousands of Qualified Administrators in more than 30 countries have extensively applied the IDI in corporate, not-for-profit, government, faith-based, and educational contexts. In addition, more than 60 published articles and book chapters as well as over 66 Ph.D. dissertations have been completed using the IDI. The IDI includes up to six customized questions that can be added to the questionnaire. In addition, the IDI includes contexting questions that allow respondents to describe their intercultural experiences in terms of (a) their cross-cultural goals, (b) the challenges that they face navigating cultural differences, (c) critical (intercultural) incidents that they face when they encounter cultural differences, and (d) the ways they navigate those cultural differences. These questions allow individuals to reflect on how their IDI results relate to their cross-cultural goals and challenges, increasing cultural self understanding and enabling improved accomplishment of key cross-cultural goals.
  31. 31. 30 The Leadership Agility 360 is a uniquely practical, user friendly, and informative development tool.  It provides feed-back on several dimensions of a manager’s agility in three types of situations central to leadership and organizational effectiveness:  leading organizational change, improving team performance, and engaging in pivotal conversations. Our research shows that managers progress through a series of predictable, learnable “agility levels” that conform to well-documented stages of personal development: • Expert.  These leaders use their technical and functional expertise to make tactical organizational improvements, supervise teams, identify and solve key problems, and sell their solutions to others. • Achiever.  These leaders use their managerial skills to set clear organizational objectives, lead strategic change, motivate and orchestrate team performance, and engage in challenging cross-boundary conversations. • Catalyst.  The rare leaders who operate at this level are visionaries who can lead transformative change, develop high participation teams, and collaborate with others to develop creative, high- leverage solutions to tough organizational issues. Developmental Framework Identifies Growth Potential As leaders grow through these three levels of agility, they evolve from tactical problem-solvers into strategic managers, and then into farsighted, capacity-building leaders, always retaining the skills they gained at previous levels.  Created by ChangeWise in partnership with Cambria Consulting, the Leadership Agility 360 is the only research-based feedback tool that produces a stage-by-stage developmental road map, allowing even executives and top performers to understand how they lead now and how they can grow — in specific, behavioral terms. Who Uses the Leadership Agility® 360? The Leadership Agility 360 is especially well-suited for use with executives, senior managers, and high- potential managers, but it is also applicable for any manager who leads a team and has responsibility for making organizational improvements, whether the scale of these improvements is large or small.  Primary applications include feedback and coaching in leadership development programs, developing senior teams and other management groups, and one-on-one coaching engagements. High Quality Reports Enhance Usability of Feedback • Concise data display.  • Actionable format.  • Clear roadmap.  The Leadership Agility 360 Feedback Report displays three qualitatively different behaviors for each item, identifies the behavior seen as most characteristic , and measures how effectively that behavior is performed.  This unique format not only provides a clear picture of the manager’s current state, it also provides a specific, descriptive “roadmap” of the next steps in their leadership development. ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Leadership Agility 360  http://www.changewise.biz/? page_id=2237 Lisa Mallett
  32. 32. 31 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Leadership Challenge –LPI 360 feedback assessment http://www.leadershipchallenge.com/leaders- section-assessments.aspx Susan Curtin/ David Chow/ Priscilla D. Nelson Leadership Practices Inventory (LPI) Assessments Evidence-based, rigorously tested, 30 years of original research, and data from millions of leaders around the world. The Leadership Practices Inventory (LPI) is the cornerstone of The Leadership Challenge®, our global campaign to liberate the leader in everyone. Over three million people have used the LPI as a first step to reaching their personal leadership best—a clear indication that leadership is a practice that can be learned by anyone, not an inborn skill for the lucky few. No matter where you are in your leadership development journey, here you can discover more about how this 360-degree assessment can help you develop your leadership potential and inspire those around you to be the best they can be. Self-discovery and self-awareness are essential to developing our capacity to lead.  And a core component in that process includes personal reflection and analysis of our own behaviors as leaders. Equally as valuable is insight and feedback from those around us who know us well, who have experience of us in our role as a leader, and who are committed in their support of our personal development to provide honest input into the behaviors we exhibit to others. Combined, these essential perspectives provide invaluable insight into how we view ourselves as a leader, how others view us, and what actions we can take to improve our effectiveness.   