Assessments

Change Style Indictator® Assessment

The Change Style Indicator®  measures an individual’s preferred style in approaching and addressing change. The instrument addresses both initiated and opposed change and places the respondent on a continuum between 5 Conserver (prefers the known to the unknown), Pragmatist (prefers to explore the current situation in an objective manner), and Originator (prefers a faster and more radical approach to change). It provides leaders of all levels with insights on personal preferences for managing through change and provides context for how those around them might perceive and respond to their preferred style.
With Change Style Indicator® leaders will:

• Learn about three unique styles for dealing with change
• Discover their personal position on this continuum of change style preferences
• Learn how a preferred style affects how others perceive an individual and how a style influences the perception of others
• Determine the “traps” in their style that can limit a leader’s flexibility and ability to lead
• Explore the advantages and strengths that each style offers in a team effort
• Improve interpersonal communication and understanding
• Avoid conflicts and reduce unproductive meeting time
• Realize the value of all perspectives when resolving issues
• Improve teamwork
• Enable the group’s creativity and innovation
• Increase collaboration and cooperation
• Reach the “win/win” solution more quickly

This assessment addresses both initiated and opposed change and places the respondent on a continuum between Conserver, Pragmatist and Originator. The preferences and behaviors associated with 11 scoring segments along this continuum are described in detail in a personalized report when the assessment is administered online.

Influence Style Indicator (ISI) Assessment

The Influence Style Indicator (ISI) is a psychometric assessment tool designed to measure an individual’s preferred influence style or approach in various social and professional settings. 

1. Purpose: The ISI is used to evaluate an individual’s dominant influence style in order to enhance self-awareness and improve interpersonal communication and leadership skills. It helps individuals understand their natural tendencies when attempting to influence others.
2. Influence Styles: The ISI identifies five primary influence styles, each representing a different approach to influencing others. 
3. Assessment Process: The MHS ISI typically involves a questionnaire comprising multiple-choice questions that ask individuals to indicate their preferred responses in different influencing scenarios. The responses are then analyzed to determine the dominant influence style(s) for each individual.
4. Benefits: The ISI provides individuals with insights into their preferred influence style(s), enabling them to leverage their strengths and develop strategies for more effective communication and leadership. It can enhance self-awareness, improve interpersonal relationships, and contribute to personal and professional growth.
5. Applications: The MHS ISI is utilized in various contexts, including leadership development programs, team-building activities, conflict resolution, sales training, and career counseling. It is particularly valuable in understanding how individuals can influence others to achieve common goals and create positive outcomes.

Paper Plane Simulation Assessment

Why are Simulations so impactful?

A simulation, in the context of leadership development, is a dynamic and interactive learning experience that replicates real-world scenarios and challenges in a controlled environment. It allows participants to actively engage, make decisions, and observe the consequences of those decisions within the simulated context.

Simulations are designed to provide individuals with opportunities to practice and develop their leadership skills, enhance their problem-solving abilities, and gain insights into their own decision-making processes. By immersing participants in realistic scenarios, simulations offer a safe space to experiment, learn from mistakes, and refine their leadership approach.

The Paper Planes Simulation is a team-building activity that involves designing, building, and launching paper airplanes. It is a hands-on exercise that promotes collaboration, communication, and problem-solving skills within a group.

In the simulation, participants are typically divided into teams and given a set of materials, such as paper, scissors, and tape, to construct paper airplanes. The objective is to design and build a plane that can fly the farthest distance or achieve specific performance criteria.

