Leadership & Professional Development Assessment Tools

We believe in knowledge-based consulting engagements that ensure addressing root causes, not just symptoms.  Though clients usually have definite ideas about the problems that plague them and their organizations, it is best practice to gather objective data and talk to key stakeholders before implementing a solution or launching significant organizational change.

Our approach to organizational assessment usually involves some combination of the following elements:

  • Interviews
    • With senior organizational leaders
    • With key stakeholders within the organization
    • With external industry experts
    • With customers or clients
  • Structured Focus Groups
    • With selected staff representing specific functional, geographical or demographic groups
  • Web-based surveys – some of which are included in the following list

Schedule a consultation to learn how we can help deliver objective diagnostics and evaluations that lead to targeted solutions for success.

Entrepreneurial Style and Success Indicator (ESSI)

Entrepreneurial Style and Success Indicator (ESSI)

Do you want to start a business or improve your effectiveness in your current venture? Are you clear about your entrepreneurial strengths and your thought processes, compared to other successful entrepreneurs? Do you want to increase your chances of success? If your answer is Yes, the Entrepreneurial Style and Success Indicator (ESSI) is for you.

Online Job Style Indicator (JSI)

Online Job Style Indicator (JSI)

How much does it cost to put the right person into the wrong job? The training, the upheaval in the office, and the stress of firing someone makes the Job Style Indicator priceless! Identify the right job for the right person the FIRST TIME!

Leadership Skills Inventory – Self (LSI-S)

Leadership Skills Inventory – Self (LSI-S)

Effective and successful leadership is not an accident and requires specific and measurable leadership skills. Organizations, teams, and families are always a reflection of the competence of the individuals leading them. Leadership Skills Inventory-Self (LSI–Self) provides leaders with the necessary metrics to develop their transformational leadership skills with a section provided to plan for your leadership development.

Online Personal Style Indicator (PSI)

Online Personal Style Indicator (PSI)

Would you like a clear way to assess your team member’s style and behavioral tendencies? The Personal Style Indicator (PSI) is a powerful communication and learning tool. Discover your team member’s personality and how it “fits” in the world around him or her. Determine their behaviors around tasks so you can be more effective in your work together. Share the knowledge with your team members and impress them with the insights!

Online Stress Indicator and Health Planner (SIHP)

Online Stress Indicator and Health Planner (SIHP)

Do you know anyone with a little STRESS? Stress and Health are two topics that affect everyone. The Stress Indicator and Health Planner (SIHP) assesses your and your team members’ current level of stress and health. Use it to understand how to enhance overall well-being, manage stress, and improve performance. Life is too short to die from a heart attack at the halfway mark!

Online Values Preference Indicator (VPI)

Online Values Preference Indicator (VPI)

Leaders make wise yet surprisingly quick decisions. How? They know their Core Values beforehand. When you understand what your values are, confusion disappears and inner clarity develops. The Values Preference Indicator (VPI) identifies those core values. When you know someone else’s Core Values and can match them with your own, you can build trust and understanding. You may have the right person for the right job; now can you TRUST him or her? Find out how much.

TeamLead Module 1


TeamLead is an exceptional 20-module program for developing High Performance Teams. This program enables you to evaluate your current team success and build team unity for a strong and successful future. TeamLead areas of focus include:

  • Producing larger volumes of higher-quality work
  • Achieving more in a shorter timeframe
  • Accelerating the decision-making process within the work culture
  • Encouraging team and employee ownership of the process
Hogan Personality Inventory

Hogan Personality Inventory

The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.


Hogan Development Survey

The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.


Hogan Motives, Values, Preferences Inventory

The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.

Leadership Effectiveness AnalysisTM LEA 360TM

MRG’s LEA (Leadership Effectiveness Analysis)

The LEA model consists of 22 behaviors. This model has the breadth and the flexibility to provide and integrate a range of leadership perspectives, including support for organizational strategy, illustration of current leadership practices, provision of individual feedback and information for group development decisions.

The purpose of the Strategic Leadership Development process is to:

  • Identify and communicate specific leadership behaviors and practices needed to achieve strategic goals.
  • Provide relevant and behavioral feedback to leaders.
  • Build action and accountability into the leadership development process.

The Benefits of the LEA Assessment are:

  • It links an organization’s business strategy with the leadership practices that are needed to support the corporate goals and objectives.
  • It provides the vehicle for leadership development and action planning.
  • The data can be used to conduct a training needs analysis.
  • It can be used for succession planning.
  • It provides a focus and common understanding of the leadership practices needed to support the organization.
  • It can help individuals and organizations to measure and facilitate change.
  • It can help an organization identify the components of performance effectiveness at the individual and organization level through success profiling and benchmarking.
  • It can be used as part of an organization’s selection process.
Sales Performance Assessment SPA

Sales Performance Assessment

MRG’s Sales Performance Assessment(SPA) is a powerful offering that helps create a high performance sales force that will drive business growth. Our research studies on sales performance indicate there is no one “right” way to sell. Top performers differ depending on their industry, company, geography and role. While sales performance is highly influenced by external factors, our model of measuring 18 Sales Behaviors and 6 Sales Drivers provides insight into individual performers and collective teams.