Our comprehensive suite of LPI tools includes leadership assessments designed to meet your needs: for seasoned leaders as well as those new to the role (LPI 360), individual consultants, human resources professionals, or independent contributors (LPI Individual), and young people looking to enhance their leadership role in school or in the community (Student LPI). The Leadership Practices Inventory is a questionnaire that contains 30 behavioral statements—six for each of The Five Practices of Exemplary Leadership®—and takes 10 to 20 minutes to complete. Leaders and individuals complete the LPI Self, rating themselves on the frequency with which they believe they engage in each of the 30 behaviors. Five to ten other people—typically selected by the leaders—complete the LPI Observer, indicating the frequency with which they think the leader engages in each behavior. The LPI 360 is an observer-based tool for leaders and managers at all levels in an organization—commercial and nonprofit, health care and government—that incorporates the LPI Self instrument (completed by the Leader) and the LPI Observer that gathers important insight from bosses, co-workers, direct reports, and others who have direct experience of the individual leader in a leadership role. • LPI Self: a 30-item assessment that provides a way for individual leaders to measure the frequency of their own leadership behaviors on a 10-point frequency scale • LPI Observer: a 30-item assessment that provides 360-degree feedback on the frequency of an individual’s leadership behaviors on a 10-point frequency scale, completed by up to 10 people selected by the leader to participate in the process. The LPI Individual includes the use of the LPI Self instrument only, typically used by consultants and human resource professionals, or emerging leaders working as independent contributors.  This assessment helps individuals measure their own leadership behaviors while guiding them through the process of applying Five Practices of Exemplary Leadership® model to real-life organizational challenges and planning a course of action to improve the effectiveness of their performance as leaders.  
  33. 33. 32 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Leadership Effectiveness - 360 http://www.mrg.com/ CB/ Satoko Gibbs MRG has two products as part of their Leadership suite that can help identify the behaviors for success at an organizational level or for a particular role.  Both offerings incorporate the use of an individual questionnaire and a facilitated discussion session of whole-group results to gain a collective vision for the target success profile in each unique situation.  LEA Strategic Directions™ will help identify the most important behaviors for success within an organization, creating a strategic context for leadership assessment and making business strategy come alive for leaders and managers. Typically used with an organization's senior management team, LEA Strategic Directions™ can: • Identify the critical leadership practices and tie them to business objectives • Clarify developmental priorities for the organization's leaders and managers • Identify action steps that the senior team can complete to develop a culture that will foster the desired leadership behaviors LEA Role Expectations™ effectively identifies the leadership practices required for a specific role and will help: • Create clear expectations for a new position to aid in the selection and development of new employees • Clarify and resolve differences in expectations between an incumbent and his or her manager • Create greater consistency when multiple leaders are in the same role Coach and Develop LEA Development Reports for individuals allow you to measure leadership at the level your intervention requires. The LEA 360 Report incorporates observations from others to provide deep insights into the patterns of leadership practices and increases awareness about the impact they are having on key constituents. Both come with rich feedback that includes: • Powerful, unique descriptions of an individual's approach to leadership • Strategic implications and developmental opportunities Suggested action steps and tools for prioritizing developmental actions LEA 360's companion, Leadership Impact Report, is designed to provide participants with additional developmental feedback to augment the standard LEA 360 report. Participants are able to review how their observers rated them in 26 leadership effectiveness areas of focus including Future Potential, Ability to Develop People and Ability to Make Effective Decisions. LEA practices that contribute to success in each area of effectiveness are also identified, making the connections richer and the focus for development clearer. LEA and LEA/IDI Coaching Reports contain insightful, practical information for assimilation coaching or onboarding a successful candidate.  Both provide information on the Assets and Potential Challenges and produce constructive coaching suggestions that can be utilized by the coach, the individual's manager, or the individual him- or herself to help development in key areas of leadership. Additionally, the LEA-IDI Coaching ...
