Individual Development

“Know thyself” is a critical first step in many OD initiatives. Whether the focus is development of a leader or a team, individual assessment helps lay the foundation for insight and change. Emory uses a variety of assessments to facilitate individual development. Confidentiality of such services is paramount; thus, reports are shared only with the participant.


The Birkman Method® consists of a behavioral styles assessment and a series of related report sets that facilitate team building, executive coaching, leadership development, career counseling and interpersonal conflict resolution. The Birkman Method® combines motivational, behavioral and interest evaluation into one single assessment.

Audience: Individuals and/or members of a work team or department


The DiSC Profile is a behavioral assessment used within organizations to improve interpersonal relationships, productivity, teamwork and communication.   The DiSC Profile enhances understanding of the behaviors that people demonstrate.   It helps people explore behavior across four primary dimensions:  Dominance, Influence, Steadiness and Conscientiousness.

Audience: Individuals and/or members of a work team or department

Thomas-Kilmann Instrument (TKI)

Conflict is often seen as a negative, yet it can lead to great change and improvement. Using the TKI, each individual receives a report on the five conflict styles or modes. Each mode is appropriate to use in different situations; each is effective at different times.  Participants learn which mode is their primary style and when to use it for best results.

Audience: Individuals and/or members of a work team or department

360-Degree Feedback

360-degree feedback is a method of systematically collecting perceptions about an individual's performance from a wide range of coworkers. In addition to the self-rating, perceptions from one’s peers, direct reports, the leader, the leader’s peers, and people inside or outside the organization are collected. By collecting data from several sources, the person gains greater insights by comparing his or her self-perception to the perceptions of others.

Audience: Clients in formal leadership roles (i.e., supervisors, manager, directors, etc.) with direct reports

One-on-one sessions are designed to help individuals gain new skills and overcome obstacles that stand in the way of their own career as well as their team’s progress.

Executive Coaching

Executive coaching builds leadership capability to achieve short and long term organizational goals.  Through a one-to-one interaction with an executive coach, the participant is guided through experiential and customized leadership processes.

Audience - Individuals in director-level roles or higher with direct reports

Costs - Varies. Learning & OD does some of this internally, and also has a referral list of external executive coaches with negotiated rates.

Leadership Coaching

Leadership Coaching includes a one-to-one experience with a coach.  A typical session includes the administration of a 360-degree assessment and/or a behavioral assessment.  Participants complete a development plan to address specific leadership development goals.

Audience: Clients in formal leadership roles (supervisors, directors, managers, etc.)

Cost: Varies, depends on the needs of the client.

New Leader Onboarding

The onboarding process for new leaders is built around the concept of building relationships, understanding the organization’s culture, and developing and integrating business plans and goals. This is typically administered in a coaching, one-on-one format.

Audience: Director level and above with minimum of four direct reports.

Cost: Varies, depends on the needs of the client.  Typically no charge.

New Leader Acceleration

The New Leader Acceleration process uses a practical approach to facilitate the rapid development of strong, positive working relationships between new leaders and their staff/others with whom they will be working closely. The process hastens the establishment of meaningful communication by dispelling myths, exchanging ideas and openly discussing issues with team members as soon as possible after assuming a leadership position. The process gives new leaders the critical information and relationship-building edge they need to succeed.

Audience: Director level and above with minimum of four direct reports.

Cost: No charge