Her facilitation and integration of the Energy Leadership Index (ELI) assessment was life changing for me.
Sean McKayCustomer Experience and Technology Leader, PayPal
Assessments
Leadership assessments
Coaching that starts with a baseline. Validated instruments for emotional intelligence, energy, personality, conflict, change and team health, each debriefed by Anna Barnhill, MCC, and tied to a development plan you can measure against.
- ICF Master Certified Coach, Top 1% Globally
- Professional Fellow, IOC, McLean/Harvard Medical School
- Writes for Forbes
- MIT Professional Education
- Author of Leaderwired
Start with the question
Which instrument answers which question
Why we assess first
The story you arrive with is a hypothesis
Most leaders arrive with a story about what needs to change. An assessment tests the story. It gives us a precise starting point, a shared language for the work, and a way to know at the end whether anything actually moved.
We choose the instrument to fit the question. A self-report such as the EQ-i 2.0 or the Energy Leadership Index shows how you see yourself. A 360 shows how the people around you experience you. Team instruments show the patterns between people. No single tool does all three, which is why the practice holds a suite rather than a favorite.
Anna Barnhill, MCC (MSc, Industrial-Organizational Psychology) is an EQ-i 2.0 and EQ 360 certified practitioner and is certified to administer and debrief each instrument below. Every debrief is a coaching conversation, not a report handed across a desk.
How it works
Four steps, one plan
Choose the instrument
In a thirty-minute strategy session we match the tool to the question: an individual baseline, a 360, or a team profile.
Complete it online
Most instruments take twenty to forty minutes. A 360 adds rater invitations, which we manage so responses stay confidential.
Debrief
A coaching conversation on what the profile means in your role, where the strengths are, and which one or two areas are worth the effort.
Plan and re-measure
A written development plan, worked through coaching, and a re-measure at the close so progress is observed rather than assumed.
In their words
What an assessment did for them
Anna utilizes coaching and leadership assessments in a meaningful way, providing depth I hadn’t been exposed to before when using them.
Suzanne MolinaroSVP, Marketing and Digital Production
She makes the effort to really assess the situation, was spot on with assessments of who I am as a person, helping me understand what I need to do that aligns to my values & principles.
Jane BarrionDirector, Global Customer Services, Venmo
Instruments
Eleven instruments, chosen to fit the question
Individual baselines, multi-rater feedback, team profiles and culture diagnostics. Each page explains what the instrument measures, who it is for and what the debrief looks like.
EQ-i 2.0
Emotional intelligence · self-report
Fifteen emotional and social skills across five composites, in Workplace and Leadership report formats. Our most-used baseline for individual coaching.
EQ-i 2.0EQ 360
Emotional intelligence · multi-rater
The same fifteen skills, rated by your manager, peers, direct reports and others. Shows the gap between how you see yourself and how you land.
EQ 360Energy Leadership Index
Attitudinal · self-report
Not personality but perception: how you show up under ideal conditions and under stress, across seven levels of energy. Included in Accelerate and Transform.
Energy Leadership IndexCPI 260
Personality · senior leaders
Twenty-six scales and eighteen leadership competencies, validated against high-performing senior managers. For leaders who have seen every other personality test.
CPI 260MBTI
Personality · teams
Type preferences applied to conflict, stress, work styles and communication. Used with intact teams rather than as a label.
Myers-Briggs Type IndicatorFIRO-B®
Interpersonal needs · teams
Inclusion, control and affection, expressed and wanted. Pinpoints the sources of tension between people quickly.
FIRO-BTKI
Conflict style · teams
Five conflict modes, individual and team profiles, with overuse and underuse flagged. The basis of our team conflict work.
TKI conflict stylesChange Style Indicator®
Change preference · individuals and teams
Conserver, Pragmatist or Originator, scored on a 132-point continuum. For leaders and teams inside a transformation.
Change Style IndicatorWorking Genius
Productivity · teams
Six types of work: which energize you and which drain you. The fastest, simplest team tool we use.
Working GeniusARSENAL
Stress resilience · self-report
Seven practices that protect decision quality under stress: Awareness, Rest, Support, Exercise, Nutrition, Attitude and Learning.
ARSENALTeam and culture assessments
Teams · organizations
The five behaviors of a cohesive team, plus culture diagnostics built on Schein’s three layers. For executive teams and whole organizations.
Team and cultureLeaderwired Assessment
AI era · leaderwired.com
The patterns that built your success are now creating your ceiling; the Leaderwired instrument suite lives on leaderwiredinstitute.ai.
Leaderwired AssessmentThe Leaderwired Institute assessments
See what a leader actually does, not what they say about themselves
Four assessments built by Anna for the Leaderwired Institute. Each answers a different question about the same leader, and every one ends with what to do next. Used alongside the instruments above when the question is what a leader does under pressure, and whether the change held.
Self
The Leaderwired Assessment
Which part of my own wiring is producing this pattern? A map of the seven components of a leader’s operating system, with upgrade priorities. Self-report, online, about 25 minutes. Included with the book, or deployed across a cohort as the shared baseline before development begins.
Others
The Leaderwired 360
How do the people around me actually experience me? Multi-rater feedback across eight dimensions, measured in normal conditions and under pressure, that names the strength behind every weak spot. A rater round, then a written report.
In the moment
The Conversational EQ Assessment
What do I actually do when a conversation gets hard? Emotional intelligence measured in real, pressured conversations by voice or text in a browser, not a questionnaire. About 30 minutes, or a 10-minute Snapshot. Before and after, for an honest comparison.
Over time
The Leader Effectiveness Survey
Did the people around me actually see me change? A three-minute stakeholder pulse, run at the midpoint and end of a coaching engagement, that turns leadership growth into evidence the organization can see.
From the leaders who endorsed Leaderwired
A comprehensive, multi-layered system that moves from personal transformation to team culture to the unique challenge of leading through AI. This book is a companion to a complex and challenging leadership journey, and Anna is the sherpa you want by your side.
Ronan DunneFormer CEO, Verizon Wireless
Drawing on academic rigor, neuroscience-informed insight, and deep experience developing senior leaders, Anna Barnhill offers a clear framework for why so many transformation efforts fall short in the AI era. A timely and substantive contribution to how we prepare leaders for the future of work.
Jill BruningChief Technology Officer, Amentum
Transformation begins with the ‘me’ — and LeaderWired gives leaders the mirror and the map to see clearly and move forward with purpose.
Claus Torp JensenFormer Chief Innovation Officer and EVP of R&D and Technology, Teladoc Health
Start with a conversation
Thirty minutes, no pitch: which instrument fits the question, or, if you have already completed one, what your results mean and what to do next.