Hogan has been one of the gold standards in leadership assessment for over 30 years by providing assessments for selection and development. Hogan is recognized as valid and reliable in predicting performance.

Hogan assessments can help individuals by facilitating improved self-awareness, understanding the underlying work style traits, core values, and derailment risks that may impact behavior.

Hogan’s comprehensive approach to personality assessment provides the depth and detail needed to hire the right employees, identify and develop talented individuals, and build better leaders.

For our global clients, Hogan’s personality assessments have been validated in countries all over the globe. This means personality and performance metrics integrate different cultural norms and personality traits and are available in 40 languages.

Insights Discovery is an assessment tool based on the psychology of Carl Jung to help people understand themselves, understand others, and make the most of the relationships that affect them in the workplace. Insight Discovery can help build stronger teams by providing valuable insights into team members' individual personalities, communication styles, and strengths.

The Insights Discovery methodology uses a simple and memorable four color model to help people understand their style, their strengths, and the value they bring to the team.

Each person has a unique combination of color energies determines how and why people behave the way they do. These include:

• Fiery Red

• Sunshine Yellow

• Earth Green

• Cool Blue

Emotional Intelligence 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.

"EQ-i" is the Emotional Quotient Inventory and is designed to measure emotional intelligence, which is the ability to recognize, understand, and manage one's own emotions, as well as the ability to recognize, understand, and influence the emotions of others.

The EQ-i assesses various components of emotional intelligence including:

• Self-perception

• Self-expression

• Interpersonal Relationships

• Decision- Making

• Stress Management.

The EQ-i provides a numerical score and a profile of an individual's strengths and areas for improvement in emotional intelligence. It is widely used in organizational settings for leadership development, team building, and personal growth initiatives.

360-degree feedback interviews and/or surveys are used to solicit input on performance from a wide cross-section of stakeholders. This may include managers, peers, reports, colleagues, and potentially clients, suppliers, contractors, vendors. It may even include friends and family members where appropriate.

The goal of 360 surveys is to collect important data for individuals to understand other’s perspectives of them, their individual strengths and opportunities for development.

The Shift Positive method an an incredibly effective approach to father and give feedback because it is grounded in positive psychology and allyship. It uses:

• Solution focused questions to identify specific desired behaviors

• Appreciative questions to understand the best of what is

• Systems thinking to garner allies from the leader's "people system"

• Social network analysis to gain insight into energy raising behaviors and energy zappers

Emotional Intelligence 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.

The Emotional Quotient 360 (EQ 360) is an emotional intelligence assessment that allows leaders to receive feedback from peers, managers, direct reports, and others on how they leverage their emotional intelligence.

Focus groups can be a useful tool in organizational change and leadership development. This approach involves facilitating a small group of people who are guided through a discussion by a moderator in an open and safe environment.

Insights and perspectives are documented, analyzed, and synthesized to identify common themes. Feedback from participants validates findings and guides the design of tailored changes.

This collaborative approach ensures buy-in from those involved and that initiatives are rooted in the specific challenges faced by the organization and its leaders.

Observation is a valuable tool in data gathering for organizational diagnosis. It involves systematically watching and recording organizational processes, behaviors, interactions, and dynamics.

Observation may occur at one or many levels depending on the identified challenge being investigated.

• Personal Level: Determines development needs

• Process Level: Provides clarity and identifies inefficiencies

• Team Level: Focuses on interactions and dynamics including communication , conflict resolution, and team norms.

• Leadership Level: Provides insight into leadership styles, approaches, and focus including how leaders motivate, communicate, make decisions, and inspire.

• Organizational Level: Contributes to understanding the organizational climate and culture including norms, values, and practices.