Sample CCi Surveys for Individuals
We market the most comprehensive range of performance-based assessments in the world. Each of our 100 plus ready-to-use assessments is anchored in research and our more than 31 years experience with clients around the world. Our comprehensive products measure a wide range of competencies. Our shorter products focus on a single topic or a narrower range of competencies. All of our assessment products include free text or open-ended questions to provide participants with both quantitative and qualitative feedback from any internal or external source.
Selected Samples:
Leadership Assessment Survey
Global Leadership Performance
Developing Leadership Performance
Senior Leadership Performance Survey
Civil Service Leadership
Managing Sales Performance
Individual Development Survey
Team Development Profile
Sales Development Survey
Managing Interpersonal Skills
Managing Task-Project Skills
Management Development Survey
Emotional Intelligence
Conflict Styles
Negotiating Skills
Problem Solving and Decision Making
Customer Focus
1. Leadership Assessment Survey
The first internationally marketed 360° survey (1982). Originally titled, Leadership Development Profile, this survey is the most widely used around the world. We designed this product for supervisors, sales managers, and executives. It measures 16 competencies and 96 behaviors and practices. Applications include career and leadership development, succession planning, coaching and counseling, experiential learning, and implementing change.
Competencies and selected items:
Initiative and Risk Taking
- Demonstrate a willingness to take the lead
- Take prompt action when unexpected opportunities arise
- Accept responsibility for her/his mistakes
- Persevere despite organizational obstacles
- Display energy, drive to accomplish personal or work goals
- Willingly take an unpopular stand
- Promote his/her new ideas to you
Personal Integrity
- Exercise confidentiality when dealing with sensitive issues
Vision
- Keep people focused on future possibilities, rather than past accomplishments
Quality of Results
- Demonstrate a consistent commitment to quality
Empowerment
- Allow you to use your judgment when making decisions
Communicating
- Express ideas clearly
- Present ideas, information in a well organized manner
- Allow you to finish what you have to say
- Answer questions specifically and to the point
- Demonstrate that you've been heard and understood
- Ask questions to learn more about (or to clarify) what you are saying
- Write in a clear, concise style
- Display an interest in you while you're speaking
- Present ideas or information in a persuasive manner
- Appear to be approachable and easy to talk with
Delegating
- Let people know what is expected of them before they begin a task
Motivating
- Set an appropriate example for others to follow
Coaching
- Provide feedback in a constructive manner
Planning and Goal Setting
- Develop realistic plans for reaching goals
Problem Solving and Decision Making
- Generate alternative solutions when resolving problems
Creativity and Innovation
- Challenge current thinking for the way we've always done it
Technical Competency
- Discuss technical matters so you can understand them
Diversity
- Accept differences of opinion
Team Work
- Work across functional groups to achieve company goals
Mentoring
- Increase levels of responsibilities to prepare you/others for a higher level position
2. Global Leadership Performance Survey
This product is for supervisors and mid to upper level managers. It measures six competencies and 50 behaviors and practices. Applications include identifying personnel who should be effective in other cultures before they are assigned and for ex-pats who want to increase their effectiveness with those they work with in another cultural environment.
Competencies and selected items:
Visionary Thinking
- Focus on why something could succeed, rather that why it could fail
Global Perspective
- Initiate actions to improve company's global influence, competitive position
Decisiveness
- Assign personal accountability along with appropriate levels of authority
Building Alliances
- Adjust her/his leadership style to meet the needs of different individuals, teams
Judgment
- Develop contingency plans to sustain our competitive edge
Cultural Diversity
- Demonstrate sensitivity to racial, ethnic, gender, cultural or other differences when working with you (others)
3. Developing Leadership Performance
We designed this product for supervisory and managerial personnel. It measures nine competencies and 64 behaviors and practices. Applications include self-development, career development, and for becoming a more effective leader for an existing or future leadership role.
