Assessments → KAVEO Leadership

Assessments

Our Research-Backed Assessments Help Grow Awareness and Support Self-Discovery.

Most companies offer a few assessments.

We have more than 20.

More options gives us far greater precision for diagnostic discovery.

We believe that more tools gives you more ways to solve challenges and discover opportunities.

That's why we're continually investing in our expanding assessment catalog, each led by a KAVEO facilitator who can expertly administer and interpret the results.

INDIVIDUAL • GROUP • TEAM • ORGANIZATION

All KAVEO Assessments Include a 1:1 Debrief and Complete Results Report

Most Requested

Hogan

Used by Over 75% of fortune 500 companies

Hogan Assessments provide deep insight into personality, leadership potential, and workplace behavior.

By identifying strengths, potential blocks, and core drivers, Hogan helps leaders understand how they’re perceived—and how to evolve with intention.

Clifton-Strengths®

Unlock deep insights into your unique talents using the CliftonStrengths assessment and learn how to maximize their impact on your performance and leadership.

Through interactive exercises, practice recognizing and cultivating the strengths of others to build a high-performing team

Leadership Circle Profile

By integrating leadership competencies with deeper mindset insights, the LCP provides a clear, actionable picture of strengths, blind spots, and development opportunities.

This goes beyond traditional assessments to help leaders understand why they lead the way they do—and how to grow their impact across teams and organizations.

SPOTLIGHT

360 Assessments

We Offer:

Hogan 360

EQ360

Develop strategic self-awareness and explore your core values.

What It Is:

A measurable methodology for understanding values, traits, and professional behaviors that hold you back from reaching your full potential at work
Allows you to find a starting point to building emotional intelligence – a major contributor to career success

How It Works:

We gather real feedback from colleagues, supervisors, and direct reports to get a holistic view of performance
We compare this with the subject's self-assessment
We analyze the results and interpret them for you in a 1:1 session with KAVEO facilitator

a life-changing journey for me.

My coach possessed the perfect combination of compassion, intuition and astute coaching agility.

She accompanied me to and through my own blocks and eventually, to my answers within. I feel privileged to have worked with her through this significantly meaningful period of growth.”

Elizabeth

Coaching Client

All KAVEO Assessments Include:

results report
1:1 debrief with a certified KAVEO Coach

Optional Add-ons:

Option for coaching add-on
Customizability for teams, organizations, and specific goals

Our Assessment Catalog:

Category: Global / Adaptability Competence

AQai measures an individual’s adaptability across cognitive, emotional, and environmental dimensions. It evaluates readiness for change, resilience, learning agility, and mindset flexibility, offering a modern lens on how effectively someone navigates uncertainty and transformation. Organizations use it to identify adaptability strengths, close capability gaps, and build change-ready cultures.

Best for choosing when:

You want to assess how well leaders and employees handle rapid change or disruption

A team or organization is going through transformation, restructuring, or strategic pivots

You need a development-focused tool to build adaptability, resilience, and continuous learning
Category: Personality & Behavioral Style

The Birkman Method assesses motivation, usual behavior, underlying needs, and predictable stress reactions. It provides a multidimensional view of personality, capturing not just how individuals show up at their best but also how they behave under unmet needs or pressure. It is widely used in leadership development, team building, conflict navigation, and organizational culture improvement.

Best for choosing when:

Teams need to understand stress behaviors, unmet needs, and sources of conflict

You want richer interpersonal insight than typical personality assessments provide

Leaders need a tool that integrates motivation, behavior, and stress patterns into development planning
Category: Global / Adaptability Competence

Change Navigator evaluates individuals’ emotional and cognitive responses as they move through the predictable stages of change: Acknowledging, Reacting, Investigating, and Implementing. It highlights readiness, capacity, mindset tendencies, and potential barriers when navigating transitions. Organizations use it to prepare teams for transformation and help leaders guide people through uncertainty more effectively.

