1.⁠ ⁠Myers-Briggs Type Indicator (MBTI)

Opis:
A personality assessment based on Jungian psychology, used in executive coaching to explore leadership style, decision-making, team dynamics, and communication.

How it works:
Participants answer a series of questions to determine their preferences across four dichotomies (e.g., Introversion vs. Extraversion). Results assign a four-letter type (e.g., ENTJ).

Pros:
• Promotes self-awareness and empathy
• Easy to understand and apply
• Useful for team building and communication

Cons:
• Lacks strong scientific validation
• Static categories (no nuance for development)
• Can lead to stereotyping

For whom:
Leaders seeking personal insight and improved team relationships.

Source:
https://www.myersbriggs.org/

Example of results:
“INTJ – Strategic, analytical, future-oriented. Likely to lead with vision and logic.”

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 2.⁠ ⁠DiSC (Dominance, Influence, Steadiness, Conscientiousness)

Opis:
A behavior-based assessment that helps individuals understand workplace preferences and interpersonal styles.

How it works:
Participants complete a survey to reveal their primary and secondary DiSC styles (e.g., High D, Low S), guiding coaching on communication and leadership approaches.

Pros:
• Simple, intuitive model
• Actionable insights for communication
• Widely used in corporate training

Cons:
• Doesn’t address deeper personality traits
• Can oversimplify human behavior

For whom:
Professionals seeking to improve collaboration, leadership, and workplace communication.

Source:
https://www.everythingdisc.com/

Example of results:
“High I – Energetic, persuasive, thrives in social environments, needs to manage focus and follow-through.”

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 3.⁠ ⁠Hogan Leadership Forecast Series

Hogan Assessments was founded in 1987 by Drs. Joyce and Robert Hogan, and its assessments were the first to scientifically measure personality for businesses. Assessments are predictive – which means they look at the potential performance of a candidate, based on their working style, attitudes, problem-solving skills, values, strengths and weaknesses.

There are five different Hogan Assessments used as part of the recruitment process, and they are usually used to look for leadership potential or for higher-level roles. The tests are:
Hogan Personality Inventory (HPI) is designed to measure normal personality, or what is known as bright-side personality
Hogan Development Survey (HDS) assesses what is known as a dark side personality – what happens to your work behaviour when things go wrong and you are under stress.
Hogan Motives, Values, Preferences Inventory (MVPI) – is an assessment designed to look at what drives you, what motivates you, and what core values you have.
Hogan Business Reasoning Inventory (HBRI) – assesses your ability to make reasoned decisions based on different types of data.
Hogan Judgement Assessment (JUD) – it measures judgement and leadership potential by looking at everything covered in the other Hogan Assessments. This means that the questions are assessing thinking ability, both bright-side and dark-side personality, and your core values.

How it works:
Participants complete assessments online e.g. on a page


Pros:
• Deep insight into leadership potential and derailers
• Predictive of workplace performance
• Research-backed

Cons:
• More complex to interpret
• Requires certified facilitators

For whom:
Executives, high-potential leaders, and HR professionals involved in succession planning.

Source:
https://www.hoganassessments.com/

Example of results:
“High HPI Ambition, High HDS Bold, MVPI Power – A confident, assertive leader, but at risk of overconfidence and dominance.”

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 4.⁠ ⁠Values Inventory Assessments (e.g., VIA, PVA, Leadership Circle Profile)

Opis:
These assessments help leaders identify and align with their core values to foster authentic leadership.

How it works:
Participants respond to a range of statements to uncover personal values or strengths. Coaches use results to facilitate alignment between values and leadership choices.

Pros:
• Encourages authentic, values-based leadership
• Supports decision-making clarity
• Useful for long-term development

Cons:
• Abstract; may be harder to connect with practical goals
• Varies in depth and validity across tools

For whom:
Leaders in transition, seeking greater purpose or alignment.

Source:
https://www.viacharacter.org/ or https://www.valuescentre.com/

Example of results:
“Top strengths: Honesty, Love of Learning, Fairness. Leadership implications: transparent and principle-driven decision-making.”

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 5.⁠ ⁠CliftonStrengths (formerly StrengthsFinder)

Opis:
A strengths-based assessment identifying an individual’s top talent themes to enhance performance and satisfaction.

How it works:
Participants complete an online assessment ranking 34 strength themes. Coaches focus on the top 5 or full 34 to support growth.

Pros:
• Builds confidence by focusing on what works
• Easy to apply to teams and individuals
• Backed by Gallup research

Cons:
• Does not address weaknesses or blind spots
• Requires interpretation for strategic use

For whom:
Anyone seeking to unlock their potential and leverage personal strengths in work and life.

