A man wearing glasses and a light gray suit with a black tie smiles confidently while standing in a modern building with glass walls.

Leadership Assessments for Growth and Performance

Beyond Self-Awareness

Learn What to Do with What You Learn

I use assessments selectively, when they will add value to the work.

What matters isn’t the instrument.
It’s what we do with the information.

When we use an assessment, I spend 60–90 minutes with you in a focused debrief. We’re not walking through a report line by line. We’re extracting what’s actually useful.

We focus on three things:

  • What strengths, talents, and capacities you’re already using effectively
  • Where you’re running into challenges — especially the patterns that show up under pressure
  • Which of your existing strengths could be leveraged differently to increase your effectiveness

From there, we translate that insight into your actual environment — your team, your role, your business.

A person participates in a video call on a laptop, showing a man sitting at a desk with office decor in the background. The foreground shows hands holding papers near the screen.
A man with a beard wearing a red sweater sits at a desk, looking at documents in both hands. The desk has papers, pens, and a small plant. There are shelves and a window in the background.

Leadership Starts with Self-Awareness

We look at:

  • how these patterns are showing up in real situations
  • what’s working, what’s not, and why
  • where small shifts would have meaningful impact

The goal is not self-awareness for its own sake.

The Assessment Tools I Use

No single assessment can tell you everything about yourself as a leader. Each tool offers a different lens into how you think, communicate, make decisions, respond under pressure, and impact those around you. I use assessments selectively, choosing the tools that will provide the most meaningful insight for the work we’re doing together.

01

Hogan Assessments (HPI, HDS, MVPI)

The Hogan suite looks at three dimensions of leadership:

  • Strengths: how you typically show up and operate when things are going well
  • Derailers: patterns that can emerge under pressure and get in your way
  • Drivers: what motivates you, what matters to you, and the kind of environment you create

Together, they provide a clear picture of how you lead—both at your best and when it matters most.

02

Kantor Structural Dynamics — Baseline Instrument

This assessment focuses on how you communicate and participate in conversations.

It looks at the roles you tend to take on — how you move things forward, how you respond to others, and how your patterns shape the dynamics around you.

For leaders, even small shifts here can have a significant impact on how teams function.

03

Facet5

Facet5 is a personality assessment grounded in research and designed for the workplace.

It provides a nuanced view of how you tend to operate — your decision-making style, emotional responses, and how you relate to others — without reducing you to a type.

04

x360 (by xLEAD)

The x360 gathers feedback from the people around you — peers, managers, and direct reports.

It highlights the gap between how you see yourself and how others experience you, with a focus on adaptability and leadership in complex environments.

Assessments are a starting point, not a conclusion.

They help us:

  • identify patterns more quickly
  • test assumptions
  • focus the work where it matters most

From there, we move into real-time application — how those patterns show up in your decisions, your conversations, and your leadership under pressure.

That’s where the change happens.

She coached me toward clarity, confidence, decisiveness, and a real plan for moving forward.

Pamela W