Leadership Assessment Tools – The SHV Way

TTI Success Insights leverages several powerful assessments—Emotional Intelligence (EQ), DISC, 12 Driving Forces and DNA Skills—unlocking a wealth of understanding into individual behaviors, motivators, emotional intelligence, and leadership competencies. These insights provided in the assessments can inform actionable strategies that enhance communication, professional development, team synergy, and decision-making in hiring.

Individual

The assessments offer increased self-awareness of behavioral strengths, communication preferences, and motivators for individuals. They can leverage the insights to inform personalized development plans aligned with personal and professional goals. Tip: this is where a coach can elevate the person’s performance by coaching through the development goals.

What individuals will gain from the assessments:

• Greater awareness of how to leverage their strengths
• Greater awareness of blind spots
• Strategies to develop further in their leadership

Team

When utilized with teams, the assessments help create a shared language. We provide interactive workshops around team members’ strengths and motivators, resulting in awareness and appreciation from different styles, better communication and collaboration, and an understanding of how to leverage each other’s strengths for success.

What teams will gain from the assessments:

• Minimize conflict by understanding others’ behaviors and motivators
• Greater awareness of team strengths and gaps
• Increased trust and collaboration
• More effective communication

Other uses

Some additional uses for the TTI Assessments:

• Map ideal strengths and motivators to create a job benchmark for hiring in key roles
• Train sales teams on effective communication based on behavioral styles
• Gain insights into common behavioral reactions to change

Consider these pros and cons before using the TTI Success Insights assessment:

• Pros:
  • Avoids personal bias by ranking word preferences instead of yes/no responses.
  • Provides reports visually placing individuals on the same spectrum, enhancing team dynamic visibility.
• Considerations
  • We caution leaders and individuals not to use the assessments to label themselves or others, which may oversimplify complex behaviors.
  • Organizations might overly rely on these tools, leading to mislabeling and reinforcing unconscious bias.

Hogan Assessments is a globally recognized provider of personality assessment and leadership development tools. It is known for its scientific rigor and practical application in organizational contexts. The company’s suite of assessments, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI), provides deep insights into individual behavior, potential derailers, and core motivations.

Unlike many assessments that focus solely on personality traits or simply put people into ‘boxes,’ Hogan’s unique power lies in its ability to provide a comprehensive, multi-faceted view of an individual’s ‘bright sides’ (unique strengths and skillsets) and ‘dark sides’ (how they act under stressful situations). The Hogan Personality Inventory (HPI) evaluates standard personality traits that predict success in various job roles, while the Hogan Development Survey (HDS) identifies potential derailers that can impede career progress. Additionally, the Motives, Values, Preferences Inventory (MVPI) reveals an individual’s core drivers and cultural fit within an organization.

Hogan Assessments excel in both talent acquisition and talent development contexts. Their unique strengths lie in:

• Providing a holistic understanding of an individual’s psychological makeup and potential fit.
• Applicability to selection processes, leadership development programs, team-building initiatives, and talent management strategies.
• Offering comparative results to a large normative sample, allowing for meaningful benchmarking.
• Providing meaningful feedback that can guide personal and professional growth.
• Assessing personalized strengths and weaknesses.
• Identifying employees with high potential and developing leaders.
• Discovering an individual’s values and motivating factors.
• Establishing the personality pitfalls that might impact an individual’s performance in the future.
• Predicting how a person will act within a professional environment and the key driving forces behind these actions.

Consider these pros and cons before using the Hogan Assessment:

• Pros:
  • Comprehensive Suite: Hogan offers a wide range of assessments, providing a detailed understanding of individuals without putting them into narrow categories.
  • Bias Reduction: Hogan assessments minimize self-perceived biases often present in self-assessment tools.
  • Leadership Insight: Hogan focuses on the essential aspects needed for successful job performance, basing its data on reputation
  • Psychometric Rigor: Hogan assessments are built on rigorous research and have undergone extensive validation to ensure their reliability and validity. As such, they are regarded by employers as an exemplary provider.
• Cons:
  • Cost: Hogan Assessments can be pricier than some alternatives.
  • Complexity: The assessment will be best understood with a certified personal debrief of the results, as the deepest insights may be complex and nuanced in nature

The Working Genius model simplifies all types of work into six fundamental activities: Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity. Each person has two areas of genius that energize them the most, two that they don’t mind doing, and two that frustrate them. By identifying which activities resonate with you, you can better understand the tasks and projects you excel at and those that may be more challenging. This awareness lets you focus on honing your strengths and understanding when to seek help from others with complementary skills.

Most personality tools help people understand themselves better, but they don’t explain how to work effectively with others. The Working Genius model addresses this gap. It allows individuals to discover the types of work that make them thrive and provides insights into team dynamics. This model identifies different stages of projects and helps find the best fit for each stage, enhancing overall team performance, productivity, and work satisfaction.

If you need to improve team productivity, Working Genius is an excellent fit for this usage. The unique strengths of the Working Genius assessment are that it helps:

• Clarify work that gives and drains energy for individuals
• Improve dialogue, productivity, and role clarity in team meetings
• Create an understanding of the “stages of work” and identify best people for each stage
• Provide a common framework for the process of completing work

Here are the pros and cons to consider if you want to utilize the 6 Types of Working Genius assessment:

• Pros
  • Inexpensive
  • Easy and quick to take
  • A great add-on to a teamwork workshop provides an additional dimension to the frameworks of the Ideal Team Player.
• Cons
  • It’s not a comprehensive assessment of all behavior styles