Uncover strengths, pinpoint growth opportunities, and give your team a shared language for working together—with assessments that pair with PTR training and coaching.
Assessments turn guesswork into a plan. Each PTR assessment gives in-depth insight into individual competencies, communication styles and personalities—so you can build on strengths, close skill gaps, and build a team that’s greater than the sum of its parts.
Understand how people behave, what motivates them, and how they think and learn.
When everyone takes the same assessment, conversations about working styles get easier.
Direct training and coaching to the skills that matter most.
360° feedback shows leaders how others experience their leadership.
Select an assessment to jump to its details, or a course to see the full outline.
If you want to…
Consider: DISC Behavioral Profile · Personality TypeFinder in the Workplace
Pairs well with: Team Building and Synergy · Conflict Resolution Strategies
Consider: Individual Motivators · DISC + Motivators
Pairs well with: Employee Engagement Strategies · Relationship Management
Consider: Emotional Intelligence (EIQ-2) · EIQ-2 360°
Pairs well with: Emotional Intelligence Training for Leaders
Consider: Hartman Value Profile Critical Thinking
Pairs well with: Critical Thinking Fundamentals
Consider: Leadership Effectiveness 360° · DISC 360° Awareness
Pairs well with: Leadership Development Program · Interpersonal Business Communication
Consider: Core Competencies Index
Pairs well with: Self-Mastery for Professionals
DISC Assessments
360° Assessments
Assessment Types
Behavior is often the strongest predictor of fit—in a role, on a team or in leadership. DISC, one of the most widely used behavioral assessments, helps people recognize their own behavioral style and the styles of others, then adapt how they communicate to work better together, develop strong leaders and improve results.
Best for: teams, managers, and sales or customer-facing staff.
Combines two scientifically validated assessments for a complete view of how and why people work the way they do. Use the combined insight to develop more self-aware leaders, assemble top-performing teams, and improve sales and service results.
Best for: leadership teams, sales teams and team-building initiatives.
Adds observer feedback to the DISC self-assessment. Colleagues answer the same questionnaire about the participant’s behavior and emotions, revealing gaps between intention and impact and opening productive conversations.
Best for: managers and leaders who want to see how others experience them.
DISC 360° Awareness is listed with the DISC assessments.
Adds observer feedback to the EIQ-2 self-assessment. Using the same questionnaire, colleagues share how they experience the participant’s emotional intelligence—so they can compare intention with impact and find opportunities to build greater effectiveness.
Best for: leaders and high-potential employees.
Gives leaders an objective measure of their current strengths and areas for improvement. Because leadership can be learned, practiced and improved, the insight helps leaders become more well-rounded, balanced and adaptable.
Best for: new and experienced leaders, and leadership development programs.
Measures a person’s capacity to make value judgments about the world and about themselves. Understanding their own thinking style helps people strengthen decision-making and leverage their natural strengths at work and in life.
Best for: decision-makers, analysts and emerging leaders.
Helps individuals understand their relative learning preferences and natural learning biases, so they can take in new information more effectively and improve how learning transfers to the job.
Best for: teams starting a training program and anyone new to a role.
An interactive workshop. Participants complete the online TypeFinder for the Workplace assessment—based on Myers and Briggs’ 16 personality types—before the session. Your instructor then leads discussion and activities on how personality type shapes motivation, teamwork, leadership, change management and communication.
Best for: teams that want a shared, facilitated experience.
Research indicates emotional intelligence can be learned and measured. The EIQ-2 builds awareness of a person’s emotional intelligence, identifies relative strengths and gaps, and provides a framework for stronger interpersonal and intrapersonal effectiveness.
Best for: anyone building self-management and relationship skills.
Measures seven dimensions of motivation—Aesthetic, Economic, Individualistic, Power, Altruistic, Regulatory and Theoretical. Where DISC shows how a person is likely to behave, Motivators reveals why: what they value and what drives their decisions.
Best for: managers who want to engage and retain their people.
Guides an honest self-assessment of 25 personal competencies, then provides a plan to develop the skills that need improvement and keep building toward mastery where people are already strong.
Best for: individual development plans and career growth.
Insight is the starting point; coaching turns it into action. Add one-on-one or executive coaching to help leaders work on what their assessment reveals.
Choose one shared assessment—such as DISC—for everyone. A common vocabulary makes it easier to talk about working styles, resolve friction and collaborate.
It depends on your goal. DISC is a strong starting point for communication and teamwork, Motivators adds insight into what drives people, and the 360° assessments are ideal for leader development. A Learning Advisor can recommend the right fit.
A 360° assessment combines a participant’s self-assessment with feedback from colleagues who answer the same questions. Comparing the two shows the gap between intention and impact.
Yes. Each assessment has a recommended PTR course, so participants can apply their results in a structured learning setting.
Yes. Assessments give coaches and participants a clear, objective starting point and a way to see progress.
Yes. Using one shared assessment across a team gives everyone a common language for working together.
DISC describes four behavioral styles—Dominance, Influence, Steadiness and Conscientiousness—and how a person tends to communicate, make decisions and respond to challenges at work.
No. Every style brings strengths to a team. DISC helps people understand their own style and the styles of others so they can adapt how they communicate.
DISC shows how a person is likely to behave. Motivators adds why—the values and drivers behind their decisions—for a more complete picture of how and why people work the way they do.
DISC 360° adds observer feedback. Colleagues answer the same questionnaire about the participant, revealing gaps between intention and impact and opening productive conversations.
Three: DISC 360° Awareness, Emotional Intelligence (EIQ-2) 360° and Leadership Effectiveness 360°.
Colleagues who work with the participant answer the same questionnaire the participant completes about themselves.
To compare how participants see themselves with how others experience them, open productive conversations, and focus development where it matters most—often alongside coaching or a recommended course.
Managers, leaders and high-potential employees who want an objective view of how others experience their behavior, emotional intelligence or leadership.
Tell us what you want to improve, and we’ll recommend the assessment, course and coaching combination that fits.