Validated data for the people decisions that actually matter.
Validated assessments and organizational diagnostics — used inside BlueChip services, or available on their own.
Why most people decisions skip the data.
Senior people decisions get made every week. Hiring a director. Promoting a manager. Restructuring a team. Naming a successor. Choosing whether to coach a struggling leader or move them out.
Most of those decisions are made with three inputs: a résumé, a thirty-minute conversation, and the loudest opinion in the room.
That's not because leaders are lazy. It's because the data layer that should sit alongside those inputs — validated, structured, comparable across people — isn't usually in the room. So leaders go on instinct. Some of the time, instinct is right. Other times, the cost of being wrong shows up in turnover, severance, missed quarters, or a leadership team that quietly never recovers.
A good assessment doesn't replace judgment. It gives judgment something to push against.
What's available.
Individual and team assessments.
Work Style & Personality Assessment. A validated psychometric assessment of work style, strengths, and development areas. Best for cross-functional groups where individual development is the primary goal — including final-stage hiring decisions and promotion readiness conversations. Each participant receives a confidential individual development report before a sixty-minute group debrief.
Team Performance Intelligence Package. One assessment. Two reports. Two debriefs. Built for intact teams where both individual development and collective team dynamics matter. Each participant receives a private individual development report. The team receives a team report showing aggregate function and friction points. Delivered across two sixty-minute sessions.
Leadership Readiness Assessment. For pre-promotion decisions and leadership pipeline planning. Identifies cognitive style, growth capacity, and leadership potential for individuals being considered for expanded roles. Available as a group engagement — most useful when an organization is mapping the readiness of multiple potential successors at once.
Organizational diagnostics.
Organizational Health Diagnostic. A full diagnostic engagement — not a single assessment. Structured interviews, all-staff survey, full written diagnostic report, and executive debrief. Built for organizations experiencing persistent friction, stalled performance, or unclear culture, where the question isn't "is there a problem" but "what is the problem and where does it sit."
How assessments fit into BlueChip work.
Most BlueChip assessments live inside a larger engagement. The leadership assessment inside a governance evaluation. The cohort begin-and-end assessments inside a Leadership Academy. The quarterly assessments inside an Embedded HR Retainer.
Standalone engagements are available — particularly when the question is narrow:
- Is this person ready for the next role?
- Where does the friction on my leadership team actually come from?
- What does my organization look like to the people inside it?
When the question is one of those, an assessment without the surrounding service can be exactly the right entry point. Most standalone engagements eventually surface adjacent work — but the assessment itself is the deliverable, on its own terms.
Why BlueChip.
A good assessment isn't the report. It's the conversation the report makes possible.
An undergraduate degree in education and a Master's in coaching, for the developmental conversation that follows the data. Senior HR background — training and development, recruitment, investigations — for the functional decisions the data supports. Public sector administration experience, for understanding how the data lands inside complex organizations. Twenty-five years in high-stakes competitive environments, for reading what the data is actually saying — and what it isn't.
Every assessment BlueChip delivers includes the tool, a structured debrief, and a written report. No scores handed over without context. No reports pushed across the table for the leader to interpret on their own.
The logistics.
Pricing varies by assessment and group size. Shared on a Clarity Call so the number reflects the actual scope.
Group sizes range from individual engagements (a single Leadership Readiness Assessment before a promotion call) to teams of twenty-plus.
Delivery is in-person or virtual — your call. The Organizational Health Diagnostic always includes some in-person time, given the nature of the interviews.
Travel is a separate line item. BlueChip is based in Edmonton; on-site days outside the Edmonton area include travel, broken out in the proposal.
Start with something free.
Four free quick diagnostics are also available — under ten minutes each, with a result you can act on:
- Org Pulse → — 5-minute organizational health audit.
- Decision Quality Index → — 18 questions on decision-making under pressure.
- The Workplace Read → — 18 questions for employees and employers in difficult workplace situations.
- The Supervisor Blind Spot → — 8 questions on your supervisor archetype.
Not sure where to start?
If you have a specific question and you're trying to figure out which assessment fits, start with a Clarity Call. Thirty minutes. We talk about the decision in front of you, the data layer that would actually help, and which assessment — if any — is the right move. Sometimes the answer is a standalone assessment. Sometimes it's a governance evaluation, a Leadership Academy, or an Embedded HR Retainer where the assessment lives inside a larger piece of work.