Assessments

When an Assessment Can Actually Support

We're selective about when and how assessments are utilized in leadership development. Not because we don't believe in them — but because we've seen what happens when they're used out of habit, not intention.

Our Perspective

The right assessment, at the right time

The right assessment, at the right time, with the right support? It can be a game-changer. It can give a leader or team language for something they've felt but couldn't articulate. It can surface dynamics that have gone unspoken in a team for years. It can offer just enough perspective to shift a long-standing pattern.

That's why we've curated a short list of tools we trust are useful in that context. Ones that are research-backed, practical, and — most importantly — resonate with the clients we work with.

Leadership assessment

Our Approach

We don't start with tools. We start with people.

One of the questions we hear often is: "Do you use assessments?" The short answer is yes. The longer answer is: only when it will actually be useful in your context.

Assessments can offer meaningful insight when they're thoughtfully selected and carefully integrated. They can also become distractions — boxes to check or labels to wear. What makes the difference isn't the tool itself, but how and why it's used.

The Role of Assessment in Development

When we bring an assessment into a leadership engagement, it's never just to produce a report. It's to open up a deeper kind of conversation:

  • What's really driving behavior — under stress, in relationship, or at the edge of growth?
  • What feedback has been absorbed, and what patterns are worth revisiting with fresh eyes?
  • What impact is one having on others — and how aligned is that with the impact intended?

Assessments give us language. They give us data. But most of all, they give us a mirror.

What to Expect

When we use an assessment in a program, you can expect more than a readout. You'll get a clear, well-facilitated experience that connects the dots to real work and intentions.

  • Preparation: We'll discuss the intent and context before one takes the assessment.
  • Debrief: We'll walk through the results together — not just to interpret them, but to understand what resonates, surprises, or stirs something new.
  • Integration: The insights don't sit in a PDF. They inform the coaching, the team dynamics, and the forward motion.

In short: we use assessments as catalysts. Not destinations.

Tools We Trust

Assessments We Use

Each tool has its place — and sometimes, no tool is needed at all. The key is intentionality.

Leadership Circle Profile

A Mirror That Sees the Whole Picture

Most assessments show you what's visible on the surface — skills, behaviors, or traits. The Leadership Circle Profile goes deeper. It gives leaders a 360° view of how their inner world — beliefs, patterns, assumptions — is directly shaping their outer impact.

It's the only assessment we've found that connects the dots between mindset and performance with this much clarity.

Why We Use It

We bring the Leadership Circle Profile into engagements when a leader is ready for a deeper reckoning with how they show up in an honest, constructive, and liberating way.

  • How might certain patterns repeat — even when you've worked hard to grow?
  • Where are we leading from vision and creativity, and where are we reacting from fear or control?
  • How do others experience one's leadership — and what are the implications for impact?

What It Measures

  • Creative Competencies — Purposeful, visionary, emotionally intelligent leadership that scales and sustains.
  • Reactive Tendencies — Show up under stress, often stemming from beliefs about proving worth, seeking approval, or maintaining control.

What makes the LCP powerful is that it reveals the relationship between these dimensions — and how they interact in real-world behavior.

How We Use It

  • Context First — We anchor the assessment in current challenges, aspirations, and environment.
  • Guided Debrief — We walk through the full-circle visual, patterns, and feedback looking for what resonates and provokes.
  • Integrated Coaching — Insights shape the coaching that follows, building awareness and shifting mindset.

LCP 360

Where Self-Perception Meets Real-World Impact

Growth doesn't happen in isolation. It happens in relationship. The LCP 360 helps leaders see the impact they're having through the eyes of the people around them — direct reports, peers, managers, board members, and others who experience their leadership every day.

What It Reveals

  • Creative Competencies — Mature, purpose-driven leadership behaviors that create trust, innovation, and strategic value.
  • Reactive Tendencies — Protective strategies that may have worked in the past but now limit effectiveness and relationships.

How the Process Works

  • Thoughtful Setup — We clarify goals, select raters with intention, and anchor the process in your current context.
  • Guided Debrief — Full report walkthrough: what lands, what surprises, what stretches you.
  • Confidential, Supportive Space — Rich feedback processed in a safe environment, turned into a developmental roadmap.
  • Integrated Follow-Through — Insights shape coaching and serve as a baseline for future reflection.

Collective Leadership Assessment

From Individual Talent to Collective Capacity

Leadership development often starts with the individual. Yet so many of our greatest opportunities — and our greatest risks — live in how we lead together. The CLA gives teams a shared mirror for that "we."

Why We Use It

  • The leadership team is clear on role, mission and strategy — but something still feels fragmented or flat.
  • You want to shift culture, but realize individual development alone won't move the needle.
  • You're preparing a team for the next level — and you need systemic clarity.
  • You want to see the gap between how people experience the leadership system today and how it needs to evolve.

What It Measures

  • 31 distinct dimensions of leadership effectiveness.
  • 8 summary domains rolling into Creative vs. Reactive and Relationship vs. Task balance.
  • The gap between "current reality" and "ideal reality" — offering strategic developmental insight.

