Which Assessment

The Leadership Circle Profile™  and Manager Edition

What is measured? Your competencies, i.e., your knowledge, skills and abilities that are observable by others

Meaning-making Assessment or Subject-Object Interview (SOI)

What is measured? Your stage of adult development based on your capacity to navigate complex interpersonal, organizational, and business dynamics

Hogan Assessments

What is measured? A prediction of job performance and organizational fit based on personality traits (strengths and weaknesses, stress-related tendencies, and core values)

How does the assessment work? Outside-in View You complete a standardized questionnaire designed to give a 360° perspective of how others (your boss, peers, direct reports) experience you; a self-assessment is also included.

How does the assessment work? Inside-out View You participate in a structured interview designed to elicit an internal picture of how you make sense of your world, i.e., how you experience yourself relative to other people, certain situations and various tasks. It helps determine to what degree you are poised to contemplate and courageously act on a wide range of perspectives, dynamics, volatile trends, and possible solutions.

How does the assessment work? Inside-out and Outside-in Views You complete a standardized questionnaire.

How is the assessment scored? Scores are primarily quantitative; an optional qualitative section provides feedback on leadership strengths and areas for development. Responses are scaled relative to how other respondents in the database answered the same standard questions.

How is the assessment scored? Scores are quantitative and qualitative; they identify an actual stage of adult development based on excerpts from the assessment interview that are used to validate the rating.

How is the assessment scored?  Scores are quantitative. Responses are scaled relative to global norms.

How do I get my results? In-person feedback session, including a written report and interpretation manual; estimated turnaround time is 3-4 weeks

How do I take the assessment? Assessment is scheduled for a specific time, conducted virtually (via Skype or Zoom) or in person, and recorded (so that it can be transcribed and scored)

How do I take the assessment? On-line, on your own time

How do I get my results? In-person feedback session, including a written report and interpretation manual; estimated turnaround time is 3-4 weeks

How do I get my results? In-person feedback session, including a written report containing a brief overview of adult development theory; estimated turnaround time is 2 weeks

How do I get my results? In-person feedback session, including a written report and development planning guide; estimated turnaround time is 2 weeks

What will I learn? How your scores compare to those of more than 35,000 leaders in The Leadership Circle Profile™ database, plus:  

1. The degree to which your perceptions about yourself match or differ from those who responded on your behalf;
2. If you tend to favor tasks over relationships or vice versa;
3. If you have certain “reactive” tendencies that may be impeding your overall leadership effectiveness;
4. Personal strengths you should leverage and areas for growth and development

What will I learn? The assessment is specifically designed to help you uncover:

1. How your fundamental beliefs and mental models may drive your decision-making on a variety of levels;
2. How these thought processes may be inhibiting your capacity to handle the increasingly complex demands you are likely facing in your leadership role;
3. Ideas around how to get past your limiting beliefs and build your capacity to navigate complexity; strategies around how to begin transitioning to the next stage of development

What will I learn? How your scores compare to those of 300,000+ working adults in the Hogan Assessment worldwide database, plus:

1. Your everyday strengths and weaknesses (HPI); used primarily to support development and predict effective performance in new job roles;
2. Your overused strengths that can derail your career (HDS); used primarily to promote self-awareness around dysfunctional behavioral patterns; 
3. Your core motives, values, and interests (MVPI ); used primarily to highlight the fit between these elements and your organization’s culture