Assessments serve as the foundation for each Bright Arrow coaching engagement. Gaining unbiased insight into how you, your leaders, and teams “show up” in the world is integral to the formation of sound individual and team development goals. We assess from the outside in (team conditions and stakeholder 360 interviews) and the inside out (individual and team personality profiles, attitudinal assessments).
Hogan Executive and Team Assessments
Hogan assessments help individuals and teams by facilitating strategic self-awareness. Self-awareness is the key to effective talent development. It’s vital that people understand the difference between the way they see themselves and the way they are seen by their peers, managers, and direct reports. Hogan Assessments provide critical insights into characteristics that not only facilitate an individual’s success, but more importantly, can cause failure and career derailment.
Bright Arrow is a certified administrator of the entire Hogan Suite of Assessments, however our clients most commonly benefit from the Leadership Forecast Series and the Team Report.
Learn more about the Leadership Forecast Series
Hogan assessments measure normal personality characteristics, career derailment risks, and core value drivers. The Hogan reports are designed to address a range of needs, from selection to high potential to executive-level development.
HPI — The Hogan Personality Inventory describes normal or bright side personality—qualities that describe how we relate to others when we are at our best.
HDS — The Hogan Development Survey describes the dark side of personality—qualities that emerge in times of increased stress and can disrupt relationships, damage reputations, and derail chances of success.
MVPI — The motives, Values and Preferences Inventory describes personality from the inside. The core goals, values, drivers and interests that determine what we desire and strive to attain as well as the work environment we are naturally inclined to create as leaders.
Learn more about the Team Report
The Team Report provides a personality-based understanding of a team’s strengths, weaknesses, values, and culture. Individuals will understand how their personalities can combine to support or hinder effectiveness.
In order to gain a comprehensive view of each team, we highly recommend pairing the Hogan Team Report (personality based, ‘inside view’) with the Team Diagnostic Survey (‘outside view’ – based on the 6 Team Conditions).
The 6 Team Conditions Team Diagnostic Survey (TDS)
Diagnose the strengths and weaknesses of your team with the TDS, measuring 6 conditions that account for up to 80% of team effectiveness.
Developed by Harvard Drs. Ruth Wageman, Richard Hackman, and Erin Lehman the TDS ranks as one of the highest caliber assessments available today for teams. TDS can help your team develop common language, get a baseline for where your team is currently, and can point to areas that need shifting.
Bright Arrow is a certified partner of 6 Team Conditions. Together with our TDS certified coaches your leaders will look beyond the relationships within the team and identify and address the conditions most limiting to their team’s effectiveness. Stakeholder
The Team Diagnostic Survey evaluates 6 Conditions for Team Effectiveness:
- knowledge & skill
- quality of group processes
- task performance
- member satisfaction
In analyzing these six conditions, you’ll come to understand:
- the team’s own understanding of the team’s purpose (you would be shocked at how seldom teams are in agreement)
- how supportive of a structure and context you’ve created as their leader
- if you have the right people on the team
- how well they’re working together toward their common purpose
- how well you (or someone you appoint) are coaching the team towards achieving their goals
Stakeholder interviews provide a safe place for people within your organization to provide honest feedback. We dig deep!
For the stakeholder interview process, your leaders will identify 8-10 stakeholders. These should be a blend of peers, direct reports, superiors and even internal clients who have a stake in their success and ability to achieve their goals. Prior to the interview process these lists get reviewed and approved by their boss (if your organization is sponsoring the coaching engagement).
The stakeholder interview will provide us with a 12-20 page document of unedited feedback from the stakeholders, that will help us identify the leader’s strengths and 2-3 developmental themes for their coaching action plan.
Attitudinal Assessment – ELI
The ELI is an attitudinal assessment tool that captures how an individual currently perceives and approaches work and life. With the awareness and insights gained through the ELI debrief, your leaders will have the opportunity to reshape their attitude and worldview and “transform who they are.”
The Energy Leadership™ Index (ELI) assessment is the proprietary, research-backed assessment tool that takes something abstract, like the way a person views the world, and turns it into something tangible—a metric that they can see and feel and even reevaluate in the future.
Bright Arrow is ready to help your people tap into positive energy stores to become better leaders in all areas of life.
Other Diagnostic Tools and Assessments
The above tools and assessments are our most used resources when working with our clients. Our experienced coaches bring a wealth of other tools and assessments to include Envisia Development View 360, Myers Briggs, Hogan, DISC, Enneagram and more. Just ask us if there is something in particular you are interested in and we will select the coach that best fits your needs.
“My Bright Arrow coach is a magician. Today, I had the opportunity to connect with my coach for a 1:1 session around energy leadership. Our 1 hour session untangled decades of self awareness and ah-ha moments. I feel empowered and energized. Thank you for helping me see the light towards how to be a better boss and more importantly, a better person. Thank you, thank you, thank you!”
“The feedback my team gave about me at the beginning of my coaching engagement helped me realize I not only should be fully honest with them but it is my responsibility as their leader to do so, to help them succeed.”
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