Leadership is personal and systemic. When pressure rises, even high-performing leaders can lose visibility on what is really driving their reactions, decisions, and impact. A well-chosen assessment brings that visibility back. It gives you a structured mirror, credible data, and a shared language, so you can move from “I think this is the issue” to “Here is what is happening, and here is how we will address it.”
Clarivia offers executive leadership assessments as part of its Executive and Leadership Coaching practice and also as a one-off service for individuals or entire teams. Marielle Métrailler is certified in Enneagram, EQ-i 2.0, EQ 360, Leadership Circle Profile, and Nova Global.
Why assessments help (when used well)
A strong assessment does more than label strengths and blind spots. It accelerates clarity. It helps you see patterns you may have normalized, stress responses you may be rationalizing, and interpersonal impact you may not be aware of. For leaders, this often shows up as better decision quality under ambiguity, more intentional communication, and fewer avoidable friction points with key stakeholders.
For teams, assessments help build alignment and reduce unproductive stories. Instead of interpreting differences as “difficult personalities” or “lack of commitment,” teams gain language for needs, preferences, triggers, and operating styles. That shared understanding becomes a practical asset: it improves collaboration, meetings, feedback, and cross-functional execution.
How Clarivia delivers executive leadership assessments
Clarivia’s approach keeps the assessment practical, respectful, and action-oriented. The goal is not to “score” you, it is to help you use insight to lead better.
First, we clarify your context: what is changing, what is at stake, and what success needs to look like in your role or across your team. Then we select the right instrument, not the trendiest one. After completion, you receive a structured debrief in which results are translated into real leadership behaviors: what to keep doing, what to adjust, and what to practice over the next 30 to 90 days.
If you choose, the assessment can become a foundation for coaching, where insight turns into durable habits through real situations, real conversations, and real decisions.
Choose the right assessment for the job
Different assessments serve different needs. Below is how Clarivia typically positions each option, so you can choose with clarity.
Enneagram (patterns, motivations, and growth under stress)
The Enneagram helps leaders understand the “why” behind their leadership habits: core motivations, habitual strategies, and stress responses. It is especially useful when you want deeper self-awareness, healthier self-management under pressure, and more compassion without lowering standards.
Leaders often find the Enneagram valuable when navigating high-stakes relationships, recurring conflict patterns, or a sense of “I keep doing this even when I know better.” It can also support teams by normalizing differences and reducing personalization when facilitated with care and maturity.
EQ-i 2.0 (emotional intelligence skills, measured and coachable)
EQ-i 2.0 provides a structured view of emotional intelligence competencies, including self-perception, self-expression, interpersonal skills, decision-making, and stress management. It is useful when you want measurable leadership development inputs that connect directly to daily behavior and performance.
This assessment is often a strong fit for leaders who need to improve influence, presence, conflict navigation, or resilience, while staying grounded in a practical development plan. It is also a useful baseline when starting coaching, because it quickly highlights the areas that will create the greatest leverage.
EQ 360 (how others experience your leadership)
EQ 360 adds the essential perspective many leaders do not naturally get: how your leadership is experienced by stakeholders around you. The value is not in pleasing everyone; it is in understanding patterns across perspectives, especially from the people who matter most to your effectiveness.
This is a strong option when you are stepping into a bigger role, managing across complex stakeholder environments, or trying to shift a leadership reputation. When the debrief is facilitated well, it supports grounded confidence and clear choices, not defensiveness.
Leadership Circle Profile (leadership effectiveness and reactive tendencies)
Leadership Circle Profile helps leaders see both strengths and the reactive patterns that can limit effectiveness under stress. It is particularly relevant when you want a high-impact view of leadership effectiveness that ties inner mindset to outer behavior, especially for senior leaders carrying a large scope and ambiguity.
For organizations, this can support leadership development initiatives by creating a shared language around effectiveness, agility, and the conditions leaders need to perform well. It is often used when the goal is not only individual growth but also the improvement of culture and leadership systems.
Nova Global (leadership capabilities in context)
Nova Global supports leaders in understanding capabilities and development priorities in a structured, grounded way, aligned with real leadership requirements. It is useful when you want clarity on where to focus development effort, and how to translate that focus into action in your role and environment.
This option can be particularly helpful when development needs to be aligned with role expectations, transition goals, or organizational realities. The output is most valuable when it leads to a simple plan: what to practice, how to measure progress, and how to sustain it.
Individual assessments
An individual assessment is ideal when you want focused clarity for your leadership growth, role transition, or a specific challenge you keep encountering. You will complete the assessment, receive a structured debrief, and leave with a small set of realistic priorities to apply in your work, not a long list that sits in a PDF.
If you want the assessment as a one-off service, the deliverable is still practical: a debrief plus a clear action plan. If you choose to integrate it into coaching, the assessment becomes the baseline, and coaching becomes the mechanism that converts insight into durable leadership behaviors.
