Many of the world’s top coaches and Fortune 500’s rely on our assessments to ensure positive outcomes in the areas of employee selection, leadership development, sales & customer service training, team-building, communication & collaboration training, conflict resolution and succession planning.  Assessments work by introducing scientific measurements to someone’s critical thinking skills, motivations, potential skills proficiency, work styles, behavioral characteristics and personal values.

You can think of our assessments as “MRI tests” constructed to evaluate and reveal someone’s complete cognitive makeup.  Simply put, modern online assessments reduce risk and take the guess work out of the greatest business variable of them all: human capital.

We are certified in and perform the following assessments but are well versed in multiple assessments from other companies, in addition to ones listed below.

  • DISC
    • Self
    • Leadership
    • Sales
    • Service
    • Coaching
  • DISC Collaboration
  • Motivators
  • Emotional Intelligence (EiQ-2)
  • Hartman Value Profile
  • Learning Styles
  • DISC 360°
  • Leadership Effectiveness 360°
  • Communication Styles
  • Executive Leadership
  • Workplace Strengths
  • DISC Benchmark System & Report
  • Sales IQ Plus
  • Performance Gap Indicator (PGI)
  • Kolbe
  • Talent Smart
  • StrengthsFinder 2.0


The DISC online assessment is a resource for all types of individuals and organizations; public or private, large or small. DISC teaches users powerful behavioral profiling skills which can directly improve performance and increase productivity in a variety of settings and professional frameworks. Learn to positively persuade other people and drive sales, build “A” teams for special projects, improve hiring & selection, empower management and much more.

DISC Collaboration

The DISC Collaboration Report shows how two people, (in a single report,) interact with each other after having taken the online DISC assessment, in order to help them develop a better working relationship.

The DISC Collaboration Report presents the key features of the interrelationship between any two individuals, highlighting side-by-side the likely areas where they have both similar and dissimilar perspectives and behavioral tendencies. The report shows specific areas where differences in perspective could lead to potential misunderstandings, and offers possible solutions for conflict resolution.


Motivators combines the research of Dr. Eduard Spranger and Gordon Allport into a single, in-depth diagnostic revealing the inherent motivations of each user. While we are all aware of our motivations to some degree, research shows that successful people share the common trait of exceptional self-awareness. Exceptional self-awareness means these individuals are better at recognizing opportunities that correlate with their inherent motivations, thereby increasing their likelihood for success.

Emotional Intelligence (EiQ-2)

The Emotional Intelligence (EIQ-2) assessment helps you understand the way you apply your emotional intelligence in terms of style, preferences and behavior. It will bring clarity in determining how appropriately and effectively you apply your knowledge and feelings in a given situation. It’s this understanding that forms the basis on which you can make adjustments in order to be more effective in the future; personally as well as professionally.

Hartman Value Profile (HVP)

This unique assessment measures each individual’s thinking style. An individual’s thinking style is defined by their problem solving strengths, their problem solving struggles and their ability to avoid the blind spots associated with situational bias. In essence, the HVP assessment measures – with uncanny accuracy – an individual’s unique thinking approach.

The HVP is not a psychological, intelligence, or aptitude test. Instead, the assessment objectively captures your specific thinking pattern and documents your brain’s natural selection process when making decisions. Understanding the ability to process information is directly linked to leveraging strengths and limiting potential performance blockers. Your thinking and mental processing ability, like a musical or sports talent, can be honed and improved. However, to improve one’s decision-making, an individual must first fully understand the balance of thinking style strengths and challenges.

Learning Styles 

The Learning Styles assessment does just as its name implies; it identifies each individual’s best means for learning and retaining new information. Some people like to process information through text, while others need visual support and images. Some learners best assimilate information alone, while others prefer to work in groups. There are those who can grasp information intuitively, while others prefer to follow a strong sequential path. In essence, understanding learning styles offers the key to maximizing an organization’s training investments, enlightening its management teams and even assembling top performing teams.

DISC 360° 

Our DISC 360º online assessment is an instrument for individuals who want to enhance the traditional DISC self-assessment, by adding the objective insights from dozens (even hundreds) of observer-based DISC assessments.

Leadership Effectiveness 360°

Exceptional leadership means constantly honing one’s skills, while investing in self-development. The Leadership Effectiveness 360° assessment provides today’s leaders an effective measurement tool from which they can objectively assess their current leadership strengths and areas for improvement— not just through their own eyes, but also through the eyes of their peers, managers and direct reports. This instrument focuses on the eight top competencies that distinguish exceptional leaders. If we can help today’s forward-thinking leaders identify where they measure up in these eight key areas, then we can equip them with the self-knowledge for personal and professional excellence.

Communication Styles

The Communication Styles assessment provides what is termed 360° functionality. A 360° assessment enables the user to compare their own self assessment results with the “observer assessments” compiled anonymously by dozens (even hundreds) of his/her colleagues. The result? An insightful report that bridges the gap between intention and perception. The Communication Styles user is enlightened and equipped with the knowledge to avoid the behavioral misunderstandings that can trigger workplace discord and interpersonal conflict.

With the Communication Styles assessment, there are four primary behavioral styles. Each of these social styles has a very distinct and predictable pattern of observable behavior. Once you understand these patterns, you have the key to unlock productive communication with nearly anyone.

Completing the questionnaire takes only 5-7 minutes. Once completed, you’ll receive your in-depth Communication Styles report. Each report describes your behavioral tendencies and how those tendencies likely affect your interactions with others. Just as importantly, each report provides specific solutions for optimizing interpersonal outcomes.