  34. 34. 33 Learning In Action Technologies offers individuals, teams, and organizations effective tools and methods for enhancing Emotional Intelligence in relationship, real-time. We primarily serve leadership development consultants, executive and life coaches, trainers, educators, and leaders who understand a key role they play is in developing individuals and teams to be their best. A Unique, Powerful Emotional Intelligence Instrument: This tool makes a contribution to the field in several unique and important ways. It’s Totally Behavioral Based — rather than self report Rather than self-report about what a person thinks they would do, this tool places individuals in a real situation as they watch several video segments where someone is talking directly to them. They are asked to track their own experience as they watch the video and attend to what the individual talking to them must be experiencing. Individuals are then given about fifty words and statements for each video segment and are asked to rate the degree the word or statement fits their actual experience now. An EQ profile report is created based upon their reported experience. The tool provides a “snapshot view” of how an individual uses his or her emotional competence in various stressful situations. It’s About Learning — not a report card The goal is to offer a mirror of how individuals interpret their experience and respond to different situations, to identify strengths and weaknesses on key dimensions of EQ, and then to select “daily practices” to build fitness in areas of their choice. An EQ Fitness Tool-Kit provides optional daily practices for each dimension. These are practices that can be done anywhere at anytime and can be incorporated into a fitness program, just like physical training. It’s All About Relationship Emotional Intelligence does not exist apart from relationships. We are created, developed, and sustained in relationship throughout our lives. Our brain and our emotional competencies develop in relationship. As adults, our emotional intelligence is dynamic. Most of us run the gamut of being emotionally smart to dumb depending upon the situation and the stress we are under. This tool provides individuals with a profile of their basic internalized relational map that has been developed through life experience from infancy to this moment. The report profiles an individual’s relationship strategies in different difficult contexts. EQ Competencies Measured This tool is based upon a developmental model (Sarni, Emotional Intelligence Handbook) and measures the three capacities of emotional intelligence, or what others call the “essential components” (Taylor & Bagby). These capacities include: • Self-Reflection • Self-Soothing or Self-Regulation • Empathy ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Learning in Action Technologies http://learninginaction.com Bill Carrier
  35. 35. 34 These capacities provide the foundation for development of the larger array of competencies and skills. When these capacities are well developed the competencies follow with ease. Several key dimensions of these core capacities are measured. Self-soothing is measured in terms of what we do in relationships; what we tend to do that builds relationships and contributes to positive outcomes and what do we do that is detrimental to relationships and successful outcomes. The eight short vignettes present different difficult dilemmas that give individuals a composite view of their relationship strategies. They are also provided with a profile of how their strategies vary by context and by different issues. Report Profiles Individual profile reports graphically display an individual’s level of fitness on seven dimensions of Self- Reflection and Empathy. This is followed by a brief narrative description of what is measured and the implications for an individual in work relationships. Individuals are encouraged to consider how this information fits with their own experience and to interpret this in terms of their life experience in different situations. The information provides a valuable tool for noticing and practicing self-awareness. It is also useful for engaging family members, colleagues, and friends in a discussion on the degree to which this data fits their experience of them. The profile summary can be used as a rich resource for further exploration. How it works The EQ In Action Profile is available in three forms. The streaming video online version is best for people who have high-speed Internet access. The CD version is available for those with a slower Internet interface, and a paper and pencil version is available for using with larger groups or in a classroom where many students are taking it at the same time. Both types of Internet reports are generated immediately and available online as soon as the user has finished taking the tool. Team reports or large group reports are also available. Each person receives a bound colored report with an EQ Fitness Handbook: 150 Practices for Daily Living. Validity and Reliability Measures This tool has undergone a series of high-level statistical analyses to date. A four-page summary of this work is available upon request. The tool has been administered to a diverse group of people, including adult men and women of different age groups (from under 25 to 70), different employment status, different socioeconomic status, and different geographic regions across North America. Some of the validity and reliability measures that have been done or are underway include face validity, content validity, construct validity, divergent validity, and criterion group validity (measures differences between groups). Using the tool This tool is available through Learning In Action Technologies with an interpretive consultation. Certification training is scheduled several times throughout the year for professionals who want to use this tool for leadership development programs, staff development, team development, and coaching or for use in graduate and undergraduate programs. Three certification options are available, including a comprehensive four-day program, a 2.5-day program, and a distance learning option for seasoned professionals.