Team assessments
Team assessments are ideal when execution is being slowed by friction, misunderstanding, or inconsistent ways of working. The goal is not to “diagnose the team,” it is to create shared language that improves collaboration, communication, and trust under real constraints.
Clarivia typically combines team assessment results with a facilitated session to convert insights into operating agreements. That might include how the team makes decisions, handles conflict, gives feedback, and communicates under pressure. The result is a team that spends less time interpreting intent and more time delivering outcomes.
What you can expect from Clarivia
You can expect a professional, confidential, and respectful process, with clear boundaries. Assessment results are used to support development and effectiveness, not to judge or label. The debrief is designed to help you see what matters, understand what drives it, and choose what to do next.
You will also get practicality. Assessments create value when they change behavior, improve relationships, and support better decisions. Clarivia’s style is calm, direct, and action-oriented, grounded in Courage, Curiosity, and Compassion.
If you are considering an executive leadership assessment for yourself or your team, the next step is a short conversation to understand your context and select the right instrument. You do not need to decide everything upfront; we will help you choose the assessment that fits your goals.
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Frequently asked questions (FAQs)
How do I know which assessment to choose?
A good choice depends on what you need clarity on. If you want deeper self-awareness around motivations, patterns, and stress responses, the Enneagram can be a strong fit. If you want measurable skill-based development inputs, EQ-i 2.0 often works well. If stakeholder perception is central to your goals, EQ 360 can be the most useful starting point.
In a short intake conversation, Clarivia helps you choose based on your role demands, leadership context, and desired outcomes. The goal is to pick the simplest assessment that will create meaningful insight and a clear next-step plan, not to overwhelm you with data.
Are these assessments only useful if I do coaching afterward?
No, Clarivia can deliver assessments as a standalone service with a structured debrief and an action plan you can apply immediately. Many leaders use the results to guide how they communicate, how they manage stress, and how they lead key relationships and decisions, even without a longer engagement.
That said, coaching can be the most effective way to turn insight into lasting change, because it supports real-time practice and accountability. If you choose coaching, the assessment becomes the baseline and coaching becomes the mechanism for behavior change.
What is the difference between EQ-i 2.0 and EQ 360?
EQ-i 2.0 is a self-assessment that provides a structured view of your emotional intelligence competencies and how they typically show up in your behavior. It is useful for identifying development priorities in a measurable, coachable way, and it often provides quick clarity on what will create the most leadership leverage.
EQ 360 includes feedback from others, which adds an external view of how your leadership is experienced by stakeholders. This is especially helpful when you suspect there is a gap between intent and impact, or when you want to change a leadership reputation with clarity and confidence.
How long does the assessment process take?
The timeline depends on the assessment and whether it is individual or team-based. Many individual assessments can be completed and debriefed within a few weeks, assuming scheduling is straightforward. Team assessments typically require additional time for coordination, data collection, and a facilitated team session.
Clarivia will propose a timeline that matches your constraints and urgency, without rushing the most important part: making the insights usable. The goal is a process that respects your calendar and still creates real value.
Is the information confidential?
Yes. Clarivia treats assessment results and debrief conversations as confidential within the boundaries of the engagement. For organizational or team-sponsored work, confidentiality and reporting expectations are clarified upfront so everyone understands what will and will not be shared.
In team settings, the focus is on shared patterns and practical agreements, not exposing individuals. The purpose is to improve team effectiveness and trust, while respecting personal boundaries and psychological safety.
Can assessments be used for hiring or performance evaluation?
Clarivia’s assessments are intended for development, effectiveness, and healthier leadership impact, not for selection decisions. Using development assessments as evaluation tools can reduce openness and distort results, because people naturally optimize for how they will be judged.
If your goal includes capability mapping or leadership development planning, Clarivia can support that in a way that keeps integrity intact. The assessments are most valuable when they create honest insight and clear growth priorities.
What will I receive at the end of the process?
You will receive a debrief that translates assessment data into practical leadership insights, plus clear development priorities. The aim is to leave you with a small number of actionable focus areas that you can apply in meetings, decisions, stakeholder conversations, and team leadership.
For team engagements, you can also expect a facilitated session that converts insight into operating agreements, such as decision-making norms, communication patterns, feedback behaviors, and ways of working under pressure. The deliverable is clarity plus a usable path forward.
Do you offer assessments for global and cross-cultural teams?
Yes. Clarivia works with leaders and teams across cultures and geographies, and the debrief emphasizes how differences in style, communication, and expectations can create friction or strength depending on how they are managed. The assessment becomes a starting point for respectful conversation, not a simplistic explanation.
In global contexts, Clarivia focuses on what changes behavior: clearer expectations, better interpretation of intent, and shared norms that reduce misunderstanding. The goal is practical collaboration across differences, not forcing everyone into one style.