Assessments

Assessments provide insight and perspective that we often cant see on our own. They increase an
individual's understanding of themselves and others which enhances self awareness, improves
communication and helps minimize conflict. Assessments are beneficial in identifying the underlying
causes of conflict and frustration. Assessments available through Talent Development Solutions
include:

Career Anchors
Career Anchors is a self-assessment that can help individuals explore their values and how they
relate to career choices. Once a person identifies their career anchors, they can better examine
career choices and make decisions that are consistent with their true values. (Edgar H. Schein)

Change Style Indicator
The Change Style Indicator is a self-assessment instrument designed to measure one's preferred
style in approaching change and dealing with situations that involve change. It helps individuals
increase flexibility and effectiveness in their response to change while providing a better
understanding of how others respond to change. (Discovery Learning)

The Five Dysfunctions of a Team
Comprised of 38 questions, this team assessment is a web-based product that evaluates a team
against the five challenges described by Patick Lencioni in his bestselling book, The Five
Dysfunctions of Team (Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of
Accountability and Inattention to Results). The assessment will yield a detailed report of a team's
strengths and weaknesses, as well as specific recommendations for overcoming potential team
challenges. (The Table Group)

Fundamental Interpersonal Relations Orientation-Behavior TM (FIRO-B)
FIRO-B is a self-assessment instrument that helps individuals and teams look at interpersonal
needs. This short assessment tool gathers critical insights into how an individual's needs for inclusion,
control, and affection can shape his or her interactions with others. This assessment is ideal for use in
one-on-one coaching, small groups, teams, and interpersonal communication. (Consulting
Psychologists Press, Inc.)

Myers-Briggs Type Indicator (MBTI)
The world's leading self-assessment is designed to help people understand their natural preferences,
strengths and temperaments. The MBTI is a practical tool for understanding differences between
others and helps individuals with lifetime personal and professional development. This tool will allow
individuals to explore: how they focus their attention, how they take in information, how they make
decisions, and how they deal with the outer world. (Katherine C. Briggs/Isabel Briggs
Myers/Consulting Psychologists Press, Inc.)

MBTI -Step II (Myers-Briggs Type Indicator Step II)
MBTI-Step II is an extension of the MBTI process. It adds 20 sub-scales to MBTI, and provides
additional depth and dimension to the process of understanding an individual's personality. This tool
offers great insight for individuals and teams alike. (Katherine C. Briggs/Isabel Briggs
Myers/Consulting Psychologists Press, Inc.)

Personal Coaching Styles Inventory (PCSI)
PCSI is a tool to help facilitate understanding of communication styles and assess communication
style preferences. Using four styles (Director, Presenter, Mediator, Strategist), PCSI guides you in
determining the most effective ways to give and receive communication and feedback. (Corporate
Coach U International) (CCUI)

SOCIAL STYLE Self Assessment
The SOCIAL STYLE Self-Perception Questionnaire assesses how one views his/her behavior in
various situations. SOCIAL STYLE is determined by gauging a person on two dimensions of human
behavior: Assertiveness and Responsiveness. The Versatility Self-Perception Questionnaire
assesses how well you feel you work with others and how your behaviors affect others. The
assessment is useful for individuals and teams. (Tracom)

SOCIAL STYLE Multi-Rater Assessment
The SOCIAL STYLE Multi-Rater Profile provides the fullest understanding of a persons SOCIAL
STYLE and Versatility from the perspective of selected others. The assessment results provide
participants with a personalized SOCIAL STYLE narrative. In addition, it provides an interpretation of
one's strengths and weaknesses of his/her own style and specific recommendations for working
effectively with other style groups. (Tracom)

Strength Deployment Inventory (SDI)
The SDI is a self-scoring assessment tool. It measures an individual's Motivational Value System both
when things are going well and when the person faces conflict or opposition. Whereas many other
tools measure behavior, the SDI goes beyond behavior into the motivations and values that underlie
those behaviors. The applications of the SDI are many, including building awareness of self and
others, Leadership Development, Team Building, and Conflict Management.
(Personal Strengths Publishing)

Thomas-Kilmann Conflict Mode Instrument (TKI)
The Thomas-Kilmann Conflict Mode Instrument is designed to help leaders understand how five
different conflict-handling modes or styles affect personal and group dynamics and to learn how to
select the most appropriate style for a given situation.
(Kenneth W. Thomas/Ralph H. Kilmann/Consulting Psychologists Press, Inc.)

Benchmarks

Benchmarks is a 360
o
assessment tool for experienced managers. It assesses 16 skills and
perspectives that are critical to successful management including Meeting Job Challenges, Leading
People, Respecting Self and Others, and Potential for Derailment. This tool is particularly useful for
providing feedback in a coaching relationship.
(Center for Creative Leadership)

Denison Organizational Culture Survey
The Denison Organizational Culture Survey is used to identify the relationship of various cultural traits
to tangible bottom line business performance measures. The survey uses four cultural traits
(Involvement, Consistency, Adaptability, and Mission) that have been shown to have a significant
impact on organizational performance as measured by Return on Assets, Return on Investment,
Market Share, Sales Growth, Quality, Innovation and Employee Satisfaction. This assessment is
typically used by whole organizations or departments in order to generate group data. (Discovery
Learning Inc.)

Executive Dimensions

The challenges faced by executives at the top levels in an organization can differ a great deal from
those at the middle management level. Executive Dimensions is a 360
o
assessment designed to
address the specific leadership issues of presidents, CEOs, COOs, and executive and senior vice
presidents. (Center for Creative Leadership)

SKILLSCOPE

SKILLSCOPE

is straightforward 360
o
feedback tool that assesses 15 key job-related skills essential
for managerial success. It can be used equally well for manager and supervisors. Available in multiple
languages, it can be integrated into coaching as well as classroom training. (Center for Creative
Leadership)

360 BY DESIGN

360 BY DESIGN

is a 360
o
feedback assessment tool that provides customizable options to address
specific leadership needs and features scientifically developed competencies. Use 360 By Design as
part of a leadership development program, or to establish a leadership competency model. (Center for
Creative Leadership)

Activity Vector Analysis (AVA)
The AVA is a self-assessment designed to measure the probable behavior of an individual. It is a
behavioral assessment system for managers making decisions for hiring, succession planning, team-
building, transfers, promotions and career direction. (Walter V. Clarke Associates, Inc.)

The Leadership Circle
The Leadership Circle Profile (TLCP) is a true breakthrough among 360 degree profiles. It is the first
to connect a well-researched battery of competencies with the underlying and motivating habits of
thought. It reveals the relationship between patterns of action and internal assumptions that drive
behavior. Ultimately, TLCP goes to the source of behavior to get greater leverage on change.
Furthermore, unlike most profiles that take hours to interpret, TLCP is the only instrument that
measure two primary leadership domains Creative Competencies and Reactive Tendencies and
integrates this information so that key opportunities for development immediately rise to the surface.
(The Leadership Circle)