Coaching Assessments

Organizations that want to strengthen and cultivate their leaders must find meaningful methods of providing feedback to assist their leaders in their professional development. Create a professional development or action plan to implement the changes necessary for you to be in greater alignment with who you want to be as a leader and expand your capacity as an effective leader. It is most helpful if a leader were to have an assessment 90-100 days into a new position. Research has shown that the first 90-100 days are the most critical in determining the leader's long term success. At a minimum, a leader should receive a detailed performance review that would include one of the above assessments yearly.

Assessments

  • StrengthsFinder
    StrengthsFinder is an online assessment that helps an individual identify his or her talents and natural abilities for the purpose of increasing the rate of professional and personal success. Tom Rath and Barry Conchie, authors of Strengths-Based Leadership, reveal the results of Gallup's scientists' data on the topic of leadership. Based on their discoveries, the book identifies three keys to being a more effective leader: knowing your strengths and investing in others' strengths, getting people with the right strengths on your team, and understanding and meeting the four basic needs of those who look to you for leadership.

  • The Leadership Circle Profile
    A true breakthrough among 360-degree assessments, the Leadership Circle Profile is the first to connect a well-researched battery of competencies with the deep motivations and underlying habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behavior. Ultimately, this assessment offers the whole picture. It quickly helps the leader identify what is and isn't working.

  • The Emotional Quotient Inventory (EQ-i)
    Emotional Intelligence (EQ) has emerged as a critical competence for personal/professional success. It is about how we manage ourselves and manage our relationships with other people. Since it (EQ) emerged as a critical competence for personal/professional success, organizations (Public and Private) worldwide have integrated Emotional Intelligence into their training, development and coaching programs. The EQ-i® (authored by Dr. Reuven Bar On and introduced to the general public in 1997) is the first validated assessment instrument to measure social and emotional functioning. Developing higher levels of "emotional intelligence," mastery in the collection of social, interpersonal, self-awareness, leadership and self-management skills, has been proven to be the single most powerful thing a leader can do to advance their career, relationships, and overall happiness.

(Gallup does not certify any external consultants to interpret Clifton StrengthsFinder® or the Clifton StrengthsFinder® themes. As such, the non-Gallup information you would receive has not been approved and is not sanctioned or endorsed by Gallup in any way. Opinions, views and interpretations of StrengthsFinder® results by Diana Gabriel are solely the beliefs of Diana Gabriel. Gallup has not granted authority or certified any external consultants to interpret Clifton StrengthsFinder® or any of the Clifton StrengthsFinder® themes. Any interpretation by anyone other than Gallup may be inconsistent and incorrect.)