For individuals, leaders and organizations

Understand what matters.
Decide what comes next.

Assessments for the patterns that shape work—from how you communicate and lead to the conditions people experience together.

Explore free tools Explore professional assessments

Free tools · Complete online

A useful first perspective.

Take a few minutes to reflect. Receive an immediate profile and a downloadable report. No account required.

Free · 5–7 minutes

Organizational Leadership Health Check

A first look at the conditions around you.

Reflect on the leadership and organizational conditions you observe at work.

An immediate personal profile, reflection questions and a downloadable report.

Start Health Check

Free · About 5 minutes

Emotional Intelligence Leadership Snapshot

A closer look at your emotional habits.

Explore how you perceive your emotional habits across six areas of leadership and relationships.

An immediate six-area profile, practical reflections and a downloadable report.

Start EI Snapshot

These tools reflect one person’s observations. Use them to begin a conversation and identify questions to explore further.

Professionally administered

Match the assessment
to the question.

For a deeper development engagement, start with a conversation. We agree the purpose, coordinate the assessment and discuss how the results can be put to use.

Individual development

Understand how you work, relate and exercise judgment.

Individual · multiple methods

Conflict, Communication, and Influence Profile

How you respond when the conversation matters.

How do I handle disagreement, create clarity and influence others?

Behavioral tendencies, applied judgment and comparative emphasis across conflict, communication and influence.

Experience & what you receive — Conflict, Communication, and Influence Profile

Most useful for: Professionals, managers and coaching clients working through difficult conversations or strengthening working relationships.
The experience: An online assessment combining behavior ratings, comparative choices and realistic workplace judgment situations, followed by a private report. A guided debrief can be arranged.
What you receive: An individualized profile with strengths, possible overextensions, reflection prompts and practical development actions.

Version 1.1 · 22 to 28 minutes

Ask about Conflict, Communication, and Influence Profile Read the full profile overview

Individual · self-report

FACET30 Workplace Profile

A detailed view of how you tend to work.

Which workstyle patterns help me—and where might I overuse them?

Workplace personality and workstyle through the broad Big Five architecture and 30 specific facets.

Experience & what you receive — FACET30 Workplace Profile

Most useful for: Individuals, leaders and teams using coaching or development conversations to understand workstyle differences.
The experience: A private online self-report of 120 statements. Results describe continuous patterns, with workplace interpretation rather than fixed personality types.
What you receive: Five-factor and 30-facet results, cross-factor patterns, strengths, possible overextensions and a practical development plan. Debrief and workbook options can be discussed.

Version 1.1 · 18 to 22 minutes

Ask about FACET30 Workplace Profile

Individual · performance tasks

AEJ-5 / Emotional Intelligence Ability Profile

Emotional judgment put into practice.

How do I reason through emotionally complex situations?

Applied emotional judgment across five ability domains, using performance-oriented tasks rather than ratings of your own emotional habits.

Experience & what you receive — AEJ-5 / Emotional Intelligence Ability Profile

Most useful for: Professionals and leaders who want to examine emotional judgment as part of a developmental engagement.
The experience: A privately administered online series of emotional-judgment tasks. The experience asks you to work through situations, rather than simply describe yourself.
What you receive: A private five-domain profile with interpretation and developmental guidance. It offers a focused view of emotional judgment, not a measure of all forms of intelligence.

Version 1.0 · 35 to 45 minutes

Ask about AEJ-5 / Emotional Intelligence Ability Profile

Leadership

Bring other perspectives into your development.

Multi-rater · coordinated feedback

Leadership 360 Feedback Profile V1.1

Understand leadership through more than one perspective.

How is my leadership experienced by the people around me?

Observable leadership behavior across ten dimensions, bringing self-reflection and feedback from others into a developmental conversation.

Experience & what you receive — Leadership 360 Feedback Profile V1.1

Most useful for: Leaders and organizations ready for a professionally coordinated, multi-rater leadership-development process.
The experience: Lyons Hale coordinates the feedback process. The leader and invited colleagues complete online questionnaires; a facilitated debrief helps turn perspectives into priorities.
What you receive: A confidential leadership-development report with perspective comparisons and a structured basis for development planning. Feedback is treated as perspective, not a verdict.

Ten dimensions of observable leadership

Direction and Prioritization
Decision Practices
Accountability and Execution
Communication and Alignment
Consistency and Candor
Developing and Supporting Others
Collaboration and Inclusive Participation
Adaptability and Change Leadership
Feedback and Learning
Constructive Conflict Under Pressure

Version 1.1 · From Perspective to Practice · 12 to 15 minutes per questionnaire

Ask about Leadership 360

Organizational

Understand the conditions people experience together.

Organizational · aggregate survey

Organizational Climate Diagnostic

See the conditions shaping work across the organization.

What helps people do good work—and what gets in the way?

Shared workplace conditions across ten climate dimensions, including direction, trust, communication, collaboration and workload.

Experience & what you receive — Organizational Climate Diagnostic

Most useful for: Organizational leaders seeking a collective view of strengths, barriers and improvement priorities.
The experience: A professionally coordinated, confidential organizational survey of 60 statements. People respond from their own work experience; results are interpreted at the group level.
What you receive: An aggregate organizational report that identifies strengths and priorities for leadership dialogue and action planning. This is an organizational diagnostic, not an individual personality profile.

Version 1.0 · 12 to 15 minutes per participant

Ask about an organizational engagement

Help choosing

Different questions.
Different perspectives.

Start with what you want to understand. Each assessment has a distinct purpose; they are not substitutes for one another.

Compare the available assessments by primary focus, use and format
Assessment	Best used to explore	Perspective	Access
Organizational Leadership Health Check	Where could leadership make the biggest difference?	Individual reflection	Free · online
Emotional Intelligence Leadership Snapshot	How do I see my emotional habits in leadership?	Individual self-report	Free · online
Conflict, Communication, and Influence Profile	How do I handle disagreement, create clarity and influence others?	Individual · multiple methods	Professional
FACET30 Workplace Profile	Which workstyle patterns help me—and where might I overuse them?	Individual · self-report	Professional
AEJ-5 / Emotional Intelligence Ability Profile	How do I reason through emotionally complex situations?	Individual · performance tasks	Professional
Leadership 360 Feedback Profile V1.1	How is my leadership experienced by the people around me?	Multi-rater · coordinated feedback	Professional
Organizational Climate Diagnostic	What helps people do good work—and what gets in the way?	Organizational · aggregate survey	Professional

Still deciding? Tell us what you’re working on

The approach

Insight needs context.

Assessment results are a starting point for interpretation, conversation and action. They should be considered alongside lived experience, observed behavior and the demands of the situation.

Designed for development: Practical reflection and development, with clear boundaries on what each profile can tell you.
Consistent interpretation over time: Version-controlled scoring and reporting preserve the basis for earlier results.
Careful with people’s information: Professional administration uses controlled access and privacy-conscious reporting.

These assessments are intended for development, not employment selection or psychological diagnosis.

Your next step

Begin with what you
want to understand.

A few minutes for reflection.

Use a free tool now and leave with a practical first perspective.

Choose a free tool

A focused development engagement.

Discuss the question, the people involved and the assessment that fits.

Discuss an assessment Opens your email app · Lyons@LyonsHale.com