Suite of Assessments [Bundle of 8]

The 16 Types assessment is based on Carl Jung's Theory of Psychological Types. The results are broken down into four categories: Extrovert or Introvert, Sensing or Intuitive, Feeling or Thinking, Judgment or Perception.

The assessment places you in a four letter acronym category. There are no right or wrong types or styles and this assessment is intended to be a way to think about your behaviors and how they might be perceived by others. The purpose of the 16 Types assessment or any personality assessment is self-awareness, with the goal of identifying those behaviors that potentially hold you back from being your best on a day to day basis.

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The DISC assessment measures how one responds to favorable and unfavorable environments. It is centered around behavioral tendencies and can be very easily applied in the work setting.

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The Enneagram has been described as a GPS of wisdom and a tool for compassion. The Enneagram can improve interpersonal skills and communication and is also used as a personal growth tool to better understand yourself and others in your life.

The Enneagram model is a circle surrounded by numbers 1 through 9. Each number represents a personality type. Each of the personality types are connected by lines that show directions of growth and stress. The numbers are also divided into three sections or triads that help to describe your emotions. Keep reading to learn about each of these!

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The VIA assessment identifies 24-character strengths which are capacities or possibilities within us for thinking, feeling, and behaving in ways that can bring benefits to ourselves and others. These are part of our positive personality and help us to flourish; it’s about who you are when you are being your authentic self. Exploring personal characters strengths through a process:

Aware – take the survey and learn about your character strengths.
Explore – how have you used strengths in the past? How might you use them in the future? Journal, feedback from others, coach, reflection, etc.
Apply – set personal goals and focus on how to leverage signature character strengths.

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The Culture Pulse assessment measures values, norms, beliefs, and behavior, and demonstrates how culture controls the way employees behave amongst themselves as well as with people outside the organization.

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Research for the Motivating Values instrument stems back to 1975 and still continues today.  It was originally developed to assist executives, general managers, sales managers, and others in their understanding and application of the motivational force of their personal values for productive results. Now, it is used more widely.

Motivating Values are the primary influences in a person’s life, which initiate and stimulate behavior. Some values are assigned great worth and are sought diligently. Others are not considered important and may be ignored or even disclaimed. Values are fundamental incentives to motivation. An individual’s primary values will cause the where and why a person behaves the way they do, but not the how.

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The Energy Rhythm assessment is Cloverleaf’s assessment of people’s chronotype, or the behavioral manifestation of circadian rhythms and physiological processes (Adan et al., 2012). That probably sounded confusing, but broken down, it can tell us a lot about a person -- what their energy patterns are like over the typical 9-5 workday, what types of tasks are easiest for them to excel at during certain times of day, and what the flow of a team might look like, day-to-day.

Cloverleaf’s Energy Rhythm Assessment draws from research about circadian rhythm and circadian typology. Circadian rhythm refers to the internal processes which regulate the sleep/wake cycle and affect people’s biological and psychological functioning in everyday life, health, and disease (Adan et al., 2012). These internal processes typically operate on 24-hour cycles, or rhythms. Chronotype refers to individuals’ own internal schedule of these processes and the corresponding timing of daily peaks and troughs in their physical/psychological energy (Preckel, Lipnevich, Schneider, & Roberts, 2011).

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Functionality is based on the research of Meredith Belbin, but our Cloverleaf does NOT use the Belbin company’s assessment in this feature.
Our Cloverleaf uses data points from multiple assessments within our offerings to correlate to specific team roles.

Cloverleaf provides some insight recommendations for individuals considering which roles they could be best suited to fill for a given team. These recommendations fall into three categories:
Preferred Roles (3 dots) - would excel or be considered a strength in the particular role.
Manageable Roles (2 dots) - could fill the role competently, often in a short-term or situational basis. If they are asked to fill this role over a longer period of time it could lead to burnout, lower performance or disengagement.
Least Preferred Roles (1 dot) - while they could serve the role in a pinch, being in the role could put them under stress or lead to missed expectations or under performance.