Assessment Overview

Across all of our service platforms, Resnik Partners employs a wide variety of assessment tools depending on the coaching engagement.  These tools can be customized to fit your specific needs and preferences, and each is designed to provide quantifiable measurements in any of a number of talent management areas.

Types of Assessments

The assessment tools we utilize each vary in their own way according to the specific area in which the client is seeking specific data.  Thus, each can be categorized into any of the following areas:

  • Attitudes
  • Behavioral Traits
  • Cognitive Reasoning
  • Critical Thinking Skills
  • Interpersonal Analysis
  • Job-Related Qualities
  • Occupational Interests
  • Personality
  • Problem Solving Skills
  • Risky Behavior
  • Thinking Styles

No matter which instruments we use, our goal is the same: to provide clients with a confidential profile that gives them the opportunity to become aware of personal strengths and challenges – especially any “blind spots” relating to management behavior, human relations skills, political savvy, sensitivity to people and situations, and personal presentation.

Assessment Descriptions

Hogan Business Reasoning Inventory (HBRI) is the industry standard for assessing problem solving capabilities through both tactical and strategic reasoning.  It evaluates a person’s ability to solve problems and make business-related decisions using textual, graphic, and quantitative data.  The HBRI evaluates the ability to reflect on one’s past, determine where problems have occurred, and devise methods to avoid repeating those problems in the future.

ASSESS is an instrument that measures work-related personality and an individual’s ability to demonstrate key job-related competencies.  It helps organizations define success by aligning people with the business strategy by measuring work-related personality and a candidate’s ability to demonstrate key job-related competencies.  For developing employees, ASSESS helps employees gain greater awareness of their strengths and development needs, target development gaps, and construct plans to grow and build capabilities.  This instrument is normed with a database of over 400,000 leaders, and has been extensively validated using the most stringent statistical methods

Emergenetics is a brain-based psychometric assessment that highlights thinking and behavior, while producing a clear understanding of how people live, work, communicate and interact.  Emergenetics ultimately provides organizations with the ability to analyze and value their workforce and better capitalize on human assets – whether in terms of productivity, leadership, decision-making, attitudes, or teamwork.

The Denison Model provides a comprehensive, yet easy-to-interpret guide for organizational change through the frameworks of organizational culture and leadership development.  It is the result of over 25 years of research linking organizational culture and bottom-line performance measures such as return-on-investment, sales growth, quality, innovation, and employee satisfaction.  It offers an array of surveys to assess the strengths and challenges of leaders and organizations as they apply to organizational effectiveness and provides measurable links between culture and leadership dynamics, and bottom-line performance.

Leadership Effectiveness Analysis (LEA) is a 360° instrument used for leadership development.  Measuring 22 leadership competencies, this instrument provides a window of how an individual sees themselves as compared to how others see them.  It is also used as a broader tool in team and organizational development, profiling strengths and weaknesses of the team as a whole.

LEA Strategic Directions is an inventory designed to help senior leaders uncover the leadership practices needed to meet the future business objectives of the organization.  This instrument ties leadership behaviors to business objectives, helps clarify developmental priorities for the organization’s leaders, and helps identify action steps to create supportive conditions in the organization.

Individual coaching with Personal Directions® gives people powerful insight into significant areas of their lives and guides them through a structured process for setting meaningful personal goals and developing action strategies to harness the full power of all that they are for both personal and professional growth.

Myers-Briggs Type Indicator (MBTI) functions as a tool that helps people in organizations to understand themselves and their behaviors, appreciate others so as to make constructive use of individual differences, and see that approaching problems in different ways can be healthy and productive for an organization.  The MBTI describes rather than prescribes; it feeds back to you in organized form preferences, not skills or abilities.  It has well-documented and research scientific studies conducted during a 40-year period.

DiSC® is a personal assessment tool used to improve work productivity, teamwork and communication by analyzing performance in four distinct behavioral traits: Dominance, Influence, Steadiness and Conscientiousness.  It is a non-judgmental program that helps individuals detail their personality and behavior and then discuss their behavioral differences.

Emotional Intelligence is a program that focuses specifically on the interpersonal and inter-organizational communication and empathy skills that help leaders fill the gap between technical expertise and organizational success.  Without understanding the importance ofemotional intelligence, leaders are not able to produce desired results through their teams, and thus organizational success is compromised.  Our program provides businesses with a clear roadmap to understanding emotional intelligence, how it affects an organization’s culture, and how it optimizes team performance and effectiveness.

FIRO-B® instrument assesses interpersonal needs and the impact of that individual’s behavior in the workplace. Three needs are measured in two dimensions: “expressed” behavior (how much we initiate behavior) and “wanted” behavior (how much we prefer others to initiate behavior). The FIRO-B® provides insights that can help people gain a deeper understanding of themselves, help them recognize stagnation and conflict and to find possible solutions, and increase productivity through awareness of interpersonal dynamics at work.

TKI provides information about an individual’s style of handling conflict, to help facilitate more effective conflict resolution.

CPI 434 provides a detailed personal portrait of an individual by describing personality characteristics across: 3 Structural Scales, 20 Folk Scales, and 13 Special Purpose Scales.

The CPI™ 434 instrument, when used as part of a comprehensive assessment program, presents dynamic, objective insights into personality, and is used by human resources and career development professionals to recruit and develop successful employees, prepare qualified leaders, create efficient and productive organizations, and promote teamwork.

Spectrum CPI 260™ reveals an individual’s strengths and areas for development using a shortened version of the popular CPI.  This instrument provides a snapshot of results that explores a leader’s unique professional and personal styles, and identifies preferences, attitudes, and behaviors in key dimensions of management and leadership.

Developmental Interviews with one of our licensed psychologists can help executives gain an in-depth view of strengths, weaknesses, and potential blind spots.

360° Interviews offer an in-depth picture of how an individual is viewed by their boss, peers, and subordinates in areas such as problem-solving, decision-making, communication skills, leadership style, the ability to inspire and motivate others, teamwork effectiveness, stress management, and other key organizational and leadership behaviors.  These candid interviews are conducted with complete confidentiality for the interviewee, with results being presented in a summary presentation of overall strengths and most immediate leadership challenges.

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