Executive Assessment & Coaching Module Overview - …€¦ · · 2018-02-262 ©2016 Center for...
17
©2016 Center for Creative Leadership. All rights reserved. Executive Assessment & Coaching Module Overview
Transcript of Executive Assessment & Coaching Module Overview - …€¦ · · 2018-02-262 ©2016 Center for...
copy2016 Center for Creative Leadership All rights reserved
Executive Assessment ampCoaching Module Overview
copy2016 Center for Creative Leadership All rights reserved
bull We work with 30000 leaders across 3000 organizations on six continents and 130 countries on a yearly basis
bull A research-driven not-for-profit company CCL makes substantial investments in Global Research Innovation and Product Development Expertise that we have been sharing since 1970
bull We operate from our offices in the United States (three campuses) Brussels Moscow Johannesburg Addis Ababa Singapore New Delhi and Shanghai
bull Our team counts 760 employees and 1000 associates worldwide
bull Our experience indicates that the combination of self-reflection feedback simulation observed behavior and coaching is one of the most effective ways in which people develop their most inner leadership characteristics
Facts and Figures about CCL
2
copy2016 Center for Creative Leadership All rights reserved
To advance the understanding practice and development of leadership for the benefit of society worldwide
CCL Mission
copy2016 Center for Creative Leadership All rights reserved
Participant Time Commitment
Participant total hours ~8 hours
bull Welcome call and program overview (not scheduled) ndash 10 minutesbull Assessment completion and rater assignment ndash 3 hoursbull Pre-program coaching telephone call (scheduled) ndash 1 hourbull 10 May feedback coaching session ndash 3 hoursbull Post-program coaching telephone call ndash 1 hour
copy2016 Center for Creative Leadership All rights reserved
Important Dates
14 March 2018 ndash Overview email to participants 15 March 2018 ndash Assessment invitation emails sent to participants16 March 2018 ndash CCL welcome call to participantsstaff (doesnrsquot need to be scheduled)03 April 2018 ndash Automated system generated assessment reminder10 April 2018 ndash Automated system generated assessment reminder Week of 16 April ndash Coaches reach out to schedule pre-program call 17 April 2018 ndash Assessment deadline (including rater 360s)23 April ndash 04 May 2018 ndash Pre-program telephone coaching calls to participants
coach will reach out to participant to schedule a call during this timeframe10 May 2018 ndash Feedback sessions at Airlie
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
bull We work with 30000 leaders across 3000 organizations on six continents and 130 countries on a yearly basis
bull A research-driven not-for-profit company CCL makes substantial investments in Global Research Innovation and Product Development Expertise that we have been sharing since 1970
bull We operate from our offices in the United States (three campuses) Brussels Moscow Johannesburg Addis Ababa Singapore New Delhi and Shanghai
bull Our team counts 760 employees and 1000 associates worldwide
bull Our experience indicates that the combination of self-reflection feedback simulation observed behavior and coaching is one of the most effective ways in which people develop their most inner leadership characteristics
Facts and Figures about CCL
2
copy2016 Center for Creative Leadership All rights reserved
To advance the understanding practice and development of leadership for the benefit of society worldwide
CCL Mission
copy2016 Center for Creative Leadership All rights reserved
Participant Time Commitment
Participant total hours ~8 hours
bull Welcome call and program overview (not scheduled) ndash 10 minutesbull Assessment completion and rater assignment ndash 3 hoursbull Pre-program coaching telephone call (scheduled) ndash 1 hourbull 10 May feedback coaching session ndash 3 hoursbull Post-program coaching telephone call ndash 1 hour
copy2016 Center for Creative Leadership All rights reserved
Important Dates
14 March 2018 ndash Overview email to participants 15 March 2018 ndash Assessment invitation emails sent to participants16 March 2018 ndash CCL welcome call to participantsstaff (doesnrsquot need to be scheduled)03 April 2018 ndash Automated system generated assessment reminder10 April 2018 ndash Automated system generated assessment reminder Week of 16 April ndash Coaches reach out to schedule pre-program call 17 April 2018 ndash Assessment deadline (including rater 360s)23 April ndash 04 May 2018 ndash Pre-program telephone coaching calls to participants
coach will reach out to participant to schedule a call during this timeframe10 May 2018 ndash Feedback sessions at Airlie
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
To advance the understanding practice and development of leadership for the benefit of society worldwide
CCL Mission
copy2016 Center for Creative Leadership All rights reserved
Participant Time Commitment
Participant total hours ~8 hours
