Myer-Briggs, CPi 260, EQi-260 & 360 Assessments

Many organizations’ functional plan implementation needs advanced support from valid and reliable diagnostic tools and assessments. Our assessment engagement methodology draws from consulting best practices and insights into management and social sciences research. Many nonprofit managers and consultants are not qualified to access these great resources and tools. However, they can be used to gain insights and identify organization-specific challenges or growth opportunities for leaders with high potential.

Dr. Siby has full access to a broad spectrum of Myer-Briggs assessment tools.

The Myers-Briggs Type Indicator (MBTI) personality test helps people in many ways, including:

Self-awareness

The MBTI can help people better understand themselves, leading to greater self-awareness and self-acceptance.

Communication

Understanding one’s own personality type and the personality types of others can help people improve their communication skills and work more effectively with others.

Career development

The MBTI can help people identify their strengths and areas for improvement, which can help them determine career pathways that are better suited to their characteristics.

Team building

The MBTI can help teams understand each other’s personality types, leading to improved team collaboration and more innovative solutions.

Conflict prevention

The MBTI can help people avoid and resolve conflicts.

Leadership development

The MBTI can help employees focus on using their strengths and improve upon their weaknesses.

Relationship building

The MBTI can help people understand challenging relationships and determine their compatibility with one another.

Our assessment instrument could also use the CPI 260 to determine an individual’s strength and growth in the following areas.

Self-Management
Team building and Teamwork
Problem-solving
Organizational capabilities
Sustaining the vision

Developing influential leaders through Emotional Intelligence (EI) assessment

While a leader’s subject matter expertise or technical skills might be seen as the driving factors for success, a leader’s ability to communicate, coach, provide feedback, empower, inspire, collaborate, and manage stress is also critically important.

These skills are the root of emotional intelligence, and having a high emotional intelligence enhances a leader’s ability to interact effectively with others, be attuned to others’ needs, and respond effectively to those needs. Dr. Siby is certified to conduct both EQ-i 2.0 and EQ 360 assessments.

The EQ-i 2.0

Every company has experienced instances where a leader within the organization shows strengths in core competencies necessary for the role but may be exhibiting EI blind spots of which peers are taking notice. A company may find an employee who displays a great work ethic and is an emerging star amongst their peers while showing comparable traits to organizational leaders. In both scenarios, the Leadership Report can be used to hone in on leadership development, executive development and coaching, and developing high-potential leaders.

The EQ 360®

When working in an organization, it’s essential to be cognizant of the impact of one’s actions on colleagues. The EQ 360 report offers an in-depth analysis by having those who work with an individual and know them personally provide feedback in addition to their self-assessment to provide a 360-degree view of their effectiveness and EQ competencies. This report can be used to produce results specific to a workplace context, enabling career and organizational development. It identifies blind spots, strengths, and developmental opportunities in the workplace.