The overall purpose of our assessment tools is - 1. Help an individual understand their own preferences and traits (self-assessment tools), OR Help an individual understand how others perceive their preferences and traits (360° tools).

This helps individuals understand why they think, behave, react, decide, act and are the way they are, and provides insights for personal development.

2. Helps us to understand others preferences and traits, so we can - Celebrate the diversity and differences and achieve greater synergy. Build better rapport and relationships with them. Be of more value to their development.

	Leadership Practices Survey On-line 360° survey which provides comprehensive and confidential feedback on 20 leadership competencies, clustered in 5 areas, based on our Leadership Diamond model. Is available in 2 versions - ­ For first-line and middle managers. ­ For senior managers and executives. As well as comprehensive individual reports, a group consolidated report is produced to enable organisation leaders to assess overall strengths and weaknesses, and to target overall areas for improvement.
	Emotional Intelligence Survey On-line 360° survey which produces comprehensive and confidential feedback on the 16 competencies associated with emotional intelligence, clustered in 4 areas. A consolidated group report is available to enable organisations to understand and target overall areas for development.
	Breakthroughs Coaching and Mentoring Survey A 180° survey (self assessment, manager, and coachees / mentorees) producing comprehensive confidential feedback on the 12 competencies for breakthrough coaching and mentoring.

We invariably use these 360° tools within our learning and development programmes in their respective areas, both pre and post programme.

We use them pre-programme as a benchmarking tool and so participants and ourselves can better understand current strengths, and where to focus development. They have proven so valuable as a development focusing tool and catalyst for change that we are very reluctant to conduct development programmes without their use.

We use them post-programme to assess the levels of perceived change in targeted areas and practices. This can help evaluate programme effectiveness, is a motivational input for participants to be able to see the fruits of their efforts, and can focus future ongoing development.

	Listening Responses This indicates our habitual listening habits, and where we may need to change in order to be more empathetic.
	Communication Styles Survey Derived from Myers Briggs by Dr Paul Mok, this helps us understand our own preferred communication styles, what this may mean to others, and where we may need to develop greater style flexibility and competence.
	Temperament Style Survey Derived from Myers Briggs, this helps us understand our preferences for extroversion or introversion, and a desire to be more structured or flexible in life.

	Learning Styles Based on the work of Honey and Mumford, this helps us understand our preferred learning style mix, across the 4 learning styles. From this we can better manage our learning opportunities, and also understand how to take better advantage of our non-favoured learning styles.
	Resilience This indicates the extent to which we are more optimistic or pessimistic in our outlook on life, change, the choices we make, and the events we are involved in. From this we can identify where, if desirable, we may wish to improve our levels of learned optimism.
	Influence Styles Survey This measures our preferences across the 4 influence options, (Directing, Coaching, Supporting and Delegating) and how these preferences may change when we are under stress. We are then able to compare our preferences with what may be most appropriate in a particular situation, given the capability of the people we are aiming to influence.
	Herrmann Brain Dominance Instrument The HBDI indicates how a person prefers to think, learn, communicate and make decisions, as determined by our preferences across our 4 brain quadrants. This understanding can enable us to optimize our ability to adapt our thinking, decision-making or communication style to a given situation.
	Team Member Style Survey Measures our preferred modes of inputting and operating within a team, the strengths and weaknesses this presents for the team, and where we may need to strengthen our preferences in order to provide greater team value.

	Change History Analysis Analyses problems that have arisen with past change initiatives and rates those having the greatest impact. The purpose is to provide a picture of what will need addressing or changing when implementing future change.
	Sponsor Commitment Evaluation Rates the commitment of key change sponsors across 13 factors which are critical to effective sponsorship, identifying which are areas of opportunity, and any that will need addressing or watching.
	Organisational Change Readiness Scale Rates the likely level of support or resistance from people faced with a particular change requirement, across 23 elements which can engender resistance if not managed effectively.
	Personal Change Readiness Index Rates the likely level of support or resistance from an individual confronted with change, across 20 personal elements which impact significantly on a person's willingness to change.
	Influence Styles Survey Measures our preferred style of influencing others, when we wish to bring about change.
	Communication Styles and Temperament Styles Surveys Can be used very effectively to determine the communication styles we should employ when communicating about change with people - ie adapting our communication messages to suit the preferred styles of our intended audiences

	Analysing Performance Problems A tool to analyse the reasons for a person's non-performance or behavioural issues, and to help determine what are the real underlying issues or causes prior to identifying potential solutions.
	Encouragement Index Measures the extent to which we are creating a motivational work environment, and identifies potential areas to address.

All of the 360° Surveys and the Self Assessment Tools can be used by leaders to better understand others, and hence how to better communicate with them, energise them, gain greater rapport, build commitment, and form more effective relationships of influence.

Click here to contact us for more information about particular programmes, or for us to design a programme for your specific needs or for a free consultation on what your needs may be.