Assessments
| Description | Benefits | Considerations |
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Mile Marker 360CI has partnered with the Newmeasures to create a customized 360-degree assessment based on the CI Leadership Model and OPM’s Executive Core Qualifications. 360-degree feedback is a method of systematically collecting opinions about an individual’s performance from a wide range of coworkers. This can include peers, direct reports, the boss, or the boss’s peers — along with people outside the organization, such as customers. The benefits of collecting data of this kind are that the person gets to see a panorama of perceptions rather than just self-perception, which affords a more complete picture. The Mile Marker 360-degree instrument provides a consistent reporting format to help organizations measure leadership development against OPM leadership competencies. It helps leaders understand areas of recognized and unrecognized genius, recognized opportunities for development, and blind spots. The assessment then presents these same areas of strength and opportunity within the framework of Cl’s leadership model, in which effective leadership occurs at the intersection of dear goals, strong relationships and effective communication.
This 360-degree assessment takes approximately 15 minutes to complete for the individual and the raters.
Certification is required to administer and provide feedback.
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The Mile Marker 360 is designed specifically for federal agency leaders, and includes norm group comparisons only with others in the same agency, rather than with participants in outside organizations, including within the private sector. As with any 360, it provides insight from multiple perspectives. It can be processed in both an individual and group setting, but individual coaching is more effective. The survey takes less time to complete than many other assessments, and the results are presented in a dear and easy to understand manner. The framing of results against the CI Leadership Model and OPM’s ECQs affords more specific opportunities for leadership development coaching. |
If done in a team setting, it can involve an investment of time amounting to several hours for each team member. |
Everything DiSC® SuiteThe DiSC Profile is a multi-purpose learning instrument that helps individuals assess to what degree they utilize each of four dimensions of behavior in a given situation. The instrument then provides feedback designed to help people in your organization to better understand themselves and their colleagues. The assessments classify four aspects of behavior by testing a person’s preferences in word associations. DiSC is an acronym for:
No matter your specific need, Everything DiSC is designed to help everyone in your organization work better together—from individual contributors to C-suite executives.
Does NOT require certification to administer.
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Quick, easily done right in the classroom. Self-scored. Is a nice alternative to those who are tired of the MBTI. Can appear more immediately applicable to participants as it deals with communications and relationship challenges everyone faces and is familiar with. |
Is becoming “common” and many will be familiar with it. |
MBTI Step IThe Myers-Briggs Type Indicator (MBTI)® is a self-report questionnaire designed to help individuals identify their preferences for information-gathering and decision-making. In particular, MBTI measures our preferences in four areas:
The MBTI provides insight into the normal differences between people. The MBTI is based on Carl Jung’s theory of psychological types which explains some of the apparently random behavior differences in people. Although each individual is unique, these differences fall into patterns that we can see and understand. With this understanding, we gain insight into ourselves and into others.
An abundance of research supports the use of the MBTI. No other indicator has been as thoroughly studied and tested for validity and reliability. The MBTI assesses preferences, not skills.
Requires certification to administer.
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Widely recognized as reliable and valid, in common usage and, relatively quick to administer (20 minutes). Very ”non-judgmental.” All types are shown to have value and be appropriate in the workplace and in relationships. |
Many people have taken it and feel jaded by it. Some participants will be looking for something “new.” |
MBTI Step IIThe Myers-Briggs Type Indicator (MBTI)® Step II provides the same information shown above in Step I, along with additional depth and clarification within each of the four MBTI preference pairs. It identifies some of the unique ways individuals express their personality type by breaking each of the four preference pairs into five additional facets. These 20 facets help individuals understand their personality type more completely. Step II also clarifies the differences that are often seen between two persons of the same type.
As with MBTI Step I, the Step II can be used for personal growth, leadership development, coaching, and understanding team dynamics. It is particularly useful in working with individual and teams who are familiar with MBTI Step I and would like to expand their understanding of their personality type. It is also used to help individuals clarify their MBTI Step I best fit type.
Requires certification to administer.
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Takes MBTI to the next level; can be helpful for those who want to learn more or are tired of taking Step 1. Provides much more nuanced data. |
Many people have taken it and feel jaded by it. Some participants will be looking for something “new.” |
EQ-i 2.0Respondents complete an assessment that provides insight into key areas of emotional skill that relate directly to professional and personal effectiveness. There are five scales and fifteen subscales that are measured. The five scales are:
The assessment identifies areas of strength that can be leveraged to achieve full potential. It also shows areas that need improvement and provides tools to address those areas. The Emotional Quotient Inventory (EQ-i) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world.
The EQ-i 2.0 is a self-report assessment of 133 questions that takes approximately 20 minutes to complete.
Requires certification to administer.
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Provides insight of personal emotional intelligence competencies and supports an understanding of the intentions, motivations, fears, and desires of others and self, and the impact of increased El on our lives and the decisions we make. |
Many people have taken it and feel jaded by it. Some participants will be looking for something “new.” |
EQ 360The EQ 360 provides a more in depth analysis of the individual’s emotional and social skill by having those people that work with the individual provide information on the five scales and fifteen subscales that are measured. This could include peers, direct reports, the boss, the boss’s peers, family and friends. The observers ratings are compared to the results of the individual’s standard EQ-i 2.0 self-report for a more complete 360-degree view. The EQ-360 identifies key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved.
EQ 360 is a new 360 assessment and a multi-rater survey of 133 questions.
Requires certification to administer.
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Takes the standard EQ to the next level in providing input on how others see us. A much more thorough and comprehensive look at EQ and how we are perceived. |
Requires multiple raters, each of whom will require 30 minutes to complete the survey. Can be a drain on a team that is taking this assessment, as it can quickly add up to several hours apiece as people complete their own and others assessments. As with the -basic” EQ, it has the potential to come across as punishing. Best done in a coaching one-on-one relationship rather than in the classroom. |
StrengthsFinder 2.0StrengthsFinder is an assessment created by Gallup to measure an individual’s talents. The assessment is based on the notion that people have more potential for growth when they invest their time and energy in developing their strengths. The concept allows individuals to uncover their top five talents from 34 themes of talents. This assessment helps individuals find the areas where they have the greatest potential to develop strengths.
StrengthsFinder 2.0 is a well-known assessment that ranks in individuals strengths and talents. This assessment takes approximately 20 minutes.
Does NOT require certification to administer.
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Very inexpensive and easy to administer. Participants pay for a book and get both the book and the assessment which they take online. Results are immediately available. Can be very affirming, in that it (as the title says) focuses on strengths. Can also be very helpful in a team setting as individuals gain insight into one anther’s strengths and how to leverage them. |
Some may find it “soft” in that it focuses on strengths and not much on areas for
improvement.
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Real ColorsImagine having the ability to clearly communicate your thoughts and ideas to clients, friends and family. Picture yourself having a unique level of insight into the things that motivate you and others. Envision achieving all the things you want from life, both personally and professionally. The power to accomplish these things exists in all of us – we just have to unlock it.
The key is Real Colors.
Real Colors® is a dynamic personality type test. The assessment provides participants with the skills to:
Certification is required to administer and provide feedback.
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User-friendly, intuitive tool that identifies four personality types common to all people—Gold, Green, Blue, and Orange. Can be used as a shorthand alternative to MBTI. |
More of a basic, high-level assessment as compared to MBTI. |
Thomas Kilmann Conflict Instrument (TKI®)TKI provides insight into our preferred method of dealing with conflict and deepens our understanding of why others may prefer a different approach. By knowing our personal preferences for addressing conflict, we are empowered to act counter to those preferences when the situation calls for it. The TKI model is based on a five-category scheme for classifying the following interpersonal conflict-handling modes:
The TKI has been used for more than 35 years and is the leading measure of conflict-handling behavior. The TKI assessment is a simple tool that provides practical situational approaches dealing with conflict. It takes approximately 20 minutes to complete.
Does NOT require certification to administer.
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Relatively quick assessment. Can be a nice complement to MBTI if the facilitator is familiar with both instruments and can show how our type can play out in how we deal with conflict. Can be incorporated into a half-day workshop with ease. Very helpful for team understanding of one another. |
Some participants find the categories off-putting (competing, accommodating, etc), although that is readily handled by a good facilitator. |