Source:
https://www.gallup.com/cliftonstrengths

Example of results:
“Top strengths: Strategic, Learner, Achiever, Input, Individualization. Suggests a data-driven, growth-oriented leader.”

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 6.⁠ ⁠Emotional Intelligence (EQ) Assessments

Opis:
Assess emotional and social competencies essential for effective leadership, such as self-awareness, empathy, and regulation.

How it works:
Different tools (EQ-i 2.0, Genos EI, etc.) assess facets of emotional intelligence through self-report or 360 feedback.

Pros:
• Strong predictor of leadership success
• Encourages personal growth and resilience
• Practical applications in communication and conflict

Cons:
• Self-report bias
• Requires strong facilitation for development plans

For whom:
Leaders wanting to improve interpersonal effectiveness and resilience.

Source:
https://www.talentsmart.com/, https://www.eiconsortium.org/

Example of results:
“Low impulse control, high empathy – A compassionate leader who may need to work on emotional regulation under pressure.”

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 7.⁠ ⁠PRISM Brain Mapping

Opis:
A neuroscience-based tool that measures behavior and underlying brain preferences using a color-coded brain map.

How it works:
Participants complete an online questionnaire. Results show preference patterns across behavior, work aptitude, and emotional responses.

Pros:
• Neuroscience grounding
• Highly visual and engaging
• Useful for coaching and team alignment

Cons:
• Less mainstream; requires explanation
• Interpretation can be complex

For whom:
Coaches, teams, and leaders seeking a scientific yet visual behavioral profile.

Source:
https://www.prismbrainmapping.com/

Example of results:
“Green (Support) dominant – people-oriented, calm, stable, prefers harmony over conflict.”

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 8.⁠ ⁠CareerExplorer (by Sokanu)

Opis:
A comprehensive online career assessment analyzing personality, interests, values, and preferences to suggest best-fit careers.

How it works:
Participants answer questions across multiple categories. The algorithm provides personality profile, career matches, and fit ratings for 800+ jobs.

Pros:
• Rich data and nuanced matches
• Excellent for career exploration
• Modern UX and accessible results

Cons:
• Full report is paid
• Less suited for senior professionals

For whom:
Ideal for analytical individuals open to reflection and career exploration.

Source:
https://www.careerexplorer.com

Example of results:
“Profile: Visionary Thinker. Top matches: Data Scientist, UX Designer, Behavioral Economist.”

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 9.⁠ ⁠Job Crafting Canvas

Opis:
A visual coaching tool based on research by Wrześniewski & Dutton that empowers individuals to redesign aspects of their current job for greater fulfillment.

How it works:
Participants complete a canvas analyzing tasks, relationships, and purpose. Results help reshape their work experience without changing roles.

Pros:
• Empowers agency without needing a job change
• Encourages creativity and energy renewal

Cons:
• Requires self-direction
• Results can vary in impact based on environment

For whom:
People wanting to improve their current role without changing careers.

Source:
Downloadable canvas (multiple sources available online)

Example of results:
“Shifted 10% of tasks to creative work; scheduled weekly mentor meetings; reframed role as a ‘learning leader.’”

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10.⁠ ⁠Ikigai Worksheet

Opis:
A reflective tool based on the Japanese concept of “Ikigai” – the reason for being. It helps align work with passion, mission, vocation, and profession.

How it works:
Participants map responses to four circles: What you love, What you’re good at, What the world needs, and What you can be paid for.

Pros:
• Inspires deep purpose
• Visual and accessible
• Great for life transitions

Cons:
• Not a scientific assessment
• Lacks behavioral metrics

For whom:
Individuals seeking meaningful work or navigating life changes.

Source:
PDF/Google Docs templates (widely available)

Example of results:
“Ikigai = Educator of Future Innovators – blends passion for teaching, skill in coaching, social need for innovation.”

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11.⁠ ⁠Design Your Life (by Stanford)

Opis:
A design-thinking approach to planning career and life paths, based on the work of Burnett and Evans at Stanford.

How it works:
Tools include Odyssey Plans (three life scenarios), Good Time Journal (track energy), and Prototype Conversations (informal interviews).

Pros:
• Encourages experimentation over perfection
• Reduces pressure of “perfect career”
• Engaging and playful process

Cons:
• Requires time and effort
• Not ideal for those seeking clear-cut answers

For whom:
Individuals overwhelmed by choices, seeking clarity and action without commitment to a rigid path.

Source:
Book: Designing Your Life, workshops, and free online tools

Example of results:
“Three paths: 1) Innovation Coach in Tech, 2) Nonprofit Leader in Sustainability, 3) Entrepreneur in EdTech – prototyping #2.”






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