The EQ-i 2.0 is one of the most scientifically validated Emotional Intelligence instruments on the market today. This instrument measures the interaction between a person and his or her environment, then presents results in both numerical and graphical form.
is most likely to exhibit and to pinpoint the motivations behind the behavior.
out-of-balance areas that could interfere with his/her ability to fully access strengths.
There are two keys to success in business: money and people. Hogan uses the powerful science of personality assessment to help you hire the right people, develop talented employees, build great leaders, and impact the bottom line.
Why assess personality? Personality is best understood from two perspectives: personality from the inside and personality from the outside. Personality from the inside, called identity, is how we think we behave. Personality from the outside, called reputation, is how others experience our behavior. Reputation has two components. Normal personality describes the strengths and weaknesses people experience when you are at your best. Dark-side personality describes your derailers, personality characteristics that emerge during times of increased stress or pressure.
The LEADS Framework represents the key skills, abilities, and knowledge required to lead at all levels of an organization. It aligns and consolidates the competency frameworks and leadership strategies that are found in Canada’s health sector and other progressive organizations.
Embodying the collective wisdom of the current literature on leadership and leadership development in the Canadian health sector, the LEADS Framework is comparable to the top leadership competency frameworks in the private, public and health sectors around the world.
The LEADS 360 Assessment is a feedback process primarily for development purposes. It focuses on leadership and takes the capabilities identified in the LEADS in a Caring Environment capabilities framework and identifies sentinel behaviors that would be exhibited by front-line, mid-level, senior, or executive level leaders.
Do you have the opportunity to do what you do best every day? Chances are, you don't. All too often, our natural talents go untapped.
People who use their strengths every day are 6x more likely to be engaged in their jobs and more than 3x more likely to report having an excellent quality of life. Yet often from the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths. Based on a 40-year study of human strengths, Gallup created a language of the 34 most common talents and developed the Clifton StrengthsFinder assessment to help people discover and describe these talents. In 2001, the initial version of this assessment was included in the bestselling management book Now, Discover Your Strengths.
In 2007, in StrengthsFinder 2.0 Gallup unveiled the new and improved version of this assessment. While you can read this book in one sitting, you'll use it as a reference for decades to focus on what's right with people.