Assessments

Margaret Greenberg is licensed in a number of individual and 360 assessments to give her clients more insight into their strengths, values, blind spots, and potential derailers.  This information can then be used to target development.

SELF ASSESSMENTS

1. Herrmann Brain Dominance Instrument

The HBDI is a self-assessment that measures thinking preferences  using a four quadrant model based on left and right brain research. In addition to individual profile reports, Team and Pair Profiles are also available that are very comprehensive compared to other instruments. The four quadrant model can also be used as a diagnostic tool for complex business problems. Visit http://www.hbdi.com/ to learn more.

2. Hogan Leadership Forecast Series

There are 3 self-assessments in the Hogan Leadership Series:

  • Hogan Personality Inventory (HPI) – measures strengths  or what’s called the “bright side” of our personality
  • Hogan Development Survey (HDS) – measures potential career  derailers or what’s called the “dark side” of our personality that tends to show up when we are stressed.
  • Hogan Motives, Values, & Preferences Inventory (MVPI) – measures core values, goals, and interests which drive us.

The Hogan Leadership Forecast Series is a very powerful tool to measure personality and a leader’s fit with an organization’s culture.  It is the only tool on the market that measures potential career derailers.  Visit http://www.hoganassessments.com/ to learn more.

3. Social & Emotional Intelligence Profile

The SEIP measures 26 distinct emotional intelligence competencies including stress management, resilience, managing conflict, influencing, empathy, listening, organizational awareness, catalyzing change, collaboration, building trust, and personal power. Studies show that social and emotional intelligence (what is often referred to as EI or EQ)  accounts for up to 80 percent of our success, while IQ (cognitive intelligence) accounts for about 20 percent.  While IQ remains pretty much fixed from birth, EQ can be learned.  And studies indicate that the best way to enhance our social and emotional intelligence is through coaching.  Unlike other EQ tools, the SEIP is available as a self-assessment or a 360 assessment.  Visit http://www.the-isei.com/home.aspx   to learn more.

4. StrengthsFinder 2.0

StrengthsFinder 2.0 measures 34 themes of talent based on Gallup’s 40 year study of human strengths.  Using the access code in the back of either the book StrengthsFinder 2.0 or Strengths Based Leadership: Great Leaders, Teams, and Why People Follow clients complete the on-line instrument.  SF2.0 is a highly validated tool to identify and leverage strengths in a business context.  Team reports are also available. Here are links to two articles Margaret published based upon an interview she conducted with the author of both books, Tom Rath.
Strengths-Based Leadership: An Interview with Tom Rath Part 1
Strengths-Based Leadership: An Interview with Tom Rath Part 2

5. Values in Action – Signature Strengths

The VIA is a self-assessment that measures 24  strengths of character based on positive psychology research. A very powerful tool for identifying strengths.  Team reports are also available.  Visit http://www.viasurvey.org/ to learn more.

6. Myers-Briggs Type Indicator

The MBTI is a self-assessment that measures psychological type on 4 separate indices:

  • Extraversion (E) or Introversion (I)
  • Sensing (S) or Intuitive (N)
  • Thinking (T) or Feeling (F)
  • Judgment (J) or Perception (P)

Team profiles are also available. Visit http://www.capt.org/ to learn more.

360 ASSESSMENTS

The focus of 360 assessments is on development.  Feedback is collected from multiple pespectives and acts as a four-way mirror.  All feedback is anonymous except for the leader’s boss.

1. PDI’s Profilor

The Profilor is a 360 assessment that measures 13-24 competencies which vary depending on the level of leadership.  The Profilor is tailored to specific roles including:  senior executive, business unit leader, mid-level leader, supervisor, individual contributor, internal consultant, key account manager, IT manager, and sales manager. Visit http://www.pdinh.com/ to learn more.

2. Social & Emotional Intelligence Profile

The SEIP measures 26 distinct emotional intelligence competencies including stress management, resilience, managing conflict, influencing, empathy, listening, organizational awareness, catalyzing change, collaboration, building trust, and personal power. Studies show that social and emotional intelligence (what is often referred to as EI or EQ)  accounts for up to 80 percent of our success, while IQ (cognitive intelligence) accounts for about 20 percent.  While IQ remains pretty much fixed from birth, EQ can be learned.  And studies indicate that the best way to enhance our social and emotional intelligence is through coaching.  Visit http://www.the-isei.com/home.aspx to learn more.

3. MRG’s Leadership Effectiveness Analysis

The LEA is a 360 assessment that measures 22 behavioral characteristics organized around 6 functional areas (creating a vision, developing followership, implementing the vision, follow through, achieving results, and team playing).  MRG also has process, called Strategic Directions, by which a senior team can identify the most crucial leadership behaviors needed to achieve the organization’s goals and objectives.  Visit http://www.mrg.com/ to learn more.

Published Articles

Below is a link to an Assessment related article Margaret published on Positive Psychology News Daily: