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The Birkman Method

The Birkman Method® consists of a behavioral assessment and a series of related report sets that facilitate team building, executive coaching, leadership development, career counseling and interpersonal conflict resolution.

During a facilitated session, participants examine their usual behaviors, needs, stress behaviors, our interests and our organizational focus. This profile can be administered for individuals or teams.

360-Degree Feedback

360-degree feedback utilizes a survey to obtain information about how a leader is perceived by others in their current job.  The 360-degree survey obtains ratings and input about specific leadership behaviors related to Emory University’s Leadership Competencies.  The process involves collecting input from the manager, peers, direct reports, and “others”, as well as self-ratings by the individual receiving feedback.

360-degree feedback is developmental in nature, and the only person to receive the feedback is the person upon whom the ratings are made.  The leader then uses the information obtained to create or update his/her professional development plan.

New Leader and Team Acceleration

The New Leader Acceleration process:

A New Leader Acceleration is for the new leader and their direct reports.  During a session facilitated by Learning Services, the direct reports have the opportunity to express their thoughts, concerns, and ideas for solutions to problems in a safe environment.  This feedback is then shared in a one-on-one feedback session with the new leader.  The new leader then has the opportunity to respond to the feedback provided by his/her team.

The DiSC Profile

The DiSC Profile is one of the oldest, most validated, reliable behavior assessments used within organizations to improve interpersonal relationships, productivity, teamwork and communication.

The DISC Profile is a nonjudgmental tool for understanding behaviors that people demonstrate.   It helps people explore behavior across four primary dimensions: dominance, influence, steadiness and conscientiousness. This profile can be administered for individuals or teams.

Thomas-Kilmann Conflict Mode Instrument (TKI)

Using the TKI, each person receives a report on the five conflict styles or modes including competing, collaborating, compromising, avoiding and accommodating.  Each mode is appropriate in different situations; each is effective at different times.  Participants learn which mode is their primary style and when to use it for best results.
Participants discover how to use their less preferred modes for conflict resolution in order to increase their effectiveness with others.  This profile can be administered for individuals or teams.