Energy Leadership™ Index (ELI) Assessment

A proprietary, research-backed assessment tool that takes something abstract, like the way a person views the world, and turns it into something tangible—a metric that you can see and feel and even reevaluate in the future.

You’re probably familiar with personality assessments like Myers Briggs, DiSC, and Enneagram.

These valuable tools can help you understand your strengths and weaknesses, and discover how you can work to your full potential. In that way, they typically support a “work with what you have” approach to adapting your behavior and pursuing personal excellence.

The ELI, on the other hand, is an attitudinal assessment tool that captures how an individual currently perceives and approaches work and life.

With the awareness and insights gained through the Energy Leadership Index debrief, clients have the opportunity to reshape their attitudes and worldview and “transform who they are.”

The Energy Leadership™ Index assessment can be given at the start of a coaching relationship and as a regular follow up assessment to provide tangible, research-backed ROI data for any coaching engagement.

“People find power when it dawns on them that their true success isn’t rooted in you helping them. It’s grounded in you helping them help themselves”

Bruce D. Schneider, Founder iPEC

CCL® Assessments

360° Assessments from the Center for Creative Leadership are supported by more than 50 years of pioneering research and are ideal for use in both small and large organizations. CCL® assessments for leadership development are considered the gold standard because they are:

  • Supported by superior-quality normative data from one of the world’s largest leadership assessment databases

  • Based on decades of rigorous research that is constantly refined

  • Strictly confidential for more accurate feedback

  • Customizable for maximum flexibility

  • Available in multiple languages

    “The most difficult thing in life is to know yourself”

    Thales

Team Diagnostic™️

Certified Team Performance Coach

Most current organizational and coaching approaches assess and coach teams as a collection of individuals. This is valuable information for team members, but it is only half the picture. The missing half: a picture of the team as a whole.

The Team Diagnostic™️ is a unique approach to working with teams as a dynamic “system”. A team is more than the sum of its parts. It is a living entity with its own personality, spoken and unspoken rules, vision, blindspots, and even moods.

The Team Diagnostic™️ looks at two dimensions of the team: Productivity competencies and Positivity (engagement) competencies. Teams that excel at both are high performing and sustainable. They are creative, adaptable, and resilient.

Organizations use the Team Diagnostic™️ to measure team conditions and create a roadmap to improve team performance and sustain team results.

“I am a member of a team, and I rely on the team. I defer to it and sacrifice for it, because the team, and not the individual is the ultimate champion”
Mia Hamm, American soccer player, and Olympic gold medalist

TalentTelligent® Suite Of Tools

Developed by Roger Pearman, Ed.D. and Robert Eichinger PhD., thought leaders in the field of talent management, competencies, and leadership development. They developed card-sorting, the 9-box grid, The Leadership Architect (Eichinger & Lombardo), Learning Agility, 70/20/10 model for development, the MBTI YOU book, the FYI guide and much more. They created this new suite of tools to solve for tomorrow’s talent challenges in the following areas within the unique context of each organization:

  • Create a common language of talent in your organization

  • Acquire top talent using behavioral interview best practices for interviewing and hiring

  • Build stronger bench strength through robust succession planning

  • Support development at all levels to strengthen pipelines

  • Access multiple 360° assessments that inform advanced feedback delivery

  • Implement High Potential identification processes to spot future stars

  • Build coaching and feedback programs that ensure a focus on effective outcomes

  • Ensure Team Effectiveness with the ultimate blend of talent

“Developing talent is business’s most important task- the sine qua non of competition in a knowledge economy”
Peter Drucker

CliftonStrengths©

CliftonStrengths© has been taken by 28 million people globally and is grounded in more than 40 years of research. When individuals and teams have the opportunity to discover their natural talents and purposefully develop them into strengths, the effect on individual and organizational performance is transformational. Similar to a fingerprint, a person’s strengths sequence is unique to them. In fact, the chance that someone has the top 5 strengths in the same order is 1:33 million. CliftonStrengths© measures 34 talents in four domains: Strategic Thinking | Executing | Relationship Building | Influencing.

Gallup research shows that:

Teams that focus on strengths have 125% greater productivity

People who focus on their strengths are 6X more likely to be engaged in their job    and 3X more likely to report having a good quality of life. (Source Gallup, Inc.)