  36. 36. 35 Linking is a set of skills that were identified by Charles Margerison and Dick McCann in their extensive work with teams. Through their work they identified key skills which, if implemented effectively, contributed to the development of a high-performing team leadership. The original linking skills covered the linking of people and the linking of tasks. Recently Dick McCann has extended the work and identified the two further leadership linking skills of motivation and strategy. This version of the Linking Skills Profile is suitable for team leaders. This is known as the Linking Leader Profile and gives feedback on the people linking skills, the task linking skills and the leadership linking skills. The skills in the outer segment of the Wheel define the People Linking Skills: • Active Listening • Communication • Team Relationships • Problem Solving and Counseling • Participative Decision Making • Interface Management The skills in the inner segments of the wheel define the Task Linking Skills: • Objectives Setting • Quality Standards • Work Allocation • Team Development • Delegation The skills in the center of the wheel define the Leadership Linking Skills: • Motivation • Strategy When the Linking Skills Profile Questionnaire completed the coachee is asked to indicate the extent to which certain activities should occur in their performance and the extent to which they actually do occur. In addition, a number of co-workers and perhaps also supervisor or supervisors were asked to give their ratings of what 'should' and 'does' occur. The result is a composite Profile which compares the coachees own self- assessment with the assessment of others. ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Linking Skills Profile   http://tms-americas.com/assessments/ Terry H. Hildebrandt
  37. 37. 36 report includes motivational considerations to provide additional insights into what inspires and drives the individual to do his or her best work. When produced with a Success Profile developed using the LEA Role Expectations or Strategic Directions process, these two reports can also provide concise analyses of the individual's fit to the role. Group Insights LEA Composite Profiles are an effective way to analyze the leadership practices and culture of a group and identify their strengths and developmental needs. MRG's Enhanced Composite goes a step further, representing the LEA data with more impact, enabling richer and more resonant discussions with groups and teams. With colorful, visually impressive graphs, the Enhanced Composite immediately tells the story of the leadership patterns within a team or a group creating a blueprint for training needs analysis and team development. Leadership Selection LEA and LEA/IDI Candidate Assessments contain insightful, practical information to support the selection process. Both reports provide concise analyses of the candidate fit to the role based upon the Success Profile developed within an organization using the LEA Role Expectations process, the LEA Strategic Directions process and/or the results of a validation study. Both reports provide information on the Assets and Potential Challenges of the candidate and produce interview questions to help focus in on and explore any potential issues or mismatches with the role requirements. Additionally, the LEA/IDI Candidate report includes motivational considerations to provide additional insights into what inspires and drives a candidate to do his or her best work. Leadership Culture LEA Culture™ identifies leadership behaviors currently in practice within an organization and can be used to: • Assess the variety of leadership cultures that exist within a large organization • Prepare for a major organizational change initiative • Identify similarities and differences of leadership cultures during mergers and acquisitions • Determine the gap between the current leadership culture and the desired leadership culture
  38. 38. 37 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Lominger/ Leadership Architect http://www.kornferryinstitute.com/reports- insights/lominger-assessment-instruments- overview-research-background-and-support Najeeb Ahmad, Priscilla Gill/ Terry H. Hildebrandt Lominger has a large number of leadership and organizational assessment instruments that have been developed over the past 15 years. These assessments come in the form of paper-and-pencil questionnaires, on- line or electronic surveys, and sort cards. These psychological instruments measure such varied constructs as learning agility, team effectiveness, strategic effectiveness, and employee engagement. All these instruments were developed based on empirical data and the experience base of Robert W. Eichinger, Michael M. Lombardo, David Ulrich, and others. It is important that one understands that the scientific iterature supports the psychometric integrity and usefulness of the instruments The LEADERSHIP ARCHITECT® Suite—Leadership development resources for individuals, teams, and organizations Experience- tested, research-based, and integrated, Lominger’s LEADERSHIP ARCHITECT® Suite is a comprehensive tool set that can be customized to fit any organization’s culture or way of operating. Organizations choose the tools they need from a full suite of content solutions that includes printed and software products as well as intellectual property licenses. Based on 67 Competencies and 19 Career Stallers and Stoppers (further grouped into 26 Clusters and 8 research-based Factors) and 10 Universal Performance Dimensions, the tools in the Suite can be used for everything from job profiling, selection, and training to performance management, individual development, team development, succession planning, and more. Each tool stands on its own and is designed to accomplish a specific task. Since the Suite is integrated, each tool can also work in concert with the other products via the LEADERSHIP ARCHITECT® Competencies. Lominger Limited, Inc. Competencies are the universal common denominator, driving much of the work and performance in an organization. Lominger’s LEADERSHIP ARCHITECT®Suite is fully integrated around the LEADERSHIP ARCHITECT ® Competency Library, allowing you to use any of the tools in the Suite and maintain a common language for leadership and development across processes, solutions, and applications.
