The 12 Best Leadership Assessment Tools for Executives & Emerging Leaders

Do not index

It’s a question that sits at the core of meaningful growth: how do you lead with both confidence and self-awareness? You might feel sure in your decision making and your ability to guide a team, but the most impactful leaders are those who commit to an ongoing practice of self-reflection. They understand that leadership is not a static title; it is a dynamic process of understanding your strengths, recognizing your blind spots, and adapting your approach to truly empower others.

This journey often starts with a moment of pause. It might be after a challenging project, in response to difficult feedback, or from a quiet feeling that there is another level of impact you could be making. To move from intuition to insight, objective tools can provide a clear, structured mirror. They offer a language to articulate your natural tendencies and illuminate the unseen patterns that shape your influence as a leader.

This guide is designed to help you navigate the landscape of the best leadership assessment tools, not as a test to be passed, but as a supportive resource for your intentional growth. Whether you are an executive refining your impact, an HR leader building a development program, or an emerging professional mapping your career path, the right assessment provides a powerful starting point for deeper understanding.

Here, we will explore a curated list of well-regarded platforms, moving beyond marketing claims to offer a practical analysis of each one. For every tool, you will find a clear explanation of what it measures, who it is best suited for, and how it is typically used. Our goal is to provide a comprehensive resource that helps you select the instrument best suited to your specific goals, team dynamics, and organizational culture.

Tools for Self-Awareness & Personal Growth

These assessments focus on an individual's innate tendencies, strengths, and preferences. They are excellent starting points for building self-awareness and providing a common language for personal and professional development.

1. Gallup (CliftonStrengths)

The Gallup CliftonStrengths assessment is one of the most accessible and widely recognized tools for personal discovery. Its primary focus is on identifying an individual's innate talents, framing them as strengths that can be intentionally developed. The platform is excellent for leaders looking to build profound self-awareness and for teams aiming to understand and leverage their collective talents for better collaboration.

What It Measures: 34 distinct talent themes, revealing your dominant patterns of thinking, feeling, and behaving.

Best Suited For: Individuals at all levels, emerging leaders, and teams seeking a positive, strengths-based framework for development.

When to Use It: For foundational self-awareness, team-building workshops, and as a starting point for one-on-one coaching conversations.

Good to Know: CliftonStrengths reveals self-perceived talents, not how others experience a leader's behaviors. For senior leaders, it is powerful when paired with a 360-degree assessment that provides external feedback on leadership impact.

Website: https://store.gallup.com

2. MBTIonline / The Myers-Briggs Company

The Myers-Briggs Type Indicator (MBTI) is one of the world's most popular personality assessments, focusing on identifying preferences across four dichotomies to reveal one of 16 personality types. It is exceptional for leaders and teams looking to improve communication, manage conflict, and appreciate diverse working styles.

What It Measures: Preferences in how individuals direct and receive energy (Introversion vs. Extraversion), take in information (Sensing vs. Intuition), make decisions (Thinking vs. Feeling), and approach the outside world (Judging vs. Perceiving).

Best Suited For: Teams, individuals focused on interpersonal dynamics, and leaders wanting to understand different communication and decision-making styles.

When to Use It: During team-building retreats, communication workshops, and as a foundation for coaching focused on interpersonal effectiveness. Understanding your type can also be valuable when exploring your career roadmap.

Good to Know: The MBTI measures preference, not proficiency or skill. It is a tool for understanding, not for performance evaluation or selection.

Website: https://www.mbtionline.com

Tools for Team Dynamics & Communication Styles

These tools help individuals and teams understand their behavioral styles in a work context. They are highly practical for improving day-to-day collaboration, management, and team cohesion.

3. Everything DiSC (Wiley) via Authorized Partners

Everything DiSC provides a suite of practical workstyle assessments that help leaders understand their behavioral preferences and adapt their approach to others. Based on the DiSC model of Dominance, Influence, Steadiness, and Conscientiousness, it offers a simple yet powerful framework for improving communication and team dynamics.

What It Measures: An individual's primary behavioral style within the four DiSC quadrants and provides actionable strategies for working with other styles.

Best Suited For: Functional teams, new managers, and organizations aiming to build a common language around behavioral styles.

When to Use It: For team workshops, manager training, and improving collaboration between colleagues. The reports are easy to understand and apply immediately.

Good to Know: The insights are focused primarily on observable behavior and communication styles, not on deeper personality traits or cognitive abilities.

Website: https://www.everythingdisc.com

4. The Predictive Index (PI)

The Predictive Index (PI) is a talent optimization platform built around its core Behavioral Assessment. It is designed to help organizations with hiring, team design, and leadership development by providing data-driven insights into an individual's natural drives and workplace behaviors.

What It Measures: Four key behavioral drives (Dominance, Extraversion, Patience, and Formality) that shape workplace behavior and motivation.