Used independently or in combination with other MRG offerings, Sales Performance Assessment™ products will help you:

  • Identify specific behaviors and practices needed to achieve your organization’s sales goals
  • Set expectations for sales behaviors that are clear and consistent
  • Build accountability into the sales development process
  • Create selection criteria that help predict the success of sales job candidates
  • Develop reward and recognition programs that improve retention
Personal Directions® & Individual Directions InventoryTM PD/IDITM

Personal Directions® & Individual Directions InventoryTM PD/IDITM

The Personal Directions® (PD) assessment is founded on the assumption that people have the power to engage in their worlds in order to gain greater levels of satisfaction and personal growth.

PD encompasses 18 life architecture and 11 quality of life variables along with 17 key motivational dimensions to provide individuals with clear, powerful feedback on how they see themselves in significant areas of their lives. Capitalizing on the enlightenment this feedback brings, PD creates a deep, robust foundation for both career development and personal growth which fosters success at work and in life.

Through a process of reflection and development, PD reveals:

  • What individuals want from their worlds
  • Areas of life where individuals have chosen to invest their energy and resources
  • Unique insights into how individuals feel about the investments and choices they have made
  • Actions to consider, based on what they now know about themselves, as they look toward the future

The Individual Directions Inventory(IDI) assessment measures 17 key dimensions reflecting the depth of emotional satisfaction from work and life. Highlighting the connection between motivation and behavior, the IDI offers a deeper understanding of what drives an individual. This high-impact tool will:

  • Help people understand their motivations and how they relate to work and performance
  • Inspire leaders to use motivation to support business initiatives
  • Help leaders strengthen team dynamics
  • Offer a thoughtful coaching model built on the unique potential of each individual
creating we index

CreatingWE DNA Index

The Creating WE DNA Index is a pioneering, customizable tool for identifying the level of Conversational Intelligence in an organization or team, across the seven most important conversational dimensions:

C: How people connect across the organization (Connecting)
H: How people build healthy relationships (Humanizing)
A: How people create aspirations for the future (Aspiring)
N: How people collaborate (Navigating)
G: How people innovate (Generating)
E: How people develop ‘voice’ in the organization (Expressing)
S: How people celebrate success (Synchronizing)

The tool offers leaders and teams state of the art technology for clarifying and optimally shaping their unique culture and organizational dynamics for higher levels of Conversational Intelligence and for business success. The assessment identifies what conversational patterns are opening the space for elevated engagement and what conversational patterns are blocking success.

Most extraordinary is The Creating WE DNA Assessment’s ability to measure an organization’s levels of trust and alignment toward a shared vision for the future – across seven, vital success dimensions, and 49 behaviors – leading to breakthrough business results.

How to Get Started?
Contact us to discuss how to use this innovative tool to create shared understanding and to clarify the action steps individuals, teams and the whole organization can take and see immediate results. We’ll work with you to create Executive Briefings, Team Workshops, Summits and enable you to create a Journey Map to catalyze change. The results will have permanent impact on your Organizational and Leadership DNA.

creating we index

C-IQ (Conversational Intelligence) Catalyst Tools

Our Conversational (C-IQ) Catalyst Tool is a fascinating easy to use tool that has incredibly insightful results. Individuals and teams can use this ‘quick study’ tool to see the patterns of conversational impact and engagement that we exercise as we interact at work. The tool can be used with thousands of people in an organization, and can provide a cultural imprint of how people at work engage with each other. There are three ways to use the tool:

  1. Self-Catalyst Tool: Each person can use the tool to gauge the level of intelligent conversations they are having with others.
  2. 360 Catalyst Tool: An individual can use the C-IQ Catalyst Tool as a 360 Tool. This would mean selecting people such as boss, peers, direct reports and others to give feedback on their level of C-IQ. This will provide a clearer picture of how the person is impacting others at work.
  3. Team Catalyst Tool: The Team C-IQ Catalyst Tool provides a profile of a team’s level of C-IQ awareness. This Tool can be used to help a team develop higher levels of C-IQ at work.


The Trust Index is a unique tool for providing insights into how to assess and elevate trust in a team and organization. The 25-question assessment can be used in a variety of ways:

  1. Self: Each person can take the assessment to gauge the level of trust building skills they are aware of using and identifying skills, which need to be used more often to ensure trust with others.
  2. 360: An individual can use the TRUST Assessment as a 360 by selecting people such as boss, peers, direct reports and others to assess that individual’s level of expressed trust. This will provide a clearer picture of how the person is impacting others across the trust continuum.
  3. Team: The Team Trust Assessment provides a profile of a team’s level of perceived trust.  This Assessment can be used to help a team develop higher levels of trust across the 5 dimensions.

Schedule a consultation to learn how we can help deliver objective diagnostics and evaluations that lead to targeted solutions for success.