The simulation typically follows these steps:

1. Team Formation: Participants are divided into teams, usually consisting of 3-5 members. The teams may be randomly assigned or strategically created to encourage diversity and collaboration.
2. Design and Construction: Each team is given a specific amount of time to design and build their paper airplanes. They need to consider factors such as aerodynamics, weight distribution, and stability to create planes that can fly well.
3. Testing and Iteration: Once the planes are constructed, teams have the opportunity to test their designs. They can make adjustments and refinements based on the performance of their initial flights, aiming to improve the planes’ distance, accuracy, or flight duration.
4. Competition and Evaluation: The teams participate in a competition, where they launch their planes one by one. The flight performances are measured and evaluated based on predetermined criteria. The winning team may be determined by factors such as the longest flight distance, the best accuracy, or overall design quality.
5. Reflection and Discussion: After the competition, there is typically a debriefing session where participants reflect on the experience. The facilitator may lead a discussion about teamwork, problem-solving strategies, communication dynamics, and lessons learned from the activity.

The Paper Planes Simulation serves as a metaphor for real-life team dynamics and emphasizes the importance of effective collaboration, creativity, and adaptability. It encourages participants to work together, share ideas, and leverage the diverse skills and perspectives within the team. The activity also highlights the significance of planning, testing, and learning from failures to achieve optimal results.

The simulation can be adapted and customized based on the specific objectives of the team-building session or training program. It is a fun and interactive activity that promotes engagement, fosters teamwork, and enhances problem-solving abilities in a hands-on and memorable way.

Myers-Briggs Indicator (MBTI) Assessment

The Myers-Briggs Type Indicator (MBTI) assessment is a widely used personality assessment tool based on the theories of Swiss psychologist Carl Jung. It aims to identify an individual’s psychological preferences and provide insights into their personality type.

The MBTI assessment measures four main dimensions or dichotomies, each consisting of two opposite preferences:

1. Extraversion (E) vs. Introversion (I): This dimension reflects where individuals focus their energy. Extraverts tend to be outgoing, sociable, and energized by interaction with others, while introverts are more reserved, introspective, and energized by spending time alone or in small groups.
2. Sensing (S) vs. Intuition (N): This dimension describes how individuals perceive and gather information. Sensors are detail-oriented, practical, and rely on their five senses to gather data. Intuitives are more focused on patterns, possibilities, and future-oriented concepts, relying on their intuition and imagination.
3. Thinking (T) vs. Feeling (F): This dimension refers to how individuals make decisions. Thinkers tend to prioritize logic, objectivity, and analysis when making choices, whereas feelers prioritize values, empathy, and the impact on people’s emotions when making decisions.
4. Judging (J) vs. Perceiving (P): This dimension relates to how individuals approach and organize their outer lives. Judgers prefer structure, planning, and closure, valuing order and organization. Perceivers are more flexible, adaptable, and open-ended, preferring spontaneity and keeping options open.

Based on the combination of these four dimensions, individuals are classified into one of sixteen possible personality types. Each type is represented by a four-letter code (e.g., ISTJ, ENFP), indicating the preference on each dimension.

The MBTI assessment helps individuals understand their personality type and provides insights into their natural strengths, communication style, problem-solving approaches, and decision-making processes. It can be used for personal growth, career development, team building, and conflict resolution.

It is important to note that the MBTI is a self-report assessment and should not be seen as an absolute or definitive measure of an individual’s personality. It serves as a tool for self-reflection and understanding, promoting awareness of individual differences and facilitating better communication and collaboration with others.

The Emerging Leader Profile Assessment

The Emerging Leader profile assessment is a powerful tool designed to identify and develop the potential of emerging leaders within organizations. This assessment offers valuable insights into an individual’s leadership capabilities, strengths, and areas for growth, providing a roadmap for their leadership development journey.

Through a comprehensive assessment process, the Emerging Leader Profile evaluates key leadership competencies and behaviors that are essential for success in leadership roles. It delves into critical areas such as self-awareness, communication, decision-making, influence, and team collaboration. By assessing these areas, the assessment helps individuals understand their leadership style, preferences, and areas where they can further enhance their skills.

The assessment is built on a foundation of research-backed frameworks and validated psychometric measures, ensuring its accuracy and reliability. It provides a clear picture of an individual’s current leadership capabilities and highlights areas that can be leveraged or improved upon to maximize their potential.

