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.
Assessment Engagements
We package assessment work four ways, by depth and purpose. Each is built around a working debrief — never just a report — and selected to fit your situation rather than sold off a shelf.
| Engagement | Best For | What’s Included | Investment |
|---|---|---|---|
| Assessment + Debrief | A focused read on one dimension; a low-commitment starting point. | One assessment, a 60-minute debrief, and a concise written summary. | From $450 |
| Leadership Profile | A fuller, integrated picture for a developing leader. | Two to three instruments integrated into one read, a 90-minute debrief, and a written development summary. | $2,000–$2,800 |
| Executive Assessment | Senior and C-suite leaders; readiness, promotion, and succession questions. | A full assessment battery, a 360, an intake interview, an integrated written report, a two-hour debrief, and a development roadmap. | $5,000 |
| 360° Feedback | A structured, confidential multi-rater perspective. | A competency or custom 360, a facilitated debrief, and a development summary. | $3,000 / $5,500 |
Every engagement includes:
- A working debrief — never just a report. Interpretation by a senior advisor is the point, not the data.
- Your results are yours. You own them; where an organization sponsors the work, sponsors receive development themes only — never individual scores or rater-attributed feedback.
- A development focus you’ll act on — two or three things that move you, with the next step made clear.
À la carte pricing varies by instrument. The Executive Assessment range reflects scope — a board-facing or promotion-readiness engagement sits at the top. For clients in coaching packages, assessments are selected as part of the engagement and included in the coaching investment.
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. |
| DiSC | Behavioral style, communication preferences, and workplace motivators | Team building, communication, first-time managers, coaching entry point. Accessible language that teams adopt quickly. |
| MBTI | Personality type across four preference pairs and 16 types | Self-awareness, communication, and team understanding. A widely recognized, accessible starting point for development conversations. |
| 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. |
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 | SDI 2.0 (Strength Deployment Inventory) |
| Change & Resilience | Change Style Indicator, Hardiness Resilience Gauge |
| Influence & Decision-Making | Influence Style Indicator, Decision Style Profile |
| Interpersonal Dynamics | FIRO-B / FIRO-Business |
Assessing a Team
When the question is how a team functions as a system — not how one leader operates — that work lives in our Team Development programs, where team assessment is built into the engagement. Organization-wide health and change-readiness diagnostics are part of our Employee Engagement & Retention and change work.
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 |
| Conflict Resolution | TKI + SDI 2.0 + FIRO-B |
| Burnout / Resilience | Hardiness Resilience Gauge + EQ-i 2.0 |
| 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, with rater confidentiality protected throughout.
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. You own your results; the data becomes a reference point throughout the development process — not a one-time event.
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Common Questions
Can I take an assessment without coaching?
Yes — our à la carte Assessment + Debrief is designed for exactly that: one assessment with a dedicated debrief session. The debrief often reveals patterns and development themes that are most valuable when followed by structured coaching or a development plan, and 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? 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 or promotion decisions?
Some can — specifically the Hogan Suite, which is designed for both development and selection contexts. For an individual executive selection or promotion-readiness decision, our Executive Assessment can be scoped for that purpose, using validated tools, documented job-relevant criteria, and a defensible process. Most other assessments in our portfolio are designed for development, not selection, and using them for employment decisions raises both ethical and legal concerns. For screening multiple candidates or building a selection process, our Talent Acquisition & Recruiting Strategy service includes competency-based assessment design for hiring.