In the course of our coaching and training services with leaders, Cima Executive Development uses assessment tools to help our clients/groups learn about themselves and each other. Here is a sample of some of the assessments we are certified to use in providing you the insight you need to grow your leadership effectiveness:
Individual/Team Assessments:
MYERS BRIGGS
One of the more validated assessments used during the past 60 years, the MBTI focuses on identifying Personality Type. This assessment uses 4 personality preference scales to identify 16 distinct personality types. This assessment was designed by a mother and daughter psychology team who used the work of Dr. Carl Jung as their foundation.
Fundamental Interpersonal Relations Orientation – Behavior. This instrument measures how you typically behave with other people and how you expect them to act toward you. Dr. Will Schutz, who developed the Firo-B identified unique interpersonal needs that strongly motivate us.
TKI is designed to assess an individual’s behaviour in conflict situations. It uses 2 dimensions to describe the person’s behavior when the concern of two people are incompatible. These two dimensions are used to define 5 specific methods for dealing with conflicts. It provides guidance on when to best use each mode and consequences of using each mode.
Hermann Brain Dominance Instrument ® was developed in the 1970’s by Ned Hermann, then a manager at General Electric, more than thirty years of research and innovation stand behind the validity of the HBDI®. The HBDI evaluates and describes the degree of preference individuals have for thinking in each of the 4 brain quadrants.
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Individual Assessments:
Hogan was founded by Drs. Robert and Joyce Hogan after more than 15-years of accumulating evidence to prove that personality testing predicts job performance. Now with 30 years of validation, The Hogan assessments predict job performance by assessing normal personality, derailment characteristics, core values, and cognitive reasoning ability. The Hogans are widely credited with demonstrating how personality factors influence organizational effectiveness.
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Management Research Group’s Assessments:
The tools from MRG have been in use since 1987 and currently are used in 60 countries. The tools have been normed to different languages and cultures making it an effective tool to use in global organizations.
Designed to reveal the underlying directions we use to guide our lives. An IDI “direction” is defined as an attraction within a person toward particular types of emotional satisfactions in life. The IDI Directions reflect a variety of internal processes: motives, needs, drives and values. These are the source of much of our individual behavior.
The LEA measures 22 specific sets or practices divided among 6 functions which serve to define a leadership role. This 360 tool can be refined to focus on the organization’s leadership requirements in the future and to the role expectations of the individual leader. The 6 leadership functions are:
1. Creating a Vision
2. Developing Followership
3. Implementing the Vision
4. Following Through
5. Achieving Results
6. Team Playing_______________________________________________________________________
Clark Wilson 360 from Performance Programs:
Clark Wilson 360 surveys are based on The Task Cycle introduced in 1973 by Dr. Clark Wilson, who was the first to use 360 feedback for training and development. It is a logical sequence of steps essential to directing the performance of tasks. It relates core competencies to operational performance and interpersonal relations. The focus is on the interaction between the person who is in charge of that performance and those who are carrying out the task. This pairing of individuals includes: managers and their direct reports, executives and their subordinate managers, sales representatives and their prospects, and team members and their team mates.
If you are interested in working with CIMA call (949) 645-1058 or email us at performancepartner@cimaed.com.