  39. 39. 38 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Margerison-McCann Team Management Profile http://tms-americas.com/assessments/ Terry H. Hildebrandt TEAM MANAGEMENT SYSTEMS - PROFILE OVERVIEWS “By enhancing their knowledge and understanding of the world of work and giving them a simple language with which to communicate, you can help teams to achieve peak performance in the workplace” Assigning the wrong person to a task, ignoring important tasks or failing to resolve conflict can have costly consequences. The Team Management Profile is a personalized report, which gives individuals valuable insights into the way they prefer to work and their preferred role within a team. This feedback will help to improve team processes and performance, which will in turn improve motivation and job satisfaction. The Team Management Profile highlights an individual’s major and related areas of work preference, including information focused on: • Work Preferences • Decision Making • Leadership Strengths • Interpersonal Skills • Team Building • Management Style The Questionnaire: • 60 Items • Takes approximately 15 minutes to complete • Available electronically or paper based • High face validity • Written in straightforward, positive language Reviewed by the British Psychological Society The Team Management Profile was adapted for the workplace from the original work of Carl Jung. Unlike other psychometric instruments, which look at an individual’s total behavior, including their home life, the Team Management Profile Questionnaire reflects research that shows that people often behave very differently at work. Benefits • Provides a practical model for effective teamwork in any context • Gives an overview of how balanced the team is • Promotes mutual understanding and respect • Provides an opportunity for more open communication • Gives guidance for personal and career development • Highlights the importance of understanding and managing diversity
  40. 40. 39 • Gives insights into how to resolve conflict • Provides a complete approach to building and maintaining balanced, high-energy teams Applications • Team Building and Development • Executive Team Coaching • Conflict Resolution • Team Analysis • Improving Team Processes • Leadership Development Programs • Graduate Programs
  41. 41. 40 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED MBTI https://www.cpp.com/ products/mbti/index.aspx Eileen Broer/ Mary Key/ John Mattone/ Tracy Smith/ Susan Curtin/ Priscilla Nelson/ Nan Hutchinson/ Terry Hildebrandt/ Brenda Dooley/ Jean Laporte/ Jordan Goldrich/ Mary Harlan/ David Chow/ Jennifer Whitcomb/ Vikki Brock/ Kelli McCauley/ Satoko Gibbs/ Barbara Baill/ Priscilla Gill The Myers-Briggs Type Indicator® (MBTI®) assessment has helped millions of people worldwide gain insights about themselves and how they interact with others—and improve how they communicate, learn, and work. It provides a powerful framework for building better relationships, driving positive change, harnessing innovation, and achieving excellence. The MBTI assessment makes Carl Jung's theory of psychological type both understandable and highly practical by helping individuals identify their preferences in four areas (see graphic below). 
