Personality type theory is based on the work of Carl G Jung, the founder of analytical psychology. He observed that human behaviour, whilst appearing random, actually follows clear and predictable patterns related to a few basic personality differences. These differences form our natural preferences, often termed our core self.

An assessment that marries with this theory was developed simultaneously by a mother/daughter combination, Katharine Briggs and Isabel Myers; hence we have the Myer Briggs Type Indicator (MBTI®).

I am certified to use to time-tested and true MBTI® Type I & II together with the impressive Interstrength® instruments which assess personality type in terms of temperament, interaction styles and cognitive processes.

Personality Type is a great place to start a coaching relationship as we can start working from the inside out and align to what matters to you at core.

When used at team level, it can help create a work environment where individual differences are valued and leveraged so everyone can make the best use of their gifts.

Emotional Quotient Inventory (EQ-i®) also has a 360 feedback option.

See 360 Degree Assessment.

The Emotional Quotient Inventory (EQ-i®) is the first empirically constructed, scientifically validated and now, the most widely used assessment of emotional intelligence in the world.

Based on more than 20 years of research worldwide, the EQ-i® examines an individual’s social and emotional functioning in life and the workplace across 15 key areas.

These areas have been proven to contribute to proficiency in complex business activities such as leadership work, planning, decision making and conflict resolution.

Unlike IQ, EQ is something that can substantially strengthened and developed. Those who lack it; can acquire it. Those who have it; can enhance it.

The quality of the research behind this assessment is equalled by the depth of the insights you will achieve by doing it. Highly recommended for those who rely on relationships to get things done at work. And the bonus is that the development of emotional literacy will enhance your relationships with family and friends.

Life Styles Inventory (LSI 1 – Description by Self) also has a 360 feedback option.

See 360 Degree Assessment.

The LSI measures twelve distinct thinking and behavioural styles that are distinguished by their orientations toward, a) task versus people, and b) higher-order needs for satisfaction and growth versus lower order needs for security and safety. These styles and then organised into three broad clusters: Constructive, Passive/Defensive, and Aggressive/Defensive and represented in what is known as a Circumplex.

Based on a combination of respected psychological and management theories, the LSI 1 provides you with an important opportunity to look at your thinking and behaviour. It helps you recognise those thinking styles which work to your advantage and are effective, as well as thinking styles which are self defeating or working to your personal disadvantage.

The LSI is a fine piece of applied psychology and comprises part of a larger, multi-level measurement system that can be used to promote coordinated, complementary changes at the individual, leader, group/team, and organisational levels.

The California Psychological Inventory (CPI 260®) is an in-depth assessment for leaders and high potential talent measuring personal and professional characteristics, motivations and thinking styles, as well as different ways people manage themselves and deal with others. Furthermore we hone in on preferences, attitudes and behaviours in key dimensions of management and leadership. In short, it’s comprehensive.

Furthermore, the CPI 260® was specifically developed for the modern workplace so as well as providing valid and reliable data, the information is practical, relevant & useful.

The goal of the reports is to give a true-to-life description of the respondent in clear, everyday language. Results are highly predictive of managerial & leadership competence and provides tangible feedback as to whether you are on-track for further success and advancement.

Teams are a critical component of the modern workplace; they are the vehicles we use to achieve common & complex goals.

To be effective in teams, we need a well-developed awareness of how we like to work in teams, what we are prepared to give and what we expect to get, and the challenges this type of work setting presents for us.

And then there is the interpersonal realm. What are the needs of other team members? What dynamic does that create within the relationship? And how do all these interpersonal dynamics play out across the team? Team effectiveness has a lot to do with how these needs play out.

The FIRO Business™ assessment is designed for use with clients who want to understand their interpersonal communication needs and gain greater insight into how those needs influence their work behaviours and leadership style.

It describes how individuals behave, how they affect others, how they can be more effective by measuring three interpersonal communication needs: involvement, influence, connection.

This is a simple assessment that surprises most clients; it cuts to the core about how you like to engage in relationships. The insights can be quite illuminating.

It’s a stand-alone assessment but also builds nicely onto the Personality Type Assessment.

Psst – There’s a corresponding tool that works on personal relationships if you’re feeling game!

There are not many of us who aren’t struggling with managing our energy and time.

The WorkLife Indicator is a tool that assesses an individual’s approach to managing the all-important boundary between work and family.

The integrated feedback report and developing planning guide provides concrete strategies and tips to increase and sustain effectiveness and engagement. It measures three factors:

• Behaviours – the degree to which individuals combine or separate work and family life.
• Identity – the degree to which individuals identify with and invest themselves in work and family roles.
• Control – the degree to which individuals feel in control of their boundary management.