What are the most common assessment tools used in executive coaching?

As a psychologist, I love diagnostic assessment tools. Nevertheless, I have a hard time using "tests" like Enneagram or the DISC. Some but not all of the reasons: - Not scientifically valid - Stereotyping at its finest - Oversimplification of complex behaviors The last point by the way is the reason why it sells so well, it's easy (but maybe too easy to be valid). If you want a valid instrument go for something like: - MMPI - NEO-PI-R Both are thoroughly tested and provide more valid results.

The MBTI has limited predictive validity and reliability. Personality is complex, and the MBTI's binary classifications may oversimplify human behavior. The strength of the DiSC model is its recognition of behavioral adaptability. It acknowledges that individuals may exhibit different styles in various situations, promoting a more nuanced understanding of behavior. The DiSC Profile can be more effective when used with other assessments or tools that explore additional dimensions of personality, such as cognitive preferences or emotional intelligence.

I love 360-degree feedback! Especially for Leadership, Management, and Executive positions. It shouldn't be missing in any kind of corporate development program and should even be considered for SME's. It is a bit of work but the results are very helpful in understanding internal and external social dynamics in regards to the assessed individual. If you don't have the money for a professional examination, try free templates on pages like SurveyMonkey. They give you already enough information to work with if you haven't tried it out yet.

If you are looking to use any of those tests for your company, I'd suggest going for the ESCI as it's more tailored towards you. It assesses emotional intelligence and directly links it to specific leadership competencies. And I guess that's one of the most dominant use-cases for companies.

While general intelligence and cognitive skills are important for many roles, executive leadership requires a broader set of competencies, including strategic thinking, emotional intelligence, decision-making, interpersonal skills, and vision. we see this test offers the least of value in terms of executive leadership evaluation.

Please be aware that all good (!) diagnostic evaluations and assessment tools are rather specific on their range of usability. So if you want to assess conflict management styles/ skills I can recommend the TKI. For assessments that rather go into strengths and potential development areas I'd recommend looking into the HDS. I would even prefer it over tools like the Clifton Strengths assessment as the insights are deeper and more relevant to high-stress working environments.

The HDS highlights potential areas of vulnerability in leadership behavior. It offers a nuanced understanding of how individuals may behave under stress, providing opportunities for targeted development interventions. This tool is especially powerful in enhancing self-awareness and mitigating potential negative impacts on leadership effectiveness.

Assessments like Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) provide insights into personality, potential derailers, and values. Such tool offers a nuanced understanding of an executive's personality, potential challenges, and motivators.

No matter what you decide on please, please, please make sure you follow up on the results. And no, I don't mean a one-time meeting after filling out the papers. I mean a regular check-in on the progress and the effectiveness of your measures and plans. You can not imagine how many companies waste money on assessments, development plans, training, etc. without testing how these efforts translate into the job.