Assessments
Effective talent decisions start with a clear read on your people, their strengths, their development needs, and their potential. Our scientifically validated assessments give individuals and organizations holistic, evidence-based insight, and pair every result with an expert debrief that turns data into a development plan.
Insight into strengths, gaps, and potential.
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Personality and behavioural assessment, how a person thinks, relates, handles conflict, and leads under pressure.
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Evaluation of leadership skills and competencies, mapped to the demands of the current or aspiring role.
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Multi-perspective, 360-degree feedback that draws a full picture from the people a leader actually works with.
Why organizations assess with us.
Our tools are rigorous, and they're only ever as useful as the interpretation and support around them. That's where we focus.
- Scientifically validated, evidence-based tools and methods that produce accurate, meaningful insight.
- Organizationally embedded, every assessment is customized to the skills and competencies that actually matter for the role.
- Expert interpretation, consultants trained at the graduate level in psychology, business, and leadership development.
- Built for development, results come with strategies to build on strengths and close gaps, not just a score.
- Multiple data points, we combine tools because more valid measures mean a more accurate picture.
- Aligned to your culture, insights mapped to your organization's goals, needs, and way of working.
Three lenses on leadership.
For existing, emerging, and executive leaders, we tailor the assessment to the competencies the role demands, determined together from the outset.
- 360-degree feedback. A customized multi-rater process that builds self-awareness through the perspectives of direct reports, peers, supervisors, and others. We guide every step from setup to rollout, and debrief each report with an expert coach to turn insight into development actions.
- Leadership competency assessment. Pinpoints current strengths and development areas for existing, prospective, and emerging leaders across the key competencies proven to be associated with leadership success, with the competency set agreed on collaboratively at the start.
- Executive leadership assessment. At the executive level we evaluate strategic competencies, strategic thinking and planning, visioning, high-level problem solving, and innovation, combining 360 feedback with objective measures for multiple, corroborating data sources.
- 1
360-degree feedback
A customized multi-rater process that builds self-awareness through the perspectives of direct reports, peers, supervisors, and others. We guide every step from setup to rollout, and debrief each report with an expert coach to turn insight into development actions.
- 2
Leadership competency assessment
Pinpoints current strengths and development areas for existing, prospective, and emerging leaders across the key competencies proven to be associated with leadership success, with the competency set agreed on collaboratively at the start.
- 3
Executive leadership assessment
At the executive level we evaluate strategic competencies, strategic thinking and planning, visioning, high-level problem solving, and innovation, combining 360 feedback with objective measures for multiple, corroborating data sources.
Personality and behavioural assessments.
A suite of behavioural tools, each measuring a specific element of individual and group dynamics, from leadership capability and emotional intelligence to conflict style and workplace personality:
- Leadership Effectiveness Assessment (LEA)
- Occupational Personality Questionnaire (OPQ)
- Emergenetics
- Workplace Personality Index
- Myers-Briggs Type Indicator (MBTI)
- EQ-i emotional intelligence assessment
Every tool is analyzed and interpreted by an expert psychologist or coach, and each debrief ends in a customized development plan, actionable next steps tailored to the person's goals and learning style, backed by ongoing support through coaching, check-ins, and progress reviews.
Frequently asked questions.
Leadership assessments allow for deep self-insight, which is invaluable at all levels of leadership, from first-time or potential supervisors all the way to the executive and board levels. Training and coaching help with development, but assessments identify what should be developed.
We have a wide range of assessment options to suit all needs, from self-assessments (e.g., personality, leadership style, and tools that measure communication preferences, motivation, or workplace behaviours), facilitated assessments (e.g., cognitive tests, in-basket tools, role plays and interviews), and other feedback measures (e.g., 360-degree assessments). Organizations often use these assessments to support leadership development, hiring decisions, executive coaching, and team effectiveness initiatives.
Workplace personality assessments can be highly accurate and useful when they are scientifically validated and administrated by trained professionals. All of our assessment tools are evidence-based and designed using psychological research to provide meaningful insights.
360-degree feedback is an assessment of a leader's strengths and development opportunities through the ratings of several groups, including their direct reports, peers, supervisor, and sometimes other groups internal or external to the organization. This method of feedback is also known as multi-rater, and allows for feedback based on the perceptions of multiple people that the leader works with in order to get a full picture of their impacts, including strengths and gaps.
Leadership competency assessments work by evaluating a leader's potential and effectiveness through using multiple valid and reliable tools, including self-report and objective measures. These assessments provide deep insights across the competencies or capabilities deemed important to success in the current role or next level of leadership. The reason we use multiple tools is that there are different ways to assess each competency, and the more data points we have the more valid and accurate the assessment.
Leadership assessments support development by evaluating key skills, strengths, and growth opportunities that can then be developed further. The insights from an assessment are extremely useful for informing an actionable development plan, and being supported through follow up coaching. They serve as a helpful tool to support not only employee development and performance, but also to increase satisfaction and retention as well as maximize alignment with organizational culture, needs, and goals.
Where we work
Every assessment is curated as a complete learning experience, administered and interpreted by an expert psychologist or coach, in person in Calgary and Toronto and virtually with organizations across Canada.
Assessments are powerful on their own, and more so paired with coaching. Explore leadership & executive coaching
Know your people. Grow your leaders.
Reach out to speak with one of our organizational psychologists about how assessments, on their own or paired with coaching, can support development across your organization.