bull Welcome call and program overview (not scheduled) ndash 10 minutesbull Assessment completion and rater assignment ndash 3 hoursbull Pre-program coaching telephone call (scheduled) ndash 1 hourbull 10 May feedback coaching session ndash 3 hoursbull Post-program coaching telephone call ndash 1 hour
copy2016 Center for Creative Leadership All rights reserved
Important Dates
14 March 2018 ndash Overview email to participants 15 March 2018 ndash Assessment invitation emails sent to participants16 March 2018 ndash CCL welcome call to participantsstaff (doesnrsquot need to be scheduled)03 April 2018 ndash Automated system generated assessment reminder10 April 2018 ndash Automated system generated assessment reminder Week of 16 April ndash Coaches reach out to schedule pre-program call 17 April 2018 ndash Assessment deadline (including rater 360s)23 April ndash 04 May 2018 ndash Pre-program telephone coaching calls to participants
coach will reach out to participant to schedule a call during this timeframe10 May 2018 ndash Feedback sessions at Airlie
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Participant Time Commitment
Participant total hours ~8 hours
bull Welcome call and program overview (not scheduled) ndash 10 minutesbull Assessment completion and rater assignment ndash 3 hoursbull Pre-program coaching telephone call (scheduled) ndash 1 hourbull 10 May feedback coaching session ndash 3 hoursbull Post-program coaching telephone call ndash 1 hour
copy2016 Center for Creative Leadership All rights reserved
Important Dates
14 March 2018 ndash Overview email to participants 15 March 2018 ndash Assessment invitation emails sent to participants16 March 2018 ndash CCL welcome call to participantsstaff (doesnrsquot need to be scheduled)03 April 2018 ndash Automated system generated assessment reminder10 April 2018 ndash Automated system generated assessment reminder Week of 16 April ndash Coaches reach out to schedule pre-program call 17 April 2018 ndash Assessment deadline (including rater 360s)23 April ndash 04 May 2018 ndash Pre-program telephone coaching calls to participants
coach will reach out to participant to schedule a call during this timeframe10 May 2018 ndash Feedback sessions at Airlie
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Important Dates
14 March 2018 ndash Overview email to participants 15 March 2018 ndash Assessment invitation emails sent to participants16 March 2018 ndash CCL welcome call to participantsstaff (doesnrsquot need to be scheduled)03 April 2018 ndash Automated system generated assessment reminder10 April 2018 ndash Automated system generated assessment reminder Week of 16 April ndash Coaches reach out to schedule pre-program call 17 April 2018 ndash Assessment deadline (including rater 360s)23 April ndash 04 May 2018 ndash Pre-program telephone coaching calls to participants
coach will reach out to participant to schedule a call during this timeframe10 May 2018 ndash Feedback sessions at Airlie
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Assessment SystemsCCLrsquos Internet Assessment System (IAS)
bull From Center_for_Creative_LeadershipcclorgSubject Center for Creative Leadership reg
bull Contains a link to httpsiascclorg
bull IAS Instruments amp Forms (time to complete) MBTI reg IItrade (40 minutes) FIRO-B reg (20 minutes) Benchmarks reg for Executives trade (40 min) Background Information Form (10 min) Supplemental Bio (10 min)
Hogan Assessment Link Online (HALO)
bull From surveysperformanceprogramscomSubject Hogan Development Survey
bull Contains a link to httpwwwgotohogancom
bull HALO Instruments Hogan Development Survey (20-30 min)
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reservedThe FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reservedThe Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
360 Rater Selection Guidelines
bull Choose raters who meet many of the following criteria bull They have worked with or known you long enough to observe you in a variety of situations bull You depend on them to get work done now bull They understand the nature of your work and the challenges and opportunities you face bull They will provide supportive yet candid feedback bull They will engage with you in honest reflective conversation about key learnings you choose to discuss
from your feedback bull They represent a relationship with a significant objective opinion such as a superior or customer
bull CCL recommends contacting your raters in advance of sending the survey invitations Some sample text of what to say to them can be found here httpsiascclorgSuggestionsForRatersaspxm60ofv60hdLdz3C2
bull A sample system generated rater invitation can be found here httpsiascclorgSampleRaterEmailaspxm60ofv60hdLdz3C225FlbhmSzofJfx3E33
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
bull We recommend the following distribution
bull 1 Boss
bull 1 Board Member or Superior
bull 5 Peers
bull 5 Direct Reports
bull 5 Other
bull The responses from your Direct Report raters are combined and displayed in aggregate on your feedback report to protect their anonymity The same applies to the Peer category of raters
