Step Up Leadership
Most behavioral and leadership assessments were created and validated in the last century. The world has changed and different competencies are required for successful leadership in the 21st century.
We now live in a much faster paced environment with multi-cultural teams, employees with less long term commitment, and far more complexity to process in our average day.
Assessments are traditionally 15-20 pages long, requiring a significant time investment and sometimes, coaching just to understand what they say. We deliver our results in just a few pages, so that the information can be easily understood and acted upon.
Lastly, we don’t believe that a computerized algorithm can ultimately tell you what to expect from an organism as complex as a human being. You have subjectivity when you hire, fire, promote and demote. We’ve built subjectivity into the instrument by including a one hour behavioral interview and also, a pre-assessment which is filled out by the supervisor.
Not every person will perform the same way, regardless of who they are working for. The Leadership Edge™ helps you understand how a person is likely to perform in a particular role, and for a specific boss.
Assessing, Developing, Retaining top talent requires a mix of environment and experiences that may not be easy to create. In addition to providing your team members with challenging work to do for others, you must also challenge your people to grow and develop themselves. This improves company performance and increases employee retention. Our proprietary assessment tool, the Leadership Edge™ provides the person being assessed with a clear, concise picture of how they:
- Think and Decide
- Are driven and react
We accomplish this unique insight through our behavioral interviews and our statistically validated assessments of work-related personality traits and key leadership competencies.
Our report is designed to:
- be easy to read and interpret
- describe the person’s competencies in just a few pages
- present a baseline for future development planning
Use the Leadership Edge™ to understand and retain your top talent.
While the EQ-i 2.0® identifies the level of a client’s emotional and social functioning based on his or her responses, the EQ 360 assessment provides a more in-depth analysis by having those who work with the client provide information as well. When observer ratings are compared with the results of an EQ-i 2.0 self-report, a more complete 360 degree profile emerges.
The EQ 360 identifies key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved.
As with the EQ-i 2.0, the new EQ 360 features significant changes based on data and feedback gathered over several years.
This feedback resulted in:
- Clear alignment with EQ-i 2.0 items
- Automated set-up
- Condensed report output
- Enhanced report appearance
- Detailed interpretation
Clear Alignment with EQ-i 2.0
One important change that was requested was a better alignment between the EQ-i and the EQ 360. In the new EQ 360, each of the 133 assessment items has a corresponding and equivalent item in the EQ-i 2.0. In addition, the EQ 360 reports are now set up in such a way that participants can view the results for each item across all rater groups; this even includes their self-report results. This improved alignment creates higher face validity because the results can be much more easily understood and reports better interpreted. And, of course, the new EQ-i 2.0 model also applies to EQ 360.
The new EQ 360 provides simplicity and automation — all based on direct customer feedback. For example, after participants have nominated their own raters, the system emails raters automatically with a unique URL that they then use to access the tool and to rate the participant. Having an automated process makes it easy to work with the EQ 360 and it saves you time.
EQ 360 Report
The new EQ 360 Report includes not only the feedback of all the raters, but also the feedback of the participant — all in one consolidated report in both a client and coach’s version. This saves the participant time and effort in working through multiple reports, and it allows for better comparison and understanding of the feedback received. Reports are structured in a very clear and linear manner that is easy to follow and reference — making the EQ 360 an entirely positive user experience for both the client and the administrator.
The new EQ 360 features a one-page overview, as well as providing a gap analysis which is a visual representation of the ratee’s responses directly compared to the responses of the nominated raters. The gap analysis points out the areas where there is a high versus a low level of agreement between the ratee and the raters, and it highlights potential blind spots.
The Myers-Briggs Type Indicator® (MBTI®) assessment is the most widely used personality assessment in the world. With a proven record of reliability spanning more than 50 years, it offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact. Versatile and dependable, the MBTI tool sets the stage for lifelong learning and development.
The MBTI assessment is used to develop individuals, teams, and organizations to meet today’s challenges in such areas as communication, team building, leadership style, and career management. Individuals and organizations, including many Fortune 500 companies, use more than 2 million assessments worldwide each year. Form M of the instrument has 93 items and provides the basic MBTI four-letter type, while Form Q has 144 items and provides not only the four-letter type but also results for 20 facets of that type.
The Five Dysfunctions of a Team, developed by Patrick Lencioni, identifies five elements that lead to dysfunction in a team and keep organizations from achieving their full potential: We will help your organization identify which dysfunctions are holding your team or organization down and identify effective means to overcome these dysfunctions.
The Five Dysfunctions of a Team, developed by Patrick Lencioni, identifies five elements that lead to dysfunction in a team and keep organizations from achieving their full potential:
We will help your organization identify which dysfunctions are holding your team or organization down and identify effective means to overcome these dysfunctions.
The Thomas-Kilmann Conflict Mode Instrument (TKI) is the world’s best-selling instrument for conflict resolution. The 30-item, forced-choice inventory identifies a person’s preferred conflict-handling mode, or style and provides detailed information about how he or she can effectively use all five modes—competing, collaborating, compromising, avoiding, and accommodating. Using the TKI, individuals can learn to move beyond conflict and focus on achieving organizational goals and business objectives. Organizations can apply the TKI to such challenges as change management, team building, leadership development, stress management, negotiation, and communication.
The TKI has been used successfully by businesses, educators, and organizational development professionals for over 30 years. It can be used as a stand-alone tool or as part of a comprehensive training program. No special qualification is required to administer the TKI. Scoring for the TKI assessment, based on a revised norm sample, is presented in an updated TKI Profile and Interpretive Report with a more personalized analysis of results.