Assessments
HOW IT WORKS
Questions? Connect with our experts.
Leadership Effectiveness Analysis™ & LEA 360™
Delivering a clear, actionable leadership behavior profile to help leaders understand how they show up in their work, how others perceive them – and the perception gaps that could be limiting their impact.
Individual Directions Inventory™
Providing unparalleled self-awareness by illuminating the often-hidden motivations that shape how we approach our colleagues, our work, our world – and ourselves.
Personal Directions®
Revealing a holistic picture of how a person perceives their world, what they have prioritized, and the shifts they could make to architect a more satisfying life.
Sales Performance Assessment™
Creating alignment between strategic goals and actionable sales behavior.
Questions?
Let’s talk about your practice and how assessments can serve you, your clients, and your work.
Anchored rating
This leader is a hard worker.
Strongly Agree
Agree
Neither Agree/ Disagree
Disagree
Strongly Disagree
Assets:
Simple to complete, measures magnitude
Limits:
Easy to manipulate or give unintentionally biased scores
Ipsative
Which of the following is most accurate? (Choose only one)
The leader is a hard worker.
The leader is friendly.
Assets:
Hard to manipulate
Limits:
Can’t measure degree of agreement
MRG’s Semi-Ipsative Questions: Leveraging the Best of Both Formats
IN MY ROLE:
MOST
5
4
5
4
5
First, choose the best option, and whether agreement is stronger (5) or weaker (4)
4
NEXT
3
2
3
2
Then, choose the next best option, and whether agreement is stronger (3) or weaker (2)
3
2
Leave the least desired option unranked.
The Power of Semi-Ipsative Design: Revealing Accurate, Deeply Personal Results
Accurate
& Authentic Results
How It Works
In a semi-ipsative questionnaire, participants rank and assess their agreement with items across multiple dimensions, generating rich, multifaceted data that requires thoughtful participation and delivers unparalleled insight.
Reduced Bias
Questionnaire respondents are required to thoughtfully consider their choices and they can’t easily identify “good” or “bad” responses. More traditional assessments make it easier for raters to give all high scores (halo effect) or all low scores
(pitchfork effect) based on their opinions of the person, without carefully thinking about each question.
Descriptive Results
Both the questions and the results are phrased in neutral, descriptive terms rather than evaluative phrases that can be interpreted negatively. A descriptive approach makes participants more open to feedback and provides them with a better understanding of their leadership behaviors.
Results with Context
The results are presented as normed scores based on regional norm groups, providing a basis of comparison that a raw score cannot provide. Normed scores give you the ability to compare
individuals (and groups within an organization) to best practices research available from MRG, which can help focus developmental efforts.