Insight that supports reflection, not reduction
Assessments can be powerful supports for development — when they are used thoughtfully.
In my work, assessments are not tools to categorise people or teams, but mirrors that invite reflection, dialogue, and conscious choice.
All assessments I work with are well-researched, validated, and widely used in leadership and organisational contexts. What matters most, however, is not the instrument itself, but how the insights are explored and integrated within coaching, team coaching, mentoring, or supervision.
How I work with assessments
Across all contexts, assessments are used:
- selectively, not routinely
- developmentally, not evaluatively
- dialogically, not diagnostically
They help to:
- make patterns visible that are hard to see from the inside
- create shared language for complex inner and relational dynamics
- focus development where it matters most
- support reflection that leads to grounded action
Assessments are never used in isolation. They are always embedded in a broader reflective process.
When assessments are useful
Assessments can be particularly helpful when:
- reflection alone no longer brings new insight
- familiar patterns repeat under pressure
- development needs clearer focus or orientation
- teams or leaders would benefit from shared language
- coaching or team work is being deepened
They are usually most valuable after some context and trust are established, not as a starting point.
Assessments for Leaders
These assessments are most commonly used in one-to-one leadership coaching to support self-awareness, leadership development, and work with complexity.
Leadership Circle Profile™
A comprehensive 360° assessment that shows how inner assumptions and habitual patterns shape observable leadership effectiveness.
Particularly well suited for vertical leadership development and sustainable change.
[ Learn more about the Leadership Circle Profile™ ]
Leadership Agility 360°
A development-oriented 360° feedback instrument based on the research of Bill Joiner, exploring how leaders respond to increasing complexity and what the next level of leadership capacity looks like.
[ Learn more about Leadership Agility 360° ]
EQ-i® 2.0 & EQ 360®
A robust assessment of emotional intelligence, covering self-awareness, relationships, decision-making, and stress management.
Available as a self-assessment (EQ-i® 2.0) and as a 360° version (EQ 360®).
[ Learn more about EQ-i® 2.0 & EQ 360® ]
Assessments for Teams & Organisations
These assessments are typically used with teams or leadership teams to support shared insight, alignment, and collective development.
Team Cohesion Index
An accessible team diagnostic that reveals how clarity, connection, communication, and collaboration are experienced within a team, and where the most useful development focus lies.
The Team Cohesion Index supports teams to:
- develop a shared picture of what is happening
- talk about performance and well-being with common language
- identify meaningful next steps for development
[ Learn more about the Team Cohesion Index ]
Leadership assessments with leadership teams (when useful)
In some contexts, leadership assessments such as the Leadership Circle Profile™ or Leadership Agility 360° can also be used with leadership teams — for example to support collective leadership development or alignment.
When used in this way, the focus remains on collective patterns and impact, not individual comparison.
Choosing the right assessment
Not every situation benefits from an assessment — and not every assessment fits every context.
The most useful question is not:
“Which assessment should I choose?”
But:
“What kind of insight would be most helpful right now?”
This is something we can explore together.
[ Book a 20-minute conversation ]
Confidential, reflective, and tailored to your context.