DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence. DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex. The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance.

A psychometric questionnaire designed to measure preferences and understand the differences in how people perceive the world and make decisions.  Jung theorised that there are 4 key functions by which we mentally process or experience the world: sensation, intuition, feeling and thinking.  Whilst one of these four functions is dominant most of the time – all 4 functions shape our behaviours. With no ‘right’ or ‘wrong’ preferences, the value of the MBTI is in being able to understand our preferences.

Diagnosing ways of communicating and impact on team effectiveness.

Providing deep insight, this tool helps individuals clearly understand what is supporting and hindering their personal effectiveness.  High performing teams and organisations require skilled individuals to achieve goals and effectively manage relationships.

The Emotional Quotient Inventory (EQ-i 2.0®) is one of the first scientifically validated and one of the most widely used Emotional Intelligence instruments in the world. It examines an individual’s social and emotional strengths and weaknesses. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning.

Developed in Australia, the system provides a reliable and valid focus in explaining why some individuals, teams and organisations perform, work effectively and achieve their objectives – while others fail.  The assessment is based on the eight working preferences of innovating, promoting, developing, organising, producing, inspecting, maintaining and advising

Facet5 provides a model and a language to explain how people differ in their behaviour, motivation and attitudes, and more importantly, what to do about it. The five factor model of personality (or ‘Big 5’) describes the fundamental building blocks of personality. This quick assessment provides an accurate portrait of an individual personality and behavioural preferences.

The OPQ is an occupational model of personality, designed solely for use in a business environment. It provides a clear framework for understanding the role of personality at work and its impact on performance.

Designed specifically for a senior leadership audience, this tool provides individuals with insight into the unique factors that are enhancing or detracting from their wellbeing both at work and outside of work, all focussed on creating workable strategies for change.  For the organisation, it is a diagnostic for what is enhancing wellbeing in the organisation, guiding decisions on the interventions that will give the best return on investment.

MEPS uses a unique and statistically valid process to provide managers with reliable, comprehensive feedback about their management skills in 14 key functional areas. This assists managers to identify development needs and improve performance, resulting in measurable, lasting change.

Used at the beginning of leadership development programs, this assessment provides insight into current levels of emotional intelligence, and how individuals applied it to leadership.

This assessment creates greater awareness of motivation and greater alignment between what people are motivated by and what they do at work.

The tool provides both leaders and teams with an assessment tool, and a development program to help understand motivation and employee engagement on an individual level, and improve working relationships, at all levels.

Drawing on the work of Boyatzis and Goleman, and research at Hay Group, this 360º tool avoids the distortion that can come from self-assessment questionnaires. It supports organisations to identify, assess, and develop leadership competencies in their managers, by focusing on the 12 key competencies that differentiate an outstanding performer from an average performer.

This tool calls upon decades of psychological research conducted throughout the world’s leading organisation to identify the six most effective styles of leadership. The ILS will help your leaders gain a clearer picture of what it takes to lead effectively and how you can make that happen; resulting in a direct and lasting impact on the atmosphere of your team and/or company.

Research-based, experience-tested and completely integrated, this diagnostic supports organisational development – job profiling – selection – training – individual and team development – succession planning – talent management.

The OCS is the closest an organization can get to a ‘P&L statement’ for a leader. It gives an accurate picture of your employees’ perceptions of how their working climate affects their ability to do their jobs.

Based on the works of Harvard psychologists Litwin and Stringer, it identifies the six dimensions of organizational climate, created by individual leaders, that impact on team performance. Used worldwide for the last 40 years, this survey is benchmarked against tens of thousands of managers so you can see how your leaders stack up against the best.

A series of interviews are conducted with your team by seasoned facilitators. Based on a deep understanding of team culture, the diagnostic explores the inner workings of the leadership team. This intervention encourages the leadership team to self-assess, and rethink its own understanding of the drivers of success, and the limitations of performance. Supported by a group debrief, executive and senior leadership teams engage well with this approach, as a part of annual strategic review.

Self-assessment and assessor feedback on current and desired leadership style. Reviews strengths and areas for improvement against 26 core leadership behaviours. Minimum of 10 respondents.

Assessment comparing an individual’s view of their own leadership style with that of their assessors; highlights strengths and areas for improvement. Up to 30 assessors

TetraMap is a globally proven learning model designed to improve team cohesion and collaboration, boosting productivity, customer service, and sales. This simple, robust model transforms team performance by helping people understand themselves, and others, far better.

