which LEADERSHIP assessment is right for me?
Comparison of Leadership & Self-Awareness Assessments
| Assessment | Purpose | Focus Areas | Ideal For | Data Source | Depth/Approach | What It Reveals |
|---|---|---|---|---|---|---|
| Hogan Assessments | Predict leadership potential and derailers | Personality traits, values, derailment risks | Executive & leadership development, succession planning | Self-assessment (psychometrics) | Evidence-based, deep psychological profile | Strengths, challenges under stress, workplace motivators |
| CCL 360 | Gather feedback on leadership effectiveness | Behaviors, leadership competencies, interpersonal impact | Leaders at all levels seeking feedback from peers, reports, managers | Multi-rater (360° feedback) | Behavior-focused, relational lens | How others experience your leadership & areas for growth |
| DISC / People Styles | Improve communication and teamwork | Behavioral tendencies, communication styles | Teams, new managers, communication skills development | Self-assessment | Simple, actionable framework | Communication style and how to flex for others |
| Human Design | Align with your natural energy & decision-making | Energy type, strategy, authority, life themes | Self-awareness, purpose-driven leadership, authenticity work | Based on birth data (time, date, place) | Integrative, spiritual-meets-practical | How to make aligned decisions, lead authentically, and avoid burnout |
How Do You Know If You're Really Self-Aware?
Most people believe they have a solid sense of their own self-awareness. We think we understand how others perceive us — but often, there's a gap between intention and impact.
After working with hundreds of clients, one thing I know for sure is this:
Everyone believes they are acting in alignment with their role and values, whether those values are clearly defined or not. But just as often, what people think their impact is — and how they're actually experienced — doesn't always match.
Here's the other thing:
People crave insight. Whether it’s recognition, direction, or a sense of how to grow, we all want to know how we’re doing. But honest, constructive feedback can be hard to come by — especially from managers or colleagues who aren't sure how to give it clearly.
This is where assessments come in.
Used thoughtfully, they can be a powerful mirror — offering clarity, validation, and a deeper sense of direction in your leadership and personal growth.
Depending on how much reflection, feedback, and exploration you're open to, here are a few assessment tools I offer that meet you where you are:
Hogan Assessment – a data-driven, self-report tool for exploring strengths, derailers, and values.
CCL 360 – a research-backed 360 feedback tool that reflects how others experience your leadership.
Human Design – a more intuitive, energetically aligned framework that offers insight into your natural decision-making and patterns.
Social Styles (similar to DISC) – practical, team-oriented tools that improve communication and collaboration quickly with a downloadable self-assessment.
Curious about what’s right for you? Let’s talk through the options.