Assessments
Which Assessment tool is right for you?
Energy Leadership IndexTM
Attitude Assessment
What is the ELI?
The Energy Leadership Index Assessment (ELI) is a proprietary attitudinal assessment tool only available via an iPEC (Institute of Professional Excellence in Coaching) trained Coach and Master Practitioner. It is recommended by Forbes Magazine as one of the top 3 assessments that all executives should take. It differs from personality profiling tests such as Myers Briggs/DiSC and the impact measuring GC Index because it doesn’t ‘label’ and is the only assessment that captures how an individual perceives and approaches their life and how this is altered when an individual is placed under stress.
Benefits
It is only through the deep level of self-awareness and understanding of your own inner architecture that the ELI provides, that you can consciously shift your thoughts, perceptions, and actions to becoming more positive and beneficial. It will enable you to recognize your internal blocks to success, your triggers for stress, how your current thinking may be the cause of stress, what motivates you and how you can choose how you respond to situations rather than reacting ‘by default’. The ELI will help boost your productivity, morale, confidence, communication, and overall enjoyment in life and/or work.
What does it entail?
The assessment itself is completed online and takes about twenty minutes. A customized report summarizing the results is sent electronically. This is then followed up with an individualized debrief where we discuss the results in more detail and identify key next steps to start working to shift your core energy to a more anabolic and overall healthy position enabling you to become more positive, resilient, confident, and satisfied in life.
The ELI 360 Assessment
This assessment includes all the above but in addition offers the participants and no less than 3 and up to 25 of their colleagues/peers the chance to rate them against 36 key leadership competencies. This offers a 360-degree feedback opportunity for the individual who will measure their perception of their own leadership capabilities against the perception of their peers/colleagues/line reports. This is then discussed during the debrief process, in relation to your energetic makeup, resulting in an action plan on how best to improve these skills.
The science part
This Validation Study shows the reliability and validity of the ELI as a measure of a person’s energetic makeup. (read it here)
Another study showed that participants who had vastly different backgrounds and circumstances can learn to achieve better control over their core energy and realize greater rewards in their work and personal lives as a result. This same study also shows the statically significant correlation between a person’s core energy and the impact of Core Energy Coaching on their level of life satisfaction (and ultimately, ability to better manage their reactions to stress). (read it here)
The ELI 360 study showed that “the higher the average resonating level of energy and the more anabolic a leader’s energetic makeup and outlook, the higher they rated their own leadership competencies and the more their colleagues agreed with them. It also showed that leaders operating at lower more catabolic levels of Core Energy were less confident in their leadership skills and were, in turn, viewed as less competent by their colleagues.” (read it here)
Schedule a time to talk about if this is right for you!
*This website contains my interpretation of the copyrighted work of Bruce D Schneider and the Institute for Professional Excellence in Coaching (iPEC).
DISC
Behavior Assessment
What is the DISC Assessment?
The DISC assessment measures how you do what you do. It looks at observable behaviors.
Benefits
The DISC profile creates a language around observable behavior, which in turn improves communication, engagement, and self-development. By increasing awareness of you and your coworkers styles you can improve communication and reduce conflict - increasing everyone's productivity and satisfaction!
What does it entail?
DISC assessments can be done by an individual or by a team. Each person completes 24 questions online that will take approx 15 minutes. A customized report summarizing the results is shared electronically. We follow this with an individualized debrief where we discuss the results in more detail. Together we develop a plan for next steps to use the insights from the debrief.
The science part:
DISC has been studied in the workplace since 1940. From the first assessment to be built on William Moulton Marston's model of behavior to the robust suite of TTI insights tools, DiSC has a history based on research and real-world applications. For over 40 years, the publishers of DiSC have worked to improve the assessments, reports, and facilitation. Learn more about DISC here.