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Professional Assessments

For leaders, self-awareness is a key differentiator for leadership success.

Whether self-rated or 360° in nature, assessments provide greater insight into one's operating system, style, decision-making, and watch-outs. These assessments provide reflection, insight, and valuable date from multiple stakeholders who have first-hand knowledge of interacting with the leader.

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A Breakthrough 360° Assessment

The Leadership Circle Profile™ (TLCP) is a true breakthrough among 360° assessments.

It is the first to connect a well-researched battery of competencies with the underlying motivations and habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behavior.

The Edmunds Group is one of the few executive coaching organizations to certified to administer this assessment. 

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Available  Assessments

These assessments provide reflection, insight, and valuable data from the individual leader or multiple stakeholders who have first-hand knowledge of the leader's impact and effectiveness.

  • Benchmarks® for Executives

    Benchmarks is a 360° assessment tool for experienced managers. It assesses 16 skills and perspectives that are critical to successful management including meeting job challenges, leading people, and respecting self and others. It also assesses any potential for derailment.

  • Fundamental Interpersonal Relations Orientation-Behavior™ (FIRO-B®)

    FIRO-B@ is a self-assessment instrument that helps individuals and teams look at interpersonal needs. This short assessment tool gathers critical insights into how an individual's needs for inclusion, control, and affection can shape interactions with others. Ideal for use in one-on-one coaching, small groups, teams, and interpersonal communication.

  • SOCIAL STYLE™ Self Assessment

    The SOCIAL STYLE™ Self-Perception Questionnaire assesses how one views his/her behavior in various situations. SOCIAL STYLE is determined by gauging a person on two dimensions of human behavior: assertiveness and responsiveness. The Versatility Self-Perception Questionnaire assesses how well you feel you work with others and how your behaviors affect others. It has a practical approach for identifying and building interpersonal skills in business settings, with a nearly 50-year  record of proven success. The assessment is useful for individuals and teams.

  • Career Anchors

    Career Anchors is a self-assessment that can help individuals explore their values and how they relate to career choices. Once a person identifies their career anchors, they can better examine career choices and make decisions that are consistent with their true values.

  • Change Style Indicator®

    The Change Style Indicator® is a self-assessment instrument designed to measure one's preferred style in approaching change and dealing with situations that involve change. It helps individuals increase flexibility and effectiveness in their response to change while providing a better understanding of how others respond to change.

  • DISC Profile: The Personality System

    The DISC profile is used to determine personality styles, by using a simple 24-question profile. It helps provide an understanding of the differences in people, providing a personal review of each individual's strengths and limitations, and provides an action plan to improve relationships. The DISC is useful when exploring the dynamics of communication.

  • Emotional Competence Inventory (ECl)

    The ECI is an assessment tool that helps to measure scaled competency levels of Emotional Intelligence. The ECI covers the full spectrum of the emotional competencies that matter most for outstanding and effective performance. The instrument is designed for use only as a development tool, not for hiring or compensation decisions.

  • Conflict Dynamics Profile® (CDP)

    CDP is a 360° tool for managing conflict that is based on behavioral orientation. The goal of CDP is to provide individuals with an understanding of their behaviors when faced with conflict. This assessment is ideal for use in applications where verbatims and open-ended questions are desired.

  • Executive Dimensions®

    The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level. Executive Dimensions is a 360° assessment designed to address the specific leadership issues of presidents, CEOs, COOs, and executive and senior vice presidents.

  • SKILLSCOPE®

    SKILLSCOPE®  is a straightforward 360°  feedback tool that assesses 15 key job-related skills essential for managerial success. Available in multiple languages, it can be integrated into coaching as well as classroom training.

  • 360° BY DESIGN®

    360° BY DESIGN®  is a 360° feedback assessment tool that provides customizable options to address specific leadership needs and features scientifically developed competencies. 360° By Design can be used as part of a leadership development program, or to establish a leadership competency model.

  • Strength Deployment Inventory® (SDI)

    The SDI is a self-scoring assessment tool. It measures an individual's motivational value system both when things are going well and when the person faces conflict or opposition. Whereas many other tools measure behavior, the SDI goes beyond behavior into the motivations and values that underlie those behaviors. The applications of the SDI are many, including building awareness of self and others, leadership development, team building, conflict management, dispute resolution, and mediation.

  • The Leadership Circle Culture Survey™ (TLCS)

    The Leadership Culture Survey (TLCS) identifies the gap between a company's current culture and the desired culture. It also measures how the leadership culture within the organization and/or team compares to that of other organizations.

  • Activity Vector Analysis (AVA)

    The AVA is a self-assessment designed to measure the probable behavior of an individual. It is a behavioral assessment system for managers making decisions for hiring, succession planning, team-building, transfers, promotions, and career direction.

