Leadership Assessments

Drawing upon the multi-dimensional Good Will Leader℠ model, the GWL360 compares a leader’s self-evaluation with that of their associates. By identifying both strengths and areas of improvement, the leader can close their “goodness gaps” and further their journey toward Good Will Leadership.

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This assessment is modeled after a bicycle wheel, with a hub in the center, spokes extruding from the hub, and a rim holding the spokes together. The Spoke Wheel Model assesses the communications dynamics between a leader and his/her team, and the dynamics between team members themselves. In addition to the core assessment, we offer an extensive library of questions that can be added to gain insights on individual communication development needs, dynamics and relationships on the team, and communication styles.

  • The personality factors measured by the CDS Personnel Questionnaire signify personality traits that are embedded in an individual’s nature.
  • The assessment is focused more on our hard-wiring than on how we are affected by our environment.
  • We recognize an individual’s personality traits as prior to particular behavior, but NOT necessarily 100% predictive of behavior.
  • An individual with particular personality traits is disposed  to behave in a certain way, but that disposition does not necessarily determine behavior. Individuals always have free will.
  • The full CDS Personnel Questionnaire assessment consists of sixteen personality factors AND 5 “global” factors.
  • The Managerial Grid (1964) is a behavioral leadership model developed by Robert Blake and Jane Mouton.
  • The Managerial Grid is built using data from the Styles of Management Inventory (self-assessment) and Management Appraisal Survey (subordinate-assessment).
  • The instrument identifies five different leadership styles based on the concern for people and the concern for production.
  • As shown in the figure to the left, the model is represented as a grid with concern for production as the X-axis and concern for people as the Y-axis; each axis ranges from 1 (Low) to 9 (High).
  • The optimal leadership style in this model is based on Theory Y.

The Strong Interest Inventory® instrument is a powerful tool that can help you make satisfying decisions about your career
and education. Whether you are just starting out in your career, thinking about a change, or considering education options
for career preparation, you can benefit from the wealth of information reflected in your Strong results. Understanding your
Strong Profile can help you identify a career focus and begin your career planning and exploration process.

The TAIS is the only test of its kind, because it measures performance under pressure. It is used in sports, military, Fortune 500 companies, and countless other areas for high level leadership assessment and development.

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