So that organizations enhance their chances of selecting the right people and so that people in leadership roles or high potentials better understand their strengths and areas that need development, Key Associates, Inc. offers a battery of different assessments ranging in topic from emotional intelligence to resiliency to communication style.
Here is just a sampling of some of the assessments that we administer to give individuals feedback as part of coaching, to give teams feedback in how they perform or to provide additional data for improving your hiring and selection process:
The Emotional and Social Competency Inventory (ESCI)
Emotional and social intelligence makes the difference between a highly effective leader and an average one. The real benefit comes from the 360° view into the behaviors that differentiate outstanding from average performers. It helps managers and professionals create competitive advantage for their organizations by increasing performance, innovation and teamwork, ensuring time and resources are used effectively and building motivation and trust. Use the emotional and social competency inventory (ESCI) to:
- measure emotional intelligence in your leaders and professionals
- raise awareness through powerful feedback
- focus your coaching and development on crucial capabilities
- bring out the best in individuals and teams.
Bar-On Emotional Intelligence Assessment (EQ-i)
The EQ-i is based on a comprehensive concept of emotional intelligence that has been developing since 1980. It is the result of 17 years of research in eleven countries in an effort to develop a cross-cultural approach to assessing why some people are able to succeed in life better than others and why some executives have better “emotional” skills than others. High levels of emotional intelligence have been linked with strong leadership skills, improved productivity and success as a leader. The EQ-i can be taken by an individual and team reports can also be generated.
The Survey of Influence Effectiveness (SIE)
The Survey of Influence Effectiveness is a 360° assessment designed to help professionals determine how effective they are at influencing others with integrity. The ability to ethically influence others is a fundamental skill for leaders. This multidimensional assessment has been created to measure how well an individual influences others by comparing self-perceptions to the perceptions of others.
The SIE measures ten positive influence techniques including legitimizing, logical persuading, appealing to friendship, socializing, consulting, stating, appealing to values, modeling, exchanging, and alliance building. Four negative influence techniques are also measured. Those include avoiding, manipulating, threatening, and intimidating. Effective influencing is derived by using the right technique for the situation and for the particular person who is being influenced. The influencer also must have power that is gained by knowledge and experience, and be highly skilled at using each of the following positive influence techniques and at avoiding the negative techniques.
The Hogan has been administered to over 500,000 working adults, has successfully given insights on executive positions and has been used for selection, promotion, and development. The Hogan Battery administered has two assessments: the Hogan Personality Inventory which concerns how a person approaches others and their work as well as the characteristics that are noticed quickly by others; and the Hogan Development Survey which concerns characteristics that can derail an individual’s career and any negative tendencies that appear after prolonged exposure to stress, during stress, or heavy workloads.
The DiSC Personal Profile System is a tool based on William Moulton Marston’s model of human behavior. It is a two-axis, four-dimensional model that divides behavior into four distinct dimensions: Dominance, Influence, Steadiness and Conscientiousness. The DiSC is designed to give information on a person’s communication style and describes human behavior stemming from that style.
Ebrochures of DiSC Assessments:
DiSC PPSS (Personal Profile System Software)
Myers-Briggs Type Indicator (MBTI®)
The MBTI instrument was developed by Isabel Myers and Katharine Briggs as an application of Carl Jung’s theory of psychological types. This theory suggests that we have opposite ways of gaining energy (Extraversion or Introversion), gathering or becoming aware of information (Sensing or Intuition), deciding or coming to a conclusion about that information (Thinking or Feeling), and dealing with the world around us (Judging or Perceiving). The MBTI is not a measure of your skills or abilities in any area; rather, it is a way to help you become aware of your particular style and to better understand and appreciate the ways that people differ from one another.
Printable/Digital Leadership Assessments by Key Associates, Inc.