Assessments &
Birkman Discovery
Driving Leadership Impact and Business Growth
Assessments and Birkman Discovery are a core component of the Leadership Accelence framework, integrating the Birkman Method, 360 feedback, and stakeholder interviews to create a data-driven view of leaders and teams. These tools inform executive coaching, group leadership, and team development by revealing motivations, needs, behaviors, and perceived impact across the organization.
How Assessments Plug into Leadership Accelence℠
Birkman Discovery
provides deep insight into personality, motivations, usual behavior, needs, and stress patterns, forming the foundation for personalized development plans.
360 and Stakeholder Feedback
add multi-rater perspectives on leadership effectiveness, surfacing blind spots, strengths, and real-world impact that coaching can directly address.
MyBirkman
MyBirkman extends the value of the Birkman Assessment by providing quick, actionable insights for broader organizational reach at a lower investment. Accessible on mobile and desktop, it equips leaders with the understanding they need for one-on-one meetings, challenging conversations, and team interactions.
Birkman Discovery for Executives
Birkman Discovery for Executives helps senior leaders understand how their style, needs, and stress behaviors influence decision-making, communication, and organizational culture. These insights drive targeted coaching that supports complex role transitions, strategic alignment, and stronger relationships with boards, peers, and direct reports.
Birkman for Teams
Birkman for Teams uses a shared assessment lens to map team strengths, workstyles, and stress triggers, improving collaboration and conflict resolution. Teams gain a common language for needs and expectations, enabling better role clarity, trust, and performance in cross-functional and project settings.
360 and Stakeholder Feedback
360 and stakeholder feedback deepen insight by capturing how leaders are experienced by direct reports, peers, supervisors, and key business partners. Combined with Birkman data, these inputs create a holistic leadership profile that guides concrete development goals and behavior shifts supported by engagement with the organizational system and the executive coach.
Approach Matters
Assessment discussions led by a coach, provide greater impact whether to individuals, groups or teams. Rather than “telling” or analyzing results, a coach provides an exploratory approach allowing the client to discover what is true for them. Never prescriptive, the coach provides the opportunity for greater self-awareness. That in turn opens the possibility for change and change that is embraced as it results from the client’s own discovery and choice.
FAQs
How can I get started?
Simply complete our contact form here.
What is a 360 Feedback process?
A 360 Feedback process gathers input from multiple sources such as peers, direct reports, and managers to provide a comprehensive view of a leader’s strengths and development areas. This holistic perspective helps leaders understand how their behaviors impact others and identify opportunities for growth.
Why is stakeholder feedback important?
Stakeholder feedback ensures that leadership development aligns with organizational needs and expectations. It provides real-world insights into how a leader’s actions influence team performance, collaboration, and culture.
How does Accelus use 360 and stakeholder feedback?
We integrate feedback into coaching engagements and Leadership Development programs to create targeted development plans. This approach helps leaders focus on behaviors that matter most for their role and organizational success.
Is the feedback process confidential?
We use both anonymous and non-anonymized feedback approaches, depending on what best serves the organizational goals, structure, and relationships at the time. For example, the Shift Positive 360 method emphasizes transparency and constructive dialogue, which can be highly effective for executives in certain contexts. In other cases, anonymous feedback may be more appropriate to encourage candid input. The choice is tailored to what will create the most meaningful and actionable insights for the leader and the organization.