…incorporate individual scores into group development work? In this video, he speaks from experience about how individual scores may (or may not) be integrated into a group session. Note: Drew…
…seeing our differences objectively, and to finding new ways to stop playing the blame game and start working together more effectively. Here, longtime coach Christine Chassé explores what happens when…
…especially your particularly high or low scores – can start to put they why behind a lot of your life’s patterns, preferences, and assumptions. It’s powerful. But looking at each…
…leadership assessment, a cornerstone of the MRG philosophy has been embracing diverse approaches to leadership. Different contexts – organizations, roles, challenges – may call for different approaches, behaviors, or types…
…surface level, different life experiences and personal backgrounds can shape people’s knowledge, beliefs, and ways of thinking – essentially guaranteeing some level of diversity in any group of people. This…
…scores. And while years of academic test-taking may have trained us to associate high scores with success and low scores with failure, in the case of a descriptive assessment like…
Having worked at MRG for more than a decade, I’ve had many opportunities to witness the powerful impact of coaching and leadership development on the people we work with. When…
…do to increase the chances of achieving their goals – sometimes significantly! It turns out that just setting the right kind of goals and receiving regular feedback increases the chances…
…behavioral shifts more than triples. The degree of change increases as the leader ascends higher in the organization – and in some transitions, even the direction of behavioral change varies…
…make the effort to work with individuals and groups across their organizations are not just forming relationships, but broadening their opportunities to learn. As social creatures, humans constantly learn from…
