The Executive 6Q Assessment
The Executive 6Q Assessment is a comprehensive leadership quiz that catches the development needs of a leader in self, team and system before “the 360 degree,” and enables leaders to take early action and make wise investments. The test includes:
Each behavior has its underlying structure. By getting to the root causes, the Executive 6Q Assessment also identifies the best shot(s) for existing 360 assessment results and can save 50% of time others may require.
Medicine has found that the human ability, body and relationship with self and society are one integrated system, and that each component within can interact with others and affect the whole system. For instance, poor health can lead to poor performance, relationship and behaviors. The Executive 6Q Assessment is designed to identify the best placement and missing tools for the individual as well as the best execution plan.
In addition, the Executive 6Q Assessment is designed to help individuals be their best, for example, being a Level 5 leader and an exceptional CEO. We believe everyone has the rights to be their best. To “be yourself” is the first step to “be your best.”
What Makes Executive 6Q Assessment Unique?
Each person is an integrated system of 6 quotients (Q) to choose direction and action (IQ), stay current with changes (Learning Q), relate to others (EQ), gain resources (Public influence Q), remain resilient in the face of adversity (AQ) and maintain energy (HQ). The breadth of experience, operation, and motivation are included in IQ and EQ. Mental health management is a part of HQ.
All 6Qs are connected. For example, IQ and EQ can lose their power due to poor AQ and HQ, where Psychological tools have limited power. The Executive 6Q Assessment is an integration of Business, Law, Medicine (including Psychology) and other sciences Unlike others, the Executive 6Q Assessment evaluates all 6Qs instead of IQ, EQ or psychometrics alone and assesses participants at micro and macro levels simultaneously. In addition, the assessment gets to the root causes, does not waste time on symptoms, and recommend the right tools instead of behavior or Psychological tools alone.
To use psychological tools to solve health, business, law and other non-psychological issues is the main reason that only 10% of CEOs believe their corporate leadership development has an impact. By getting the root causes with the right tools, we often save 50% of the time and have turned 30-40% “intractable issues” tractable.
FREQUENTLY ASKED QUESTIONS
1. What Can Executive 6Q Assessment Achieve?
The Executive 6Q Assessment will recommend strategy or personal development, such as training in vision, innovation, conflict management, leadership style, resilience or health. Also, the recommendation can be industrial development in Business, Law, Marketing, Public Relations, Sciences, or management changes in talent, customer or policy-making. At last, the recommendations can be any combination. The assessment has 53 dimensions, and its report has 16 pages.
2. Is It Necessary to Assess So Many Factors (Qs)?
Yes. Because 6Qs are integrated with each other, it is impossible to see THE WHOLE PICTURE without evaluating all associated factors. For example, leadership can be compromised if a leader limits his or her vision, crashes in setbacks and failures, stops learning, and develops poor health. Looking at the big picture helps to identify the best shot(s). Working on all associated elements also makes exponential results possible:
1.1 x 1.1 x 1.1 x 1.1 x 1.1 x 1.1= 1.772 >>1.1
1.2 x 1.2.x 1.2 .x 1.2 .x 1.2. x 1.2= 2.986 >>>1.2
3. What Else Makes the Executive 6Q Assessment Unique?
The assessment does not rely on “self-awareness or honesty” and helps individuals gain a deeper understanding of themselves. Furthermore, in the absence of significant events, the data of the 6Q assessment are valid for two years, which enables us to assist an executive to meet other challenges and crises from hundreds or thousands of miles away.
4. Does Executive 6Q Assessment Rely on Statistics?
Statistics can give good references but often lead to average results. The Executive 6Q Assessment both penetrates deeper and examines a broader range of characteristics and the development needs of a leader because the best talents are often NOT average.
* CEO adviser and executive coaching.
* Leadership development needs assessment and program design in changes, transformations, M&A, and recovery.
* Personalized fast learning.
* Executive recruitment, placement, promotion, and succession.
* Excite and keep the best.
* Multi-tasking talent management system design and human capital cost management.
* Other complex and delicate issues in leadership and performance.
Individual (including all the above)
* CEO and executive coaching, training and career consulting.
* Stress-related health issue management, for example, heart disease, stroke, stomachache, insomnia, headache, obesity, fibromyalgia, rapid aging, etc.
8. How long does it take to finish the assessment?
About 75 minutes.
9. How Should I Register for the Executive 6Q Assessment?
All custom executive programs, leadership group classes, career consultation and others will start with the diagnostic program– “A Right Start, A Strong Start.”
Consulting firms, executive coaches and others, please contact us.