Illuminates thinking, learning and interaction preferences.  Gaining self-awareness about preference supports individual effectiveness and can facilitate greater team cohesion – a key component for high performing teams.

This online team assessment provides a tangible measurement tool based on the model described in The Five Dysfunctions of a Team. Participants learn how their team is preforming in each of the five key behaviours: trust, conflict, commitment, accountability and results. With only 38 questions, this tool provides a targeted look at what’s going well and what areas need attention.

DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence. DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex. The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance.

A psychometric questionnaire designed to measure preferences and understand the differences in how people perceive the world and make decisions.  Jung theorised that there are 4 key functions by which we mentally process or experience the world: sensation, intuition, feeling and thinking.  Whilst one of these four functions is dominant most of the time – all 4 functions shape our behaviours. With no ‘right’ or ‘wrong’ preferences, the value of the MBTI is in being able to understand our preferences.

Diagnosing ways of communicating and impact on team effectiveness.

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex. The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance.

Designed specifically for a senior leadership audience, this tool provides individuals with insight into the unique factors that are enhancing or detracting from their wellbeing both at work and outside of work, all focussed on creating workable strategies for change.  For the organisation, it is a diagnostic for what is enhancing wellbeing in the organisation, guiding decisions on the interventions that will give the best return on investment.

MEPS uses a unique and statistically valid process to provide managers with reliable, comprehensive feedback about their management skills in 14 key functional areas. This assists managers to identify development needs and improve performance, resulting in measurable, lasting change.

Used at the beginning of leadership development programs, this assessment provides insight into current levels of emotional intelligence, and how individuals applied it to leadership.

The Emotional Quotient Inventory (EQ-i 2.0®) is one of the first scientifically validated and one of the most widely used Emotional Intelligence instruments in the world. It examines an individual’s social and emotional strengths and weaknesses. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning.

A culture wide leadership competency measurement tool. Identifies gaps and strengths across the team for future leadership programs, pathways and extension

This assessment creates greater awareness of motivation and greater alignment between what people are motivated by and what they do at work.

The tool provides both leaders and teams with an assessment tool, and a development program to help understand motivation and employee engagement on an individual level, and improve working relationships, at all levels.

Drawing on the work of Boyatzis and Goleman, and research at Hay Group, this 360º tool avoids the distortion that can come from self-assessment questionnaires. It supports organisations to identify, assess, and develop leadership competencies in their managers, by focusing on the 12 key competencies that differentiate an outstanding performer from an average performer.

This tool calls upon decades of psychological research conducted throughout the world’s leading organisation to identify the six most effective styles of leadership. The ILS will help your leaders gain a clearer picture of what it takes to lead effectively and how you can make that happen; resulting in a direct and lasting impact on the atmosphere of your team and/or company.

A 360 identifying 18 leadership competencies and 11 defensive behaviours that limit a leader or managers effectiveness. The only 360 degree profile that measures both competency and underlying assumptions, exploring two primary leadership domains: Creative Competencies and Reactive Tendencies.

Research-based, experience-tested and completely integrated, this diagnostic supports organisational development – job profiling – selection – training – individual and team development – succession planning – talent management.

The OCS is the closest an organization can get to a ‘P&L statement’ for a leader. It gives an accurate picture of your employees’ perceptions of how their working climate affects their ability to do their jobs.

Based on the works of Harvard psychologists Litwin and Stringer, it identifies the six dimensions of organizational climate, created by individual leaders, that impact on team performance. Used worldwide for the last 40 years, this survey is benchmarked against tens of thousands of managers so you can see how your leaders stack up against the best.

A series of interviews are conducted with your team by seasoned facilitators. Based on a deep understanding of team culture, the diagnostic explores the inner workings of the leadership team. This intervention encourages the leadership team to self-assess, and rethink its own understanding of the drivers of success, and the limitations of performance. Supported by a group debrief, executive and senior leadership teams engage well with this approach, as a part of annual strategic review.

Self-assessment and assessor feedback on current and desired leadership style. Reviews strengths and areas for improvement against 26 core leadership behaviours. Minimum of 10 respondents.

Assessment comparing an individual’s view of their own leadership style with that of their assessors; highlights strengths and areas for improvement. Up to 30 assessors

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex.

The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance

TetraMap is a globally proven learning model designed to improve team cohesion and collaboration, boosting productivity, customer service, and sales. This simple, robust model transforms team performance by helping people understand themselves, and others, far better.

DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence. DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex.

The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance.

