Used in conjunction
with coaching or training, assessments can be effective personal and
professional development tools for individuals and teams.
“The aim
of self-development is to realize one’s nature perfectly.”
— Oscar Wilde
“He that would govern
others first should be master of himself.”
— Phillip Massinger
“I think knowing what you
cannot do is more important than knowing what you can do.
In fact, that’s good taste.”
— Lucille Ball
Read about Jane Moyer - Founder
and Leader of New Century Leadership here.
Assessments available from New Century Leadership,
LLC include:
Please click on the "Download here" links below to find
out more about that assessment. You will launch your Acrobat Reader
to read and print out a .pdf document.
Thinking
Styles: Myers Briggs Type Indicator®:
Understand the implications of your preferred thinking and work
style and your most natural contributions. Learn ways to elicit
the best from differing types. Download here.
Relationship
Styles: FIRO-B®: Understand
how to make relationships with others work better by recognizing
and appreciating the range of individuals’ need for inclusion,
control and affection. Download here.
Change
Style: ChangeStyle Indicator®:
Understand preferred styles of approaching change and the contributions
and potential “traps” of each.Download here.
Organizational
Effectiveness: Multi-Rater (360º)
Assessments: Obtain feedback from people in your “circle”
of business relationships on factors that mean the most to your
success and your organization. Organizational Effectiveness: Multi-Rater
(360º) Assessments:
Skillscope®
from the Center for Creative Leadership®
Download here.
Career
Development: Strong Interest Inventory®:
Identify satisfying career options based on interests and personal
style. Download here.
Organizational Creativity:
KEYS® to Creativity from the Center for Creative Leadership®:
Assess and improve the climate for creativity and innovation in
your organization or work group. Download here.
We follow two principles in using assessments:
Assessments simply provide a framework
and starting point for personal and professional development work.
Assessment reports reflect what is typical for people who answer
the questions the way you did. But that doesn’t mean it’s
exactly right or true for you. After understanding and considering
the feedback report, you are the best judge of what’s true
for you. Also, we avoid using assessments as either limits or
labels. All individuals have broad unused capacities that can
be developed. Assessments typically uncover the preferred ones,
habitual ones or the ones that are already developed. They also
help us understand our own strengths and uniqueness. Used as a
starting point, assessments can open up new perspectives, skills,
and possibilities for people.
The value in using assessments comes
not from the assessment itself, but from the “so what?”
stage. Assessments provide useful self-knowledge and frameworks
for understanding yourself and others. We use them to help clients
increase their capacity to access the best from themselves, their
colleagues, and their customers. We work on understanding what
individuals need in order to accomplish their best work and how
to design communication, organizational structures, and group
interaction to increase overall effectiveness.
