Six instruments
Assessments
In our executive coaching we use validated assessment tools to give leaders a clear view of their strengths, their challenges and their own leadership style.
The tools are a foundation for self-awareness, for identifying where to grow and for building emotional intelligence. Used inside the coaching process, they help leaders make informed decisions that carry both personal and professional growth. We work with trusted, research-backed instruments so that each coaching engagement is insightful and meaningful, and so that the change it brings lasts.
Which leadership assessment answers which question
The Hogan Assessment
Natural strengths (Hogan Personality Inventory, HPI), personality aspects that may become exaggerated under stress (Hogan Development Survey, HDS) and core values and drivers (Motives, Values, Preferences Inventory, MVPI).
In the coaching process and in leadership development programs, to give a leader a view of strengths, potential derailers and core values.
In coaching it covers
- Self-awareness and authentic leadership
- Identifying potential derailers in high-pressure situations
- Aligning leadership style with motivational drivers
- Cultivating strategic, adaptive leadership
Lumina Spark
Personality, natural tendencies and behaviors under varying conditions, built on the Big Five personality model and shown through three personas: Underlying, Everyday and Overextended.
In the coaching process and in leadership development programs, for self-awareness, adaptability and interpersonal skills.
In coaching it covers
- Whole-person view for authentic leadership
- Enhanced self-awareness and adaptability
- Improved interpersonal skills and communication
- Guidance on managing stress and avoiding burnout
- Building a pathway for targeted development
Lumina Emotion
Emotional intelligence (EQ): how emotions influence decision-making, interpersonal relationships and resilience, including the emotions a leader experiences most often and their triggers.
In the coaching process and in leadership development, for leaders in complex, high-stakes environments.
In coaching it covers
- Developing self-awareness for authentic leadership
- Building emotional agility and resilience
- Enhancing interpersonal awareness and empathy
- Strengthening decision-making and self-regulation
- Aligning leadership style with emotional intelligence
The Emotional and Social Competency Inventory (ESCI)
Emotional and social intelligence competencies, developed by Daniel Goleman and Richard Boyatzis, rated by peers, direct reports, supervisors and the leader.
As a 360-degree assessment in the coaching process and in leadership development, when feedback from several sources is wanted.
In coaching it covers
- Self-awareness for authentic leadership
- Self-management and emotional regulation
- Social awareness and empathy
- Relationship management and influence
- Team collaboration and adaptability
Change Style Indicator (CSI)
A leader’s preferred approach to change, placed on a continuum of Conserver, Pragmatist and Originator.
In the coaching process and in leadership development, when a leader or a team is leading change.
More about Change Style Indicator
In coaching it covers
- Understanding change preferences
- Enhancing adaptability and flexibility
- Improving communication and collaboration
- Facilitating strategic decision-making
- Building resilient, change-ready teams
Conflict Dynamics Profile (CDP)
How a person understands, approaches and manages conflict at work: conflict triggers (hot buttons), preferred responses, and constructive and destructive behaviors under stress.
In the coaching process and in leadership development, when conflict in a team or with stakeholders is the work.
More about Conflict Dynamics Profile
In coaching it covers
- Increasing self-awareness of conflict triggers
- Developing constructive conflict behaviors
- Reducing destructive conflict responses
- Enhancing emotional intelligence in conflict situations
- Fostering a culture of collaboration and open communication
These instruments are used inside the coaching process. The full coaching process
All coaching conversations are completely confidential. Information is shared only with explicit written consent, and written agreements protect your privacy and intellectual property. The one exception is a legal obligation to report an immediate risk of harm.
That policy covers the coaching. How this website handles a note you send is a separate matter, and it is written down separately. How the site handles your note
This sends a message, not an assessment. You are welcome to name an instrument, or to ask which of them might be relevant.
Common questions
Which assessments does Perspectives Work use?
Six instruments: the Hogan Assessment, Lumina Spark, Lumina Emotion, the Emotional and Social Competency Inventory, the Change Style Indicator and the Conflict Dynamics Profile. Each is described on this page.
Do I need an assessment before coaching can start?
No. Assessments are used within the coaching where they help, to give a leader a clear view of their strengths, their challenges and their own leadership style. The coaching starts with a conversation.
Who sees my assessment results?
You and your coach. All coaching conversations are completely confidential, and information is shared only with explicit written consent.
What is an assessment for, in coaching?
A clear view of your strengths, your challenges and your own leadership style, read with your coach rather than handed over as a report.
Who is executive coaching for?
CEOs and senior leaders, and their teams. Each of the three coaches held senior operating roles before coaching, so the conversation is with someone who has sat where you sit.
How do I start?
With a short note through the form on this page, saying what you are facing. A coach replies personally.
Talk to an executive coach.
Thank you.
Your note is on its way. One of the three coaches will reply to you personally.