The Best Leadership Assessment Tools for Coaches: 7 Compared

A good assessment gives a coach and a client a shared starting point: language for what's happening, and a baseline to measure growth against. But the tools measure very different things. Some describe behavior, some describe personality, and one measures the attitude underneath both. Here's how the seven most-used leadership assessments compare, and how to choose.

Quick Comparison

How to Choose a Leadership Assessment

Ask four questions before you pick a tool:

1. What do you want to change? Behavior tools (DiSC) describe how someone acts. Personality tools (MBTI, Hogan) describe stable traits. Attitude tools (the ELI) measure the thoughts and emotions that drive behavior, which can shift with coaching.
2. Do you need other people's view? Self-assessments are quick. A 360 (the ELI 360, EQ 360 or Leadership Circle Profile) adds how colleagues experience the leader.
3. Can you measure progress? If a tool measures traits that rarely change, a retake won't show growth. If it measures attitude or skills, a retake can.
4. What does it take to use it? Most of these tools require a certification or qualification before you can give and debrief them.

The 7 Leadership Assessments

1. Energy Leadership Index (ELI)

The Energy Leadership Index (ELI) is a research-backed attitudinal assessment. It shows how a person's energy (the thoughts, beliefs and emotions behind their actions) shows up at two points: at their best, and under stress. Results map across 7 levels of energy, giving coach and client a clear picture of what's driving behavior and a baseline to measure growth over time. The ELI 360 adds feedback from the people a leader works with.

Forbes named the ELI one of the "11 Assessments Every Executive Should Take." It is given and debriefed by ELI Master Practitioners (ELI-MP), a certification that every graduate of iPEC's Coach Training Program earns.

Best for: coaches whose work goes beneath behavior to the mindset behind it. If you want one tool that both explains how a leader shows up and shows that it's changing, this is the strongest choice.

2. CliftonStrengths

Gallup's CliftonStrengths ranks 34 talent themes, grouped into four domains: Executing, Influencing, Relationship Building and Strategic Thinking. It focuses on what people do naturally well, so it's a positive entry point for clients. Anyone can take it online, and Gallup offers a certification for strengths coaches.

Best for: strengths-based development and team role conversations.

3. Everything DiSC

Everything DiSC from Wiley describes four behavioral styles: Dominance, Influence, Steadiness and Conscientiousness. Wiley says there's no "best" style. The value is in understanding how styles work together. It's delivered through Wiley's certified partners.

Best for: team communication, conflict and working-style conversations.

4. Myers-Briggs Type Indicator (MBTI)

The MBTI sorts personality preferences into 16 types. It's a restricted instrument: practitioners must complete the MBTI Certification Program (or hold specific qualifications) to give it.

Best for: self-awareness and a shared language about personality.

5. EQ-i 2.0

The EQ-i 2.0 from MHS measures emotional intelligence across 5 composite scales and 15 subscales, with an EQ 360 version. Users need either graduate training in testing or MHS certification to give it.

Best for: clients working on emotional intelligence and relationships.

6. Hogan Assessments

Hogan's Personality Inventory (HPI) measures everyday personality, and the Hogan Development Survey (HDS) identifies "derailers": tendencies that show up under stress or pressure. Professionals complete Hogan's certification workshop before using the tools.

Best for: executive development, succession and selection.

7. Leadership Circle Profile

The Leadership Circle Profile is a 360 that measures 18 creative competencies alongside reactive tendencies. Its publisher designs it for development, not performance reviews. Practitioners must be certified.

Best for: senior leaders who want a detailed 360.

Where the ELI Fits in a Coaching Practice

Most assessments tell a client who they are. The ELI shows how they're operating right now, and what's possible when that shifts. That's why it pairs naturally with coaching: a client sees their baseline, works on the thoughts and emotions behind it, and can measure the change.

ELI-MP certification is included in iPEC's Coach Training Program, alongside the Certified Professional Coach (CPC) credential, with 160 ICF-accredited training hours. Talk with admissions to learn more.

Frequently Asked Questions

What is the best leadership assessment for coaches?

It depends on what you're coaching. For behavior and team communication, DiSC is popular. For personality, MBTI and Hogan are well established. For the mindset behind behavior, and a way to measure growth, the Energy Leadership Index (ELI) is the strongest fit.

Do you need a certification to use leadership assessments?

For most of them, yes. The MBTI, EQ-i 2.0, Hogan, DiSC and Leadership Circle Profile all require certification or specific qualifications. The ELI is given by ELI Master Practitioners, a certification earned through iPEC's Coach Training Program.

What's the difference between a personality assessment and an attitudinal assessment?

A personality assessment describes traits that stay fairly stable over time. An attitudinal assessment like the ELI measures how someone is thinking and feeling about their work and life, which can change with coaching. That makes it useful for tracking progress.

Which leadership assessments include a 360?

The ELI 360, the EQ 360 and the Leadership Circle Profile all add feedback from the people a leader works with.