Assessment process

The assessment process comprises of diverse tests and measures that I have taken over the years. These include the Leadership Practices Inventory (LPI), the Myers-Briggs Type Indicator (MBTI), the DISC Profile, the Motivational Gifts Survey, the Strengths Finder, and the Values-In-Action (VIA) Character Survey. Results from each of these follow below after a brief discussion of my doctoral dissertation:

The Dissertation

I completed a 245-page dissertation on Wisdom and Organizational Citizenship Behavior in Leaders (which may be downloaded here: Doctoral Dissertation – 4.52 MB). This is the primary tool that has enabled me to be firmly at grips with how cognitive, affective, and reflective dimensions of wisdom correlate to the altruism, conscientiousness, sportsmanship, courtesy, and civic virtue of citizenship behavior.

In addition to this labor of diligent love, I have undertaken numerous assessment surveys that have informed my development as an educator and practitioner of organizational leadership. These are detailed below with links provided where appropriate.

The Leadership Practices Inventory

I have a passion for quality and productivity. My leadership philosophy is characterized by humility, empathy, resilience, maturity, authenticity, and niceness. My public service values are neighborliness, accountability, joint-problem solving, objectivity or an others-orientation, leadership mindedness, and inclusiveness.

I have been an instrumental change-maker in my community, in my classrooms, and in organizations that have entrusted me to offer responsible leadership. I ensure the right balance of progress and conservation. I create and sustain high performing and agile systems. Personal analysis of the results from the individual and observer ratings of my Leadership Practices Inventory (LPI) scores can be accessed here: Najoli LPI Scores.

Myers-Briggs Type Indicator – MBTI

The greatest leaders come from the most unlikely of places and bring a freshness of perspective that multiplies value in their work. In The Medici Effect, Frans Johansson argues that intersectionalist leaders who have ideas from at least three different cultural backgrounds bring about the greatest innovations.

An idealist at heart, I am an ENTJ (Extrovert, Intuitive, Thinking, Judgment) on the Myers Briggs. This is characterized by being decisive and assuming leadership readily. I can quickly see illogical and inefficient procedures and policies. I enjoy long-term planning and goal setting. I am well-informed, well read; enjoy expanding my knowledge, and passing it on to others. I thrive on presenting creative ideas with a joyous personality and friendly manner. ENTJs work well with others and are uniters.

Motivational Gifts Survey

The Motivational Gifts Survey is a seven-scale instrument that was developed by one of my professors at Regent University, Dr. Dorena DellaVecchio, to measure the Romans 12 motivational gifts. My results indicated the following:

Perceiver: 70%, Server: 70%, Teacher: 95%, Encourager: 85%, Giver: 46%, Ruler: 90%, and Showing Mercy: 66%. These are vital competencies for guiding within the educational arena.

The DISC Profile

The DISC Profile has aided in clarifying my strengths to various organizational settings. My personal profile enabled me to realize that I work exceptionally well for a defined cause. It also unveiled my strengths as a “people person”. The ability to attract, motivate and inspire people is key to the success of the organization.

The DiSC profile also was instrumental in developing a healthy understanding of my weaknesses. Among these were: 1. Tendency to not project a sense of urgency. 2. Being defensive when risk is involved. 3. Yielding to avoid controversy. 4. Need for help in prioritizing new assignments. 5. Holding a grudge when personal beliefs are attacked.

To improve on strengths, the DiSC profile provides tips like communication tips, descriptors that harness one’s behavioral tendencies so that they can be improved on, a behavioral factor indicator, and a specific analysis of factors that govern personal style. In overcoming the weaknesses above, my strategy is to harness a sharp vision of the future, be more risk averse, embrace conflict and controversy, develop goals and priorities and learn to cultivate an open mind to other people’s input into my ideas.

The Clifton Strengths-Finder 2.0

Results from the Strengths Finder 2.0 Assessment indicate my Top 5 Strengths as: 

Input 
Futuristic 
Achiever 
Self-Assurance 
Deliberative 

I am a two-term volunteer coach with FC Cincinnati’s West End Pride youth soccer team. I coach soccer, basketball, and track & field at three different Westside catholic grade schools; and I lead international youth development trips to Western Kenya where sports and learning equipment are distributed freely to village kids to inspire their dreams.

Tying it all together: Nurture greatness

As an educator, I pioneer new spaces for others to excel in greatness. A pioneer is someone who forges ahead and makes new territory. This passion shines through my volunteering in the local Athletic Association, Education Commission, PTO, Fish fry, Festivals, etc., in lay leadership through Men’s group, Sunday school, in membership through our Community Council, and in being Parent Ambassadors for a pioneering Squash Academy.

My public industriousness as an educator has been modeled in serving challenging youth, individuals with different abilities, supervising group homes, labor as a family teacher, mentoring of underperforming students as a character coach, empowerment of the homeless, and instruction of adult learners. I am a steward of high performance in people from all walks of life. I have helped to champion youth development and exposure. I have the insights for cultivating impact throughout all our neighborhoods. Pioneers are optimistic. That’s my fundamental make-up as a leader.


Assessment is vital to learning.


Dr. Herman J. Najoli. PO Box 7112, Cincinnati, OH 45205

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