Competencies and selected items:
Business Acumen-Measuring Outcomes
- Effectively organize people, activities, resources to accomplish specific tasks
Managing Innovation
- Encourage you (others) to be creative in what you do, how you do it
Dealing with Ambiguity
- Conduct risk assessments to make sound business decisions
Building Effective Teams
- Bring together people with varied talents, perspectives to resolve work group problems
Performance Management
- Create developmental plans designed to help you (others0 reach your potential
Decision Making
- Generate alternative solutions to problems
Interpersonal Skills
- Resolve personal issues by focusing on the situation, rather than the person
Drive for Results
Act as a positive, ethical role model for you
Execution and Implementation
- Remove barriers to help you/others get the job done effectively
4. Senior Leadership Performance
This survey is targeted to upper level managers and executives. It measures four competencies and 61 behaviors and practices.
Competencies and Selected items:
Judgment and Decision Making
- Identify the underlying issues that cause problems
Business Knowledge and Insight
- Take a pro-active leadership role to move decisions forward
- Take an unpopular stance on issues that may not be politically correct
Managing Performance and Developing Talent
- Identify talented people who can make a positive contribution to the organization
Influencing Others
- Make her/himself accessible to you
- Display a sense of humor
5. Civil Service Leadership
We designed this survey for supervisory and managerial personnel in government organizations. It measures five competencies and 74 behaviors and practices.
Competencies and Selected items:
Leading Change
- Keep people focused on future possibilities, rather than past accomplishments
Leading People
- Allow you (others) to use your judgment when making decisions
Results Driven
- Attack problems head on and work to resolve them as quickly as possible
Business Acumen
- Allocate, reallocate resources as necessary to meet new, challenging needs
Building Coalitions-Communication
- Communicate the political consequences of his/her decisions, actions
6. Managing Sales Performance
Designed for sales managers who manage sales personnel and account executives. It measures eight competencies and 73 behaviors and practices.
Competencies and Selected items:
Organizational Values
- Collaborate with others outside his/her function
Organizational Alignment
- Adapt sales goals to meet changing organizational requirements, polices
Analyzing
- Identify poor performance (e.g., missed sales targets, goals) in terms of behavioral indicators
Planning
- Identify the key behaviors, activities required to achieve performance standards
Performance Problem Solving
- Identify potential solutions to emerging, on-going problems
Coaching
- Communicate performance expectations, upfront, so they are easily understood
Development
- Use multiple methods to develop you/others, e.g., coaching, mentoring, training)
Staffing
- Recruit potential employees from non-traditional sources
7. Individual Development Survey
The first internationally marketed 360 survey designed expressly for individual contributors and non-managerial personnel. This survey is for people who manage projects and tasks rather than people. It measures 11 competencies and 59 behaviors and practices. Applications include self and career development, identifying high potential performers, coaching, and project team member effectiveness.
Competencies and selected items:
Initiative and Risk Taking
- Demonstrate a willingness to take the lead
Personal Integrity
- Follow through on agreed to actions
Quality of Results
- Demonstrate a consistent commitment to quality
Planning and Execution
- Complete tasks, projects within the allocated budget
Problem Solving and Decision Making
- Identify problems in their early stages
Creativity and Innovation
- Engage in idea generating or what if discussions with you
Technical Competency
- Display self-confidence in her/his technical abilities
Communicating
- Present ideas or information in a persuasive manner
Diversity
- Remain calm when confronted with different points of view
Team Work
- Understand how his/her actions impact the work of others
Mentoring
- Help you/others develop new skills or capabilities
8. Team Development Profile
The first internationally marketed 360-survey for assessing individual team member's effectiveness, who perform in an intact team environment. It measures 12 competencies and 63 behaviors and practices. Applications include self and team development, identifying high potential team leaders, coaching, team building, experiential learning, and implementing needed change.
