Diagnostics
Use in coaching and with groups
There are a lot here, and many more will follow soon.
I have many more diagnostics and assessments close to being uploaded.
A list of 58 diagnostics
More in progress and will be added regularly
Coaching and mentoring
Fifty point mentoring diagnostic
International Coach Federation – core competencies
Goal-focused coaching skills questionnaire – coach version
Goal-focused coaching skills questionnaire – coachee feedback version
Johari Window for coaching
Fifty point coaching diagnostic
Conflict management and negotiation
Conflict management survey – 5 styles
Conflict management questionnaire – 15 points
Rahim organisational conflict management inventory – forms A, B and C
Thirty point Thomas/Kilmann management of differences tool
Fifty point conflict management and negotiation diagnostic
Negotiation diagnostic – 50 points
Learning
Honey and Mumford learning styles questionnaire
Thirty point learning diagnostic
Kolb learning style inventory
The VARK learning questionnaire (visual, aural. read/write, kinetic)
Forty point Nancy Kline thinking environment diagnostic
Time to Think – 10 components
Thinking Environment – 55 points
Team working
Sixty point team diagnostic
Thirty point teamworking survey
Team player survey
Fifty five item teamworking questionnaire
Twenty teamwork questions
Lencioni five dysfunctions of a team inventory
Fifty six point team effectiveness questionnaire
Thirty two item Tuckman model teamwork survey
Fifty five item team thinking environment assessment
Organisational issues
Work addiction risk test
Twenty nine point workaholism analysis questionnaire
Sixty point organisational effectiveness assessment
Fifty six point Marsick and Watkins learning organisation questionnaire
The Gallup twelve engagement questions
Forty point customer service and retention assessment
Thirty point engagement scale
Seventeen point Utrecht seventeen point work and well-being survey
Fifty signs of an unhealthy organisation
Fifty more signs of an unhealthy organisation
Yet another fifty signs of an unhealthy organisation
Leadership
Fifty five point servant leadership diagnostic
Sixty two point servant leadership profile
Sixty point leadership assessment
Twenty eight point servant leadership questionnaire
Fifty point leadership diagnostic
Ninety nine point servant leadership assessment
Twenty point command and control/servant leader list
Thirty point servant leadership survey
Sixty six point servant leadership scale – James Laub
Twenty three point Servant leadership diagnostic – Barbuto and Wheeler
Interpersonal skills
The big five personality factor inventory
The narcissistic personality inventory – 40 point
Emotional intelligence questionnaire – 93 point
Feedback skills – 35 point
Behaviour analysis – 40 point
Behaviour analysis – 27 point
Emotional intelligence – 33 point
Emotional intelligence – 30 point
A sample diagnostic
Sixty leadership coaching statements
1. It would help if I could delegate more effectively.
2. It would help if I could get my staff to be more self-reliant.
3. It would help if I could create a more open and trusting atmosphere within my unit.
4. It would help if I could be more assertive.
5. It would help if my staff had more of a sense of urgency about their work.
6. It would help if I had more authority.
7. It would help if I could improve the morale of my staff.
8. It would help if I could increase the interest of my staff in their jobs.
9. It would help if I could manage meetings better.
10. It would help if I knew more about the organisation’s future plans.
11. It would help if I could gain more real practice in negotiation.
12. It would help if I could be clearer about strategy and tactics in negotiations.
13. t would help if I could get more feedback from my staff.
14. It would help if I could find ways of using the full potential of my staff.
15. It would help if I could improve the way we work together as a team.
16. It would help if I could make my staff more aware of what I expect of them.
17. It would help if I could find ways other than financial reward to motivate my staff.
18. It would help if I could improve my ability to assess the true potential of my staff.
19. It would help if I could handle disciplinary and grievance issues more effectively.
20. It would help if I could improve relationships with one or two of my staff.
21. It would help if I could handle conflict more skilfully.
22. It would help if I could improve my ability to recognise opportunities for innovation.
23. It would help if my own objectives were more realistic.
24. It would help if I could improve my project management abilities.
25. It would help if I could set and maintain more realistic performance standards.
26. It would help if I had more feedback on the results of my efforts.
27. It would help if I could improve how I manage poor or inadequate performance.
28. It would help if I could improve my ability to select the best person for a job.
29. It would help if I could find ways of increasing staff flexibility.
30. It would help if I could keep my better staff for longer.
31. It would help if I was more clear about the broad career options open to me.
32. It would help if I personally had more training and development.
33. It would help if I had the know-how and skills to coach my own staff.
34. It would help if I could establish a larger network of contacts within the organisation.
35. It would help if I could improve my ability to manage the implementation of change.
36. It would help if I could get my staff to be more positive about change.
37. It would help if I had more scope to introduce new ideas.
38. It would help if I could get my staff to come up with more ideas.
39. It would help if I could extend the range of my contacts outside the organisation.
40. It would help if people took more pride in their work.
41. It would help if I could put my point of view more effectively to others.
42. It would help if I could improve how to think on my feet and deal with awkward or unexpected issues.
43. It would help if I could improve my ability to express myself in writing.
44. It would help if I received more recognition for my efforts.
45. It would help if I could keep more up-to-date with developments in my field.
46. It would help if I understood other people’s jobs more clearly.
47. It would help if I had a clearer definition of my job.
48. It would help if I really understood our information technology.
49. It would help if I knew more about the functions of other parts of the organisation.
50. It would help if I could see more clearly how my objectives fit into the ‘big picture’.
51. It would help if I felt I could be more open with my staff.
52. It would help if I could assess priorities more accurately.
53. It would help if I could reduce the number of crises or unexpected situations I have to deal with.
54. It would help if I could find a way to reduce the number of interruptions to my work.
55. It would help if I could control the amount of time I spend doing routine work.
56. It would help if I could spend more time with my staff.
57. It would help if I could improve my ability to come up with new ways of tackling familiar problems.
58. It would help if I could make a better assessment of the risks involved in the decisions I have to make.
59. It would help if I was more involved in decision-making.
60. It would help if I could improve my ability to analyse problems and determine the real causes
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