bull As a result we require at least three (3) surveys from each of these rater groups in order for you to get a full feedback report
bull Feedback data from Boss Superior and Others will be displayed in isolation even if there is only one rater in each category If there is more than one rater in those categories (eg two Bosses) the responses are reported in aggregate
360 Rater Selection Guidelines
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Face-to-Face Coaching Agenda for 07 December
bull 3 hour sessions
Two groups (14 participants before lunch and 14 participants after lunch)
Program Start (Previous Day Recap) 0800-0845
Group 1 FTF Coaching Session 0830-1130
Lunch 1130-1230
Group 2 FTF Coaching Session 1230-1530
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
Performance Programs Inc (800) 565-4223 or surveysperformanceprogramscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
360 Degree Assessment Instrument
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Benchmarksreg for Executivestrade
Focus
The challenges faced by executives at the top levels in an organization can differ a great deal from those at the middle management level Benchmarks for Executives is a 360-degree assessment designed to address the specific leadership issues of top-level executives These individuals see their feedback data compared to an exclusive normative base of other top executives Unlike other assessments that contain normative data encompassing all users Benchmarks for Executives data are screened to ensure that only the very top-level leaders are included in the normative base
httpwwwcclorgLeadershipbenchmarksforexecutives
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Self-Assessment Instruments
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Myers-Briggs Type Indicator (MBTIreg Step IItrade)
Focus
MBTI Step II is the result of many years of research and observation that began with Isabel Myers development of the MBTI personality inventory in the 1940s The basic versions of the Indicator (Form M and the earlier Form G) yield type descriptions distinguishing the sixteen types from one another but offer relatively few clues as to how people of the same type may differ In adding items that were not scored for four-letter type Myers intent was to enable exploration and identification of individuality within each of the sixteen types She was in the process of developing this aspect of her work more fully at the time of her death in 1980ldquo
Excerpted from MBTIreg Step II Manual Exploring the NextLevel of Type Within the Myers-Briggs Type Indicatorreg Form Q
MBTIreg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpwwwmyersbriggsorgusing-type-as-a-professionalmbti-step-ii-instrument
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Fundamental Interpersonal Relations Orientation-Behavior (FIRO-Breg)
FocusThe FIRO-Breg instrument identifies how you tend to behave toward others and how you want them to behave toward you Your FIRO-B results can help you increase your self-understanding in a number of important areas including how you handle interpersonal relationships and your own social needs how others perceive you and how you see them
The 54-item FIRO-B assessment measures interpersonal needs on three scales Inclusion Control and Affection
The FIRO-Breg Instrument is a registered trademark owned by CPP Inc All rights reserved
httpswwwcppcomproductsfiro-bindexaspx
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Hogan Development Survey (HDS)
Focus
bull The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior The behaviors are most often seen during times of stress and may impede work relationships hinder productivity or limit overall career potential These derailersmdashdeeply ingrained in personalitymdashaffect an individualrsquos leadership style and actions If these behavior patterns are recognized however they can be compensated by development and coaching
bull Under normal circumstances the escalated scores on the HDS scales may actually be strengths However when an individual is tired pressured bored or otherwise distracted these factors may impede effectiveness and erode the quality of relationships with customers and colleagues
The Hogan Development Inventorytrade is a trademark owned by Hogan Assessment Systems Inc All rights reserved
httpwwwhoganassessmentscomcontenthogan-development-survey-hds
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
copy2016 Center for Creative Leadership All rights reserved
Important Contacts
bull For general questions or concerns about assessments coaching or module
CCL Project Manager Kristi James jameskcclorg
+1 336 286 4507
bull Technical Troubleshooting for CCLrsquos Internet Assessment System (IAS)
Global Client Services infocclorg
+1 336 545 2810 (Worldwide)
+1 800 780 1031 (US or Canada)
bull Technical Troubleshooting for Hogan Assessment Link Online (HALO)
Hogan customer service team 1 877 670 0637 or supporthoganassessmentscom