Best for choosing when:

You want insights into how individuals cope with change on an emotional level

Organizations are undergoing significant transitions such as mergers, restructures, or leadership shifts

Leaders need tools to better anticipate resistance and support people through change journeys
Category: Strengths-Based

CliftonStrengths identifies a person’s top talent themes across four domains—Executing, Influencing, Relationship Building, and Strategic Thinking. Rather than diagnosing weaknesses, it focuses on amplifying what individuals naturally do best, enabling higher engagement, performance, and fulfillment. Teams use it to improve collaboration by leveraging diverse strengths and reducing friction from misaligned expectations.

Best for choosing when:

You want a highly positive, energizing assessment that boosts confidence and alignment

Teams need a common language to appreciate one another’s contributions instead of fixating on gaps

Leaders want to build development plans rooted in natural talent rather than deficit-focused improvement
Category: Personality & Behavioral Style

DiSC measures four behavioral tendencies—Dominance, Influence, Steadiness, and Conscientiousness—to reveal communication preferences, decision-making patterns, and interpersonal style. It offers a simple, memorable framework that helps individuals understand differences and adapt to others more effectively. Widely used in organizations, it strengthens collaboration and reduces friction in everyday team interactions.

Best for choosing when:

You want a simple, accessible assessment that teams can easily understand and apply immediately

Communication gaps or interpersonal misunderstandings are affecting performance

A fast, behavior-focused tool is needed to improve teamwork, collaboration, and conflict resolution
Category: Team Dynamics & Leadership

The Energy Leadership Index measures how individuals perceive and respond to situations across seven energy levels, from reactive to highly engaged states. It reveals default stress reactions and offers insight into how mindset influences leadership impact, performance, and resilience. Coaches use it to help leaders shift from unconscious patterns toward more intentional and effective behaviors.

Best for choosing when:

Leaders need to understand how mindset and energy influence their reactions, relationships, and results

You want a tool that supports personal transformation and conscious leadership growth

Stress management, resilience, or emotional reactivity are coaching priorities
Category: Emotional Intelligence (EQ)

EQ-i 2.0 measures emotional intelligence across five composite areas—Self-Perception, Self-Expression, Interpersonal Skills, Decision Making, and Stress Management. The report provides clear behavioral insights and a structured developmental roadmap, making it highly actionable for coaching and leadership programs. Because it is a self-report tool, it highlights how individuals experience themselves emotionally and socially.

Best for choosing when:

You want a development-focused EQ assessment with clear pathways for growth

Leaders struggle with stress management, emotional regulation, or interpersonal challenges

Coaching engagements require measurable progress over time in emotional and relational skills
Category: Emotional Intelligence (EQ)

EQ-360 extends the EQ-i model by incorporating feedback from peers, managers, and direct reports, revealing how others experience the leader’s emotional intelligence in real situations. This comparison between self-perception and observed behavior often uncovers blind spots or disconnects that self-report tools cannot detect. It is particularly effective in leadership development, 360 programs, and senior leader coaching engagements.

Best for choosing when:

Leaders need to understand the difference between intention and impact

Stakeholder relationships, influence, or interpersonal conflict are growth areas

You are running a 360-degree leadership program focused on increasing self-awareness and relational effectiveness
Category: Team Dynamics & Leadership

Based on Patrick Lencioni’s Five Dysfunctions of a Team model, this assessment evaluates team health across Trust, Conflict, Commitment, Accountability, and Results. It integrates DISC behavioral styles to help team members understand one another’s tendencies as they work through these behaviors. The tool is designed to build cohesive, high-performing teams through vulnerability, healthy debate, and shared responsibility.

Best for choosing when:

A team needs deeper trust, healthier conflict, and better alignment around goals

You want a structured, research-based framework for improving team performance

A leadership team is experiencing avoidance, unclear expectations, or siloed accountability
Category: Team Dynamics & Leadership

The GLP measures leadership maturity using the “action logics” developmental framework, showing how leaders interpret complexity and make meaning in challenging situations. It reveals which mindset a leader typically operates from and what developmental capabilities they are ready to grow into next. The assessment is used for vertical leadership development and deep transformational coaching.

Best for choosing when:

You want to help leaders grow their capacity for complexity, ambiguity, and system-level thinking

Senior leaders need to shift from reactive habits toward more visionary, creative leadership

A company is preparing leaders for large-scale transformation or expanded strategic responsibilities
Category: Global / Adaptability Competence

The GMI measures global leadership readiness across three domains: Intellectual Capital, Psychological Capital, and Social Capital. It evaluates how leaders think about, relate to, and work across global cultures and contexts. Organizations use it to develop culturally agile leaders who can operate effectively in international markets and diverse environments.

