We don’t start with tools. We start with people.

One of the questions we hear often is: “Do you use assessments?”

The short answer is yes. The longer answer is: only when it will actually help.

Assessments can offer meaningful insight when they’re thoughtfully selected and carefully integrated. They can also become distractions — boxes to check or labels to wear. What makes the difference isn’t the tool itself, but how and why it’s used.

The Role of Assessment in Development

When we bring an assessment into a leadership engagement, it’s never just to produce a report. It’s to open up a deeper kind of conversation:

• What’s really driving behavior — under stress, in relationship, or at the edge of growth?

• What feedback has been absorbed, and what patterns are worth revisiting with fresh eyes?

• What impact is one having on others — and how aligned is that with the impact intended?

Assessments give us language. They give us data. But most of all, they give us a mirror.

Tools We Trust

Over the years, we’ve vetted a wide range of assessment tools and landed on a curated set we use most often. Each one is selected based on what the client is trying to explore or achieve:

Each tool has its place — and sometimes, no tool is needed at all. The key is intentionality.

What to Expect

When we use an assessment in a program, you can expect more than a readout. You’ll get a clear, well-facilitated experience that connects the dots to real work and intentions.

• Preparation: We’ll discuss the intent and context before one takes the assessment.

• Debrief: We’ll walk through the results together — not just to interpret them, but to understand what resonates, surprises, or stirs something new.

• Integration: The insights don’t sit in a PDF. They inform the coaching, the team dynamics, and the forward motion.

In short: we use assessments as catalysts. Not destinations.