…to achieving our highest levels of effectiveness and wellbeing lie in the practices of wisdom, courage and compassion in a mindful workplace. As the world becomes increasingly hectic and complex…
…Q: Are there “composites” (groups of individual dimensions) that been developed for interpretation? A: This is the core purpose of the themes themselves. The thematic approach allows us to gather…
…more rewarding role in the future. However, most of us are creatures of habit – and it when it comes to how we navigate career changes, those habits may not…
…that of their observers (bosses, peers, and direct reports). It also measures observer ratings on 32 leadership competencies. The resulting profile can give you and your coachee clarity on which…
…is an essential part of an effective team development experience. The report that the individual receives begins with his or her complete profile, along with interpretive statements that summarize their…
…our commitment to the growth and well-being of others. So this Valentine’s Day my wish for all of us is to extend love to ourselves and to commit to regular…
…lot of moving parts! Having just received my own personal IDI Report earlier this year, I was eager to see how my scores compared with those of my new teammates.…
…to more lighthearted dates. Yet insight into generational differences remains one of the most requested topics in MRG research, and one of the most common challenges faced among coaches and…
…that educates us about our own roles and functions, these escapes always serve as a reminder that no amount of technology can replace immersive, face-to-face interaction. Earlier in February, we…
… Q: Can you clarify distinctions among motivation, values and preferences (e.g., Myers-Brigg profiles)? A: Here’s are Drew’s thoughts on those distinctions: Q: How do attitudes and beliefs correlate…
