Individual and Group Assessments

Qualitative 360°s are some of the most powerful tools in the changemaker’s toolbox. They can be employed to assess a variety of conditions and organizational dynamics, from an individual’s leadership capacity, to a team’s inclusivity, to various aspects of organizational culture.

The process of conducting a qualitative 360° involves four steps.

1. Determine what you want to evaluate, and craft a series of open-ended questions that will provide the desired insight.
2. Conduct a series of individual or focus group interviews with internal and external stakeholders who occupy positions above, to the side, below, and outside the subject of inquiry.
3. Synthesize the information to identify themes, trends, strengths, weaknesses, and opportunities.
4. Utilize the 360° report as the foundation for a development or strategic plan.

The Leadership Circle Profile™ is a powerful statistical 360° assessment that identifies leadership strengths and potential blind spots, measuring a set of well-researched competencies that determine a leader’s ability to bring out the best in others, lead with vision, achieve results, operate with authenticity, integrity, and courage, and improve organizational systems.

It also looks at behaviors that can inhibit effectiveness: over-indexing on caution over innovation, self-protection over productive engagement, and aggression over building alignment.

Providing a window into a leader’s unique operating system, and revealing how the inner world of thoughts, feelings, assumptions, and beliefs translate into more or less effective leadership, the Leadership Circle Profile™ expands awareness and serves as a valuable tool in creating a roadmap for leadership development.

Our cultural fluency assessment helps us evaluate our understanding of a range of cultural conditions and influences, both seen and unseen, which impact our lives.

It offers insights into our capacity to engage effectively with folks who represent a diversity of racial, ethnic, gender, ability, class, religious, and sexual orientation identities.

And it provides insight into the cultural norms that can show up in our interactions: directness in communication, how we give and receive feedback, our comfort with confrontation, perceptions of time, relationship to authority and hierarchy, and our general task versus relationship orientation.

With this information in hand, we can see where we are fluent and flexible, and where development would serve our growth as a truly equitable and inclusive organization.

With applications for both individuals and teams, The Myers-Briggs Type Indicator (MBTI) delivers enduring and invaluable insight into our personality preferences.

It gives us a window into how we perceive the world, and then make judgments and draw conclusions on our experience.

Based on sound psychological theory and backed by more than 70 years of research, the MBTI provides a simple, positive foundation for personal development and self-awareness, and a common language for appreciating differences.

And it offers insights into how we can leverage our individual and collective types to strengthen leadership, creative collaboration, communication, conflict management, and change.

Research in the field of creative studies has shown we each have preferences for certain steps in the Creative Problem Solving Process, and those preferences translate into different thinking and behavioral styles.

The FourSight assessment profiles our preferences, individually and as a team, providing insight into our creative strengths, as well as our potential blind spots. Understanding and leveraging those styles brings value, for ourselves and for those we work with, as we look to expand and leverage our creative capacity, communicate more effectively, and engage in successful collaborative ventures.

The ThirdWay Leadership Self-Assessment^© is built on the ThirdWay Model of Leadership which is a framework for understanding and mastering the mindsets and skillsets of 21st Century leadership.

The model synthesizes key findings from the fields of leadership theory, organizational development, diversity, equity and inclusion, entrepreneurship, psychology, neuroscience, coaching, and creative studies.

It measures a leader’s overall effectiveness in four key quadrants:

• Focus on Relationships. The ability to engage.
• Focus on Results. The ability to be effective.    
• Focus on Collaboration. The ability to be inclusive.
• Entrepreneurial Mindset. The ability to be creative and to take ownership.

This self-assessment provides individuals an opportunity to evaluate themselves in each of the areas, and the results help pinpoint key leadership strengths and opportunities for development. With this insight, leaders can begin to craft a development plan that will serve as a roadmap for their ongoing leadership development journey.

This self-assessment tool is designed to help individuals and groups explore attitudes and awareness as it pertains to issues of racism and other forms of oppression.

The assessment explores the depth and breadth of what it means to truly embrace anti-racism and to actively engage in doing anti-racism and anti-oppression work.

It is designed to reveal where you are strong and where you would like to grow at this moment—whether you are just starting on the road to becoming an anti-racist and equity advocate, or whether you have been engaged in this work for many years.

This assessment is often used in conjunction with our diversity, equity, inclusion, and justice trainings, as it provides the program facilitators a sense of where folks are at as they enter a program and, when administered again upon completion, data on the efficacy of the training.

A note: The intent of this assessment is not to call you (or anyone) out, to judge you, or for you to judge yourself. We are all products of our culture, and we have learned our lessons accordingly. As we embark on the journey of re-educating and re-acculturating ourselves, we must first acknowledge what is there before we can unlearn it.

Our Mindfulness Self-Assessment, part of the ThirdWay Leadership suite of assessments, can be used for both individuals and groups.

The tool measures overall knowledge and familiarity with mindfulness concepts along with a series of scaled questions that assess levels of self-awareness, self-management, social awareness, and interpersonal effectiveness, particularly as they apply in an organizational context.

It also provides assessment takers an opportunity to reflect on their own current capacity for mindfulness, presence, awareness, and resilience.

As with many of our other self-assessments, this tool has been created to support the work of our training programs and workshops.

It allows program designers and facilitators to gather information on how they can best meet participants where they are, and it measures the efficacy of the training when repeated upon completion.