Individual & Team Assessment

Change Style IndicatorThe Change Style Indicator

The Change Style Indicator is a leadership assessment designed to measure an individual’s preferred style in approaching and addressing change. It provides leaders of all levels with insights on personal preferences for managing through change and provides context for how those around them might perceive and respond to their preferred style.

Individual and Team Assessment

Leading and managing employees is a challenging process.  Developing healthy self-awareness allows you and your team to understand each other better.  The following assessments are excellent tools to develop individual and team dynamics.  Each will assist employees in understanding themselves and team members better. Ultimately, this work develops better performing individuals and teams within the organization.

Myers-Briggs Type Indicator® (MBTI®)mbti

“The Myers-Briggs Type Indicator® (MBTI®) assessment has helped millions of people worldwide gain insights about themselves and how they interact with others—and improve how they communicate, learn, and work. It provides a powerful framework for building better relationships, driving positive change, harnessing innovation, and achieving excellence”.  (CPP, 2016)

The MBTI is the foundation for beginning to understand your preferences:

Where you focus your attention, Extroversion or Introversion

How you take in information, Sensing or Intuitive

The way you make decisions on that information, Feeling or Thinking

How you deal with the outside world, Judging or Perceiving

When professionally administered, The MBTI provides great insight into who you are, gives you an understanding of the differences that exist among teams and why all differences are important.   Gaining that understanding, employees develop more tolerance and understanding within the structure. This has lasting positive effects within the organization.

Emotional Quotient Inventory (EQ-i 2.0) Assessment

Emotional intelligence is defined as:

“a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.”

The Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall wellbeing and ability to succeed in life.  While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is also not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas. (MHS Assessments, 2016)

Employee Development

The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool. (MHS Assessments, 2016)

Recruitment & Retention

The EQ-i 2.0 is versatile in workplace environments and can be used by employers as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy, and the most-likely successful employees. Supplemented by other sources of information, such as interviews, the EQ-i 2.0 can make the recruitment and selection process more reliable and efficient. A sound recruiting process leads to higher retention rates and reduced turnover which can result in significant cost savings, improved employee effectiveness and increased morale. (MHS Assessments, 2016)

EQ-I 360

“While the EQ-i 2.0® identifies the level of a client’s emotional and social functioning based on his or her responses, the EQ 360 assess­ment provides a more in-depth analysis by having those who work with the client pro­vide information as well. When observer rat­ings are compared with the results of an EQ-i 2.0 self-report, a more complete 360 degree profile emerges”.  (MHS Assessments, 2016)
“The EQ 360 identifies key employee strengths that can be leveraged to the benefit of the organization, as well as impediments to high performance that could be improved”.  (MHS Assessments, 2016)

If you are thinking about developing employees, any of the tools above would be an excellent start to helping develop high performing teams.

Contact Smith Management to determine which of these would be most beneficial to your agency and its development.


How Did Coaching Support You?

"“Dale always provided an open, non-judgmental atmosphere to where I was always comfortable to express how I truly felt. She helped change my approach to challenges through open discussions and asking the difficult questions that one tends to avoid answering."

— Katy Keller
Indian Trail Recreation and Park Department.

"Even though I’ve been through a rigorous Executive MBA program at a leading university, one-on-one coaching focused on me was an entirely new experience. Dale’s excellent coaching provided me with objective and unbiased support and guidance tailored to both my organizational context and individual professional development. I was able to concurrently receive and benefit from both constructive feedback and professional encouragement."

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Stormwater Administrator / Planning & Business Operations, City of Raleigh

"Thank you for your time and efforts over the past 4 months. I really appreciate the way you worked with us and pushed us to stretch our thinking. Your willingness to go above and beyond made a difference in shaping a successful outcome."

— BD Secular
Human Resources Director, Town of Garner.

“When I first started I questioned if I was in the right field of work or did I need to start all over again. After my sessions with Dale, I was given the confidence and a clear understanding of how to accomplish and gain the skills I need to grow in my field, not only as an employee but as a person.”

— Jina Stamey
Director, City of Louisburg