TRAIT AND PERSONALITY ASSESSMENTS
Leadership styles vary from person to person, and there is no one-size-fits-all approach. Whether you're a frontline leader or an executive, CLA can help you become a great leader through science-backed training and assessments. Our experience together will give you valuable insights into the challenges you face, using nationally accredited discovery techniques. By working with us, you'll gain the tools you need to confidently handle any situation and staff interaction, regardless of your level of leadership.
You will be able to determine your own strengths and weaknesses, by using our industry learning assessments, including:
WorkPlace Big Five Profile™
The Big Five personality model is a well-researched and reliable modern approach to understanding personality. It is widely accepted as the standard in personality research and often serves as the benchmark for evaluating other personality assessment tools. Due to its significance, it is often referred to as the "mother" of all personality assessment tools.
The Big Five model categorizes personality into five areas known as Supertraits. In addition, the WorkPlace Big Five evaluation method evaluates personality by analyzing 23 distinct subtraits. By analyzing these traits, we can gain insight into a person's behavior. The WorkPlace Big Five identifies the five Supertraits as: Need for stability (N), Extraversion (E), Originality (O), Accommodation (A), Consolidation (C).
EQ-i 2.0 / EQ 360
The EQ-i 2.0 and EQ 360 assessments are tools used to evaluate emotional intelligence (EI) or emotional quotient (EQ), which is the ability to understand and manage one's own emotions, as well as recognize and influence the emotions of others. These tools are widely used in personal development, leadership training, coaching, and organizational development contexts.
The EQ-i 2.0 is a self-assessment tool that measures various aspects of emotional intelligence.
The EQ-i 2.0 assesses the following key areas:
Self-Perception: Understanding and expressing one's own emotions.
Self-Expression: Assertive communication and the ability to express feelings and beliefs non-destructively.
Interpersonal: Developing and maintaining healthy relationships.
Decision Making: Using emotions to guide optimal decision-making.
Stress Management: Coping with challenges and remaining calm under pressure.
The EQ 360, also known as the Multi-Rater version of the EQ-i, provides a more comprehensive view by including not only the individual's self-assessment but also feedback from peers, managers, direct reports, and others. This 360-degree feedback approach helps to highlight discrepancies between an individual's self-perception and how others perceive their emotional intelligence skills in the workplace. The EQ 360 covers the same areas as the EQ-i 2.0 but from multiple perspectives, offering richer insights into an individual's EI.
DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.
People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.
People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.
People with S personalities tend to be dependable and place an emphasis on cooperation and sincerity.
People with C personalities tend to place an emphasis on quality, accuracy, expertise, and competency.
DiSC® evaluates facets of your personality without assessing intelligence, skills, mental health, or personal values. It offers insights into individual behaviors in different contexts, such as reactions to challenges, ways of influencing others, preferred working pace, and adherence to rules. DiSC focuses on identifying behavioral patterns and preferences, without making value judgments or linking them to specific job roles or abilities. It serves as a platform for discussion rather than a diagnostic tool.
At its core, DiSC assesses four primary personality traits: dominance (D), influence (i), steadiness (S), and conscientiousness (C), which are based on the original DISC theory's key components.
The Everything DiSC suite further develops these four categories, offering deeper analysis for particular needs like management, leadership, sales, or resolving conflicts. Everything DiSC evaluates eight scales (D, iD/Di, i, iS/Si, S, SC/CS, C, and CD/DC) and identifies priorities during the evaluation, enhancing the breadth of insights provided.