CliftonStrengths© solutions include:

  • Programs for individuals to support their understanding of their profile reports and develop their personal brands

  • Programs for teams to build trust, foster productive, ongoing conversations about what talents people bring to certain situations, and a language that bridges cultural and organizational demographics.

“Be yourself. Everyone else is already taken”
Oscar Wilde

Conflict Dynamics Profile®

A study by the Center for Creative Leadership (CCL) found that 85% of leaders encounter conflict on a regular basis, yet most have never learned how to deal with it.

Self-awareness is crucial to effective conflict resolution. Individuals need to have a clear understanding of not only their own habits, needs and values, but also the impact they are having on those around them. The Conflict Dynamics Profile® (CDP) is a behavioral-based assessment that helps individuals identify how they respond to conflict and provides practical and actionable solutions for promoting more effective conflict resolution.

Organizations use the CDP because it is both behavioral and actionable (not theoretical as many conflict models are) to help leaders and teams increase awareness and learn how their behaviors either escalate or diffuse unhealthy conflict and promote healthy conflict.

“Peace is not the absence of conflict, but the ability to cope with it”
Mahatma Gandhi

Leadership Versatility Index© (LVI)

In today’s fast-moving world, organizations need versatile leaders to guide employees and teams through a landslide of ambiguity, complexity, and disruption. The LVI©   develops versatile leadership by building skills and behaviors that expand the leader’s ability to read and respond to change.

The LVI is built around a patented Too Little/Too Much rating scale. Using this scale, the leader, working with their coach, can quickly distinguish their strengths; from their strengths overused- as well as those areas they need to strengthen further to be more effective.

Organizations use the LVI© to provide their leaders with personal insight and empower them to create a development plan for expanding their versatility and elevating their impact. 

“And then she went to the porridge of the Little, Small, Wee Bear, and tasted that; and that was neither too hot, nor too cold, but just right”
Robert Southey book Goldilocks and the Three Bears

Organizational Culture Assessment Instrument© (OCAI)

Many organizational initiatives fail because the current culture is overlooked, or because culture change is viewed as a top-down process.

Organizations work with the OCAI© to identify their current and preferred cultures and employ Change Circles or Interaction Interventions based on Positive Leadership to drive the desired changes.

OCAI© uses the Competing Values Framework (CVF) of Create, Collaborate, Compete and Control to identify both desirable and shadow attributes of an organization or team culture, and determine whether it supports their strategic objectives.

“Culture is not an initiative. Culture is the enabler of all initiatives”
Larry Sen- Chairman Senn Delaney

Hogan Assessments®

Hogan Assessments® predict job performance using three separate reports.

For many people, there is an important disparity between identity and reputation. This disparity causes them to overestimate their strengths, ignore feedback, deny their shortcomings, and ultimately damage their relationships.

Organizations use Hogan Assessments® to facilitate individual development, enhance team performance and identify leadership potential:

  • Hogan Personality Inventory (HPI)® measures how people behave in day-to-day life, when they are at their best

  • Hogan Development Survey (HDS)® measures how people behave under stress and pressure, identifying personality- based derailers that can limit career potential

  • Motives, Values, Preferences Inventory (MVPI) measures core values, goals and interests that determine satisfaction and drive careers

Hogan Assessments was founded 30 years ago by Drs. Joyce and Robert Hogan and is grounded in more than 40 years of validated research. 

“The You you know is hardly worth knowing”
Robert Hogan, Co- Founder Hogan Assessments

Insights Discovery®

Insights Discovery® is a fun, interactive way to give participants a language and framework for understanding themselves and others better, which they can put into practice immediately.

Using the Insights Discovery® profile, participants learn to identify their own and others’ combination of color energies (Fiery Red/Sunshine Yellow/Earth Green/Cool Blue) and adapt to different communication needs.

Customized solutions using Insights® can help organizations improve effectiveness in these key areas:

  • Individual Effectiveness- improving self-understanding and personal impact. Enabling continuous personal development

  • Team Effectiveness- creating high-performing teams and improving team dynamics

  • Leadership Effectiveness- leading with impact. Leading self, team, and organization

  • Sales Effectiveness- connecting with customers, achieving excellence at each stage of the sales process.

    “We see the world not as it is, but as we are”

    Attributed to several sources