top of page


Assessments are great tools used to increase the self-awareness of leaders and individuals in addition to developing high performing teams. One of the oldest and most popular assessments is the Myers-Briggs type indicator. This assessment will assign one of 16 existing personality types to each participant. The output of the assessment places people on a scale between extroversion and introversion, sensing and intuition, thinking and feeling, and judgment versus perception.

Another very popular assessment is the DISC assessment. It is a personality test that scores people on 4 personality dimensions: Conscientiousness, Dominance, Steadiness, and Influence. Based on their score the participant is presented with a diagram that shows their natural and adapted styles of engagement although everyone will have elements of each style in various degrees.

Myers-Briggs and DISC are typically self- assessments (single-rater assessments) where individuals assess themselves. A comprehensive 360-degree assessment provides deep, data-informed insight into one’s organizational behavior as perceived by others and oneself. A 360-degree assessment sometimes called a multi-rater assessment is a process that seeks feedback from a leader’s peers, superiors, and direct reports in addition to a self-evaluation by the employee themselves.

Below is a sampling of the assessments that PCG uses with clients. PCG also works with Assessments 24/7 to administer a series of assessments that helps workgroups develop into high performing teams.

Socia Styles.jpg

“To assess the quality of thoughts of people, don’t listen to their words, but watch their actions.”

Amit Kalantri

bottom of page