Diagnostic Tools

Learn how they can benefit your organisation

At Interaction, we are highly experienced in using self-assessment and 360-degree feedback tools in a range of business settings. These provide valuable information about thinking, communication and working styles to enhance individual, team and organisation performance. It can also help you know if a new employee is a good fit, understand team diversity for greater collaboration and improve individual employee performance through targeted communication and sympathetic ways of working.

We recommend the following diagnostic tools:

Hermann Brain Dominance Instrument

The Hermann Brain Dominance Instrument is a self-assessment tools that builds individual awareness of how they process information and communicate at work, to increase personal and group understanding, work within a strengths-based framework and minimise communication misunderstandings at work. This tool is excellent for building self and other awareness through an appreciation of how team members work best.

HBDI Results

Introducing the Whole Brain® Thinking Model

team management profile

Team Management Profile

Team Management Profile is a self-assessment tool that measures aptitude and personality specifically in terms of how an individual prefers to relate to others, gather and use information at work, make decisions, and organise themselves and others This tool builds self-awareness, awareness and appreciation of others and recognition of
individuals working within the team so you can strategically manage the team’s diversity and strengths.

The Leadership Circle Tool

The Leadership Circle is a 360-degree feedback tool that analyses information from both the individual leaders and their team, to provide leaders with immediate feedback on their competency and underlying assumptions across two domains, Creative Competencies and Reactive Tendencies. This tool increases a leader’s inner awareness and
understanding of their leadership style and how it may impact on their team’s performance, and directly creates opportunities for specific leadership development.

The Leadership Circle Tool

Life Styles Inventory Tool

The Life Styles Inventory is a 360-degree feedback tool provides insights into an individual’s personal styles, management styles and leadership styles. These styles represent the essence of an individual’s effectiveness. The profile provides feedback across 12 factors that underlie performance effectiveness.

Which assessment will be right for you, your team or your organisation?

The answer to that really depends on what outcome you are seeking. We invite you to call us and have a conversation about which tool will best fulfil your goals.

What happens after you choose a diagnostic tool?

Self-assessment tools

We arrange for the diagnostic survey to be sent to identified staff to complete and return. We then organise a debrief session which usually last approximately half a day. It provides team members with an opportunity to understand the tool and their individual profile, and what the different profiles mean for group and team dynamics. Group preferences, working under pressure and taking a whole-brained approach to communicating with others are also explored. The session combines interactive, fun and innovative activities and real-life examples.

At the end of the workshop there are self-reflection activities and implementation of both individual and team action plans to continue the process of personal and professional development. This ensures your new knowledge about whole brain thinking and personal communication preferences continues to bring benefits to your working environment and culture.

360-degree feedback tools

We arrange for the diagnostic survey to be sent to a leader’s identified raters to complete and return. We then organise a 90-minute debrief session to explain the tool, contextualise the feedback results, and support the leader to develop an action-orientated plan that allows them to work toward enhanced leadership.

We can also facilitate a team building session for a group of leaders to build a cohesive and collaborative leadership approach, informed by the key themes identified through the 360-degree process.

We usually require a three to four-week turnaround for all diagnostic tools to allow respondents enough time to complete and return the survey.