Assessments

We use the following assessments in 1:1 executive coaching and team workshops.

MBTI: The Myers-Briggs Type Indicator

The MBTI® is the most common personality/communication assessment used by companies and nonprofits in the US. It’s well respected and well tested, and it has provided millions of people around the world with insights into how they can better communicate with their peers.

For a team communication workshop, we most often use Step I Profile (Form M) of the MBTI®. Click here for a sample of this assessment report.

For 1:1 coaching, we use Step II Profile (Form Q). Click here for a  sample of this assessment report. 

CPI 260®

The CPI 260® is a personality assessment ideal for leadership development.  It provides a deep dive into professional and personal styles.

The assessment’s purpose is to describe an individual’s strengths and skills using objective words. It evaluates an individual on 5 scales:

1.  Dealing with Others
2.  Self-Management
3.  Motivations and Thinking Style
4.  Personal Characteristics
5.  Work-Related Measures

Executives we have coached have said the following about the CPI 260®:

  • I now understand why team building is such a struggle—I’m not as tolerant as I need to be.
  • It helped me understand how crucial understanding the power hierarchy is in my new role.
  • I learned what strengths I rely on too much and which ones I ignore.
  • Being able to compare my results to executives in similar roles was the best thing about it.  

Lominger VOICES® 360

If your organization uses Lominger’s competency model to hire and develop employees, this assessment is ideal for executive coaching programs.

VOICES® is a competency-based and research-validated 360° assessment. It provides a manager with timely and confidential information around leadership development and management improvement.

Each leader selects a number of stakeholders (typically 7-15) to assess his/her skills to complete the online assessment, in addition to his/her self assessment.

Stakeholders include direct reports, peers, external and internal customers, superiors, a direct manager, and secondary bosses (e.g., matrix organizations).

Stakeholders evaluate a leader’s level of ability and how crucial a particular skill is to the organization. 

Only certified individuals can administer this assessment, which ensures your coach will be able to interpret your report and map it to your goals and action plan.

Six to twelve months after 360° feedback is provided, we recommend using Lominger’s Development Tracker™ mini survey to measure skill improvement and to track the impact of coaching. 

The Leadership Practices Inventory (LPI 360)

The LPI 360 is an online leadership development assessment based on the book The Leadership Challenge and its accompanying suite of tools.

Like other 360 assessments, the LPI includes a leader’s self assessment and assessment completed by 7-15 stakeholders chosen by the leader. The assessment asks the leader and his/her stakeholders to measure the frequency of specific leadership behaviors on a 10-point scale.

The assessment takes approximately 10-15 minutes to complete.

Click here for a sample of the LPI 360

We love using this tool in combination with The Leadership Challenge® Workshop. It’s a practical and cost-effective solution to pairing learning with 360s. Organizations can train leaders on a practical and easy to digest leadership model and at the same time offer participants feedback from peers, superiors, customers, and managers.