Behavioral Assessments

We offer behavioral assessments for teams, managers and leaders that provide deep insights into how the organization operates on a granular level. They’re followed by specialized workshops targeting identified priorities. 

This assessment has two parts that together measure current change readiness and engagement levels of your employees. This index captures the most diagnostically relevant dimensions for a pre-transformation context. We like to administer the assessment before every change initiative to create a baseline and plan the way forward. 

GOAL: Activate individual and organizational readiness for change.

Most managers are trained in traditional management styles where they assign tasks, enforce deadlines, and resolve team issues. Yet Agile requires teams to be self-organizing, self-managing and autonomous. Our assessment identifies areas where your managers might be resisting change or unintentionally blocking their team’s progress.

GOAL: Show managers new ways of working that support Agile teams.

Organizational culture starts from the top down. When organizations want to transform to Agile, a new mindset is usually required to guarantee long-term success. Yet many leaders don’t have the skills to lead during major organizational changes. Our assessment helps your leaders develop key change management skills to lead through transformation. 

GOAL: Empower leaders to become beacons towards true agility.

Super Chickens strive to be in the spotlight, but they can dim the lights of their colleagues. When you have too many Super Chickens on a team, or worse, a Super Chicken culture, toxic competitiveness can create barriers to agility. Based on William Muir’s model, this assessment helps you identify if you have Super Chickens or a culture that encourages them.

GOAL: Reshape culture to reward empathy and collaborative behaviors.

Curiosity is a key driver of Agile and can be the spark to improving innovation, engagement and collaboration. The Curiosity Code Index (CCI), developed by researcher, author and nationally syndicated radio show host Dr. Diane Hamilton, can tap into hidden potential and help teams break out of the status quo by identifying curiosity inhibitors.

GOAL: Identify and address curiosity inhibitors within the organization.

Amy Edmondson pioneered the concept of psychological safety, a team climate characterized by interpersonal trust and mutual respect where people are comfortable being themselves. Vertexia’s version of this assessment is based on seven dimensions that uncover how people speak up, learn, and collaborate within their individual teams.

GOAL: Cultivate fearless teams within a high-trust environment.