Best Suited For: Hiring managers, HR teams, and leaders focused on optimizing team composition and understanding what motivates their direct reports.

When to Use It: In high-volume hiring, for team-building, and to help managers better communicate with and lead their teams based on inherent drives.

Good to Know: The platform's value is maximized through an organizational subscription. While powerful for predicting workplace behavior, it is not a 360-degree feedback instrument.

Website: https://www.predictiveindex.com

Tools for 360-Degree Feedback & Executive Development

These assessments gather feedback from multiple sources (supervisors, peers, direct reports) to provide a comprehensive, multi-rater view of a leader's impact. They are best suited for leaders committed to deep, targeted development.

5. Center for Creative Leadership (CCL) – Benchmarks 360 Suite

The Center for Creative Leadership (CCL) offers the Benchmarks 360 Suite, a collection of research-backed and highly respected leadership assessment tools. These comprehensive 360-degree instruments provide a holistic view of a leader’s observable behaviors, making them a powerful resource for mid- to senior-level leaders.

What It Measures: A wide range of leadership competencies, from problem-solving to building relationships, benchmarked against a large global database of leaders.

Best Suited For: Mid- to senior-level leaders, executives in formal coaching engagements, and high-potential development programs.

When to Use It: For succession planning, intensive leadership development programs, and when a leader needs a clear, behaviorally-anchored roadmap for improvement. You can explore more about how such tools are used in our leadership insights.

Good to Know: The debrief and coaching process typically requires a certified facilitator to help the leader interpret the results constructively and create an action plan.

Website: https://shop.ccl.org

6. The Leadership Circle (Leadership Circle Profile 360)

The Leadership Circle Profile (LCP) is a sophisticated 360-degree assessment that uniquely connects a comprehensive set of leadership competencies with the underlying beliefs and assumptions that drive behavior. This makes it one of the best leadership assessment tools for developmental coaching, as it reveals not just what a leader does, but why they do it.

What It Measures: The balance between "Creative Competencies" (effective leadership behaviors) and "Reactive Tendencies" (self-limiting beliefs and behaviors).

Best Suited For: Senior and executive leaders, C-suite development programs, and culture transformation initiatives.

When to Use It: For deep executive coaching, helping senior leaders uncover hidden patterns that may be holding them back from their next level of effectiveness.

Good to Know: Its richness and complexity require a certified practitioner for administration and interpretation; it is not a self-service tool.

Website: https://leadershipcircle.com

7. Korn Ferry (Korn Ferry 360 and Leadership Assessments)

For organizations seeking an enterprise-grade solution, Korn Ferry provides one of the most robust and research-backed suites of leadership assessment tools available. Their assessments are built upon extensive leadership architecture, making them ideal for large-scale talent management, succession planning, and executive development programs.

What It Measures: Leadership performance against research-validated competencies, often tailored to an organization's specific leadership model.

Best Suited For: Large organizations, multinational corporations, and HR leaders managing executive pipelines and succession planning.

When to Use It: For identifying high-potential leaders, developing executive talent pools, and aligning leadership capabilities with strategic business goals.

Good to Know: Its premium pricing and contract-based model make it less accessible for individuals or small teams. Its greatest value is realized when deployed at scale.

Website: https://www.kornferry.com

Tools for Talent Selection & Potential

These tools are often used in hiring and high-potential identification processes. They provide deep, predictive insights into a leader's personality, potential derailers, and core motivators.

8. Hogan Assessments

Hogan Assessments are a premier suite of personality-based tools trusted globally for senior leadership selection and development. The platform focuses on the core drivers of leadership performance, including day-to-day strengths, potential career derailers under stress, and personal values.

What It Measures: The "bright side" (normal personality), the "dark side" (derailers under pressure), and the "inside" (values and motivators).

Best Suited For: Organizations making high-stakes hiring decisions, executive selection committees, and C-suite coaching clients.

When to Use It: For executive selection, high-potential identification, and in-depth coaching focused on addressing specific blind spots and potential risks. It is a powerful tool within an executive coaching engagement.

Good to Know: Its complexity and depth mean it requires administration and interpretation by a certified professional. It is less suited for general team-building.

Website: https://www.hoganassessments.com

9. SHL

SHL is a global leader in talent assessment, offering a scientifically validated and comprehensive suite of tools for the entire employee lifecycle. Their platform is a go-to for large enterprises seeking to build robust leadership pipelines, from identifying high-potential candidates to developing senior executives.

What It Measures: A wide range of attributes, including personality (via the Occupational Personality Questionnaire, OPQ), motivation, and cognitive ability.

Best Suited For: Large enterprises, HR departments focused on data-driven talent management, and organizations with structured succession planning.

When to Use It: During leadership selection processes, for identifying development needs across an organization, and for strategic workforce planning.

