Outward Bound Professional:
Assessment Tools
We utilize a range of evaluation, assessment and development tools to provide powerful learning experiences that identify key opportunities and areas for growth. We created these exercises through years of working with America’s leading companies and organizations. A thorough assessment process allows us to target issues that will make the largest impact on you as a leader, and on your team and organization.
Here are some of the Assessment Tools that we use:
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Myers Briggs Type Indicator (MBTI):
Assessment of Individual styles
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In a similar way to left- or right-handedness, MBTI predicts that individuals also find certain ways of thinking and acting easier than others. The MBTI endeavours to sort some of these psychological opposites into four opposite pairs, or dichotomies, with a resulting 16 possible combinations. None of these combinations is 'better' or 'worse', however Briggs and Myers recognised that everyone has an overall combination that is most comfortable for them. We use this Model to assist employees and employers to understand how they work and how they can work better.
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Leadership Practices Inventory:
Leadership as a measurable, learnable, and teachable set of behaviors
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The Leadership Practices Inventory (LPI), a 360-degree assessment instrument serves two purposes: continuous testing to evaluate leadership, and an improvement tool to help leaders assess and improve their leadership.
The LPI is a questionnaire with thirty behavioral statements—six for each of The Five Practices. Leaders complete the LPI-Self, rating themselves on the frequency with which they think they engage in each of the thirty behaviors. Five to ten other people—typically selected by the leaders—complete the LPI-Observer questionnaire, rating the leaders on the frequency with which they think they engage in each behavior. Respondents can indicate their relationship to the leader—manager, co-worker or peer, direct report, or other observer—but, with the exception of the leader's manager, all the observers' feedback is anonymous. Outward Bound has extensive experience delivering and utilizing this tool.
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The OB Leadership Development Profile:
Outward Bound's proprietary Model for understanding and building strong leadership skills and behaviors.
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The OB LDP framework includes seven major categories each containing three factors that serve as highly focused drivers of leadership that result in significant positive impact in the workplace
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| Wilson Social Styles: |
The Social Style Model is an easy to use model for describing people's behaviours. Once you understand how and why somebody acts a certain way, you can anticipate future actions and adjust your behavior and create mutually productive interactions to achieve organisational goals.
The profile, based on the feedback of co-workers, peers, supervisors, or team members gives you accurate information about behavioural style and versatility, the ability to relate and adapt to others.
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| The DISC Profile: |
DiSC® is a personal assessment used by over 50 million individuals to improve interpersonal relationships, work productivity, teamwork, and communication. Based on the 1928 work of psychologist William Moulton Marston. The DISC Personal Profile System is a personality behavioral testing profiler used as assessment, inventory, survey model in either self-scored paper or online versions.
The tests classify four aspects of behavior by testing a person's preferences in word associations. DISC is an acronym for: Dominance - relating to control, power and assertiveness; Influence - relating to social situations and communication; Steadiness - relating to patience, persistence, and thoughtfulness; Conscientiousness - relating to structure and organization.
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| TAP-Team Assessment Profile: |
The Team Assessment Profile (TAP) assists teams in identifying and supplementing their greatest strengths and improving on their key needs in three team process activities: Giving Feedback, Interpersonal Communication and Problem Solving. Results are given in bar graph form with comparisons made between a team member's Self scores and summarized Other scores, and a team member's Self scores versus a set of national norms.
Important differences are demonstrated between a team member's Self scores and summarized Other scores. Lastly, two sets of highest and lowest scores are provided. One set lists a team member's highest and lowest scores based on results from the Other questionnaires. The second set indicates the differential between the Self questionnaires and the national norm. |
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