Take a Free Leadership Assessment

As a thank you for signing up for our newsletter you will be able to take one of our leadership effectiveness assessments and receive a developmental report – FREE. Below is information about the complimentary assessments. You are not obligated to take any of the assessments – we offer it because we think you will find it of value. After you sign up we will send you information on how to take the free assessment online. The last assessment is free to use without signing up for our newsletter.

The Dealing with Conflict Instrument (DCI) helps you learn how to shift typically adversarial negotiations to a more collaborative style in order to find and pursue shared interests, creating a win/win outcome. The Dealing with Conflict Instrument presents five conflict-handling styles.

By completing the DCI-Self, participants will learn about their own natural style tendencies, while the information gathered from the DCI 360-Degree Feedback set will give them insight into how they are perceived by others when resolving conflicts. The combined results of these assessments indicate which styles of conflict resolution need the most improvement.

Benefits

Develop greater flexibility by exploring characteristics of conflict handling style
Eliminate typical negotiating stalemates
Increase corporate bottom line by decreasing time and resources spent on conflict situations

The Emotional Intelligence Style Profile is designed to help you understand the way you apply your emotional intelligence style, preferences, and behavior. It can help you determine how appropriately and effectively you apply your knowledge and feelings in a given situation, and it is this understanding that forms the basis on which you can make adjustments in order to be more effective in the future, personally as well as professionally.

This instrument will not help determine your degree of emotional intelligence or your relative state of emotional health.

Each person uses his or her emotions and intelligence in different ways. One style is not better or worse than another. Therefore, there are no “right” or “wrong” responses. As you will see in this explanatory material, most everyone’s responses to the questions at some point will fall within each of four broad emotional intelligence style quadrants. What that means is that in our day-to-day actions or behavior, we will draw to some extent on each of the four styles.

Leadership Effectiveness Profile
Out of the hundreds or thousands of human behaviors, there are only a handful that can be directly tied to effective and even outstanding leadership. This Leadership Effectiveness Profile assessment will focus on eight most-often-cited behaviors or attitudes. We will refer to them as “competencies” or competency areas—the main factors that generally determine the relative success of an individual’s efforts to lead others in a wide variety of situations, ranging from leading a soccer team or a Fortune 500 company to leading an ad-hoc team of citizens pushing for a new school. No one piece of the puzzle is enough for effective leadership; each piece works in combination with the others to reveal a fully integrated model. When all eight competencies are present, the individual’s effectiveness as a leader will be obvious. Improving performance in all eight of these competency areas will make each of us better able to lead.

Emotional Intelligence
Contextual Thinking
Directional Clarity
Creative Assimilation
Change Orchestration
People Enablement
Reciprocal Communication
Driving Persistence

This questionnaire has been designed as a self-scoring Leadership Effectiveness assessment to help individuals understand more about their relative skills in this critical area. The eight competency areas that contribute to good (or bad) leadership in the list above are treated separately and then combined to create the individual’s overall profile.

DISC is the premier behavioral style assessment available today. It will increase effectiveness of internal communication for teams, managers and leaders. It will help you create a common language for conflict resolution, by replacing “personality
labels” with “communication insights” for more effective communication.

Benefits

Gain awareness of personal strengths and motivations
Uncover career development opportunities
Improve methods for interpersonal communication
Enhance conflict resolution ability
Build and strengthen teams
Improve professional relationships internally and externally

A recent executive briefing I wrote titled, “Six Traits of Effective Leadership,” elicited many responses. One response predominated and that went something like this, “Well Carl, those are great traits to aspire to and it’s easy to say, 'Sure…that’s me.' However, if I don’t want to fool myself is there a quick and dirty way I can assess myself?” The executives who made that request were not simply interested in judging themselves by using a purely financial scorecard. They were interested in the interpersonal side of the leadership equation. To help answer that question, I’ve prepared a self-evaluation questionnaire (see below).

You’ll quickly see that one theme this questionnaire attempts to evaluate is your EQ, or Emotional Intelligence. The late David McClelland, Ph.D., from Harvard, a leading researcher and expert regarding leadership effectiveness, conducted research that found that for executives who were rated high on six or more traits associated with emotional intelligence, their divisions, on average, out performed yearly revenue targets by 15 – 20%! In addition, 87% of those same executives placed in the top third for annual salary bonuses based on the performance of their businesses. Daniel Goleman, Ph.D., the author of the book “Working With Emotional Intelligence,” provides a more in-depth look at this subject for those of you who want more information (available through my website). Goleman draws heavily from McClelland’s research.

The following survey is a self-evaluation tool, so, it’s only as useful as you are insightful and honest about yourself. If you want to up the ante a bit, ask a couple of people who know you and trust will give you honest useful feedback to complete copies of the survey - turn it into a mini-non-validated, 360 multi-rater survey. It’s best not to ask subordinates to complete this mini-survey, because research on 360s indicate that people tend not to give honest critical feedback unless their anonymity is guaranteed and if you are the one tallying the results…there goes anonymity and reliable, useful feedback. The questions come from two sources: my own research and experience working with executives and from the Harvard online ManageMentor course, Leading and Motivating (permission to use was granted by Harvard Business Publishing).

The survey has 24 questions. To complete the survey, click the link below which will take you to its webpage where you can either download or print it out.

What's Your EQ? - Assessing Characteristics of Leadership Effectiveness