Which assessment is the best to support your development goal?  Of course, it depends...


All of the assessments below can be completed individually or with the entire work group/organization.  The added value of a more wide-spread usage is sharing a common language, experience, and resources, and a platform from which to work through future communication, innovation, and problem solving experiences, to name a few.  Please feel free to click on the assessment titles to learn more about the tool or contact me for a consultation.

Emergenetics is rooted in the concept that who you are today is the emergence of your behavior, genetic makeup and life experiences.

Emergenetics provides a clear way to understand this intersection of nature and nurture through the Emergenetics Profile, built on four Thinking Attributes and three Behavioral Attributes that every person exhibits.

The Emergenetics Profile is designed from a psychometric foundation to give each of us an in-depth knowledge of our unique make-up, and provides an understanding of the person that we are.

(Courtesy of Emergenetics, Inc.)

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Emotional intelligence is defined as“a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.”  (MHS Assessments)

Why is EI important?  

While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is also not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas.

Employee Development 

The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in.  Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures.  This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential.  The development potentials the EQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool.

(Courtesy of MHS Assessments)

DISC is a self-assessment that measures how an individual prefers to interact with others. DISC creates a common language and a self-awareness to better understand ourselves and others. The assessment reports can be customized for all levels of the organization.


Clients use Extended DISC® with their employees to equip them with skills to modify their behavior to become more successful by:

  1. Understanding how people are different

  2. Developing confident self-awareness

  3. Learning to identify the styles of others

  4. Modifying behavior based on the other person’s style


(Courtesy of


"It isn't until people know what makes them talented and unique that they know how to perform better in their job. Or how to find one that's a better fit. And to build better relationships and be a better teammate. And to feel like they're improving. Every. Single. Day."


Gallup's research shows that people who know and use their CliftonStrengths are:

  • more engaged at work

  • more productive in their roles

  • happier and healthier

Also called CliftonStrengths, a Gallup product

(Courtesy of