Assessments

Surveys and Assessments are important to organizations. They are ways to see where you are and what you need to do to optimize your performance and improve your environment. They help determine training and development needs. Leadergrow has a wide range of Assessments to use to assess needs and guide the planning of trainings.

We offer these assessments as non-interpreted samples. You may want to print out the survey as you will not receive the specific data results once you click the “done” button. We can customize these assessments for your organization and include data analysis if you contact us. We can design a training program specifically designed for your situation.

Assessments

  1. Analysis of Leadership Training needs – A broad look at what specific training modules would be most helpful for this particular population. A total of 56 different skill areas are on the survey, each individual gives all of the skills a score of 0-3.  Zero means there is no need for training on that skill. Three means there is an urgent need for training on that skill.
  2. Leadergrow Advanced Leadership Assessment – This is an instrument designed to measure the skills of a particular leader.  There are 20 categories and five questions for each category. As a first approximation this survey can be self administered. Leaders rate themselves on a scale of 1-5 for each question. To obtain a more balanced view, a 360º assessment of the leader is preferable. More than 5 data points on each question will enhance data accuracy and usefulness of results. It is highly advisable for input to be submitted anonymously. Have at least five of your colleagues fill out the questionnaire and print out the detailed results. They can send the results to you in an envelope without any identifying information to assure anonymity. The survey may be repeated later (annually) to demonstrate progress on key attributes over time. Download our Leadergrow Advanced Leadership Assessment.
  3. 360 Degree Leadership Assessment (short form) – This survey is a shorter form of the Advanced Leadership Assessment designed to be rated by superiors, subordinates, and peers of a particular leader.
  4. Survey of Possible Values – This is a listing of 58 possible values and each person is asked to select the 10 most applicable values for his or her organization. There is also the ability to write in values not given on the form.  This survey is used to quickly assess the values that have the highest energy for a group as p[art of a strategic process.
  5. Survey of Possible Behaviors Assessment – People are asked to select the eight most applicable behaviors from a listing of 34 possible behaviors for their team.  There is also the ability to write in behaviors not covered in the standard list.  This assessment is used to quickly assess a set of agreed upon team behaviors as part of a strategic process.
  6. Leadergrow Trust Survey – This survey seeks to identify the level of trust within an organization and has the ability to view trust from the perspective of different organizational levels (Sr. Manager, Manager, Supervisor, group leader). There are also 30 diagnostic questions that allow leaders to see which specific areas have the greatest opportunity to improve organizational trust (for example, transparency or accountability).
  7. Leadergrow Trust Survey for Small Organizations – This survey is a smaller version of the full trust survey.  It is used in organizations where there are few organizational levels.
  8. Leadergrow Survey of Ethical Business Behaviors – This survey investigated how well this particular organization adheres to the ethical principles and protects themselves from getting into ethical problems. It is used prior to training on how to reduce ethical problems in an organization.
  9. Leadergrow Team Effectiveness Survey – This instrument allows leaders to determine the level of good team behaviors within a group. It is used as part of a team building program.
  10. Readiness for Doing an M&A – This is a quick survey that will help leaders determine if they are prepared to get involved in a merger or acquisition activity.  It is used to prevent groups from making deals if they are unprepared to follow through with the required culture work.
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