Tools to surface strengths and development areas

Our work with executives can utilise assessment tools to surface the person's particular strengths and their development areas - these help the coach and the executive form a more powerful development plan.

Our coaches are formally trained and accredited in some of the world's leading professional development and leadership assessment tools. 

This relatively new but already highly acclaimed profiling of Leadership is based on a model that integrates the best theory and research in the diverse field of leadership and human development. The model is business relevant, supported by research, metrics and measurement to great business and organisational outcomes. The LCP shifts our understanding of what extraordinary leadership is and how to develop it.

We use this in our executive coaching and lead team development to accelerate the depth of exploration around what limiting patterns of thinking hold back our leadership and what new patterns of thinking and behavior will create positive predictable results.

The Leadership Culture Survey delivers a powerful “MRI” of your leadership culture. The survey can be used for your entire organization or for a specific leadership team. Leadership Culture Survey reveals valuable data that tells you how your people view their current leadership culture and compares that reality to the optimal culture they desire.

We recommend this  as a powerful but safe way for teams to explore the nature of their collective leadership  and to start a more strategic and planful approach to leading their organisations. An essential element of successful organisational change and transformation.

The Resilience at Work (R@W) Scale was designed in 2011 by organisational psychologist practitioner Kathryn McEwen and psychological wellbeing researcher Dr. Peter Winwood. It is a scientifically researched measure of individual workplace resilience that measures the seven components that interrelate and contribute to overall resilience as shown in the R@W Sustain 7 model.  These 7 components are S1 Living Authentically; S2 Finding Your Calling; S3 Maintaining Perspective; S4 Mastering Stress; S5 Interacting Cooperatively; S6 Staying Healthy; S7 Building networks

  • R@W Sustain 7 is a simple yet powerful model that creates a common language within workplaces around resilience. Our experience is that it resonates across a wide range of industries and occupations.

  • R@W Individual – A measure based on the Sustain 7 Model that assesses individual employee resilience

  • R@W Team – A measure that assesses the group practices that promote team resilience. This builds on the R@W Individual Scale and can be used when there is an opportunity to work with the whole team

  • R@W Leader – A measure that assesses the leader behaviours that support and foster resilience in employees and teams. This can be used as a stand-alone measure in coaching and leadership development or together with the complete R@W Toolkit.

A highly popular, intuitive and effective assessment to identify one's preferences around the following four dimensions: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, or Judging-Perceiving. The MBTI® is based on Jung's personality types and measures where we tend to direct our focus and gain energy, how we process information, how we make decisions, and how we navigate the outer world. The MBTI® has become a steady element in many coaches’ and consultants' toolkit and its applicability is very broad. Using it in any kind of group setting has often proven invaluable and feedback from participants has in our experience been consistently positive.

This tool highlights human interaction patterns as well as interpersonal needs and helps clients gain deep insights into their social persona, especially in their professional life. It focuses on the participants' needs with respect to Control, Affection, and Inclusion, and how these tendencies shape their interactions with other people in the workplace. The FIRO-B® is a very helpful instrument for working with small groups, in a coaching engagement, or as part of any other kind of leadership-development process. We particularly recommend it for new teams or those who currently experience any personality-related tension.

The CPI 260™ assessment works like a 360 process, i.e., A multi-rater-feedback survey, but involves no other raters. This tool still allows you to get a well-rounded view of your areas of strength as well as your development needs that are critical for your performance and professional success. It is a very effective springboard for any leadership development initiative, especially executive coaching.

The Influence Style Indicator is a leadership assessment designed to measure an individual’s preferred styles in terms of how they influence others. It highlights your dominant, preferred, secondary as well as under-utilised influencing style, what the different styles look like and when to best use which approach. The five unique styles are: Rationalising, Asserting, Negotiating, Inspiring, and Bridging. 

Especially, when clients find themselves in roles where they have less positional authority, but high accountability, it becomes very critical for them to have a strong capability for impacting those around them effectively.

The WorkPlace Big Five Profile™ is a trait-based personality assessment that relates to people's personalities in their everyday jobs. Instead of using clinical or psychological terms like many other personality assessments, the WorkPlace Big Five Profile™ uses work terms and work-related examples in its questions and reports. Across five dimensions, clients will learn where they “sit” in regards to their Need for Stability, Extraversion, Originality, Accommodation, and Consolidation and how to leverage these insights in the best interest of their current organisational demands, their goals and the needs of their teams and direct reports.


The Center of Creative Leadership@ has put more than forty years of research into its suite of 360-assessments and there will be one that meets your level of leadership, whether you find yourself at an early-stage manager role or have been a well-seasoned executive for many years. 

The basic idea of any 360-survey is the notion that we will get a much more solid understanding about our strengths and growth areas when we receive feedback from a broad range of stakeholders in our company, i.e., Our peers, our direct reports, our bosses or supervisors, board members and potentially even suppliers and clients. We then contrast everyone else's feedback with the way you assessed yourself and use what we learn as a spring board for our coaching engagement and for identifying the most effective goals and action to reach your next level of leadership. 

The Center for Creative Leadership® even offers a customized solution called Benchmarks by Design™ in cases where you or your organisation want to hone in and assess a distinct set of key leadership competencies that are particularly critical for success in your company.