 This Is Not a Test… (Personality or Otherwise)
 This powerful tool is often mistakenly referred to as the Myers-Briggs test or the personality test, however it’s not actually a test at all. The MBTI assessment is ideal for a wide range of applications, including: • Team development—helps ease communication among team members, identify team strengths and weaknesses, and create action plans for improved performance • Leadership development—deepens leaders’ understanding of their personality type and the types of those they are leading to help them manage better, give more meaningful feedback, and improve individual and team performance • Conflict management—improves skills in identifying sources of conflict and intervening early to prevent underperformance, disruption, and disengagement • Stress management—builds resilience, increases productivity, and offers strategies for identifying and managing stress triggers • Career transition and planning—helps guide individuals on career choice, development, and management
  42. 42. 41 Assessments provide data. TMS assessments provide data about work, whether that is work preferences (TMP), how you approach risk and change at work (QO2), work values (WOWV) or performance (our multi rater assessments). Our assessments are fully researched within the work context and are used around the world to help improve performance. Our view is that the data from our assessments is secondary to the actual needs of work required to be done by the individual, team or organization. So just as our assessments are focused on the general context of work, the use of any of our assessments needs a specific context to be of most value. INTRODUCTION TO WINDOW ON WORK VALUES This profile gives you feedback on eight core value types that form the basis of behavior in the workplace. Values are concepts or beliefs which people use to guide their behavior in the workplace. Values will drive our decision making and cause us to summon up energy to preserve what we believe in. They go beyond specific situations and determine how we view people, behavior and events. Often major sources of conflict and disillusionment are due to mismatched values. THE MODEL The different values explored in your Profile are displayed in the Window on Work Values model which has been developed by Dr Dick McCann from his extensive workplace experience and comprehensive research with individuals and teams. The model has been validated within a rigorous testing process and has good structural validity, meaning that values close to one another in the window are related whereas those on opposite sides of the window are unrelated. The feedback in this report is presented in a practical and accessible way but you can be confident that it is backed by the appropriate statistical research. The model consists of eight core work value types depicted as window panes, rather like those in the rose windows of many European cathedrals. It is divided into quadrants, each containing a core value type as follows: Self Focus: Value types that put personal goals ahead of group goals. Individualism is the core value type in this quadrant. Group Focus: Value types that put group wishes ahead of individual need. Collectivism is the core value type. Organizational Constraint: Value types that require strictly-adhered-to guidelines to ensure the smooth running of an organization. Compliance is the core value type. Organizational Freedom: Value types where individual behavior is unrestricted and people are free to choose their pathways, unfettered by organizational constraints. Empowerment is the core value type. ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED McCann Window on Work Values Profile http://tms-americas.com/assessments/ Terry H. Hildebrandt
  43. 43. 42 Values focusing on the self, within an environment of organizational freedom are defined by the Independence value type. Those focusing on the self within an environment of organizational constraint are defined by the Authority value type. Values focusing on the group, within an environment of organizational freedom are defined by the Equality value type. Those focusing on the group within an environment of organizational constraint are defined by the Conformity value type.
  44. 44. 43 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED MMPI (Minnesota Multiphasic Personality Inventory) http://www.upress.umn.edu/test-division/workshops/ june-2015-workshops-symposium n/a The original authors of the MMPI were Starke R. Hathaway, PhD, and J. C. McKinley, MD. The MMPI is copyrighted by the University of Minnesota. The MMPI has been considered the gold standard in personality testing ever since its inception as an adult measure of psychopathology and personality structure in 1939. Many additions and changes to the measure have been made over time, including the addition of dozens of supplemental, validity, and other content scales to improve interpretability of the original Clinical Scales, changes in the number of items in the measure, and other adjustments. MMPI-2-RF A new and psychometrically improved version of the MMPI-2 has been developed employing rigorous statistical methods that were used to develop the RC Scales in 2003 and used in 2008.[4] The new MMPI-2 Restructured Form (MMPI-2-RF) has been released by Pearson Assessments. The MMPI-2-RF produces scores on a theoretically grounded, hierarchically structured set of scales, including the RC Scales. The modern methods used to develop the MMPI-2-RF were not available at the time the MMPI was originally developed. The MMPI-2-RF builds on the foundation of the RC Scales, which are theoretically more stable and homogenous than the older clinical scales on which they are roughly based. Publications on the MMPI-2-RC Scales include book chapters, multiple published articles in peer-reviewed journals, and address the use of the scales in a wide range of settings.[21] The MMPI-2-RF scales rest on an assumption that psychopathology is a homogeneous condition that is additive .... REF: http://en.wikipedia.org/wiki/Minnesota_Multiphasic_Personality_Inventory#MMPI-2-RF
  45. 45. 44 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Neethling Brain Instruments (NBI™) http://nbicertification.com/marketplace/nbi- general-adult-assessment/ Robin Schletter The NBI™ General Adult Assessment is the most widely used NBI™ assessment. It is a measure of your thinking preferences—left hemisphere/local processing and right hemisphere/global processing as well as top/cognitive processing and bottom/affective processing. It takes approximately 15-20 minutes to complete the online assessment which consists of answering two sets of questions. You will receive a 7 page report with both the 4 quadrant as well as 8 dimension components. In addition, you will received a companion NBI™ Action Planning Guide in order to help you begin exploring ways to leverage the insights you gain from your assessment. Your results from your report may have important implications for how you communication, build relationships, choose careers, make decisions, lead and collaborate with others, and more.
