Free guide
Your Own Map: what a psychometric tool actually gives you
Curious but skeptical? Start here. A plain-language look at what these assessments really tell you about a person and a team, and how to use one well.
Get the guide →The best assessments don’t put you in a box. They hand you language for what you always felt but couldn’t name, and suddenly your team, your leadership, and your work all read differently.
“So it’s not that I’m difficult, I just think out loud.”
“Turns out we weren’t stuck, we were misreading each other.”
“I finally know which work fits me.”
Every one of these starts as a nagging feeling. The right assessment turns it into a sentence you can work with, and the tool that gets you there.
Want these run as a live team session? See Training & Facilitation →
When you’re only certified in one tool, every problem starts to look like a job for that tool. Ellice is certified across a deliberately broad set of instruments, so the recommendation is based on your question, not our inventory. And as a certified facilitator, she runs the debrief, because the aha doesn’t happen in the report, it happens in the conversation after. And one firm line on all of it: these tools are for growth and team understanding, never for hiring or screening people out.
Certified across type, teams, leadership, conflict, careers, and engagement.
We get clear on what you’re really trying to move, before any instrument comes out.
Chosen for your question, not the one tool we happen to sell.
People take it online, then we talk it through, one to one or as a team. This is where it clicks.the aha
A concrete plan and the follow-through, so the insight changes something.
We pick the instrument after we understand the question, not before. Here is the whole set, so you can see what that choice is made from.
How someone takes in information and makes decisions. The shared language most teams start with.
Working style, and how it lands on other people. Practical for communication and friction.
Personality without boxes, including the qualities you overplay under pressure.
Trust, conflict, commitment, accountability and results, at team level.
What someone needs from other people around inclusion, influence and connection. Explains a lot of friction that looks like personality.
Which conflict mode someone defaults to when it matters.
Leadership style, and how others are likely to experience it.
Multi-source feedback: what a leader’s manager, peers and team actually see.
Workplace personality, mapped to the demands of a role.
What drives someone’s engagement, and what is draining it.
The kind of work someone is drawn to.
What someone actually wants from work, which is often not the first answer.
Some of these are marketed for selection. We use them for development.
Curious but skeptical? Start here. A plain-language look at what these assessments really tell you about a person and a team, and how to use one well.
Get the guide →A short conversation is usually enough to point at the right instrument, or to tell you honestly that an assessment isn’t what you need.
MBTI and Myers-Briggs Type Indicator are trademarks or registered trademarks of the Myers & Briggs Foundation. FIRO-B, CPI 260 and TKI are registered trademarks of The Myers-Briggs Company. Work Personality Index is a registered trademark of Psychometrics Canada Ltd. DiSC and The Five Behaviors are registered trademarks of John Wiley & Sons, Inc. Lumina Spark is a registered trademark of Lumina Learning. All other instrument names are the property of their respective owners. Contour North’s practitioner is independently certified or accredited to administer these instruments. Contour North is not affiliated with, endorsed by, or sponsored by these publishers.