Best for choosing when:

Leaders manage global teams, international markets, or multicultural environments

An organization wants to strengthen cross-cultural competence and global business readiness

You need an assessment that goes beyond personality to measure global curiosity, openness, and relational agility
Category: Personality & Behavioral Style

The Hogan suite measures three critical dimensions of leadership effectiveness: day-to-day personality strengths (HPI), derailers under stress (HDS), and core motives and values (MVPI). Together, they provide one of the most predictive assessments of workplace behavior, leadership potential, and performance risk. Organizations rely on Hogan for selection, succession planning, high-potential identification, and deep leadership development.

Best for choosing when:

You need to predict leadership performance, derailers, and cultural fit with high accuracy

Senior leaders require insight into unconscious habits that may limit their effectiveness

You want an assessment widely validated and trusted across Fortune 500 companies
Category: Team Dynamics & Leadership

Hogan 360 provides multi-rater feedback on leadership behaviors benchmarked against global norms. It integrates seamlessly with the Hogan personality suite to reveal how underlying traits and derailers show up in real-world interactions. The tool produces clear, practical insights for leadership development planning and behavioral improvement.

Best for choosing when:

You want to complement Hogan personality data with observable behavioral feedback

Leaders need structured guidance on how they are perceived across stakeholder groups

Your leadership development program incorporates 360-degree assessment practices

Category: Team Dynamics & Leadership

The Influence Style Indicator identifies an individual’s preferred approach to influencing others across five styles: Asserting, Negotiating, Inspiring, Bridging, and Rationalizing. It helps leaders recognize which styles they naturally rely on and when different situations demand a more flexible approach. The tool strengthens communication, persuasion, and relationship management across teams and stakeholders.

Best for choosing when:

Leaders need to expand their influence toolkit to succeed with diverse personalities

Stakeholder alignment, persuasion, or cross-functional collaboration is a priority

A team struggles with ineffective communication or overly rigid influence patterns
Category: Personality & Behavioral Style

The Key Polarity Indicator helps individuals and teams understand how they manage polarities—tensions between two interdependent values, such as stability vs. change or autonomy vs. collaboration. It identifies where a polarity is being overemphasized or neglected, creating performance imbalances. Leaders use it to improve strategic decision-making, conflict resolution, and systemic organizational thinking.

Best for choosing when:

A team or organization is stuck in “either/or” thinking that limits progress

Leaders must balance competing priorities such as short-term vs. long-term goals

You want a tool that supports systems thinking and more sustainable decision-making
Category: Team Dynamics & Leadership

The LCP is a 360-degree leadership assessment that integrates behavioral competencies with internal assumptions, mindset patterns, and reactive tendencies. It provides a holistic view of leadership effectiveness by tracking the balance between creative leadership strengths and reactive habits that limit impact. The LCP is widely used in vertical development and transformational coaching engagements.

Best for choosing when:

Leaders are ready for deep developmental work beyond surface-level behaviors

You want an assessment that connects mindset, habits, and behaviors in a single model

Senior leaders must shift from reactive tendencies to vision-driven, creative leadership
Category: Team Dynamics & Leadership

This assessment evaluates the leadership culture of a team or organization by mapping collective tendencies across creative and reactive dimensions. It reveals systemic strengths as well as cultural barriers that shape how groups lead together. Organizations use it to guide executive team development, cultural transformation, and strategic alignment.

Best for choosing when:

An executive team needs to understand its collective leadership patterns and culture

You want to diagnose cultural tendencies that help or hinder organizational effectiveness

A company is pursuing system-wide leadership transformation or cultural change
Category: Team Dynamics & Leadership

The LPI, based on Kouzes & Posner’s The Leadership Challenge, measures leadership behaviors across five practices: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. It offers clear, observable behavior data that helps leaders understand how frequently they exhibit effective leadership behaviors. The tool is widely used in leadership training, coaching, and education.

