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Why Assessments Matter
Before recommending any solution, we look “under the hood.” Our assessments help identify the real sources of organizational friction—whether in digital fluency, operational steadiness, or people potential. Instead of guessing or assuming, we use data-driven diagnostics to uncover root problems, clarify what’s holding teams back, and pinpoint where performance can be elevated.
This clarity ensures every coaching, training, or change-leadership program we design is targeted, intentional, and built for meaningful results.
Organizational Friction Assessment. DEX-SCORE 360
The Organizational Friction Assessment is a diagnostic tool designed to reveal where day-to-day barriers are slowing performance, limiting digital adoption, and preventing employees from operating at their full potential. It measures how consistently people can use tools, navigate workflows, and collaborate across teams. It highlights where gaps in capability, clarity, or alignment are creating unseen strain in the organization.
The assessment is dynamic and can we ran periodically throughout the year to gauge where the organization is improving and overall health across the 3 dimensions.
The assessment is dynamic and can we ran periodically throughout the year to gauge where the organization is improving and overall health across the 3 dimensions.
SuccessFinder
SuccessFinder accelerates talent development programs by assessing and unlocking human potential with behavioural science.
Use Case: Building agility with SuccessFinder during Digital Transformation
A mid-sized organization undergoing digital transformation faced a familiar challenge: employees were using new technology reluctantly, collaboration had become fragmented, and teams were struggling to adapt to evolving workflows. Leadership recognized that true transformation required not just new systems, but new mindsets.
We implemented the SuccessFinder assessment to evaluate both individual and team agility—including adaptability, curiosity, learning orientation, and resilience. The results revealed valuable insights: some departments thrived on change but lacked cohesion, while others valued structure but resisted experimentation.
Through targeted coaching and group debriefs, teams learned how their collective strengths and blind spots influenced their ability to navigate change. High-potential employees with strong “learning agility” were developed into Digital Stewards, championing adoption and innovation across the organization.
Within six months, the company reported faster adoption of new systems, stronger cross-functional collaboration, and a noticeable cultural shift toward curiosity and continuous improvement. This transformed their mindset around digital change from a disruption into an opportunity for growth.
Use Case: Building agility with SuccessFinder during Digital Transformation
A mid-sized organization undergoing digital transformation faced a familiar challenge: employees were using new technology reluctantly, collaboration had become fragmented, and teams were struggling to adapt to evolving workflows. Leadership recognized that true transformation required not just new systems, but new mindsets.
We implemented the SuccessFinder assessment to evaluate both individual and team agility—including adaptability, curiosity, learning orientation, and resilience. The results revealed valuable insights: some departments thrived on change but lacked cohesion, while others valued structure but resisted experimentation.
Through targeted coaching and group debriefs, teams learned how their collective strengths and blind spots influenced their ability to navigate change. High-potential employees with strong “learning agility” were developed into Digital Stewards, championing adoption and innovation across the organization.
Within six months, the company reported faster adoption of new systems, stronger cross-functional collaboration, and a noticeable cultural shift toward curiosity and continuous improvement. This transformed their mindset around digital change from a disruption into an opportunity for growth.
DiSC Assessment
A DISC assessment is used to identify a person's behavioural style by measuring four main personality traits: Dominance, Influence, Steadiness, and Conscientiousness. Organizations use it for applications like improving communication, team building, leadership development, and conflict resolution by helping people understand their own work habits and how they interact with others. The results provide insights into strengths, weaknesses, and preferences in the workplace to foster better teamwork and productivity.
View sample report
View sample report
The Emotional Capital Report (ECR)
The Emotional Capital Report (ECR) is a self-assessment tool created by RocheMartin to measure an individual's emotional intelligence (EQ) in relation to leadership. It is an online questionnaire that assesses skills across 10 social and emotional competencies, provides a customized report with strengths and areas for development, and includes a personal action plan and coaching strategies for improvement.
View Sample Report
View Sample Report
ECR 360 Assessment
The ECR 360 assessment is a multi-rater evaluation that provides a "360-degree" view of an individual's emotional intelligence (EQ). It combines the results of a self-assessment with confidential feedback from colleagues, managers, and direct reports to highlight differences between self-perception and how others perceive the individual. This comprehensive report helps in leadership development, executive coaching, and personal growth by identifying strengths, blind spots, and areas for improvement based on 10 specific emotional and social competencies linked to high performance.
View Sample Report
View Sample Report
SuccessFinder Ladder of Leadership
The SuccessFinder Ladder of Leadership is a research-based competency model that outlines the behavioral skills needed for high performance at three key leadership levels: first/intermediate-level, senior-level, and C-level managers. It serves as a guide for organizations to develop leaders, predict potential, and plan for succession by identifying the competencies unique to each level, as well as universal ones like "thriving in chaos" and "leading decisively".
View White Paper
View White Paper
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