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Pedestrians from an Ariel View

Assessments

Assessments aren’t an end point – they are a starting point providing information that can be used to design a targeted professional development plan tied to an individual’s or organization’s goals.

I offer assessments for both individuals and teams to provide more objective data for understanding themself and others. 

 

Assessments can provide:

  • A more objective look at your strengths, weaknesses, and blind spots

  • Comparative data for you to test assumptions or perceptions about yourself and others

  • Opportunities for you to learn how to work effectively with people with different approaches, personalities, and perspectives.

  • A starting point for launching a professional development plan

  • A shared approach to allowing the gifts and talents of each team member to be more fully utilized 

 


 

The Myers-Briggs Type Indicator (MBTI)

 

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were identified in the theories proposed by Carl Gustav Jung and first published in his book Psychological Types in 1921 (English edition, 1923). The MBTI instrument was first published in 1962 and was developed by Katharine Cook Briggs and her daughter, Isabel Briggs Myers, from their work beginning in the 1940s.

 

For Individuals -- The MBTI is used to better understand multiple aspects of your personality - your preferences for the data you seek, how you use data to make decisions, how you interact with others, and how you engage with the world around you. Once you have that self-awareness, you can then apply this understanding to others who may have different preferences in how they function and interpret the world.

For Teams -- Understanding personalities at work via the MBTI can facilitate:

  • Self-affirmation, which enhances cooperation and productivity

  • Creation of more effective communication between all types represented in the team

  • Capitalization on the organization’s human resources (all types bring gifts to the team)

  • Improvement of teamwork and understanding

  • Conflict resolution within the team

  • Strengthening of leadership skills through enhanced understanding of different perspectives and strengths of your team members


 

Resolved360 Assessment

This 360° assessment solicits feedback from an employee’s full circle (hence 360°) of people they interact with – their supervisors and managers, colleagues, direct reports, and, potentially, customers or vendors – and compares this data to how they rate themselves. 

 

I developed a 360° assessment to provide a more complete picture of a person’s strengths, weaknesses, and blind spots to identify areas for their potential growth. It is not a performance review tool to assess how well a person is doing their current job. Rather, the purpose of the 360° feedback assessment is to identify key themes that arise from the data in order to set a course for their professional development. Questions focus on management and leadership capability, alignment with business strategy and values, communication skills, interpersonal skills, and teamwork/collaboration skills. The responses are aggregated into a comprehensive report, without attribution to who offered any specific feedback.

 

From the assessment data, we will work together to review the feedback, identify key themes, and then create a professional development plan with specific actions and timelines tied to measurable results. The assessment can be conducted again after a period of time, to test the progress of an employee’s efforts.

 

The value of a 360° assessment is that it can accelerate an employee’s professional growth and support their advancement in the company. This is a key strategy for companies to attract and retain talent. Putting a 360° assessment into your business practices can also reinforce your commitment to your values and strengthen your culture by promoting the importance of professional development.

 


 

CliftonStrengths Assessment (formerly known as StrengthsFinder)

 

The CliftonStrengths Assessment will allow you or your team members to:

  • Discover what you/they naturally do best

  • Learn how to develop your/their greatest talents into strengths

  • Use your/their personalized results and reports to maximize potential

 

The CliftonStrengths Assessment is a tool that focuses on an individual’s strengths – specifically their fully developed natural talents. The designers of this assessment believe that skills can be learned and knowledge obtained, but talent exists naturally within a person. They define a talent as a naturally recurring pattern of thought, feeling, or behavior that can be productively applied. Identifying your dominant talents, and then refining them with skills and knowledge, will lead to more consistent successful performance.

 

There are 34 strength themes, organized in 4 domains. The four domains of CliftonStrengths are:

 

  • Executing Domain  | "How do you make things happen?"

  • Influencing Domain | "How do you influence others?"

  • Relationship Building Domain | "How do you build and nurture strong relationships?"

  • Strategic Thinking Domain | "How do you absorb, think about and analyze information and situations?"

 

Knowing your strengths, and those of your team members, will allow you to build teams with the talents required to achieve your goals and more effectively deploy these talents in each situation that arises.

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