ASSESSMENTS & FEEDBACK
Better insight.
More effective action.
Help partners and business leaders understand how they work, how others experience them, and where to focus their development.
WHY USE AN ASSESSMENT?
Start with a question
that matters to your firm.
The right assessment or feedback process can make development more focused. We connect the findings to real situations, relationships, and responsibilities.
01
Understand natural rainmaking style
Help lawyers recognize their relationship-building strengths, preferences, and blind spots—and adapt their approach to different clients and contacts.
02
Strengthen management habits
Explore how a person naturally delegates, gives feedback, sets expectations, and responds under pressure. Identify adjustments that help others do their best work.
03
Improve communication & collaboration
Give teams a shared language for differences in working styles, motivations, and priorities. Use that insight to reduce friction and strengthen coordination.
04
Develop leadership self-awareness
Help partners and business leaders recognize strengths, habitual responses, and patterns that may limit their impact as responsibilities grow.
05
Understand leadership impact
Use feedback from colleagues to compare a leader’s intentions with others’ experience. Identify themes that deserve attention and turn them into development goals.
06
Focus coaching & development
Clarify what an individual or team needs to work on next. Give coaching, training, and development planning a more specific starting point.
FEATURED APPROACH: DiSC
Understand your style.
Expand your choices.
DiSC is a central part of our assessment work. We help lawyers and law firm professionals understand their behavioral preferences and use that awareness to communicate, manage, and build relationships more effectively.
The debrief connects the profile to the situations the person actually faces—and the adjustments that would be useful.
Natural Rainmaking Style
Our DiSC-based Natural Rainmaking Style work helps lawyers recognize their rainmaking strengths, preferences, and blind spots, and adapt to the communication and buying preferences of clients and contacts.
Natural management style
Explore the tendencies a manager brings to delegation, feedback, motivation, and accountability. Build flexibility in responding to different team members and situations.
Communication & team dynamics
Help colleagues understand differences in pace, priorities, and communication. Create practical agreements about how to work together more effectively.
ASSESSMENT OPTIONS
A range of tools.
A clear purpose.
Alongside DiSC, our assessment capabilities include the options below. We help match the assessment and debrief to the question you want to explore and the development you want to support.
Kolbe
Explore a person’s instinctive approach to taking action and solving problems. Useful for conversations about work methods and how people contribute to a team.
CliftonStrengths (StrengthsFinder)
Identify recurring talent themes and explore how to develop and apply them in leadership, collaboration, and day-to-day work.
Hogan
Explore personality, work-related motives and values, and potential derailers that can affect leadership effectiveness.
Core Strengths / SDI 2.0
Understand relationship motives, strengths, and responses to conflict. Use the insight to support collaboration and more productive conversations.
Leadership Circle Profile
A 360-degree view of leadership that explores creative competencies and reactive tendencies, supporting reflection and focused development.
WHY Discovery
Explore the motivations behind how a person approaches decisions and contributes to others. Use that language to support purpose, communication, and alignment.
360-DEGREE FEEDBACK
See your leadership
through others’ eyes.
A 360 process brings together perspectives from people who work with a leader—such as partners, peers, direct reports, and other stakeholders—alongside the leader’s own perspective.
Survey-based or interview-based feedback can reveal patterns in communication, delegation, collaboration, and follow-through. The debrief helps the leader understand the themes, recognize strengths, and choose a manageable set of priorities.
We clarify the purpose, participant groups, confidentiality expectations, and how the feedback will be used before the process begins. Coaching can then support the work of turning insight into different behavior.
FROM INSIGHT TO APPLICATION
Make the findings useful
in everyday work.
An assessment creates a starting point for development. The value grows through interpretation, conversation, and application.
Clarify the question
Start with what the firm, individual, or team needs to understand or do more effectively.
Choose the right approach
Match the tool or feedback process to the purpose, participants, and development context.
Interpret the findings
Connect results with actual responsibilities and experiences through a thoughtful debrief.
Put insight into practice
Identify specific actions and reinforce them through coaching, training, team conversations, or development planning.
LET’S BEGIN
What would you like
to understand better?
Tell us about the person, team, or development challenge. We’ll explore which assessment or feedback approach would be useful.