Selected assessments for leadership development.
The specific tool depends on the leader, context, and development question. I use assessments to deepen insight, not to place people into fixed categories.
EQ-i 2.0
A structured emotional intelligence assessment used to explore patterns in self-perception, self-expression, interpersonal effectiveness, decision-making, and stress management.
Useful when coaching focuses on self-awareness, leadership presence, communication, resilience, and interpersonal impact.
EQ 360
A 360-degree emotional intelligence perspective that compares a leader’s self-view with feedback from others who experience their leadership.
To be offered upon completion of the required qualification.
DISC / Behavioral Style Tools
Used to support conversations about communication preferences, pace, decision tendencies, conflict patterns, and how different styles work together.
Specific instruments are used according to the provider’s administration and licensing requirements.
Career & Role Alignment
Structured reflection tools that help leaders examine career direction, values, strengths, role expectations, readiness for transition, and the kind of work they want to move toward next.
Assessment is part of the conversation, not the conclusion.
Results are interpreted in context and used for developmental coaching. These tools are not used for clinical diagnosis. Where a commercial or proprietary instrument requires specific qualifications or permissions, it is administered only within those requirements.
Assessment can support multiple coaching pathways.
These tools are not there to label a leader. They help clarify where growth is needed, what patterns are shaping performance, and which coaching conversation will be most useful next.
- Leadership development and executive coaching
- Career direction, transitions, and role clarity
- Communication, team dynamics, and psychological safety
- Emotional intelligence, self-awareness, and leadership presence
