Assessment Tools

Character Strengths, an assessment that focuses on a person’s character strengths. Scientists discovered a common language of 24-character strengths that demonstrate what is best about an individual’s personality. Everyone possesses all 24- character strengths in different degrees, so each person has a truly unique character profile. Each character strength falls under one of six broad virtue categories, which are universal across cultures and nations.

The StandOut assessment measures how well you match 9 Roles and reveals your primary Role and secondary Role. These top two Roles are the focal point of all your talents and skills. They represent your instinctive way of making a difference in the world.
StandOut helps you accelerate your performance by showing you actions you can take to capitalize on your comparative advantage.
Your top two Roles may not be how you see yourself. Instead, they capture how you show up to others. They pinpoint your recurring reactions and your behaviors. They are your edge at work.
The purpose of this report is to help you maximize this edge.

Bringing “my best self” to life

Generate self-portrait through the eyes of others – when you are at your best Enhance and understand what kinds of situations highlight your best-self.

It is designed to assess an individual’s behavior in conflict situations.
1. Indicates how you handle conflict.
2. Your responses show your TKI profile.
3. Recognize the nature of conflict.
4. Identify the two different types of conflict.
5. Understand the five-basic conflict-handling modes, and your preferred mode.
6. Learn the appropriate application of the 5 modes.

A. Recognition Style Profile
Even though each person is unique, there are combinations of 4 distinct styles that people select. Each style is associated with a specific color (green, brown, blue, red). The color style combination that you use the most is your dominant recognition style.

You can also use this tool with others at a team meeting, 1:1, follow up meetings. It’s important for all team members to understand the key motivators, recognition style preferences and what to emphasize for each person.

No one is one exclusive style; everyone is a blend. Get to know each team member’s recognition style preferences.

* This recognition profile is a self-assessment tool and is valid to the extent the user applies it correctly and accurately. It is not intended to treat or diagnose any condition, nor is it a “personality” indicator.

B. Winning Ways
Winning Ways – 4 elements or areas. Self: Select an idea for the first week; work on this activity for the week. Reflect how this went. Repeat for weeks 2 to 52. You’ll have worked through all 52 ideas in the year.

Employee Engagement Surveys transform disengaged workers into high performing teams.

Elements: Respect, Trust & Teamwork, Role/Responsibilities, Learn & Grow, Recognition & Appreciation, and Retention.

Team Performance (high performing teams): Assess your team on the items that characterize high performance teams.

360-degree feedback is a method of systematically collecting INFORMATION about a manager’s performance from a wide range of coworkers.

Feedback comes from peers, direct reports, the boss, and the boss’s peers — along with people outside the organization, such as customers.

This is the tool to utilize when the person requests him/herself (not directed or mandated by company or his/her boss), is ready to make a change to be a better leader, wants to truly know and understand the opinions and perceptions of others to change him/herself, wants to be respected and trusted.

By asking the one simple question, “How do I respond to expectations?” we gain exciting insight into ourselves. And when we know how other people respond to expectations, we understand them far more effectively, as well.

We all face two kinds of expectations—outer expectations (meet work deadlines, answer a request from a friend) and inner expectations (keep a New Year’s resolution, start meditating). Our response to expectations determines our “Tendency”.

Knowing our Tendency can help us set up situations in the ways that make it more likely that we’ll achieve our aims. We can make better decisions, meet deadlines, meet our promises to ourselves, suffer less stress, and engage more deeply with others.

1.. Learn about the six thinking hats.
2. How to measure these as individuals.
3. How to help leaders understand value of six thinking styles.
4. How to leverage (benefits) diverse thinking.

The Downside of Over-Used Strengths.
Look at your own top 5 strengths and figure out what would happen if you under-utilized or over-utilized each of your Top 5 strengths.

The Daring Leadership Assessment evaluates strengths and opportunities for growth in the four courage-building skill sets. Possible scores for each skill set range from 0-10. The assessment report serves as a guide to areas where:
1. You have strengths (scores ≥ 8).
2. You have both strengths and opportunities for growth (scores ≥ 5 and <8).
3. You have solid opportunities for growth (scores < 5).

This free DISC personality test lets you determine your DISC type and personality profile quickly. Find out how the DISC factors, Dominance, Influence, Steadiness and Compliance explain your behaviour towards others and the everyday things you do.

The Big Five Personality Test offers a concise measure of the five major factors of personality, as well as the six facets that define each factor. Factor scores give a broad global description of an individual. Facet scores describe, in more detail, the specific traits of personality that make up the broad global description.

Tests using the Jung typology model are widely used by organizations for assessment centres, team building, coaching and personal development.
There are sixteen Jung personality types. Get to know yours!
This report describes how you prefer to: deal with and relate to people, process information, make decisions and organize your life. It gives you a good overview of your personality and behaviour. You can use this information to assess how well your personality might fit a potential employer or type of job.

