Assessments

DISC Behavioral Assessment

Success in life, work and relationships stems from understanding and having a sense of self – of deeply comprehending who you are, what you do and how you do it.

The research-based, validated assessment we use at The Leadership Source™ measures Behaviors in five behavioral dimensions using the DISC theory. DISC measures Dominance, Influence, Steadiness and Compliance.

Our Behaviors/DISC assessment is key in helping people understand HOW they behave and their ability to interact effectively with others in work and life, as well as how they respond to the following real-world encounters:

• Problems and Challenges
• Influencing Others
• Pace of Environment
• Rules and Procedures 

Motivation Assessment

Whereas Behaviors illustrate the HOW of our actions and decision-making, Motivators explain the WHY behind our actions and passions.

The 12 Driving Forces, based on Eduard Spranger’s theory of human motivation, are the windows through which an individual views the world.

These intrinsic motivations explain the key driving forces about someone’s on-the-job performance and why they act a certain way.

The Leadership Source™ assessments measuring the 12 Driving Forces examine the relative prominence of six basic interests (or ways of valuing life) and include:

• Knowledge – The Discovery of Truth
• Utility – Money and what is Useful – ROI
• Surroundings – Form and Harmony
• Others – An inherent Caring for People – Helping Others
• Power – Personal Power, Influence and Renown
• Methodologies – A System for Living 

Skills Assessment

While not every job requires the development of all 25 competencies, we examine the following personal skills:

• Appreciate Others
• Conceptual Thinking
• Conflict Management
• Continuous Learning
• Creativity and Innovation
• Customer Focus
• Decision Making
• Diplomacy
• Employee Development/Coaching • Flexibility
• Futuristic Thinking
• Goal Orientation
• Influencing Others
• Interpersonal Skills
• Leadership
• Negotiation
• Personal Accountability
• Planning and Organizing
• Problem Solving
• Project Management
• Resiliency
• Self Starting
• Teamwork
• Time and Priority Management
• Understanding Others

For many jobs, it’s not always the technical skills that will catapult employees to success, but rather the personal skills, or “soft skills,” that are often transferable to different jobs.

In the workplace, it’s these intangible, indefinable soft skills, such as leadership, persuasion and playing well with others, that complement one’s technical knowledge. These are the qualities that define us as people and are typically bottom line indicators of employee job performance.

• The Leadership Source™ assessments measuring competencies examine the level of development of 25 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development.

Acumen Assessment

Possessing a high level of acumen means someone has the ability to make good judgments and quick decisions due to their natural abilities and/or capacities.

A person’s acumen — or astuteness and depth of perception or discernment — is directly related to his or her level of performance. The stronger a person’s acumen, the more aware that person is of their reality.

The Leadership Source™ assessments measuring acumen examine the dimensional balance of six areas as they pertain to internal and external factors:

• Understanding Others
• Practical Thinking
• Systems Judgment
• Sense of Self
• Role Awareness
• Self Direction 

Emotional Intelligence

The ability to understand one’s own and other people’s emotions in the decision-making process is critical in facilitating high levels of collaboration and productivity and achieving superior performance in the workplace.

With rapidly changing conditions in the business world, individuals with high emotional intelligence (EQ) have greater mental health, exemplary job performance and strong leadership skills.

The Leadership Source™ assessments measuring EQ examine five key areas as they pertain to intrapersonal and interpersonal relations:

• Self Awareness – Understanding one’s moods, emotions and motivation, as well as their effect on others
• Self Regulation– Ability to control or redirect disruptive impulses and moods – to think before acting
• Motivation – Passion to work for reasons beyond money or status – pursuit of goals with energy and persistence
• Empathy – Ability to understand the emotional makeup of other people
• Social Skills – Proficiency in managing relationships and building networks

Stress Quotient

As you look around your office, you may see people who are the picture of productivity. But looks can be deceiving. Your workplace may actually be a breeding ground for stress, which is slowly chipping away at the collective morale, and the individual spirit of your most valuable people. Often times stress rises and spreads unbeknownst to even the most empathic leaders.

The Leadership Source™ assessments measuring stress is an accurate diagnostic for revealing the stressors at play in your office.  This assessment helps you understand whether or not the stress in your office is dramatically rising and hampering productivity, killing your culture or staying within reasonable levels. Once you know, you can address the root causes — which can include lack of job fit, miscommunications or mismanagement. 

Our revolutionary stress assessment examines seven different types of stress in individuals:

• Demand Stress – Poorly Designed Jobs, Excessive Demands or Poor Job Fit
• Efforts/Reward Balance Stress – High Output and Effort Met with Minimal Reward
• Control Stress – High Responsibility paired with Low Authority and Lack Of Control
• Organization Change Stress – Restructuring, Poorly Communicated Policies and Leadership Changes
• Manager/Supervisor Stress – Enormous Pressure or Challenges from Your Superior
• Social Support Stress – Lack of Support among Peers and Competitiveness
• Job Security Stress – Fear of Loss of Job or Threatened Job Status

Stress manifests in different ways for different individuals. For some, it takes the form of a physical toll, while for others, it may cause memory loss or distraction. The four main signs of stress are:

• Physical – Low energy, aches and pains, frequent illness
• Emotional – Irritability, feeling overwhelmed, moodiness
• Cognitive – Inability to concentrate, memory problems, poor judgment
• Behavioral – Eating or sleeping issues, procrastination, nervous habits
• Only when you understand how much stress you’re dealing with can you begin to create a more productive work environment.