Heightened Self Awareness
360° & Personality Trait Assessments
Feedback coaching can function as an unfreezing experience that enables coachees to see themselves differently and become more aware of how they affect others. It is our experience that a combination of personality & performance assessments yields the best results for assessing development and coaching needs. Using a combination of the 2 gives an indication not only of an individual’s past and potential performance, but also the innate reasons for behaviours and possibilities for adjustment.
360 ° Feedback
The 360° is a multirater instrument that addresses leadership effectiveness around 13-16 chosen competencies within 3 main categories : Leading the Organization, Leading Others, and Leading Self. It anonymously collects opinions online about an individuals performance from a wide range of coworkers including superiors, peers and subordinates. Leaders see their feedback data compared to a global norm group of over 1000 senior leaders.
Having a full picture of coachees’ current skills and perceived performance, from their own view and from the perspective of others, is crucial to helping them decide what goals they want to set. Ratings on essential leadership competencies provide the data necessary to help leaders address the way they are showing up in their professional and personal lives. They also can reveal the impact that individuals are having on the systems that surround them and create the motivation to change that impact in the interest of continuous improvement.
Workplace Big 5
The Workplace Big Five (WPB5) is a 5-factor model in which participants self-score themselves on 5 Supertraits : Need for Stability (N), Extraversion (E), Originality (O), Accomodation (A), and Consolidation (C). Each supertrait has 4-6 subtraits that are similarily scored within a range of the scale which represents a particular dimension of the personality. Answering the 107 questions online takes approximately 15 minutes.
Hogan – HPI, HDI, MVPI
Within this model, getting along with and progressing in our careers are seen as dominant themes in social life. The Hogan Personality Inventory (HPI) captures key behavioral tendencies relevant to these life themes. The Hogan Development Survey (HDS) identifies critical blind spots that can lead to career derailment. Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core values, drivers and interests that determine what we desire and the principles on which we base decisions.
Evaluation of executives behaviours in a standardised manner based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests. Presentations, role plays, group discussions and personality trait assessments are used to determine’s leaders current level of performance and identify development goals to help them evolve to higher levels and achieve their potential.
I met Dana at the “Emerging Talent Development Center” held for us by my company through Heidrick & Struggles in Paris. I was very lucky and had Dana as my coach during the 2 days program. Dana is the best! she gave me a different point of view and with her help I was able to recognize where I could improve myself. One of my main areas of concern was how to better influence people without being too nice or too hard on them. She totally opened my eyes on this, as the old adage goes, “you don’t know what you don’t know until you know it!”. I gladly recommend Dana to organizations and/or leadership professionals seeking professional coaching.
Ali Julazadeh, Regional Manager Central Canada, Mersen
Contact us to discuss the application of these assessments in your organization.