ELL
Evans Learning Labs
Diagnostic Toolkit
Evans Learning Labs · For Organizations

Diagnostic tools for organizations that want to develop people with data, not guesswork.

Scored assessments at the individual and team level, with domain-specific findings and actionable recommendations. No facilitator required. No IT setup. Free lifetime retakes.

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5
domains scored per tool - specific language for development conversations
Free
lifetime retakes - track development over time at no additional cost
PDF
downloadable report with scores, domain analysis, longitudinal tracking, and recommendations
No IT
required - individuals complete independently, results available immediately
Use case guides

How organizations deploy these tools.

The guides below walk through specific deployment scenarios - what to assign, when, how to structure the conversations that follow, and what to do with the data.

Employees
How employees use the tools on their own terms
Promotion preparation, processing critical feedback, career misalignment diagnosis. Three scenarios with a common use case guide.
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Managers
How managers use the tools with their teams
Promotion decisions, surfacing team dysfunction, new manager onboarding baseline. Three scenarios with step-by-step deployment guides.
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HR Teams
How HR and people teams use the tools
Program ROI measurement, talent reviews with data, organizational performance diagnosis. Three scenarios with deployment frameworks.
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Senior Leadership
How senior leaders use the tools
Leadership transitions, succession planning, personal readiness, the visibility gap, and stakeholder-aware leadership. Five scenarios for executives.
Read more →
Coming Soon
Team and Project Leads
How project leads and cross-functional team leaders use diagnostic data to build alignment and reduce friction in temporary or matrixed structures.
Coming soon
Coming Soon
Consultants and Coaches
How external practitioners use Evans Learning Labs tools as diagnostic instruments within consulting engagements, coaching programs, and organizational assessments.
Coming soon
Use this way / not this way

These tools work best as development instruments, not evaluation tools.

✓  Use this way
✓
Take a baseline before any program or intervention. Without one, you cannot demonstrate change.
✓
Be explicit about how results will be used. Data quality depends on psychological safety.
✓
Use individual scores for individual conversations. Domain scores create specific, named development topics.
✓
Use aggregate data for system-level conversations. Population profiles belong in program design and leadership discussions.
✓
Reassess at 60 to 90 days. Scores that haven't moved after focused work are meaningful data in themselves.
✗  Not this way
✗
Don't use these as performance evaluation tools. Conflating diagnostic data with performance verdicts undermines honesty of the data.
✗
Don't assign without context. Mandated assessment without explained purpose produces compliance, not honest self-reflection.
✗
Don't share individual scores without consent. Aggregating across a cohort is fine; sharing individual scores without permission is not.
✗
Don't assign five tools at once. Focused deployment of one or two tools produces better data than broad assessment batteries.
✗
Don't use scores as the only input to high-stakes decisions. Assessment data is one structured input alongside manager observation and context.
Why it works

What makes these tools useful for organizational deployment.

Specific language for fuzzy problems
Domain scores give managers and HR teams a shared vocabulary for development needs that doesn't rely on anecdote or impression.
Before-and-after measurement
Every tool supports free retakes. A baseline before a program and a retake at 90 days produces evidence that justifies continued investment.
Individual and aggregate views
Individual scores support one-on-one development. Aggregate domain profiles support program design and talent review conversations.
No facilitation required
Individuals complete assessments independently in 15 to 20 minutes. No workshop, no consultant, no scheduling overhead.
No minimum order
One person, one tool is a valid starting point. Pilot with a single team before deciding to scale. No contract required.
Individual data ownership
Results are controlled by the individual. This design produces more honest self-assessment data and more productive development conversations.

Start with the tools.

Browse all diagnostic tools and find the one that addresses the specific question your organization is trying to answer.

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Organizational Licensing

Using these tools with a team or cohort? Request licensing and volume options.

Request Licensing
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Terms of Use and Disclaimer

Informational and Educational Use Only

The diagnostic tools, assessments, profiles, and indexes offered by Evans Learning Labs are designed for informational and educational purposes only. Results do not constitute professional consulting advice, legal advice, psychological assessment, clinical evaluation, or any form of certified professional guidance.

Self-Reported Results

All results are based entirely on the responses provided by the individual completing the assessment. Evans Learning Labs makes no representation that scores or profiles accurately reflect objective organizational conditions or any other measurable external reality.

No Guarantee of Outcomes

Evans Learning Labs does not guarantee that use of these tools will produce any specific organizational, leadership, or performance outcome. Recommendations are general in nature and may not be appropriate for every individual, team, or organizational context.

Limitation of Liability

To the fullest extent permitted by applicable law, Evans Learning Labs, its principals, employees, and affiliates shall not be liable for any direct, indirect, incidental, consequential, or punitive damages arising from the use of or reliance on these tools or their results.

Governing Law

These terms are governed by the laws of the United States and Commonwealth of Kentucky.