which LEADERSHIP assessment is right for me?
Most people believe they have a good measure of their own self-awareness. We believe we understand how others view us, and that may be, or may not be, aligned.
What I know is that after working with hundreds of clients, everyone believes they are acting in the best interest of their role. They are living and working with their values — either known or unknown. And what I also know after working with hundreds of clients, what people think what their impact is and how they are viewed, is not always true.
The other thing I know is that everyone wants insight into how they are doing. Be it recognition for a job well done, how they can improve and/or get to the next level. What is going well and what can they be doing better? Most people want this clarity and transparency and also, a lot of people (aka managers) are reluctant to give these clear answers.
This is where assessments come in and can be so empowering and make a real impact in your leadership growth and trajectory.
Depending on your commitment level and how much you want to involve outside perspectives, I have a few different choices for you to consider below:
The Hogan Assessment — a self identified assessment tool.
The Center for Creative Leadership 360 (CCL) - a 360, feedback driven assessment.
Human Design - a practical, while esoteric tool, to help you understand your strengths and challenges.
The Hogan Assessment Inventories
“Only Hogan examines personality from every angle. By measuring the bright side, dark side, and inside of personality, we’re able to achieve the highest level of predictive validity in the industry.”
This is a personality test that is discoverable by answering questions of how you may go about different situations. As you do, it is able to predict how you are viewed within the workplace. It is a tool that may be used by HR to reliably predict if someone would do well in a certain position and also as a developmental tool as to how someone is performing in a role.
It’s comprised of three sections: (SEE GRAPH BELOW FOR A VISUAL)
Hogan Personality Inventory (HPI) - measure of normal personality and includes a measure of your Adjustment, Ambition, Sociability, interpersonal Sensitivity, Prudence, Inquisitive and Learning Approach.
Hogan Development Survey (HDS) - designed to measure potential career-derailing tendencies that are behavioral patterns that may impede relationships, hinder productivity, or limit overall career potential.
Motives, Values, Preferences Inventory (MVPI) - a measure to overstand the motivational factors that are important for work and life satisfaction.
Per the Hogan FAQ page: The HPI and HDS are normed on samples of over 100,000 working adults. The MVPI is normed on a sample of over 65,000 working adults.
As a Hogan Certified Coach:
Once we have the results and I have reviewed them with you, we then work together to help minimize the derailers that may show up in moments of stress and lean on the strengths of other areas in order to advance in your career - or show up in a way that is in line with how you want to be viewed.
That’s the official Hogan language. Now here’s the language how I use it and what you can expect.
I am certified in the Hogan Assessment. As are many others - but how I approach delivering this assessment is in a very systematic and holistic way, that is a little different than others. I’m reviewing your results while looking for those patterns that tell me a story, of why you are the way that you are.
From those patterns you get clarity and awareness to then decide where you want to lean into and what you might want to lessen the impact of.
By looking at the assessment from a holistic place vs. just individual behaviors we are able to jumpstart our coaching quickly because there is no place to hide. I can see from the get go - what you are hiding and how it’s holding you back, in order to focus on your strengths.
I’ve sat on enough Hogan calls where the facilitator goes line item by line item - helping you to understand each “area” almost the same as opening up a dictionary.
I’m not doing that. I’m taking each piece of the story and weaving them together with other pieces in order to tell the whole story.
A story of how you are perceived.
So that you can start doing the work of actually changing those perceptions - first by awareness of the patterns that you put out into the world and then by starting to slowly put the brakes on the behaviors that are holding you back.
With this tool, along with traditional Leadership Coaching with me - a PCC certified coach with the ICF, you uncover and make resonate decisions that sit with your values - not just what your head or you “think” you should do because that’s how it’s always been done.
Then you take action in the two areas that will make the greatest difference in your effectiveness as a leader: self-accountability and self-awareness.
To read their blog and more information: Hogan Blog
The Center for Creative Leadership (CCL) 360
A human centered approach to leadership development. This assessment relies on those who know you and work closely with you. Your boss, superiors, peers and direct reports as well as self reporting to understand your strengths and developmental goals while remaining confidential in the outcome, goals and focus.
A 360 approach allows for real comparative feedback as to how you believe you are doing, others perception of you and a median score for the industry you are in (based on decades of research and comparative analysis).
With the facilitation of this assessment we have real time feedback in order to enact chosen, and lasting, behavioral change that addresses the exact issues you think will have the greatest impact on your organizational reach.
Offered for individuals and organizations or teams. 100% confidential and anonymous results that are delivered in a one-to-one setting, along with a developmental plan to enact change, along with clear goal setting and accountability.
Includes the compass dashboard to clarify goals and accompanied with a large range of leadership development tools, self-paced learnings and resources.
To read more about this assessment: CCL 360
Human Design Report
This is an esoteric assessment as opposed to relational or personality feedback in order to expand your self-awareness in the behaviors that are serving you and which are holding you back.
This report is based on your birth place, date and time of birth. It shows a cosmic understanding of how you move through life and helps you to understand where your intuition lives and how you move through the world.
Click here to learn more and pull up your report that is specific to you.
Natural Tendencies via your Human Design:
Your mental construct and inspiration — are you more of a black and white thinker or able to see multiple perspectives?
Use of your Voice — pressure to speak or “to be heard” and being in the flow of your inspiration.
Purpose — Expression of your authentic self and clarity on purpose and direction or fearful of how others view you and your lovability.
Will — Push through at all costs and experience burnout or trying to prove worth.
Conflict — How you use your emotions to either be consistent and straight forward or putting others feelings and emotions first.
Inner Wisdom — Allow intuition to unfold versus trying to force the outcome.
Self-actualization — Knowing what and when versus fueled by fear or perfectionism.
Timing - Using adrenaline and a never ending to-do list versus prioritization and right timing.
Your Human Design can show you how to trust your intuition, your energy levels that are specific to you and what is the fear response you are most apt to fall into.
We often compare ourselves to what we expect to be a perfect way to move through the world. There is no perfect. This assessment allows people to start leaning into the way they are meant to move through the world, in their own individual and unique way and stop comparing themselves to others.
For more information: Human Design
All assessments can be used within a coaching engagement or as a single facilitated session with email follow-up support. Assessments should be used in tandem with other tools, learning and accountability in order to create lasting behavioral and self-awareness change.