  46. 46. 45 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Pinsight https://pinsight.biz Terry H. Hildebrandt 6+ Assessments In 1 Integrated Experience That’s all you need to make strategic talent decisions, from talent acquisition and promotions to succession planning. With Pinsight™, measuring people’s potential is quick and accurate. Challenging simulations Just as pilots must demonstrate skills in a simulator before real flights, we place your candidates in fictitious companies and observe how they handle challenging leadership situations. One integrated report Simulation results are ready within 24 hours. The report is focused on your business priorities. Can the candidate execute now? Or perhaps in 6 or 12 months? On-the-job development Pinsight™ is the 70 in 70/20/10. Our simulations highlight specific behaviors leaders can practice on the job, 5 minutes a day. • Know exactly what to develop Stop guessing and assuming what your leaders need to develop. Don’t waste money on general leadership training – one size does not fit all. Rely on Pinsight™ to target your training dollars. • Hiring errors may cost up to $500,000 Research estimates cost of hiring failures at 2-4 times the annual salary. Use Pinsight™ to find who is ready to take on your strategy now and avoid costly mistakes. We identify those who are 8x to 12x more likely to be top performers based on their actions not words. • Identify successors early Spot your top talent early. Use Pinsight™ to determine their potential and development needs. Streamline your talent reviews. • No need to fly across the country 100% virtual, 100% convenient. Candidates complete the simulation from anywhere with internet access. Keep top candidates interested by choosing a fast assessment solution. • Simulations That Make Sense There is a reason why pilots start out in a simulator and don’t take off after passing a test or an interview. So why select managers using just multiple-choice tests and interviews? • Know When They Are Ready Some candidates will shine right away. Others, while promising, will still need development. Our reports show how quickly candidates can be ready. “The simulation assessment is unique in that it provides a live, interactive simulation via virtual experience, thus making it accessible to leaders at many levels without the expense and time of visiting a corporate assessment center offsite.” Leslie Hilton President of SuccessPartner LLC
  47. 47. 46 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED SEIP (Social + Emotional Intelligence Profile) http://www.the-isei.com/ the_social_and_emotional_profile_self.aspx Terry Hildebrandt SEIP (Social + Emotional Intelligence Profile) http://www.the-isei.com/ the_social_and_emotional_profile_360.aspx Terry Hildebrandt The Social + Emotional Intelligence Profile (SEIP)® - Self Version The Social + Emotional Intelligence Profile (SEIP)® is the most comprehensive, statistically-reliable, scientifically-validated instrument on the market today. Based on over 10 years of research, the SEIP® identifies an individual’s social and emotional intelligence strengths and development opportunities. Based on the latest research in the field of social and emotional intelligence, the SEIP® four-quadrant model is the model used in 75 percent of Fortune 500 companies today. The SEIP® measures the 26 competencies identified as critical in socially and emotionally intelligent individuals, families, teams and organizations.  In addition to identifying areas of strength and areas for improvement, the instrument provides detailed descriptions of emotionally and socially intelligent behaviors when present and when lacking, as well as extensive suggestions for development, helpful for coaches, HR professionals and the individual receiving the results. The 78-item SEIP® is available online as both a self-report and 360 multi-rater format. Three versions are available: Adult, Youth (for ages 11 – 18), and Workplace (which uses business language). All reports are administered online, and results are immediately available to view online or download in PDF format. In addition, the SEIP®: • measures both social AND emotional intelligence (not just EI as some instruments do) • is the most comprehensive Social + Emotional Intelligence® instrument on the market, measuring 26 relevant and distinct social and emotional intelligence competencies • describes in behavioral terms what it looks like when an individual has the social and emotional intelligence skills and when they don’t • provides developmental suggestions for coaches AND the individual being coached, including actions steps and plans • is available in two editions: self-scoring and as a 360 multi-rater assessment and in three versions: Work, Adult and Youth* *The Work Version is for use by executive, leadership, corporate and business coaches desiring to measure social and emotional intelligence in the workplace.
