Assessment Tools



Over the years of experience we have had in research, teaching, and working in organizations, we have used a variety of assessment tools. We have found some tools better than others; and have also found that the value of a tool should go beyond self awareness and provide direction to effective implementation. A well designed tool with the proper facilitation can help not only the individual, but the entire team to be more productive. This is particularly true when all the members of the team or organization have used the same tool, creating a shared learning experience and common language. Listed below are several of the most effective tools that we use.



The Thinking-Intentions Profile or TIP, is an inventory of 24 questions that shows an individual’s thinking preferences. The TIP is used as the starting point to generate awareness and understanding of an individual’s preferred thinking styles, i.e. how one likes to approach a task or situation. It is these underlying thinking preferences that govern behavior and can be used to discuss and evaluate the effectiveness of a team.



The Work Personality Index or WPI measures 17 personality traits that research has shown are related to work performance. These traits indicate how individuals work with others, approach their tasks, solve problems, manage change, and deal with stress. Outlining the person’s job-related strengths and identifying areas of weaknesses, the WPI is useful for individual and team development.



The Thomas-Kilmann Conflict Mode Instrument or TKI is an instrument for understanding how different conflict-handling modes or styles affect personal and group dynamics, and for learning how to select the most appropriate style for a given situation. The TKI is used to provide the individual with an assessment of their preferred approach to dealing with conflict and to provide alternative approaches in order to be more effective.


The Emotional Intelligence Survey is based on the four skills of the EI model created by Daniel Goleman. This model is a competency-based framework that focuses the first two skills on the individual, and the third and fourth skills focusing on the individual’s contact or relationship with others. The Survey measures personal competence and social competence, focusing ultimately on how one manages self and how one manages relationships.


The Leadership Style Survey is designed to build awareness for how one’s behavior and behavioral preferences influence relationships and leadership effectiveness The survey reveals one’s leadership style and provides alternatives in order to be more influential with those that are being lead. The Survey suggests how a leader may be more productive with their team and organization.


The Leadership Survey Questionnaire / 360 or LSQ is a tool to provide honest feedback on one’s performance. Many LSQ’s have been designed around an organization’s competencies and/or values. The assessment is done anonymously, with raters providing feedback in adjectives and short narratives. The tool provides step by step activities the leader should do to increase performance.


The Team Survey explores the strengths and weakness of a team. The Team Survey is designed to create an honest discussion on the challenges a team may have in increasing performance. The tool is used to facilitate a conversation to create specific actions to increase the team’s effectiveness and to build the relationship among team members.

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