Good to Know: The enterprise focus means it is typically purchased on a contract basis and may require specific accreditation to administer, making it less accessible for quick, informal use.

Website: https://www.shl.com

10. Caliper (Caliper Profile)

The Caliper Profile is a robust, personality-based assessment designed to measure an individual's motivations and behaviors as they relate to job performance. It stands out for its focus on both hiring the right leaders and developing existing talent, providing deep insights into a person's potential for leadership.

What It Measures: An individual's personality traits and intrinsic motivations to predict on-the-job behaviors and potential.

Best Suited For: Hiring managers, executive recruiters, and organizations focused on creating targeted development plans for managers and leaders.

When to Use It: For senior leadership selection, succession planning, and as the foundation for coaching plans that match individual potential with required competencies.

Good to Know: Access is typically managed through sales representatives or partners, and it is often implemented through a consultative process.

Website: https://calipercorp.com

Tools for Emotional Intelligence & Specialized Skills

These assessments focus on specific, crucial leadership capabilities like emotional intelligence, providing a more targeted lens for development.

11. MHS (EQ-i 2.0 / EQ 360)

The MHS EQ-i 2.0 is a leading instrument for measuring emotional intelligence (EI), a critical component of effective and inclusive leadership. It provides leaders with a detailed look at how they perceive and express themselves, develop social relationships, cope with challenges, and use emotional information effectively.

What It Measures: 15 specific emotional intelligence competencies, including self-awareness, empathy, stress management, and decision-making. The EQ 360 version adds multi-rater feedback.

Best Suited For: Leaders at all levels focused on enhancing self-awareness, empathy, and relationship management.

When to Use It: For developing people-centered leadership skills, improving communication, and building psychological safety within teams.

Good to Know: The real value comes from working with a certified provider who can facilitate a debrief, helping translate the data into meaningful personal development.

Website: https://storefront.mhs.com

12. Thomas International

Thomas International offers a suite of psychometric assessments designed to provide a holistic view of a leader's capabilities. Their platform integrates multiple data points, from behavioral tendencies and personality to emotional intelligence, into a single toolkit.

What It Measures: A combination of behavior (PPA, based on DISC), personality traits (HPTI), and emotional intelligence (TEIQue).

Best Suited For: Organizations looking for an integrated assessment toolkit to inform hiring, development, and succession planning.

When to Use It: To create in-depth leadership profiles by combining behavioral, personality, and emotional intelligence data for a well-rounded understanding.

Good to Know: This platform is less suited for quick, individual use, as many tools require certification to administer and are designed for organizational adoption.

Website: https://www.thomas.co

How to Choose the Right Leadership Assessment Tool

Navigating this landscape can feel overwhelming, but the goal is clarity, not complexity. The "best" tool is simply the one that aligns with your specific goals, role, and career stage.

Here are a few reflective prompts to guide your choice:

What is my primary goal? If you are starting your journey, a tool focused on self-awareness like CliftonStrengths or MBTI provides an empowering foundation. If you are an experienced executive seeking to understand your impact, a 360-degree tool like the CCL Benchmarks or Leadership Circle Profile will offer more depth.

Who is this for? For improving team collaboration, a practical, behavior-focused tool like Everything DiSC is excellent. For a high-stakes executive hiring decision, the predictive power of Hogan or Caliper is more appropriate.

What kind of support do I need? Many of the most powerful tools require a debrief with a certified coach or facilitator to be truly effective. Acknowledging the need for this professional partnership is a crucial part of the process, ensuring that insight leads to real growth.

Turning Insight Into Intentional Action

The real work begins after the report is generated. Data without reflection is just noise. The true value of these assessments emerges when you translate newfound awareness into deliberate, intentional action. Whether you discover a hidden strength, confront a challenging blind spot, or gain a new appreciation for your team’s dynamics, the goal is to use this information as a detailed map for the next stage of your leadership journey.

An assessment provides the "what," but sustainable growth requires exploring the "why" and "how." The most powerful insights, particularly from 360-degree feedback, can be difficult to process alone. It is important to create a confidential space to sit with the feedback, challenge your own assumptions, and separate your intent from your impact without judgment.

Ultimately, these instruments are catalysts for a deeper conversation. They provide a structured language to discuss complex human behaviors and open the door to more meaningful development. They are not a final grade on your leadership, but rather a starting point for a more conscious and intentional approach to how you show up for yourself and for your team. The most impactful leaders are not those who are perfect, but those who remain committed to continuous learning and growth.

The insights from a leadership assessment are powerful, but the support you have to interpret and act on them is what creates lasting change. At BW Empowerment LLC, we specialize in helping leaders integrate assessment data into personalized coaching and mentorship plans. If you are ready to turn insight into intentional action, explore how our programs can help you lead with greater confidence and purpose.