Assessments For Every Need

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A planned systemic review of the holistic view of the organization's processes, work environment, structure, and success may provide valuable insights into the direction in which an organization may need to pivot towards. An assessment will further guide the development of recommendations, action plans, and strategic roadmaps for future growth and sustainment. 

A 360 view through a DEI Assessment is an initial and critical step to identifying gaps in any organization focused on how well DEI is embraced, practiced, measured, and evaluated on a continuum. With assessment results and findings, an action plan is then created to support an organization by providing strategies that will align with strong, healthy, diversity, equity, and inclusion practices to promote a cohesiveness and accepting environment. Key elements evaluated are based on areas identified by leadership and may include but are not limited to hiring practices, policy evaluation, culture, organizational development strategies, marketing, communications, and performance engagement measures. 

  A 360 view through an assessment is based on organizational culture defined by the values, beliefs, and assumptions held by its colleagues. This assessment measures perceptions among team members to determine motivations, sense of support, and levels of engagement to understand how well their performance aligns with an organization's mission, values, goals, and strategic vision. With assessment results and findings, an action plan is then created to support an organization by providing strategies that align the mission, values, goals, and strategic vision with colleague performance, engagement, and experience.

  A team will never reach its full potential if the opportunity for them to share their experiences, values, and vision for the organization is not shared with leadership. All professionals thrive on the desire to share how they could contribute to a higher-performing workspace. They also require a safe place in which they can share their experience in working with an organization anonymously. The assessment measures performance, strategic alignment, competency, and satisfaction. The performance assessment not only provides insight as to how successful the organization is currently, but also identifying gaps, barriers, challenges, and overall health of the culture. We offer performance engagement assessments and provide an action plan for an organization to sustain and improve operations leading to continued overall success. 

 The leadership assessment creates a baseline for a team of people to evaluate the performance holistically as an individual leader that ultimately impacts the organization. This tool evaluates a team of leaders that are diverse in their knowledge, thoughts, and experience to understand where the gaps are to then develop new skills. Identifying gaps within a team allows for a more focused delivery of leadership development courses that will encourage mindset shifts by seeing other viewpoints from different viewpoints to collectively lead effectively.  

Gathering feedback of the opinions from a leader’s supervisors, peers, direct reports, and other significant stakeholders to collect information provides a complete picture of the leader and gives him/her feedback on his/her leadership skills. During the 360 assessment, the leader also rates him or herself to provide a holistic comparison from different perspectives that delivers insight and challenges a leader to reflect on their performance through self-awareness.

  The strengths finder assessment evaluates and provides a comprehensive list of the strengths that a person can recognize as a powerful tool to apply with consistency and passion. Identifying personal strengths can increase productivity and bring colleagues to performing at new heights. Often, we know where we excel in our own analysis and self-reflection.  This assessment allows us to validate our strengths, focus on them, and accept we cannot be good at everything. 

Emotional intelligence is defined as a type of social competence involving the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking and actions. The assessment provides a specific ability that connects a person's knowledge processes to his or her emotional processes. The assessment evaluates 4 principles (Self-Awareness, Self-Management, Social Awareness, and Relationship Management) and provides strategies to increase emotional intelligence. The assessment can then be a guide to facilitate individual or group coaching sessions to focus on a shift in mindset to be able to channel emotions, positive or negative towards healthy outcomes.