Once the assessment is completed, individuals receive a comprehensive report that provides a detailed analysis of their leadership profile. This report includes personalized insights, actionable recommendations, and developmental resources to support their growth as emerging leaders. It serves as a guide for individuals to enhance their leadership effectiveness, make informed development decisions, and take intentional steps towards reaching their full leadership potential.

The Emerging Leader Profile Assessment from Discovery Learning is a valuable tool for organizations invested in nurturing and developing their emerging leaders. By leveraging the assessment, organizations can identify high-potential individuals, create targeted leadership development programs, and cultivate a pipeline of future leaders who are well-equipped to drive success in their roles.

Personality Dimensions Assessment

The Personality Dimensions assessment is a tool used to understand and analyze individual personality traits and preferences. It is based on the concept of temperament and the work of renowned psychologist Carl Jung, as well as the Myers-Briggs Type Indicator (MBTI).

The assessment measures four main dimensions or temperaments, each representing different aspects of personality:

1. Inquiring Green: This dimension represents the logical and analytical aspect of personality. Individuals with a strong Inquiring Green preference are known for their critical thinking skills, objectivity, and a desire for knowledge and understanding. They thrive on problem-solving and enjoy exploring concepts and ideas.
2. Organized Gold: This dimension reflects a structured and organized approach to life. People with a dominant Organized Gold preference are dependable, detail-oriented, and value stability and order. They excel at planning, organizing, and following procedures. They value tradition and are often seen as responsible and reliable individuals.
3. Authentic Blue: This dimension focuses on emotional and interpersonal aspects of personality. Those with a predominant Authentic Blue preference are empathetic, compassionate, and highly value relationships. They prioritize personal growth, seek harmony, and have a strong sense of ethics and integrity.
4. Resourceful Orange: This dimension represents the adventurous and action-oriented side of personality. Individuals with a strong Resourceful Orange preference are spontaneous, energetic, and thrive in dynamic environments. They are practical problem solvers, enjoy challenges, and are often seen as risk-takers. They value freedom and enjoy hands-on experiences.

The Personality Dimensions assessment assigns individuals a unique combination of these four dimensions, resulting in a distinct personality type. This framework provides insights into an individual’s preferred communication style, decision-making process, work preferences, and interactions with others.

The assessment aims to promote self-awareness and understanding, allowing individuals to appreciate their strengths, recognize potential areas for growth, and understand how they relate to others. It can be used in various contexts, including personal development, career planning, team building, and conflict resolution.

By understanding the different personality dimensions, individuals can improve communication, enhance collaboration, and build more effective relationships, both personally and professionally. The Personality Dimensions assessment provides a valuable framework for individuals and organizations seeking to explore and appreciate the diversity of human personalities.

Discovery Leadership Profile Assessment 

The Discovery Leadership Profile (DLP) offered by Multi-Health Systems (MHS) is a comprehensive assessment tool designed to evaluate and develop leadership competencies. It provides individuals and organizations with valuable insights into an individual’s leadership style, strengths, and areas for growth.

The DLP assesses various dimensions of leadership effectiveness, including communication, decision-making, problem-solving, influence, adaptability, and interpersonal skills. Through a series of self-assessment questions, individuals gain a deeper understanding of their leadership capabilities and receive feedback on their leadership strengths and areas that may require further development.

The assessment is typically completed online and takes into account various leadership scenarios and behaviors. It offers a comprehensive analysis of the individual’s leadership style, highlighting their preferred approach to leadership, decision-making, and collaboration. The DLP report provides detailed feedback, allowing individuals to identify their areas of strength and areas that may require improvement.

Based on the assessment results, individuals can create a personal development plan to enhance their leadership skills and address any areas of opportunity. The DLP offers specific recommendations and resources to support individuals in their leadership development journey, helping them become more effective leaders.

Organizations can also benefit from the DLP by gaining insights into the leadership capabilities within their teams or identifying potential leaders for future roles. The assessment helps organizations make informed decisions regarding leadership development initiatives, succession planning, and talent management strategies