  • California Psychological Inventory™  (CPI™)

    This self-assessment instrument provides a complex, yet highly accurate portrait of an individual's professional and personal styles. It is an objective measure of personality and behavior. And is a powerful tool for individual coaching.

  • CPI 260®

    Building on the exceptional 50-year history, validity, and reliability of the California Psychological Inventory (CPI) instrument, the CPI 260 self-assessment opens a new window into people's strengths and opportunities for development, offering a vibrant portrait of the individual as seen through the eyes of others. It is ideally suited for one-on-one coaching, small group training, or any performance improvement initiative.

  • Career Anchors Career

    Anchors is a self-assessment that can help individuals explore their values and how they relate to career choices. Once a person identifies their career anchors, they can better examine career choices and make decisions that are consistent with their true values.

  • Change Style Indicator®

    The Change Style Indicator is a self-assessment instrument designed to measure one's preferred style in approaching change and dealing with situations that involve change. It helps individuals increase flexibility and effectiveness in their response to change while providing a better understanding of how others respond to change.

  • The Edmunds Group Comprehensive Self Assessment Process (CSAP)

    CSAP is designed to aid individuals in their career decision making. This process contains exercises and questionnaires designed to help individuals gain clarity into one's skills, interests, values, and work-related needs and motivators.

  • Denison Organizational Culture Survey

    The Denison Organizational Culture Survey is used to identify the relationship of various cultural traits to tangible bottom-line business performance measures. The survey uses four cultural traits (involvement, consistency, adaptability, and mission) that have been shown to have a significant impact on organizational performance as measured by return on assets, return on investment, market share, sales growth, quality, innovation, and employee satisfaction. This assessment is typically used by whole organizations or departments in order to generate group data.

  • DISC Profile: The Personality System

    The DISC profile is used to determine personality styles, by using a simple 24-question profile. It helps provide an understanding of the differences in people, providing a personal review of each individual's strengths and limitations and provides an action plan to improve relationships. The DISC is useful when exploring the dynamics of communication.

  • Emotional Competence Inventory (ECI)

    The ECI is an assessment tool that helps to measure scaled competency levels of emotional intelligence. The ECI covers the full spectrum of the emotional competencies that matter most for outstanding and effective performance. The instrument is designed for use only as a development tool, not for hiring or compensation decisions.

  • Fundamental Interpersonal Relations Orientation-Behavior™ (FIRO-B®)

    FIRO-B® is a self-assessment instrument that helps individuals and teams look at interpersonal needs. This short assessment tool gathers critical insights into how an individual's needs for inclusion, control, and affection can shape his or her interactions with others. Ideal for use in one-on-one coaching, small groups, teams, and interpersonal communication.

  • MBTI® — Step II (Myers-Briggs Type Indicator Step II)

    MBTI — Step II is an extension of the MBTI process. It adds 20 sub-scales to MBTI, providing additional depth and dimension to the process of understanding an individual's personality, which will help in overall, personal development. This tool offers great insight for individuals and teams alike.

  • SOCIAL STYLE™ Self Assessment

    The SOCIAL STYLE Self-Perception Questionnaire assesses how one views his/her behavior in various situations. SOCIAL STYLE is determined by gauging a person on two dimensions of human behavior: assertiveness and responsiveness. The Versatility Self-Perception Questionnaire assesses how well you feel you work with others and how your behaviors affect others. It has a practical approach for identifying and building interpersonal skills in business settings, with a nearly 50-year record of proven success. The assessment is useful for individuals and teams. 

  • Strength Deployment Inventory® (SDI)

    The SDI is a self-scoring assessment tool. It measures an individual's Motivational Value System both when things are going well and when the person faces conflict or opposition. Whereas many other tools measure behavior, the SDI goes beyond behavior into the motivations and values that underlie those behaviors. The applications of the SDI are many, including building awareness of self and others, leadership development, team building, conflict management, dispute resolution, and mediation. 

  • Thomas-Kilmann Conflict Mode Instrument (TKI)

    The Thomas-Kilmann Conflict Mode Instrument is designed to help leaders understand how five different conflict-handling modes or styles affect personal and group dynamics and to learn how to select the most appropriate style for a given situation. The TKI has been used successfully in leadership development, team assimilation, and coaching. 

  • Hogan Motives, Values, Preferences Inventory

    The Hogan Motives, Values, Preferences Inventory (MVPI) describes the core goals, values, drivers, and interests that determine what we desire and strive to attain. The Hogan Personality Inventory (HPI) describes how we relate to others when we are at our best. The Hogan Development Survey (HDS) describes the dark side of personality- qualities that emerge in times of increased stress that can disrupt relationships, and derail one's chances of success.

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