Leadership assessments are great sources of information for leaders looking to grow. There are countless assessments to choose from, two of which I am certified to implement. If you have never taken an assessment or if it’s been longer than a year since you completed one, consider the following options.
I am currently certified to implement the EQ-i 2.0 and EQ 360 assessments. I chose the EQ-i 2.0 and EQ 360 because they are holistic tools that speak to clear skills.
You can learn more and sign up to take either assessment here.
If you are an employer and want to use the EQ-i 2.0 in the hiring process, you can learn more about that here.
I’m not certified, but I am familiar with the following tools:
- Enneagram
- Gallup CliftonStrengths (formerly StrengthFinders)
- 16 Personalities
in**@ia******.com ?subject=Leadership%20Assessment%20Questions”>Contact me if you have questions about which assessment is right for you.
A Note to Black Women about Assessments
Many Black women have had assessments weaponized against them in the past, so this can be a sensitive topic. I treat assessments as data about the individual and the organizational cultures in which they work.
As a Black woman in leadership, you may be dealing with complex dynamics that arise from being one of a few, or the only, in your organization. You may be:
- Navigating microaggressions and bias which are taking a toll on your emotional well-being and job performance.
- Being labeled as harsh or aggressive is a generalization that does not account for the nuance between strength and directness.
- Trying to build and maintain social capital in an organization where establishing trust and rapport is challenging due to isolation and underrepresentation at your leadership level.
It is naive for us to think that these things do not sometimes show up in how we lead. Let’s use these assessments to find ways to be both authentic and strategic in our leadership.
Contact us today if you want to talk about leadership assessments and which one is right for you.
