Individual and 360 Assessments
“A big thank you to Sharon! She is sensitive, caring and an amazing individual, yet also asked daring questions, pushing you into uncomfortable areas and at the end helping with my leadership development. She also helped me to get closure on my hostage mentality and grief with my personal battle.”
Sr Finance Manager,
Health & Medical Services
“Joyce is quite remarkable. She was the smallest being in our group, but pushed and carried us all miles forward. She is a very kind being with a very fierce approach. I am a stronger person as a result of this experience. I appreciate Joyce for all she is and what she now represents for me.”
International Data Systems Company
“Joyce and Sharon are excellent trainers. This seminar has completely exceeded my expectations. I have learned so much. I will be a better leader as a result of this program.”
“Wow! Joyce brought out the best in all of us in our team. She believed in us, built our confidence. She has a clear vision, she is supportive, and most of all she is caring.”
Toys, Games Industry
Dynamic Links International provides a suite of assessment tools including 360 instruments to facilitate maximizing the capabilities of people – particularly leaders – in organizations. We are certified in two Emotional Intelligence 360s as well as several Strategic Leadership Development (SLD) tools which assess leadership development needs and can be utilized for strategic planning and role definition.
Please Contact Us if you would like more information on any of these instruments or other assessments.
- The Emotional Intelligence Competency Inventory 360 (ECI)
- The Emotional and Social Competency Inventory 360 (ESCI)
Research shows that Emotional Intelligence (EI) is more important to leadership success than IQ. EI has proven to help build executive and leadership maturity and to enable high potentials to accelerate their growth and maturity. An emotional competence is a learned capability based on emotional intelligence that contributes to effective performance at work.
The ECI and ESCI 360-degree tools are designed to assess the emotional competencies of individuals and organizations based on the works of Dr. Daniel Goleman and Dr. Richard Boyatzis.
The Emotional Intelligence Competency Inventory 360 measures 18 EI competencies that have been shown lead to success. Participants see the levels of behavior, from basic leadership behaviors to higher performing leadership behaviors, at which their raters experience them and can see how they compare to thousands of other high performing leaders in the database.
The Emotional and Social Competency Inventory 360 (ESCI) measures 12 EI competencies. Participants will see how often he or she demonstrates each competency compared with a database of leaders.
There are three main applications for utilizing 360s:
- For organizations to develop bench strength
- To identify vulnerabilities and opportunities for growth
- As a basis for Coaching
Strategic Leadership Development (SLD)
The SLD is a multi-component process designed by Management Research Group (MRG) to help facilitate leadership development at both the organizational and individual level. This process recognizes that every organization is unique. Leadership requirements in organizations are situational: leadership practices depend on the organizations’ strategic objectives and the specific demands of the individuals’ roles.
Dynamic Links International is certified in the SLD assessments and tools listed below. Please Contact Us if you would like more information on any of these instruments or other assessments.
The Leadership Effectiveness Analysis (LEA) 360®
The LEA 360 is a multi-rater assessment that provides individuals with powerful, confidential feedback on their leadership approach from the perspectives of Self, Direct Reports, Boss and Peers. The LEA 360® measures 22 behavioral leadership practices and is descriptive. Individuals can see what their current leadership behaviors are with the 360 results.
This process helps senior management identify the critical leadership behaviors the organization’s leaders will need to develop and utilize in order to meet strategic business needs for the future.
Individuals or groups can identify the leadership practices of a specific role in order to meet the current demands of the role in the organization. The Role Expectations process is commonly used to define the requirements of a new position, to increase consistency when there are multiple leaders in the same role, or to clarify and resolve discrepancies in expectations for a specific role.