Services > Assessments


Assessments are either psychometric, meaning that they are supported by a field of study measuring knowledge, abilities, attitudes, personality traits, and educational measurement, or non-psychometric. Because each application is unique, we will assist you in deciding on the assessment tool best suited to your intention. Using an assessment provides a window into the complexity of the person using it. They generally confirm what you already know and are best used as a support in a larger context.  Assessments can also be custom designed for specific needs.

The following are some examples where assessments are used: recruitment, leadership development, professional development, team development, career opportunities and resolving conflict.

 Emotional Intelligence


The Emotional Quotient Inventory (EQ-i®) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world. Based on the work of Dr. Rueven Bar-On of more than 20 years of research worldwide, the EQ-i examines an individual’s social and emotional strengths and weaknesses. EQ-I is “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is also not a static factor — to the contrary; one’s emotional intelligence can change over time and can be developed in targeted areas. The EQ-I assessment measures the following 5 key traits: intrapersonal, interpersonal, stress management, adaptability and general mood.


This is an excellent tool for leadership, team and personal development.



Personal Coaching Style Indicator


The PCSI was developed by Dr. Lee Smith and Dr. Jeannine Sandstrom for CoachWorks International, Dallas, Texas USA.  It has been used since 1996 with thousands of individuals.  It is the first coaching instrument developed by coaches for the coaching industry.  This inventory is not a psychological/personality tool.  It is intended to be a snapshot for self-inventory where people identify their preferred style of working and communicating.  The four quadrants list the attributes and challenges of each style.


This is a simple and inexpensive tool used for coaching, team building, identifying gaps within a working unit and recruitment.



Myers-Briggs Type Indicator


The Myers-Briggs Type Indicator ® (MBTI)  is a pschometric tool measuring personality type assessment that examines four preference areas and creates a descriptive profile of how each type interacts with each other and the world around them.  These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his 1921 book,Psychological Types.


This assessment is widely respected and often used for team building and professional development.



LEADS 360 Leadership Assessment


The LEADS 360° Feedback Assessment has been designed primarily for the health care professional. This feedback process is largely for developmental purposes and focuses on leadership. It measures an individual’s leadership capabilities against the capabilities identified in the LEADS Framework and identifies sentinel behaviors that would be exhibited by front-line, mid-level, senior, or executive level leaders. It contains approximately fifty five questions, each on a seven point rating scale plus a number of optional open-ended text responses.


This assessment has been specifically designed for health care professionals and is used for leadership development at all levels of leadership.



360 Leadership Assessments


A 360 process is an opportunity for a professional to receive anonymous feedback from a selected number of people (respondents). This process is generally initiated by a professional focused on enhancing his or her leadership skills or may be requested as part of a succession planning process. The person receiving the feedback invites 3 to 4 respondents from several categories to provide anonymous feedback online. The categories of respondents may be those who report to the professional, colleagues, clients and stakeholders. The direct supervisor is always included and past supervisors may be invited.


A 360 is designed with competencies or behaviours that match the requirements of a profession. These may be purchased pre-designed or customer designed with the client and the supervisor.

This assessment approach is often used for senior managers and succession planning.