Executive Leadership

Built upon validated performance science, the Executive Summary will provide decision-makers an instrument to help identify more effectively a candidate’s tendencies in thinking, motivation and behavior that are not always revealed during the interview. The goal is to begin dramatically reducing costly and frustrating hiring errors that have often played a part of the selection, promotion and succession planning processes of the past.

By measuring and scoring some universal core functions, job-related competencies and attitudes of each candidate, job fit can be explored in each of these four job categories:

  • Leadership and Management
  • Sales and Business Development
  • Customer Service
  • General and Administrative

In short, this revolutionary instrument identifies many factors integral to human performance while exploring a candidate’s likelihood to deliver results based upon their knowledge, skill set and more.

Workplace Strengths

The Workplace Strengths report is a straight-forward assessment designed for use at the outset of any hiring and selection process. This DISC & Hartman-based tool deals primarily in broad brush strokes, applying either a “satisfactory” or “cautionary” rating to four universally important workplace questions:

  • How is this person likely to work with other people?
  • How is this person likely to behave when under stress and pressure and how might that impact their ability to engage and to be effective?
  • Can this person prioritize their activities?
  • Will this person likely accept accountability for their own actions?

Through the scores and the report details, Workplace Strengths offers suggestions for hiring and selection personnel to guide discovery of potential risks and likely strengths which may impact the candidate’s fit in both the position and the team or organization.

Due to its broad applicability, Workplace Strengths is ideally suited to be a first line assessment to be a useful resource in evaluating potential hires. Once a candidate’s education and experience have been verified, the Workplace Strengths assessment allows decision makers to evaluate the applicant pool quickly, asking consistent and relevant questions to determine which candidates should move forward in the selection process.

DISC Benchmark System & Report

The DISC Fitness Benchmark System is best described as an insightful DISC-based, on-screen tool for measuring a candidate’s match to the company’s selected needs and wants presented in job openings. With this information, you’re more empowered to measure every job candidate’s DISC score against an existing or custom-made benchmark. The result is an algorithmic matching process that reveals how candidates self-determined behavior aligns with the job expectations, indicating likely areas of success and opportunity.

Sales IQ Plus

Sales IQ Plus measures a sales professional’s understanding of the strategies required to sell successfully in any environment. This assessment takes approximately 30 minutes to complete and consists of 48 questions that guide you in assessing each of the eight primary sales competencies, along with some vital selling traits. A sales “competency” is a category of selling proficiency that contains a number of different skills and knowledge components. All eight competencies combine to provide an overview of your current selling effectiveness.

Performance Gap Indicator (PGI)

The Performance Gap Indicator (PGI) empowers organizations with an assessment that evaluates FIVE company-wide performance areas, plus separate reporting for initial analysis and subsequent follow-up analysis, so you can objectively track progress and demonstrate real ROI.

The 5 areas are:

  • 1. Culture – The written and unwritten set of values, beliefs and behaviors which determine how your company’s employees interact with one another, with customers, and with vendors.
  • 2. Operations – The process, systems and procedures required to consistently conduct your business a the highest level of efficiency and effectiveness.
  • 3. Leadership – The direction, clarity, and accountability which inspires and empowers others to reach the vision.
  • 4. Training – The process of providing leaders and teams the tools, time and guidance to master their responsibilities based upon your company’s stated performance standards.
  • 5. Service – The ability to consistently exceed customer expectations which generates repeat and referral business by providing exceptional service.

Kolbe Indexes / Instinct Assessments

Kolbe Indexes are easy to complete online in less than 20 minutes. They are different from other self assessments because they don’t measure how smart you are (thinking) or what your personality is like (feeling). Rather, Kolbe Indexes measure how you naturally DO things.

Backed by more than 30 years of research and practical applications, they provide an amazingly accurate map of an individual’s natural instincts, or modus operandi (M.O.).


The TalentSmart Emotional Intelligence 2.0 is a book that includes access to a self-administered emotional intelligence test—the Emotional Intelligence Appraisal. In addition to providing scores for overall EQ and each of the four skills, the new Emotional Intelligence Appraisal drills down further to provide:

detailed feedback on the specific behaviors that contributed to your scores.

analysis of your behavior to pinpoint the specific skill strategies from the Emotional Intelligence 2.0 book that will have the greatest impact upon your emotional intelligence.

the ability to test yourself a second time (at no additional charge) after you’ve applied the strategies to see how much your scores have improved. This includes an analysis of score profiles and suggestions for which strategies will provide the greatest benefit to you going forward.

Gallup Clifton StrengthsFinder 2.0

For decades, the Clifton StrengthsFinder assessment has helped people excel. From top business executives and managers to salespeople, nurses, teachers, students, pastors, and others, millions of people have realized the benefits of leading with their strengths.

Additional research finds people who know and use their strengths every day are more likely to experience positive emotions (energetic, well-rested, happy, respected) and less likely to experience negative ones (stress, worry, anger, sadness).

Achieving these benefits and more starts with the 177-question online Clifton StrengthsFinder assessment. In less than 30 minutes, people who take the assessment receive:

  • A measure of their natural talents within 34 themes
  • A life-changing lens for self-awareness
  • A language to more accurately describe what they do best
  • Action items and in-depth information to use as they set out to accomplish their goals

Individuals, teams and organizations alike use Clifton StrengthsFinder to empower personal growth and boost business outcomes.