How We Use It

  • Anchoring the work — Clarify the team's mandate, context, and why collective leadership is the lever now.
  • Assessment deployment — Survey goes to relevant stakeholders.
  • Debrief and sense-making — Facilitated team conversation around results.
  • Translation to action — Insights shape a roadmap for growth.

Team Function & Dysfunction

When a High-Performing Team Feels Off Track

You might have all the right players, strategy, budget, and talent in place. And yet the team still isn't hitting its stride. That's often not a problem of capability — it's a problem of system.

What It Measures

The assessment is grounded in five interlocking dysfunctions:

  1. Absence of Trust — When team members aren't vulnerable or open with one another.
  2. Fear of Conflict — When healthy debate is avoided and ambiguous decisions result.
  3. Lack of Commitment — When clarity is missing and buy-in is weak.
  4. Avoidance of Accountability — When peers hesitate to hold each other to high standards.
  5. Inattention to Results — When individual goals override the collective mission.

How We Use It Together

  • Context & Calibration — Clarify the team's purpose, priorities and current state.
  • Completion — The team maps how the dynamics are experienced.
  • Debrief & Dialogue — Explore results: "What surprises us? Where do we see opportunity?"
  • Action Planning — Design team practices that shift dynamics.
  • Ongoing Integration — Keep returning: how are we tracking?

Power Score

The Multiplier Effect of Aligned Leadership

Real leverage often comes when you ask: What if I could lead at full power — right now? Authored by Dr. Geoff Smart, the framework emerged from research on over 15,000 careers and more than 9 million data points.

What It Measures

  • P = Priorities — Are you focused on the right things? Only about 20–25% of leaders do.
  • W = Who — Do you have the right people, in the right roles, doing the right work?
  • R = Relationships — Do your relationships actually drive results?

These aren't separate silos. They're multiplicative. If one is weak, the whole score suffers.

How We Use It Together

  • Clarify the Lever — Define your organization's stage and what "full power" looks like.
  • Assess the Baseline — Establish a true baseline across all three dimensions.
  • Sense-Make & Prioritize — Which dimension presents the highest leverage for growth?
  • Design the Shift — Translate insight into tactics.
  • Sustain the Momentum — Embed findings into your leadership rhythm.

DiSC®

What Happens When You Lead with How You Lead

When we talk about leadership effectiveness, we often focus on what you do. With DiSC, the focus shifts to how you show up — how you respond, relate, and influence in your real-world environment.

What It Measures

  • D = Dominance — How you approach challenges and assert your will.
  • i = Influence — How you connect, persuade, and engage in relationships.
  • S = Steadiness — How you respond to pace, change, and stability.
  • C = Conscientiousness — How you deal with rules, data, precision, and quality.

How We Use It Together

  • Alignment — Ground the assessment in your leadership context.
  • Completion — Complete the questionnaire (~20 minutes).
  • Debrief — Explore your profile: what shows up, what surprises you.
  • Integration — Embed findings into coaching: communication, team interactions, influence strategy.
  • Sustained Application — Revisit, practice, adapt. Real change lives in repetition.

iEQ9 Enneagram

Leadership Begins With Knowing Who You Are

We talk a lot about what leaders do. But one of the most powerful shifts comes when we slow down and ask: Why do I lead the way I do?

The iEQ9 Enneagram Assessment is a precise, rich lens into what drives you — your internal motivations, habitual patterns, blind spots, and growth edges.

What It Measures

  • Core Enneagram Type — Your primary style of thinking/feeling/acting.
  • 27 Subtypes & Instinctual Variants — Beyond the nine types, how your dominant instinct tailors your expression.
  • Centers of Expression — Leading from head, heart, or body.
  • Stress/Strain Dimensions — How pressure shows up for you.
  • Growth Pathways — Where next steps might look like.

How We Use It Together

  • Context-setting — Clarify what matters for your leadership right now.
  • Assessment — Complete the iEQ9 questionnaire (~30 minutes).
  • Debrief & Explore — Walk through results: what lands, what surprises, what you resist.
  • Integration & Application — Feed insights into coaching and leadership practices.
  • Follow-through — Return to learnings, iterate, and deepen capacity.

Hogan Assessments

When Knowing Your Strengths Is Only Half the Story

We often focus on what we do well. But leadership shows up in how we behave when things go wrong, when pressure ramps up, when things don't go to plan. Hogan is one of the most validated, robust tools for full-spectrum insight: strengths, values, AND derailers.

What It Measures

  • Hogan Personality Inventory (HPI) — What you bring in normal conditions: how you relate, perform, show up.
  • Hogan Development Survey (HDS) — What comes out under pressure: hidden risks and derailers.
  • Motives, Values, Preferences Inventory (MVPI) — What really drives you: what kind of work, environment, culture energizes or drains you.

How We Use It Together

  • Intent & Alignment — Clarify why we're doing this assessment now.
  • Assessment Completion — You (and sometimes stakeholders) complete the relevant Hogan components.
  • Debriefing Conversationally — Walk through results: "Here's what these patterns suggest for your next chapter."
  • Translational Application — Turn insight into practices, conversations, and focus areas.
  • Integration & Momentum — Embed findings into ongoing coaching and development.

Curious which assessment fits your situation?

We'll help you figure that out — or confirm that no tool is needed at all. No pitch, just a conversation.

Schedule a Conversation