Loren Margolis, Training & Leadership Success LLCĪs a coach I use a highly validated and versatile assessment for better hiring, professional development, team, leadership and succession. This focus on interpersonal savvy is key to success. It describes how we relate to others when we are at our best and captures key behavioral tendencies, including how we take in feedback, collaborate with, and lead others. It is also grounded in empirical data, so it is the most credible. In my coaching and training practice I have found the Hogan Personality Inventory (HPI) the most insightful. My clients feel understood and learn new ways to communicate effectively. Each person is given a personality signature, offering individual results with no one getting lumped into types. It provides a dynamic 3D view of the individual. I love that this assessment is verified through biological science.
NeuroColor is the only tool that provides neuroscience-based personality assessments. It works well for both individuals and teams, addresses overdone strengths, and makes the point that I can deploy any strength as long as it's aligned with my motivation. TotalSDI (Strengths Deployment Inventory) is a great one to not only assess strengths, but also see how your strengths manifest themselves depending on your motivation (people, process, performance, or a combination). This helps you respond in more emotionally intelligent and appropriate ways. You can learn to perceive events in different ways that enable you to respond in different, perhaps more desirable ways. It helps you see and understand why you respond the way you do to events, which is based on your perception. The Energy Leadership Index Assessment is an attitudinal assessment - it doesn't label you. It's so powerful, that everyone I've put through it, along with a few other exercises, determines the right new direction within four coaching sessions. While many personality tests rank a person on four dimensions, the WPB5 profile measures you on five super personality traits, and 23 sub-personality traits, or 28 traits total. Lesha Reese, Lesha Reese, LLCĪs a career coach, I recommend the WorkPlace Big 5 (WPB5) profile. It's also a powerful tool for leaders to quickly identify the critical characteristics their team may be lacking. It allows people to have a simple, yet thorough, view into how they are wired, how people experience them, what they bring to a team, and enhance their ability to communicate.
I have found Emergenetics to be the easiest to understand on a personal level and from the view of a leader. The LCP is a well-rounded tool for leaders who want to grow in their leadership position. This assessment also covers the tendencies that can limit effectiveness. Laurie Sudbrink, Unlimited Coaching Solutions, Inc.Īs I work primarily with leaders in organizations, I always recommend they take the Leadership Circle Profile (LCP), which is a 360 assessment that measures leadership competencies that are highly correlated with business outcomes.
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In my 20-plus years of using multiple assessments and doing the due diligence to find the best, Wiley's DiSC products have come up as the most user friendly, valid and reliable, they have many formats that are compatible with each other (workplace, leadership, management, sales, comparisons, group reports), loads of free reports, and it's fun to facilitate.
I recommend Wiley's DiSC product, hands down. Sheri Nasim, Center for Executive Excellenceįorbes Coaches Council is an invitation-only community for leading business and career coaches. I like using it because it gives equal weight to both character and competence. It measures the strategic and personal skills that lead to organizational success. Booth's 360 Leadership Emotional Intelligence (LEQ)īooth's 360 LEQ provides both quantitative and qualitative feedback on leadership competencies and emotional intelligence. It is also available in a 360 which gives additional insights. This tool measures effectiveness in self-awareness, expression, interpersonal skills, decision making, and stress management, which are all necessary for healthy leaders. Many pursue coaching as a way to further improve their leadership abilities. The leaders I work with are great at what they do and quite successful in their careers. EQ-i 2.0 Emotional Intelligence Assessment Niquenya Collins, Building Bridges ConsultingĢ. We then perform a gap analysis to build an action plan. We begin with a specific SMART goal, then the client identifies their strengths, weaknesses, opportunities and threats affecting a successful outcome for that goal. There are a million and one fairly useful assessments out there however, I have found that the fastest and easiest way to assess a client's situation is via a personal SWOT.
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