  48. 48. 47 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED Strengthscope http://www.strengthspartnership.com/strengthscope/ Brenda Dooley/ Vikki Brock Strengthscope® is designed for individual development and performance improvement and shows: • The person’s significant strengths or underlying qualities which most energize them • Their potential weaker areas and overdone/overused strengths • How effectively the person feels they are able to use their strengths at work • Coaching questions and tips on how to use their strengths more effectively The most extensive range of strengths assessment solutions: The Strengthscope® system comprises of the following modules all designed to help individuals and organizations achieve success through strengths: • Strengthscope360™ • StrengthscopeTeam™ • StrengthscopeLeader™ • Strengths Engagement Index™ (SEI™) • Strengthscope360™ – expands on the standard report by enabling co-workers to provide input on how effectively the person is using their strengths and recommendations for improvement • StrengthscopeTeam™ – for a wide range of team development applications • Strengths Engagement Index™ – for measuring the return on investment of strengths-based programmes • StrengthscopeLeader™ – for developing effective leaders/ managers and succession planning
  49. 49. 48 ASSESSMENT NAME WEBSITE ADDRESS ACEC MEMBER CERTIFIED The Leadership Circle 360 http://www.512solutions.com/partners/the- leadership-circle Lynn Harrison/ Terry H. Hildebrandt The Leadership Circle Profile The Leadership Circle Profile™ is the only 360 degree competency assessment that simultaneously provides focused competency feedback while revealing the underlying assumptions that are causing a leader’s pattern of strengths and limitations. The Leadership Circle Profile helps leaders understand the relationship between how they habitually think and how they behave—and how all this impacts their current level of leadership effectiveness. Once this awareness is established, leadership development can proceed. Without it, change rarely happens. What makes The Leadership Circle Profile™ different? • More Revealing–It is the only leadership profile tool that links leadership competencies to core beliefs that govern behavior. • More Advanced–Instantly reveals key opportunities for your executive’s development without requiring an executive coach to read through reams of documentation. Leadership Circle Profile enables executive coaching to start at a breakthrough conversation rather than require months trying reach one. • More Than Just an Assessment–The rich theoretical underpinnings of the Leadership Circle Profile provide a pathway to transformation. No other tool of this type offers this. • More Efficient–Leadership Circle Profile is remarkably easy to use and allows a coach to meet an executive “where they are” without spending valuable coaching time finding out where that is. • Widely Accepted–Leadership Circle Profile is a world class solution that is used by leading national and international organizations, government agencies, and top universities across the globe. View sample results graph | View The Leadership Circle brochure The Leadership Culture Survey The Leadership Culture Survey provides a powerful “MRI” of your leadership culture. Used for your entire organization, or just a leadership team, the Leadership Culture Survey reveals valuable data, tells you how your people view their current leadership culture, and compares that reality to the optimal culture they desire. The “gap” between the current culture and desired culture, instantly reveals key opportunities for leadership development. The Leadership Culture Survey also measures how your leadership culture compares to that of other organizations. A Leadership Culture Survey will: • Establish a compelling rational for change. • Focus leadership development efforts. • Delineate cultural challenges associated with acquisitions, mergers and restructuring plans. • Correlate leadership to productivity, profits, turnover, and other bottom line metrics.

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