We often have a ‘gut feel’ about someone and maybe 5 times out of 10 we are right. There are so many factors that impact how people behave, perform, communicate and work that there is not just one assessment that can show you the whole picture. So how do you reinforce that gut feel?

A leadership strategy needs to have multiple inputs, not gut feels, no matter how we much we might trust that gut.

Doing analysis and creating benchmarks of employees’ skills and capabilities are critical to identifying the competencies required to drive your organisation’s success.

Different assessment tools are designed to measure different aspects and at New Voice we make sure the assessment methods used by our specialists are unique and precise for your team and organisation’s needs.

Below are a number of the more popular assessment tools we use and implement:

Leadership Impact and Performance

Customisable 360° reviews (often called multi-rater assessments) are used by organisations to gauge how Leaders achieve results and the impact they have on the team. The Leader receives feedback (ratings and written comments) from a selection of the key people he / she works with, for and beside; it includes direct reports and external clients or stakeholders so the view he receives of his impact really is 360º.

The most effective and preferred way to use a 360º is to combine the report with one to one coaching. There is a lot of information contained in a typical 360º report and the manager often needs help to ‘unpack’ the data and make sense of it. Another popular method is to include the 360º report in a larger Leadership workshop so the learning and insight can be immediately applied to concepts and situations. This gives the Managers a real advantage in understanding the feedback and creating an action plan to implement the change.

The elements that Managers are rated on can be fully customised to reflect your leadership or organisational values.

At New Voice, we have a dedicated Coach who will work with the Manager each step of the way from setting it up to unpacking the results. Click on the downloadable PDF to find out more.


Work and Behavioural style preferences


We differ from people around us 75% of the time. That difference is reflected in how we make decisions, how we communicate, how we learn, how we socialise and how we handle stress. So, no wonder a lot of time we are left scratching our heads about why that person did that, that way!

Karl Jung, an eminent Psychologist from the 50s found that humans can be measured along 4 axes – People vs Task and Active vs Passive. This approach to understanding human behaviour underpins a number of tools designed to measure a person’s typical style and behaviour, both at work and at home.

Understanding ourselves first and then how we can flex our more natural behaviours to be more impactful and effective with others has proven to be extremely valuable for Leaders, regardless of seniority or experience.

At New Voice, we are certified in a number of such tools including ExtendedDISC®, MBTI® (Myers-Briggs Type Indicator). We have successfully implemented these tools with new teams coming together for the time, established teams who need to re-connect and set new boundaries, sales teams who need to understand the behaviour of their clients more critically and leadership teams who need to be more inclusive.


New Manager Assimilations

As new Managers join an organisation it is important there is minimal disruption to the productivity of the group but this can work against a new Manager, who often feels they need to ‘arrive’ and prove themselves. They need to change things up, they are the ‘new guard’ so to speak.

How do they do this, without de-railing the team and projects?

A New Manager Assimilation (NMA) allows a Manager needs to establish him or herself and gain credibility to engage with the team, make decisions and move things forward more purposefully. It is a planned and structured session, facilitated by a New Voice Coach who can help the new Manager maximise employee performance whilst maintaining organisational productivity.

Click on the downloadable PDF to find out more abut the process.