UC San Diego SearchMenu

Individual and Organizational Assessments

Learn about individual and organizational assessment resources.

In addition to offering instructor-led developmental programs, Staff Education and Development offers various assessments to assist in personal and organizational development. Individuals can take these assessments for their own personal development, or departments can arrange to have all of their employees participate in assessments that will support team development.

The assessment cost includes a report explaining the results of the assessment.

For more information on cost and how these assessments can benefit you or your department, please contact Staff Education and Development team at staffeducation@ucsd.edu.

Expand all

360-degree Feedback Instruments

Psychometric instruments such as 360-degree feedback tools to guide coaching strategies that target opportunities for skill development.

Change Style Indicator®

The Change Style Indicator® is a change management assessment designed to measure preferred styles in approaching and dealing with change. The assessment addresses both initiated and imposed change and places the respondent on a continuum between Conserver and Originator with Pragmatist in the center. The three styles display distinct differences and preferences when approaching change. Nominal fee for instrument and interpretation applies.

Myers-Briggs Type Indicator (MBTI)

The Myers-Briggs® Type Indicator (MBTI®) instrument is one of the most widely used personality assessments in the world. Its typology is composed of four pairs of opposite preferences, called dichotomies:

  • Extraversion (E) or Introversion (I)—where you focus your attention and get energy
  • Sensing (S) or Intuition (N)—how you take in information
  • Thinking (T) or Feeling (F)—how you make decisions
  • Judging (J) or Perceiving (P)—how you deal with the outer world

The MBTI assessment combines an individual’s four preferences— one preference from each dichotomy, denoted by its letter—to yield one of the 16 possible personality types (e.g., ESTJ, INFP, etc.). Each type is equally valuable, and an individual inherently belongs to one of the 16 types.

Differences between MBTI and KTS

While the same character types are used in MBTI and KTS:

  • MBTI is primarily focused on how people think and feel, and can be used in team building, leadership, communication, and work styles across different situations.
  • KTS is more focused on behavior and provides information on learning, leadership, and relationship styles of individuals

Keirsey Temperament Sorter

The Keirsey Temperament Sorter® (KTS-II®) is one of the most widely used personality instruments in the world. It helps individuals discover their personality type. It is designed to sort between four dichotomous pairs of preferences, leading to results which reveal a person’s temperament and character type:

  • Extraversion (E) or Introversion (I) - expressive or attentive
  • Sensing (S) or Intuition (N) - observant or introspective
  • Thinking (T) or Feeling (F) - tough-minded or friendly
  • Judging (J) or Perceiving (P) - scheduled or probing

The Keirsey Temperament Sorter (KTS) assessment combines an individual’s four preferences - one preference from each dichotomy, denoted by its letter - to yield one of the 16 possible personality types (e.g., ESTJ, INFP, etc.). Each type is equally valuable, and an individual inherently belongs to one of the 16 types.

Differences between KTS and MBTI

While the same character types are used in KTS and MBTI:

  • KTS is more focused on behavior and provides information on learning, leadership, and relationship styles of individuals
  • MBTI is primarily focused on how people think and feel, and can be used in team building, leadership, communication, and work styles across different situations.

The Fundamental Interpersonal Relations Orientation (FIRO)

The Fundamental Interpersonal Relations Orientation (FIRO-B) instrument measures behaviors driven by interpersonal needs in three areas - Inclusion, Control, and Affection—and addresses how such behaviors can affect one’s interactions with others (Hammer & Schnell, 2000). The FIRO-B model is based on the theory that fulfillment of these interpersonal needs serves as motivation in people’s daily functioning. The FIRO-B assessment is used in a wide variety of applications including:

  • Leadership development
  • Team building
  • Individual interpersonal effectiveness
  • Retention

Strong Interest Inventory (SII)

Used by more than 70 percent of U.S. colleges and universities, the Strong Interest Inventory® (SII) assessment is one of the world’s most widely respected and frequently used career planning tools. It helps high school and college students - as well as people in transition - make fulfilling career choices.

Thomas-Killman Conflict Mode Instrument (TKI)

The research-backed Thomas-Killman Conflict Mode Instrument (TKI) offers a practical way to initiate safe and non - emotional dialogue to resolve conflict. That’s why it’s ideal for use in so many different situations. It can also improve organizational productivity by helping people gain insight into their own and others’ behavior—which in turn helps them make better choices about outcomes.

DiSC Personal Profile

The DiSC® Personal Profile is a personal assessment tool used to improve work productivity, teamwork, and communication. DiSC is non-judgmental and helps people discuss their behavioral differences. DiSC profiles help you and your team:

  • Increase your self - knowledge: how you respond to conflict, what motivates you, what causes you stress, and how you solve problems
  • Learn how to adapt your own style to get along better with others
  • Foster constructive and creative group interactions
  • Facilitate better teamwork and minimize team conflict
  • Develop stronger sales skills by identifying and responding to customer styles
  • Manage more effectively by understanding the dispositions and priorities of employees and team members

Herrmann Brain Dominance Instrument (HBDI)

The Herrmann Brain Dominance Instrument (HBDI) is a powerful psychometric assessment that defines and describes the way you think and process information. It gives you insight into why you value certain types of information over others. With that valuable knowledge about yourself, you can learn how to “flex” into other ways of thinking to adapt to others – how they think, what they value, how they communicate – so you can bridge the gap, quickly. The HBDI is built on Whole Brain® Thinking a holistic and complete model for making all kinds of decisions.

Situational Leadership II

Situational Leadership® II (SLII®) is the most comprehensive, up-to-date, and practical method of effectively managing and developing people, time, and resources in the world. SLII provides leaders with a model and the tools for creating open communication and developing self-reliance in those they manage. It is designed to increase the frequency and quality of conversations about performance and development. As a result, competence is developed, commitment is gained, and talented individuals are retained.

Trust – The Ultimate Test

Based on the elements of trust described by Mayer and others and a review of the research on trust, the evidence of trust in people’s behavior can be distilled into 4 distinct areas. These 4areas constitute the 4 dimensions measured by the Trust self-assessment:

  • Evidence of Lack of Monitoring
  • Evidence of Benevolence
  • Evidence of Openness
  • Evidence of Risk Taking

Through Trust – The Ultimate Test's 24-item assessment and its insight on the dimensions of trust-related behaviors, participants find a deeper understanding of trust, which they can apply to their individual, team, and organizational relationships.

Management Development Questionnaire (MDQ)

The Management Development Questionnaire (MDQ) is a competency-based self-assessment that identifies a manager's strengths and weaknesses and pinpoints areas for development. The foundation that the MDQ is built on is a set of 20 key competencies shown to be critical to successful managerial performance. The 160-item questionnaire takes approximately 35 minutes to complete and measures 20 competency dimensions covering the following five factors:

  1. Managing Change
  2. Planning and Organizing
  3. Interpersonal Skills
  4. Results Orientation
  5. Leadership

Mastering the Change Curve

Experts in the area of organizational development and change management, the authors, Drs. Dennis Jaffe and Cynthia Scott acknowledge that change is part of conducting business – it is constantly occurring at various degrees throughout an organization. Recognizing that change affects each individual differently and that reactions will vary from person to person, it is imperative to understand the four phases of change and how to help one successfully move through the process. These phases are Denial, Resistance, Exploration and Commitment. The Change Curve Model is based on the following principles:

  • Change is continuous
  • Everyone has a different response-to and acceptance-of change
  • Adaptation to change happens sequentially
  • Both positive and negative behaviors should be expected
  • Open, proactive dialogue can help to minimize disruption and dissention
  • Progression through the four phases often results in new opportunities and personal growth

Expand all