iNDIVIDUAL AND/OR TEAM ASSESSMENTS, PROGRAMS, COACHING AND WORKSHOPS

Workshops and Facilitated Sessions

BDA Consulting offers workshops to address organizational and talent development themes. These include:

Analyzing Team Strengths
Applying Lessons Learned
Change Management
Core Skills for Effective Facilitation
Creating a Culture Open to Feedback
Creating Ways of Working (WOW) Agreements
Embracing Diversity and Inclusion

Emotional Intelligence in the Workplace
Establishing Performance Goals
Executing Effective Meetings
Generational Diversity
Leadership Coaching
SWOT Analysis
Team Dynamics

Style Indicators

Today’s workplace requires effective leaders to work across multiple boundaries where differences such as culture, gender, age, geography, and hierarchy can all present unique challenges. The Influence Style Indicator is an assessment instrument designed to understand an individual’s preferred style as they influence others.

The Decision Style Profile is a decision-making assessment that empowers leaders to make better decisions for given situations. Each participant is asked how he or she would make several real-world business decisions. A personalized report compares the participant’s chosen decision-making styles to the most appropriate styles, which are backed by extensive research and a current database of more than 20,000 executives and managers.

The Change Style Indicator is a leadership assessment designed to measure an individual’s preferred style in approaching and addressing change. It provides leaders in all levels with insights on personal preferences for managing change. It also offers context for how fellow employees might perceive and respond to the bosses’ preferred style.

The Change Style Indicator uses 20 items to establish a ranking of how the respondent prefers to address and work with change, involving both initiated and imposed change. Leaders are placed on a continuum along a Conserver, Pragmatist, and Originator spectrum.

Type Indicators

The Myers-Briggs Type Indicator (MBTI) was created by the contributions and research of a mother-daughter team by the name of Katharine Cook Briggs and Isabel Briggs Myers, respectively. Katharine combined her psychological beliefs with the renowned work of Carl G. Jung, resulting in the 16 Psychological Types of the MBTI® Assessment. She studied Jung’s theories extensively and believed that his work could be used in a practical manner.

The combination of Carl Jung’s work on psychological types with Roger Pearman’s insights led to the creation of an assessment that examines an individual’s personality at multiple levels. The Pearman Personality Indicator allows individuals to understand their full range of personality functioning. It also shows how their flexibility and agility skills enable them to operate effectively within and outside of their natural personality type.

360-Degree Feedback Tools

The Discovery Leadership Profile is a full-featured 360-degree feedback assessment. Nine years of research and input from more than 3,000 mid to senior-level managers were invested in the development of this program. The result is a powerful 360-degree feedback assessment that focuses on the most critical development goals of contemporary managers while delivering a tremendous return on your training budget.

This leadership survey is an outgrowth of an extensive search for an appropriate tool for new or high-potential leaders. Research has led to the development of 60 items composed of 12 leadership skills and traits that influence a new leader’s effectiveness and establishes a foundation for personal growth.

The Emotional Quotient 360 (EQ 360) is an emotional intelligence assessment that allows leaders to receive feedback from peers, managers, direct reports, and others on how they leverage their emotional intelligence. Subsets of the assessment include: Self-Perception; Self-Expression; Interpersonal; Decision Making and Stress Management.

Team Performance Inventory

The Team Performance Inventory (TPI) helps you find out what your team needs to achieve its purpose and sustain or improve performance. It also provides actionable insight that is unique to each team and circumstance. The TPI is rooted in Impact International’s own Team Performance (TP) Model, which is comprised of six domains—each contributing a vital and interdependent component of effective teamwork.

Unified Purpose
External Alignment
Agreed Approach
Effective Relationships
Quality Conversations
High Performance Mindset

The Global Leadership Assessment (GLA360) is a 360 leadership assessment rooted in groundbreaking research conducted by Marshall Goldsmith (#1 Leadership Thinker and Executive Coach), involving CEOs of Fortune 100 companies, global thought leaders, and international business executives of organizations on 6 continents.

Emotional Intelligence

The EQi 2.0 identifies key employee strengths that can be leveraged to the benefit of the organization. It also finds possible impediments to high performance that could be improved. The EQ-i 2.0 features significant changes based on data and feedback gathered over several years.

Developed by academics at Yale and the University of New Hampshire in cooperation with MHS, the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT™) evaluates Emotional Intelligence (EI) through a series of objective and impersonal questions. It tests the respondent's ability to perceive, use, understand, and regulate emotions.

The Hardiness Resilience Gauge provides actionable feedback into an individual’s ability to cope with stressful and unexpected situations. Research strongly indicates that people who are higher in hardiness are less likely to experience the negative effects of stress on health and performance.