Best for choosing when:

You want a practical, behavior-focused leadership assessment that is easy to apply and track

A leadership development program needs a research-backed foundation with clear behavioral practices

You want to measure and reinforce consistent leadership behaviors across teams or organizations
Category: Personality & Behavioral Style

The LINC Personality Profiler, developed at Leuphana University, measures personality using a Big Five–based model supplemented by motivators and competencies. It provides a comprehensive and academically grounded view of behavior while remaining accessible and coaching-friendly. LPP is valued for its clarity, scientific rigor, and immediate relevance to personal and leadership development.

Best for choosing when:

You want a modern, scientifically grounded personality assessment with coaching depth

Leaders or teams appreciate academically validated tools with practical applications

You need a Big Five–based instrument that also incorporates motivations and competencies
Category: Personality & Behavioral Style

MBTI categorizes individuals into 16 personality types based on preferences in four areas: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. It offers a positive, nonjudgmental vocabulary for understanding how people prefer to communicate, make decisions, and approach work. Widely used around the world, MBTI is a staple in team building, leadership development, and interpersonal communication workshops.

Best for choosing when:

You want a simple, accessible personality framework that is easy for groups to understand

Teams need to improve collaboration by appreciating different working and thinking styles

Leaders benefit from understanding how their preferences shape decision-making and relationships
Category: Personality & Behavioral Style

My World View explores the cultural, social, and personal lenses through which individuals interpret events, make decisions, and interact with others. It highlights assumptions, values, and perspective patterns that influence how people engage in diverse teams or environments. Organizations use it to strengthen empathy, inclusion, and cross-cultural awareness.

Best for choosing when:

You want to deepen self-awareness around cultural assumptions and personal values

Teams need to work more effectively across different perspectives or backgrounds

An organization is building its inclusion, belonging, or cultural intelligence initiatives
Category: Personality & Behavioral Style

The Predictive Index measures core behavioral drives—Dominance, Extraversion, Patience, and Formality—providing insight into work preferences, leadership style, and communication tendencies. When paired with the PI Cognitive Assessment, it predicts job performance and role fit with high accuracy. PI is widely used in hiring, team design, succession planning, and workforce analytics.

Best for choosing when:

You need a fast, reliable assessment for selection, role fit, or team composition

Leaders require clear insights into behavioral expectations and communication tendencies

Organizations want a talent optimization platform that aligns individuals with strategy and culture
Category: Strengths-Based

The RESPECT Coaching Styles model identifies a leader’s natural approach to supporting and developing others across relational, strategic, and motivational dimensions. It helps leaders understand where they excel, where they overuse certain tendencies, and how expanding their coaching/leadership repertoire can increase their impact. The framework is easy to apply in everyday conversations and leadership development programs.

Best for choosing when:

Leaders need a simple, actionable way to understand and enhance their coaching approach

You’re building a coaching culture or mentoring program and want a consistent model

Leaders want to expand beyond a single default coaching style to increase effectiveness
Category: Personality & Behavioral Style

SDI measures motivational value systems and the shifts in behavior that occur when an individual moves from things going well to experiencing conflict or stress. It uncovers the “why” behind interpersonal interactions, helping individuals better understand their own intentions and others’ perspectives. The tool is particularly powerful for relationship management, conflict resolution, and team communication.

Best for choosing when:

A team experiences recurring interpersonal tension or misunderstandings

Leaders need insight into their own conflict triggers and stress responses

You want a tool that reveals root causes of conflict rather than just surface behaviors
Category: Strengths-Based

The VIA Survey identifies 24 universal character strengths — such as Hope, Curiosity, Leadership, and Kindness — grounded in the science of positive psychology. It helps individuals understand their core virtues and how to apply them to increase resilience, fulfillment, and effectiveness. VIA is accessible, uplifting, and especially useful for personal development, team appreciation, and well-being initiatives.

Best for choosing when:

You want a research-backed assessment focused on well-being, engagement, and positive leadership

Individuals or teams need a strengths-based lens to reconnect with purpose and motivation

You want an accessible, low-barrier tool appropriate for all levels of an organization

Develop the
Leader Within.

If you're looking for real progress and change, we'd love to show you a pathway forward.

Meet with us and learn how we can help.