Competencies and selected items:
Flexibility
- Quickly adapt to change, new ways of doing things
Integrity
- Accept responsibility for his/her mistakes
Quality of Work
- Pay attention to critical details
Communication
- Allow you to finish what you have to say
Valuing Differences
- Treat you with respect
Commitment
- Set aside personal needs for those of the team
Technical Competency
- Demonstrate technical competence when working with you
Problem Solving and Decision Making
- Quickly gain insights to complex problems
Customer Relations
- Treat the custom as a valued partner
Organization and Focus
- Help clarify what is expected of each team member
Supporting Others
- Recognize your creative or innovative ideas
Mentoring
- Share relevant insights and personal experiences with you
Empowerment
- Give you the freedom to manage how you do your work
9. Sales Development Survey
This was the first performance-based 360-degree survey marketed in the USA expressly designed for sales personnel and account executives. It measures 11 competencies and 66 practices. Applications include self-career development, coaching, identifying high potential sales managers, increasing sales performance and competitiveness, and implementing needed change.
Competencies and selected items:
Communication
- Identify the purpose of the sales call
Active Listening
- Allow you to finish what you have to say
Presenting Information
- Deliver well organized presentations
Handing Concerns
- Ask for your business
Personal Integrity and Image
- Serve as someone you can rely on to follow through
Personal Initiative
- Provide services that exceed your expectations
Product and Market Acumen
- Keep up to date with industry practices and developments
Problem Solving and Decision Making
- Develop creative solutions to help you make decisions
Timeliness
- Arrive on time when meeting with you
Customer Service
- Respond quickly to resolve product performance
Developing Partnerships
- Suggest ideas to help your organization become more competitive
We designed the following shorter feedback products for supervisory and managerial personnel.
10. Managing Interpersonal Skills
This product focuses on critical relationship skills. It measures seven competencies and 35 items.
Competencies:
Communication
Delegation
Empowering Others
Building Commitment
Managing Performance
Diversity
Developing Others
11. Managing Task-Project Skills
This product focuses on critical task skills. It measures seven competencies and 37 items.
Competencies:
Self Management
Planning-Implementation
Problem Solving and Decision Making
Expansive Thinking
Technical Acumen
Initiative-Accountability
Monitoring Progress
12. Management Development Survey
This product includes both task and people skills. It measures seven competencies and 45 items.
Competencies:
Work Planning
Delegating
Empowering
Motivating
Coaching
Managing Results
Creativity and Synergy
We designed the following feedback products for personnel at all levels within the organization.
13. Emotional Intelligence
This product measures five competencies and 33 behaviors and practices. Applications include self-development, understanding the consequences of one's behavior, and for interacting more effectively with others.
Competencies:
Self Awareness
Self Management
Self Motivation
Social Awareness
Social Skills
14. Conflict Styles
This survey complements the Thomas-Killman Conflict inventory. It includes five competencies and 25 items.
Competencies:
Competitive Style
Avoidance Style
Accommodating Style
Compromising Style
Collaborating Style
15. Negotiating Skills
This survey measures two competencies and 21 items. It focuses on a win-win style.
Competencies:
Collaborating with Others
Tactics and Strategies
16. Problem Solving and Decision Making
This survey measures two competencies and 21 items.
Competencies:
Clarifying the Problem
Making the Decision
17. Customer Focus
We designed this 360-degree survey for managerial personnel who supervise and lead customer service personnel and key individual contributors who are more pro-actively involved with your customers (internal or external). It measures eight competencies and 51 behaviors and practices.
Competencies:
Ethical Behavior
- Follow through on commitments
Communication
- Display patience (and attention) when listening to you (others)
Adjust her/his communication style to the situation, person
Service Excellence
- Respond to customer requests in a prompt, reliable manner
Negotiation Skills
- Focus on the situation, the issue, not the person
Creativity and Innovation
Challenge current thinking for the way we've always done it
Problem Solving and Decision Making
- Identify customer needs before recommending a solution
Technical Competency
- Present technical information in a clear, understandable manner
Planning and Execution
- Treat customers as a valued partner by keeping them informed at all stages of the process
