Depending on each particular case, I use one or more assessment tools:
CheckPoint 360° is one of the most successful competences evaluation tools (360 ° feedback). It is mainly used to assess and develop the leadership of managers and executives in a company.
It provides a relevant personalized development program to the Manager/Leader to improve specific leadership skills. The purpose of the CheckPoint 360°™ System is to identify leadership as viewed by certain groups of individuals who know and have had the opportunity to observe the leader/manager in the work setting. This is accomplished with the collection of ratings from different sets of observers. There are 70 leadership behaviors presented as survey items. These 70 items are grouped into 18 skill sets which further group into 8 Universal Management Competencies. Each rater reports their experience of observing the manager with a rating on each of the items.
The Profile XT can be used throughout the working life for integration, management, skills development, or internal mobility/talent management. 20 performance indicators assess the participant as a whole: Learning index, way of thinking and reasoning (5), Behavioral traits (9), and Professional interests (6). ProfileXT results show how closely (%) the team member matches the established, team-specific performance model.
The GENOS assessment system measures emotionally intelligent behaviors at work. GENOS is one of the best performing emotional skills assessment processes on the market. Leadership is fundamentally about getting others to perform, to do things effectively and efficiently.
Leaders need to be skilled at identifying, understanding, and managing emotions in themselves and others, to help drive the best decisions, behavior, and performance. An evaluation of the emotional intelligence of the team leader will be based on 6 core competencies measuring emotional intelligence implementation at work: self-awareness, awareness of others, authenticity, emotional reasoning, self-management, inspiring performance. The questions in the Genos survey that measure these competencies reflect what leaders do with their emotional intelligence in the leadership of people.
We may be using the Leadership Development Framework (LDF) assessment tool which proposes distinct forms of meaning-making on a continuous developmental spectrum. Each form is called an ‘Action Logic’ and has specific opportunities and limitations. Action Logics form a framework for understanding and working with the shifts in this meaning-making, as we develop more complex ways of understanding the world.
Barrett Leadership Values Assessment. This assessment measures values such as serving (fulfilling your destiny by leaving a legacy and using your gifts to serve the world), integrating (aligning with others who share your values and purpose to make a difference in the world), and self-actualizing (becoming fully who you are by finding your sense of purpose and leading a values-driven life).
Hogan Motives, Values, Preferences Inventory (MVPI). Comparing the leaders’ scores on some of the MVPI’s ten primary scales, including power (getting ahead), altruism (helping other people), commerce (focus on the bottom line) and aesthetics (nature, quality) are likely to provide valuable insights.