A psychometric questionnaire designed to measure preferences and understand the differences in how people perceive the world and make decisions.  Jung theorised that there are 4 key functions by which we mentally process or experience the world: sensation, intuition, feeling and thinking.  Whilst one of these four functions is dominant most of the time – all 4 functions shape our behaviours. With no ‘right’ or ‘wrong’ preferences, the value of the MBTI is in being able to understand our preferences.

Diagnosing ways of communicating and impact on team effectiveness.

The GSI measures the constructive and defensive elements of group processes with the 12 styles used in the Human Synergistics Circumplex. The GSI provides significant practical insight into how a group functions, allowing the group to focus its efforts precisely on where improvement is needed. The GSI provides group members with a ‘safe’ way to talk about behaviours within the team and the impact these have on group performance. It helps group members to clearly identify what is helping and hindering the team – leading to improvement planning for enhance performance

Illuminates thinking, learning and interaction preferences.  Gaining self-awareness about preference supports individual effectiveness and can facilitate greater team cohesion – a key component for high performing teams.

This tool calls upon decades of psychological research conducted throughout the world’s leading organisation to identify the six most effective styles of leadership. The ILS will help your leaders gain a clearer picture of what it takes to lead effectively and how you can make that happen; resulting in a direct and lasting impact on the atmosphere of your team and/or company.

Developed in Australia, the system provides a reliable and valid focus in explaining why some individuals, teams and organisations perform, work effectively and achieve their objectives – while others fail.  The assessment is based on the eight working preferences of innovating, promoting, developing, organising, producing, inspecting, maintaining and advising

This online team assessment provides a tangible measurement tool based on the model described in The Five Dysfunctions of a Team. Participants learn how their team is preforming in each of the five key behaviours: trust, conflict, commitment, accountability and results. With only 38 questions, this tool provides a targeted look at what’s going well and what areas need attention.

Facet5 provides a model and a language to explain how people differ in their behaviour, motivation and attitudes, and more importantly, what to do about it. The five factor model of personality (or ‘Big 5’) describes the fundamental building blocks of personality. This quick assessment provides an accurate portrait of an individual personality and behavioural preferences.

TetraMap is a globally proven learning model designed to improve team cohesion and collaboration, boosting productivity, customer service, and sales. This simple, robust model transforms team performance by helping people understand themselves, and others, far better.

A culture wide leadership competency measurement tool. Identifies gaps and strengths across the team for future leadership programs, pathways and extension.

DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence.  DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

This assessment creates greater awareness of motivation and greater alignment between what people are motivated by and what they do at work.

The tool provides both leaders and teams with an assessment tool, and a development program to help understand motivation and employee engagement on an individual level, and improve working relationships, at all levels.

DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence.  DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

Illuminates thinking, learning and interaction preferences.  Gaining self-awareness about preference supports individual effectiveness and can facilitate greater team cohesion – a key component for high performing teams.

DiSC is a powerful and easy to use profiling tool that looks at behavioural and social styles. It offers instant feedback regarding best approaches to building rapport and maximising personal influence.  DiSC provides valuable data in analysing an individual’s workplace priorities and style preferences.

Providing deep insight, this tool helps individuals clearly understand what is supporting and hindering their personal effectiveness.  High performing teams and organisations require skilled individuals to achieve goals and effectively manage relationships.

A psychometric questionnaire designed to measure preferences and understand the differences in how people perceive the world and make decisions.  Jung theorised that there are 4 key functions by which we mentally process or experience the world: sensation, intuition, feeling and thinking.  Whilst one of these four functions is dominant most of the time – all 4 functions shape our behaviours. With no ‘right’ or ‘wrong’ preferences, the value of the MBTI is in being able to understand our preferences.

The Emotional Quotient Inventory (EQ-i 2.0®) is one of the first scientifically validated and one of the most widely used Emotional Intelligence instruments in the world. It examines an individual’s social and emotional strengths and weaknesses. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning.

Developed in Australia, the system provides a reliable and valid focus in explaining why some individuals, teams and organisations perform, work effectively and achieve their objectives – while others fail.  The assessment is based on the eight working preferences of innovating, promoting, developing, organising, producing, inspecting, maintaining and advising

Facet5 provides a model and a language to explain how people differ in their behaviour, motivation and attitudes, and more importantly, what to do about it. The five factor model of personality (or ‘Big 5’) describes the fundamental building blocks of personality. This quick assessment provides an accurate portrait of an individual personality and behavioural preferences.

The OPQ is an occupational model of personality, designed solely for use in a business environment. It provides a clear framework for understanding the role of personality at work and its impact on performance.