DATA-DRIVEN DEVELOPMENT
Assessments serve as mirrors — reflecting patterns that might be invisible to you — and maps — providing language and frameworks for development. We select the right tool for your specific situation, not a one-size-fits-all approach. Understanding your profile is 10% of the value. The other 90% is application and integration.
Data changes the conversation
Without assessment data, development conversations stay surface-level. A leader who “needs to communicate better” could have an emotional intelligence gap, a conflict avoidance pattern, a behavioral style mismatch with their team, or a stress-triggered derailer they don’t see. The right assessment pinpoints which one — so the development work is targeted, efficient, and grounded in evidence rather than guesswork. Every assessment we administer includes a dedicated debrief session because the instrument is only as valuable as the interpretation.
Our Signature Assessments
These are our primary tools, used across most coaching and consulting engagements. We have deep expertise in interpreting and applying each of these for meaningful development — not just reading back your results.
| Assessment | What It Measures | Best For |
|---|---|---|
| Hogan Suite | Personality (HPI), derailers under stress (HDS), values and motivators (MVPI) | Executive assessment, senior leadership development, high-potential identification, selection decisions. The most research-backed leadership personality assessment available. |
| EQ-i 2.0 / EQ 360 | Emotional intelligence across 15 competencies in five composite areas | Self-awareness, interpersonal effectiveness, executive presence, stress management. The gold standard in emotional intelligence assessment. EQ 360 adds multi-rater feedback. |
| CliftonStrengths | 34 talent themes revealing how you’re naturally wired to think, relate, and contribute | Strengths-based development, engagement, team optimization. Shifts the conversation from fixing weaknesses to leveraging natural talent. |
| TKI | Five conflict-handling modes and your default pattern | Conflict resolution, difficult conversations, negotiation, team dynamics. Quick to administer, immediately applicable. |
| 360° Feedback | Multi-rater feedback from manager, peers, direct reports, and other stakeholders | Senior leaders, blind spot identification, development planning. The only assessment that captures how others actually experience you. |
| DiSC | Behavioral style, communication preferences, and workplace motivators | Team building, communication, first-time managers, coaching entry point. Accessible language that teams adopt quickly. |
Specialized Assessments
We deploy these tools for specific development needs. Each adds a dimension that the signature assessments don’t cover:
| Domain | Assessments |
|---|---|
| Personality & Self-Awareness | MBTI, SDI 2.0 (Strength Deployment Inventory) |
| Change & Resilience | Change Style Indicator, Change Navigator, Hardiness Resilience Gauge |
| Influence & Decision-Making | Influence Style Indicator, Decision Style Profile |
| Career & Purpose | Strong Interest Inventory, VIA Character Strengths |
| Interpersonal Dynamics | FIRO-B / FIRO-Business |
| Values & Culture | Barrett Values Centre |
Team & Organizational Tools
When development isn’t just individual — these tools assess how teams and organizations function as a system:
| Tool | What It Does |
|---|---|
| Hogan Team Report | Aggregates individual Hogan data to reveal team-level strengths, derailers, and blind spots. Powerful for executive teams. |
| DiSC Team Reports | Maps the behavioral style composition of a team — where the team over-indexes and where it has gaps. |
| CliftonStrengths Team Grid | Visual map of talent theme distribution across a team. Shows where strengths are concentrated and where the team is thin. |
| BOEI | Business Organizational Effectiveness Index — measures organizational health across key dimensions. |
| Change Readiness Gauge | Organizational readiness for change — identifies where adoption risk is highest before a change initiative launches. |
Assessment Selection by Scenario
Not sure which assessment is right? Here’s how we typically match assessments to development situations. The final recommendation is always made during the discovery call based on your specific context.
| Your Situation | Recommended Assessments |
|---|---|
| Executive / C-Suite | Hogan Leadership Forecast + EQ 360 + 360° Feedback |
| Senior Leader (VP/Director) | Hogan (HPI + HDS) + CliftonStrengths + 360° Feedback |
| High-Potential Individual | CliftonStrengths + EQ-i 2.0 + DiSC |
| First-Time Manager | DiSC + TKI + CliftonStrengths |
| Career Transition | Strong Interest Inventory + CliftonStrengths + VIA Character Strengths |
| Conflict Resolution | TKI + SDI 2.0 + FIRO-B |
| Team Development | DiSC Team + TKI + CliftonStrengths Team Grid |
| Burnout / Resilience | Hardiness Resilience Gauge + EQ-i 2.0 + VIA Character Strengths |
| Change Leadership | Change Style Indicator + Hardiness Resilience Gauge + DiSC |
How Assessments Work With Us
Selection
We recommend the right assessment (or combination) based on your development goals, role level, and specific situation. We never administer an assessment without a clear purpose for how the data will be used.
Administration
You complete the assessment online at your own pace. Most individual assessments take 15–45 minutes. 360° Feedback and multi-rater tools involve a rater nomination and collection process that we manage.
Debrief
Every assessment includes a dedicated debrief session — typically 60–90 minutes — where we walk through your results, connect them to your real-world context, and identify the development themes that matter most. This is where the value lives.
Integration
Assessment insights are integrated into your coaching, development plan, or team program. For standalone assessments, we provide a written summary with development recommendations. The data becomes a reference point throughout the development process — not a one-time event.
Investment
Assessment pricing varies by instrument — from under $50 for some tools to $500+ for premium assessments like the Hogan Suite. Every assessment includes administration and a dedicated debrief session. For clients in coaching packages, assessments are selected as part of the engagement and included in the coaching investment. For standalone assessments, contact us for current pricing.
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Common Questions
Can I take an assessment without coaching?
Yes — assessments are available standalone with a debrief session. That said, the debrief reveals patterns and development themes that are most valuable when followed by structured coaching or a development plan. Many clients start with a standalone assessment and decide to continue with coaching based on what the data reveals.
How do you decide which assessment to use?
We start with your development goals and situation — not the tool. Are you trying to understand your leadership style? Improve team dynamics? Prepare for a bigger role? Navigate a career change? Build resilience? The scenario table above gives a general guide, but the final recommendation is always made in conversation based on your specific context. We’d rather use one well-chosen assessment than three that overlap.
Are these assessments validated?
Yes. Every assessment in our portfolio is psychometrically validated — meaning it has been tested for reliability (consistency of results) and validity (it measures what it claims to measure). We don’t use personality quizzes or unvalidated tools. This matters because development decisions based on bad data are worse than no data at all.
Can assessments be used for hiring decisions?
Some can — specifically the Hogan Suite, which is designed for both development and selection contexts. Most other assessments in our portfolio are designed for development, not selection, and using them for hiring decisions raises both ethical and legal concerns. If you need assessment-based selection support, we’ll recommend the right tool and the appropriate process. Our Talent Acquisition & Recruiting Strategy service includes competency-based assessment design for hiring.