Making the intangible and complex concepts like culture or leadership ability more tangible and understandable, we use two kinds of assessments that we believe are creating the most value for our clients.

 

The assessments we offer can be a stand-alone service or they a part of Cultural Transformation process, Leadership Development Program, or part of the Executive Energy Coaching process.

LEADERSHIP ASSESSMENTS

Energy Leadership Index (ELI) Assessment

What does it measure?

 

The Energy Leadership Index can increase your awareness about your world-view and what kind of energy profile you have, how your energy and your world-view impact your own motivation, your ability to inspire, and motivate others, and help you recognize what triggers and stresses.

ELI is not a personality test, but it measures the attitude (set of subconscious beliefs) of a person.

It can also be used for the entire leadership team.

How does it help leaders?

 

It raises the self-awareness and, at the same time, offers new perspectives on what leaders can become.  It helps them increase their positive energy for greater inspiration and motivation to create a more positive impact, success, and health for themselves and others.

What is the process of the assessment?

 

The client receives a link to the online assessment with approx. 70 questions. The test typically takes about 30 minutes.

After the completion of the ELI, the report is sent to the client, and an ELI debrief with the Energy Leadership Master Practitioner (ELI-MP) Coach is organized via the online platform or live.

During the ELI debrief, the ELI-MP helps the client understand his/her results and identify the developmental changes that the client wants to achieve.

Leaderhip Values Assessment (LVA)

What it measures?

 

The LVA is a powerful coaching tool for promoting self- awareness, personal transformation, and an understanding of the actions a leader needs to take to realize his or her full potential. The LVA compares a leader’s perception of his or her operating style, with the perception of their superiors, peers, and subordinates.  Emphasis is placed on a leader’s strengths, areas for improvement, and opportunities for growth.

The LVA reveals the extent to which a leader’s behaviours help or hinder the performance of the organisation, and to what extent fear influences decision-making. The LVA also measures the personal entropy and authenticity of a leader.

How does it help leaders?

 

It helps them raise the awareness of their impact in a certain team or organization and how authentic and efficient they are. Based on the very structured report with explicit feedback and suggestions from their peers, boss, employees, or customers, they can develop their leadership style and work toward higher levels of consciousness.

What is the process of the assessment?

 

The LVA process begins with the customisation of the leadership values template. Leaders are then asked to go to a password-protected website to select ten values that most represent their operating style. They also list what they believe are their strengths, and areas of improvement they are currently working on. Fifteen to twenty assessors, chosen by the leader, also go to the password-protected website to select ten values that represent the leader’s operating style; the behaviours they believe the leader needs to stop or improve; and any other comments they wish to give as feedback to the leader. Assessors can choose whether to leave their name with feedback or take the survey anonymously. The values chosen by the leader and the assessors are mapped to the Seven Levels of Leadership Consciousness.

 

The LVA feedback is given by a coach in a two-to-three hour feedback session. The leader and the coach together develop a detailed action plan to improve the performance of the leader.

TEAM ASSESSMENTS

(Small) Leadership Team Values Assessment

What does it measure?

 

The (Small) Leadership Team Values Assessment is a cost-effective way to map the values of a leadership team of twenty people or less.

With (S)LTVA, you can find out if your leadership team is working to its highest potential.  Discover the inherent strengths of the leaders, how they experience the leadership team culture now, and how they would like to improve it for tomorrow.

How does it help teams?

 

It provides very concrete metrics about the level of consciousness of the team, helps uncover what factors get in the way of leaders working together effectively and which are most important for the success of the leadership team.

What is the process of assessment?

 

The survey instrument asks only three questions, is available online, and requires only 10-15 minutes to complete.

It may be customised to the specific cultural needs of the team being surveyed and is available in multiple languages or written dialects.  Additional languages can be easily added.

The LTVA can go from initiation to reporting in as little as two to four weeks.

CULTURAL ASSESSMENT

Cultural Values Assessment (CVA)

What does it measures?

 

CVA is the most comprehensive cultural tool. It provides very concrete metrics about people’s alignment with the company and the degree of dysfunction which prevent the organization from operating at the peak performance

How does it help companies?

 

  • The CVA provides you with a detailed understanding of the personal motivations of employees, their experience within your organisation, and the direction the organisation should be heading.
  • CVA results can generate deep, meaningful conversations about the purpose, priorities, and strategy of the organisation and the well-being of all stakeholders.
  • The CVA provides a road map for achieving high performance, full-spectrum resilience, and sustainability.

What is the process of assessment?

 

The assessment data is typically collected anonymously, it can be online or on paper. Collecting data by name is an option.

Survey participants are asked to select:

  • Ten values that represent who they are (personal values);
  • Ten values that represent how their culture operates (current culture);
  • Ten values that represent, for them, the elements necessary for their culture to achieve its highest potential (desired culture).

The survey is typically open for one or two weeks. Questions may be added at the end of the survey with the following options: Free text, Yes/No, Multiple choice, and Likert scale.

Report are presented first to the management team.

In addition to online assessments, we gather information also based on 1-on-1 interviews with leaders and managers, focus groups with employees or with leadership half-day workshops.

Contact us

 

to discuss how we can support you on your transformational journey