…catalysts for understanding and change
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Our assessment tools are used to help an individual understand their own preferences and traits (self-assessment tools) or to 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. Assessment tools also help us to understand others preferences and traits.
The 360° tools are frequently used with our learning and development programs, 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 can also 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.
These surveys can also be used on an individual basis, with a confidential report and one-on-one follow up.
Leadership Practices Survey
On-line 360° survey provides comprehensive and confidential feedback on 20 leadership competencies, clustered in 5 areas, based on our Leadership Diamond model.
Is available in versions for
– First-line and middle managers
– 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, benchmarked against our New Zealand database norms, and to target overall areas for improvement.
With over 7000 managers in out database, it is NZ’s largest and longest running 360° Leadership Practices Survey.
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.
Breakthrough Coaching Survey
A 180° survey (self assessment, manager, and coachees). Comprehensive confidential feedback is given on the 12 competencies for breakthrough coaching.
Leadership Styles Survey
A comprehensive electronic 360° survey based on the 6 leadership style options developed by Daniel Goleman, and an assessment of their impact upon others.
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.
These tools can also aid us to better understand other peoples preferences, how they may differ from us, and how we can utilise these differences to achieve greater synergy. They are about preference, not competence. They are about understanding, not putting people in boxes.
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 advantage of our non-favoured learning styles.
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 (HBDI)
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.
Hogan Assessment Tools
CEO Group personnel are certified to utilise the Hogan Assessment tools, and provide feedback and coaching around them.
Change Leadership Tools
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. This involves adapting our communication messages to suit the preferred styles of our intended audiences.
Performance Management Tools
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.
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 therefore how to better communicate with them, energise them, gain greater rapport, build commitment, and form more effective relationships of influence.
Contact us for more information about our Assessment Tools