List of Leadership Assesment Tools [Websites]

Myers-Briggs Type Indicator® (MBTI®)

The MBTI® instrument is a powerful and versatile indicator of personality type. Widely used for individual, group and organizational development. You can depend on the MBTI® instrument when your clients need to make important business, career, or personal decisions. The MBTI® instrument is the most trusted and widely used assessment in the world for understanding individual personality differences. Last year alone, over two million people gained valuable insight about themselves and the people they interact with daily by taking the MBTI® instrument. The dozens of expert resources that have been designed to enhance its effectiveness offer a practical and powerful set of tools for lifelong growth and development. Visit the the Psychometrics website for more information:http://www.psychometrics.com/

4D-i® Assessment Tool

High performers in every walk of life think differently. They think better. They have mastered how to work smarter. To innovative leaders, the 4D-i® is the premier, next generation thinking skills solution in the market place today. The 4D-i® online assessment for learning is a passport to improve personal productivity. It is great for developing the essential thinking skills leaders and professionals need to succeed. It is a powerful launching pad for improving team and business performance.

Rated #1 in the world, the 4D-i® delivers an all-in-one profile and self coaching system that integrates four key dimensions of high performance – creativity, understanding, decision making and personal spirit. Clients use it as a fresh, powerful solution for self development, leadership and management development programs, performance coaching, team building, team selection and career management.

One Smart World website: http://www.onesmartworld.com/

Belbin® Self-Perception Inventory (SPI)
Dr. Meredith Belbin’s work at Henley Management College identified nine clusters of behaviour, termed Team Roles. Each Team Role has its particular strengths and allowable weaknesses, and each has an important contribution to make to a team.

When you complete the Belbin® Self-Perception Inventory you will receive – among other reports – a ‘fingerprint’ of your Team Role preferences. Very few people display characteristics of just one Team Role. Most people have 3 or 4 preferred roles, which can be adopted or eschewed as the situation requires.

Belbin® Team Roles improve self-knowledge and understanding among individuals and teams. Team Roles depict a current behavioural pattern – a snapshot of your behaviour at one time. Preferences aren’t fixed, since many factors can influence behaviour, whether a new job, promotion or circumstances outside work. To recognise these changes, you should look to complete Belbin® Self-Perception Inventories throughout your career.  Belbin Team Roles website:  http://www.belbin.com/

EQ Edge
The EQ Edge explores new developments that have taken place in emotional intelligence research in the past five years. The book touches on the five realms of emotional intelligence – feelings, relations with others, adaptability, stress management, and general mood – showing how developing emotional intelligence can help create harmony in family life and engender success in work life. The book also presents case studies that provide insights into emotional intelligence in the workplace, taking readers through the 15 elements of emotional intelligence – including self-regard, flexibility, empathy, and impulse control – and providing suggestions for improving the less developed areas.  The EQ Edge website: http://www.eqedge.com/

Herrmann Brain Dominance Instrument (HBDI)
The HBDI® profile is an assessment tool containing 120-questions that provides users with an indepth understanding of their thinking preferences. It is the basis of all learning and training modules of Herrmann International because communication is the key, and the HBDI® teaches you how to communicate with others who think the same as you and who think differently than you.   HBDI International website:  http://www.hbdi.com/

Kolb Learning Style Inventory
The Kolb Learning Style Inventory (LSI) is a statistically reliable and valid, 12-item questionnaire and workbook, developed by David A. Kolb, Ph.D. Based on Experiential Learning Theory, it identifies preferred learning styles and explores their implications for: problem solving, teamwork, and conflict resolution; communication at work or at home; and considering a career that fits your preferences.

The LSI can be used purely for self-knowledge so individuals can understand and manage their learning preferences. And for facilitators/educators, so they can design learning events to appeal to all learning style preferences.   Hay Group website: http://www.haygroup.com/ww/Index.aspx

Leadership Practices Inventory (LPI)
The Leadership Practices Inventory (LPI) is the best-selling and most trusted leadership tool of its generation. Developed by Jim Kouzes and Barry Posner, the third edition of this celebrated instrument package approaches leadership as a measurable, learnable, and teachable set of behaviors. This 360-degree leadership assessment tool helps individuals and organizations measure their leadership competencies, while guiding them through the process of applying Kouzes and Posner’s acclaimed Five Practices of Exemplary Leadership Model to real-life organizational challenges.

Give your participants the skills to master The Five Practices of Exemplary Leadership: • Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act and Encourage the Heart. Pfeiffer website: http://www.pfeiffer.com/

Managerial Styles Questionnaire (MSQ)
Everyone has met – or even been managed by – the manager from hell. But what are the factors that set good managers apart? Can a manager’s style raise performance, productivity and profits significantly? Yes! Our research shows that by taking the right approach in a given situation, a manager can really improve employee morale and performance.

Managers can use the Managerial Style Questionnaire (MSQ) to:

• assess which of the six management styles (Coercive, Authoritative, Affiliative, Coaching, Democratic, and Pacesetting) they use most frequently
• get tips on when a particular style is more – or less – effective
• gather feedback from their team members by using the feedback questionnaire
• identify the differences between their own and others’ perceptions – and reflect on what they want to do about those differences
• use alongside the Organizational Climate Exercise to provide the bigger picture of their managerial behavior and impact

Hay Group website. http://www.haygroup.com/ww/Index.aspx

Thomas-Kilmann Conflict Mode Instrument (TKI)

Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. The Thomas-Kilmann Conflict MODE Instrument is a self-scoring exercise that takes about fifteen minutes to complete. Interpretation and feedback materials help you learn about the most appropriate uses for each conflict-handling mode. It also gives suggestions for increasing your “comfort level” with your less used styles.

The Thomas-Kilmann Conflict MODE Instrument (TKI) has been the leader in conflict resolution assessment for more than 30 years. This instrument requires no special qualifications for administration, and it is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions and facilitate learning about how conflict handling styles affect personal and group dynamics.
This instrument is designed to measure a person’s behavior in conflict situations. “Conflict situations” are those in which the concerns of two people appear to be incompatible. In such situations, we can describe an individual’s behavior along two basic dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person’s concerns. For more information, visit the Ralph Kilmann website: http://www.kilmann.com/conflict.html