What are common mistakes when assessing interpersonal skills?

1 Mistake 1: Relying on intuition

One of the most common mistakes when assessing interpersonal skills is relying on intuition or gut feeling, without using any objective criteria or evidence. Intuition can be influenced by personal preferences, stereotypes, emotions, or impressions, which can lead to inaccurate or unfair judgments. For example, you might assume that someone who is outgoing and confident has better interpersonal skills than someone who is quiet and reserved, even though they might have different strengths and weaknesses. To avoid this mistake, you should use a structured and consistent approach to assess interpersonal skills, such as behavioral interviews, role plays, or psychometric tests, and compare the results with a clear and relevant competency framework.

4 Mistake 4: Neglecting self-awareness

A fourth common mistake when assessing interpersonal skills is neglecting self-awareness or the ability to recognize and manage one's own emotions, thoughts, and behaviors. Self-awareness is a key component of interpersonal skills, as it enables one to adapt to different situations, cope with stress, and resolve conflicts. For example, someone who is self-aware might be able to acknowledge their mistakes, apologize sincerely, and seek feedback, while someone who is not might be defensive, arrogant, or blame others. Therefore, you should not only evaluate someone's interpersonal skills based on how they interact with others, but also on how they interact with themselves. You should also encourage and support them to develop their self-awareness, through activities such as self-reflection, coaching, or mentoring.

5 Mistake 5: Failing to follow up

A fifth common mistake when assessing interpersonal skills is failing to follow up or to maintain and update the assessment results. Interpersonal skills are not static or fixed, but rather dynamic and evolving, as the person grows, changes, and faces new challenges. For example, someone who had excellent interpersonal skills in the past might lose them over time, due to stress, burnout, or complacency, or someone who had poor interpersonal skills in the past might improve them over time, due to learning, feedback, or experience. Therefore, you should not rely on a one-time or outdated assessment of someone's interpersonal skills, but rather on a continuous and ongoing assessment, that takes into account the current and future needs and expectations of the consulting role. You should also communicate and collaborate with the person regularly, to review their performance, celebrate their successes, and identify their areas for improvement.