Which leadership assessment answers which question

Which assessment shows a leader's strengths, derailers and values?

Hogan. The Hogan Assessment helps leaders understand their strengths, potential derailers, and core values, and it does so through three instruments: the Hogan Personality Inventory for everyday strengths, the Hogan Development Survey for the traits that become exaggerated under stress, and the Motives, Values, Preferences Inventory for what drives the leader.

The derailer question is the one Hogan answers that few others do. The Development Survey focuses on personality aspects that may become exaggerated under stress, which for a senior leader is the question that matters most, because the pressure at the top is where reputations are made and lost. Anna Maria Casas Rudbeck and Boris Carl are both certified in Hogan.

Which assessment shows personality and behaviour under pressure?

Lumina Spark. Built on the Big Five personality model, it provides leaders with insights into their personalities, natural tendencies, and behaviors under varying conditions, through three personas: the underlying self, the everyday self, and the overextended self under stress.

What distinguishes it is that it measures traits rather than sorting people into types, so a leader can be both analytical and empathetic and see where each shows up. The overextended persona is the practical part: it shows when certain strengths are overused under stress, potentially becoming weaknesses, confidence turning into overconfidence, for instance.

Which assessment measures emotional intelligence?

Two, and they answer it from opposite sides. Lumina Emotion measures it from the inside: how emotions influence decision-making, interpersonal relationships, and resilience. The ESCI measures it from the outside: a 360-degree assessment that leverages feedback from multiple sources, including peers, direct reports, supervisors, and the leader themselves.

The choice between them is the choice between self-report and observed behaviour. A leader who wants to understand their own emotional patterns starts with Lumina Emotion. A leader who wants to know how those patterns land on the people around them needs the ESCI, which was developed by Daniel Goleman and Richard Boyatzis and is a 360, so it takes longer and involves more people. In an engagement the two are often used together, because the gap between the inside view and the outside view is usually where the work is.

Which assessment shows how a leader approaches change?

The Change Style Indicator. It helps leaders understand their preferred approach to change along a continuum from conserver to pragmatist to originator, and to recognise that the people around them sit at different points on it.

It is the right instrument when the engagement is about a transformation, a reorganisation or a strategy the leader has to carry through an organisation that did not ask for it. Knowing that a leader is an originator leading a team of conservers explains a great deal of friction that otherwise looks like resistance.

Which assessment shows how a leader handles conflict?

The Conflict Dynamics Profile. It focuses on how individuals understand, approach, and manage conflict in the workplace, by identifying conflict triggers, preferred responses, and behaviors under stress.

It is the instrument for a leader whose team is in conflict, or whose own response to disagreement is the thing that has to change. It separates constructive responses from destructive ones and names the triggers, which is what makes it usable in a session rather than merely interesting.

How do we choose the instrument for an engagement?

By the question. The engagement's goal decides the instrument, never the other way round, and the assessment is the second of our seven steps, after the chemistry meeting and before the stakeholder interviews. The result reaches the leader in a debrief conversation and belongs to the leader.

A leader who has already taken one of these elsewhere should say so in the chemistry meeting. A recent Hogan does not need repeating, and the debrief of an existing report is often the fastest start an engagement can have.

The six, by the question each answers

The certifications are on each coach's own page and on the assessments page; an instrument is named against the coach who holds it, never against all three.