Values are what are important to us. they are the centre of who we are. They are like our compass guiding us in everything we do in our journey called life. Every single thing that we want to achieve is an expression of a value (or values) that we want to satisfy.

When we know our values, we are free to find the best way to satisfy our deepest needs, Also, living our values keeps us motivated.
So, what are your values?

There do not appear to be different types of calling. Rather, different people emphasize different elements of calling. work on your calling in work roles.

In this exercise, you will look more closely at personal values in each of the areas of living and write them out. Then, you will evaluate how close you are to living your life in keeping with your values. you take a closer look at the barriers or obstacles in your life that stand between you and the kind of life you want to live. You should not rush this process.

1. Identify your values specific to in each of areas of living.
A. Determine your core values.
B. Group all similar values together from the list of values you created in step 1.
C. Choose one word within each grouping that best represents the label for the entire group.

2. Identify your Obstacles.
3. My valued action plan.

1. Developed by Ben Dean, Ph.D., Founder of MentorCoach, LLC
2. Assesses client’s satisfaction in each of 10 domains of their life.

People process the world in mostly one or more primary sense out of the following.
1. Visual
2. Auditory
3. Kinesthetic
4. Auditory digital

We all use our senses and depending on the circumstances may focus on or more of them.
So, what are your representational systems?

Attempts have been made by various persons to describe the characteristics of entrepreneurs, based on empirical studies in some cases, planned observations in others and even casual observations. It was in this context that McBer and Co., USA, conducted a research study and an attempt was made to isolate various entrepreneurial competencies.

The research has conclusive evidence to show that the success of an entrepreneur in a small business hinges on 13 Personal Entrepreneurial competencies (PEC’s).

It is quite likely that the profile of entrepreneurial motivation consists of High achievement, high extension, moderate power, and low affiliative and low dependency motive. There is no single accepted and standardized profile of an entrepreneur in the Indian situation. However, there seems to be enough evidence to consider achievement, power and affiliation building entrepreneurial motivation.
Get to know your motivation profile.

The purpose of this exercise is to aid you in drawing together information about yourself. Understanding the self is a broad concept. It can be dealt with the help of different tests and approaches. In a very restricted sense, this is also being covered through a test commonly known as “The Entrepreneurial Orientation Inventory”. In-depth analysis of this exercise can focus on the strengths and weaknesses of an individual in relation to the dimension – internal vs external control.

This is the test for ascertaining the level and intensity of achievement motivation through the imaginative writing produced by the participants against a set of pictures.
‍
Objective
1. To determine the existence and level of achievement motivation among participants.
2. To help them to internalize the associative network or elements of achievement motivation.
3. To emphasize the formation and use of achievement language in day-to-day thinking and action.

This is the test of personal efficacy which indicates the potential effectiveness present in a person.
‍
Objective
1. To help the participant to introspect about himself and identify his goals, strengths and weaknesses.

• Based on Swiss behavioral psychologist, Carl Jung’s work (eight mental functions).
  

• Widely used instrument addresses areas of self-development, hiring, team building and leadership.
  

• Feedback on how individuals energize themselves, process information, make decisions and interface with the world around them.
  

• Preference indicator (16 MBTI® Types), does not measure skills and abilities.
  

• Assists with determining personal style and culture, considering career directions and corporate cultures that might be a positive match.
  

• Initially developed in the 1920s, later incorporated the work of industrial psychologist, John Holland.
  

• Preference indicator to assist individuals in determining interest patterns.
  

• Inventory specifically addresses six personality types and work environments: Realistic, Investigative, Artistic, Social, Enterprising and Conventional.
  

• Discovered by Sally Hogshead and based on 10 years of research.
  

• Based on How the World Sees You – not like other assessments that show how you view the world; 5 minutes to take.
  

• Identifies your primary “advantage”—what makes you different and better, how you add value – your superpower.
  

• Communicating using your primary and secondary advantages makes you most persuasive and captivating.
  

• Anthem – Adjective (unique) + Noun (do best).
  

• Compass – The Career Compass is a narrative report based on an assessment of a person’s core values. It is an essential part of anyone’s career planning process; it can be used to choose an occupation or to identify the type of organization in which a person would be most happy working.
  

• New revised version of Clifton StrengthsFinder developed at Gallup by Tom Rath and a group of scientists, built on more than 40 years of research.
  

• Helps discover and develop natural talents (strengths) – 34 in all
  

• The more dominant a theme (Executing, Influencing, Relationships, Strategic) the greater impact it has on behavior and performance.
  

• Top 5 strengths identified and explanations of how to apply each in career, life, etc.
  

The Cultural Intelligence Center. CULTURAL INTELLIGENCE, or CQ®, predicts effectiveness in culturally diverse situations, success in work performance and leadership effectiveness. Research demonstrates that people with high CQ make high quality decisions. They are also effective leaders, high performers, creative, skilled negotiators, trusted, and resistant to burnout – all in culturally diverse situations.