The assessment is often used in team-building, individual development, and other specialized workshops. The assessment is an excellent foray into coaching and helps individuals understand themselves better and how they work in the world.  

When used in team-building, professionals learn about the behaviors and preferences of others and how to work more effectively with team members. There are no right or wrong answers in the assessment; it is truly to understand your unique way of interacting in the world.  

Laurie Maddalena is professionally certified to administer the Myers-Briggs Type Indicator, and offers the following workshops to assist your individuals and teams. All workshops will be tailored to meet the needs of your leaders and organization:  

Myers-Briggs Foundations

this workshop introduces the Myers-Briggs Type Indicator, provides individual results of the leadership assessment as well as the team composite, assists individuals in understanding their type, and provides strategies for better communication and problem solving.

‍

Myers-Briggs in Teams

this workshop focuses on using the assessment in a team with the goal of enhancing communication, team cohesiveness and effectiveness, and decision making. Each team member will receive their individual results, and the team composite will be shared to help the team develop a better understanding of their strengths and development opportunities. This workshop is excellent for executive and management teams.

‍

Advanced Myers-Briggs

this workshop assumes a foundational understanding of the assessment and teaches advanced understanding of type dynamics. This workshop goes deeper into the assessment and its complexity for more in-depth development. This workshop includes the Step II assessment which is a deeper and more detailed assessment for more powerful learning.

‍

The Change Style Indicator helps establish how the respondent prefers to address and work with change – addressing both initiated and imposed change. A key piece of insight is the participant’s place on a continuum along a Conserver, Pragmatist and Originator spectrum.  

Learning Outcomes:

• Helps leaders and teams consider different perspectives and preferences for change
• Helps leaders and teams identify and navigate the change stages

• Helps leaders to consider all perspectives when resolving issues to increase collaboration
• Enables a group’s creativity and innovation by understanding style preferences
• Improves teamwork by understanding the advantages and strengths that each style brings to an organization

Suitable for:

• any level leader, emerging leaders, all staff

The HRG focuses on the three C’s – Control, Commitment, and Challenge. The three C’s of Hardiness represent the key qualities that people high in hardiness possess. They believe they have control over the events they experience. They commit to seeing the world as meaningful and interesting, and they view challenges and change as growth opportunities.  

The HRG is a scientifically rigorous tool that demonstrates exceptional reliability and validity. Hardiness Resilience Gauge (HRG) The HRG focuses on the impact of a person’s hardiness across multiple domains in their life and supports a wide-variety of coaching and development situations. 

The HRG individual report contains:

• An introduction to hardiness and the HRG model
• An overview and interpretation of a user’s total hardiness score
• A detailed personalized interpretation for each of the 3 subscales and strategies for developing each component of hardiness
• Information on the balance between a user’s subscale scores and interpretations of the potential impact of imbalances
• An Action Plan Page

• A leadership and hardiness page, focused on strategies leaders can use to promote hardiness in their team members

Suitable for:

• any level leader, emerging leaders, all staff

‍

The model demonstrates that these differing behaviors are neither good nor bad, but simply different ways of dealing with conflict.  

This assessment is ideal for management or leadership teams, one-on-one coaching, team building initiatives and communication workshops.  

For more information, download the brochure: Thomas-Killman

‍

The EQ-i 2.0 is a comprehensive online assessment tool that measures 16 component elements of emotional well-being within the individual, generating a comprehensive and practical personalized report. The assessment can be used in individual coaching or in a teambuilding session. Each participant receives feedback on their individual report.

The EQ360 is a 360 degree instrument with a difference: rather than measuring job performance, the EQ360 gives the individual a full 360 degree perspective on how their colleagues’ perceptions of their emotional intelligence compares to their own perception of these EQ elements. This is a powerful tool to bring perspective and insight to leaders so they can improve their emotional and interpersonal interactions.

Laurie Maddalena also offers Emotional Intelligence as a customizable workshop.

For more information, download the brochure: Emotional Intelligence

When a leader understands their own unique DiSC Management Profile as well as the DiSC profile of their team, they can:  

• Explore strategies for effectively directing and delegating
• Learn to create motivating environments
• Deepen their ability to develop others based on each individual’s potential
• Improve their working relationship with their own manager

Laurie Maddalena offers DiSC assessments and analysis as well as customizable workshops.  

‍

The assessment measures Expressed and Wanted interpersonal needs in three areas that affect work relationships: Involvement, Influence and Connection.  

The FIRO Business assessment helps organizations develop great leaders, while improving organizational performance. The FIRO-Business assessment is ideal for one-on-one coaching, team building initiatives, communication workshops and leadership development programs. Participants receive an individual profile report as well as a Leadership Report that describes your preferred approach to the following areas:

• Relating to Your Coworkers
• Relating to Your Manager
• Relating to Your Direct Reports
• Handling Negotiation and Conflict
• Making Decisions and Setting Priorities

The Leadership Report also provides suggestions and next steps to help you plan how to use the developmental stretches to enhance your interpersonal effectiveness.

For more information, download the brochure: FIRO-Business

‍

The assessment is designed to be completed by those who work closely with the manager — boss, peers, and subordinates.  

This unique leadership assessment gives the manager a clear picture of their impact, strengths, and development opportunities.  

Laurie Maddalena is professionally certified to administer The Leadership Circle Profile which is the only 360 degree assessment that measures the two primary leadership domains — creative competencies and reactive tendencies — and integrates this information so that they key opportunities for development immediately rise to the surface.  

This profile is a true breakthrough among 360 degree assessments. It is the first to connect a well-researched battery of competencies with the underlying and motivating habits of thought. It reveals the relationship between patterns of action and internal assumptions that drive behavior.

Benefits of the assessment include:

• Reveals to the leader what is going on beneath the surface (what may be keeping him/her stuck in old patterns of behavior), as it cultivates deeper personal awareness.
• Enhances the value of coaching and saves time. A coach instantly sees the whole integrated picture. Coaching can start at an advanced level.
• Aids in developing teamwork and in succession planning.
• Provides a comprehensive metric for tracking leadership development and cultural change and facilitates ongoing performance management.
• Allows an organization to measure itself against a large norm-base of similar companies.

This profile is a powerful tool for individuals and is often used as a springboard for the professional coaching relationship.  

The assessment process includes the administration of the profile, a two hour feedback session where a professional coach partners with the manager to identify strengths and opportunities, as well as a half hour follow-up coaching call.  

This profile is very effective when combined with the ongoing coaching relationship.

For more information, download the brochure: The Leadership Circle Profile