How can you help clients expand career options with assessment results?

These points may help... 1. Contextualize Results: Relate assessments to current career goals for clarity on actionable steps. 2. Real-life Scenarios: Link results to tangible situations, showcasing practical implications. 3. Journaling: Helps track work sentiments, linking real experiences with results, revealing patterns. 4. Skill Gap Analysis: Compare strengths with target role needs, devising skill development plans. 5. Workshops: Group discussions on results can offer diverse insights. 6. Evolving Roles: Guide towards emerging industries aligning with their strengths. 7. Re-assess Periodically: As careers evolve, retaking ensures relevancy. 8. Highlight Soft Skills: Often overlooked, they're pivotal in career growth.

Once you get the client' need, you can decide which assessment to be used. The most important thing is to let the client involved in the result and the objective of choosing this specific assessment and how the result can meet his/her expectation in order to take the best career decision. No need to mention that the assessment shouted reliable and valid

Multiple assessments can be beneficial as long as they are purposefully chosen and used. Many of them serve different, if complimentary, needs. So what a client needs is essential to understand, I fully agree. Additionally, it is useful to prepare the client before they take any assessment to help them "get out of their own way" and take the assessment as themselves rather than answering based on what they might think someone (especially their boss, significant other, etc...) else would expect. I approach all my clients in this way and have had very high success in their results being fully aligned.

Here are the things that I would recommend 1) Assessment Assessment results are a very good starting point. However, it has limitations because it comes from personal bias alone. 2) 360 Degree Feedback Collect data from the closest sources. (Managers, Clients, spouse, colleagues) That gives us more clarity on the blind spots. While collecting the data we need to always ask for examples. It is easy to understand and help the individual when we have examples. 3) One-on-one based on the feedback Now when we have data we should have a one-on-one in which we should brainstorm to understand what this data means. 4) Reflection After the session, we should give reflection time. while reflecting the understanding is deeper.

Personality assessments should be as objective as possible. I would recommend personality test such as DISC or MBTI (Myer Briggs) instead of collecting information from your peers, colleagues, or bosses as any personal comments tend to be subjective. The most crucial part here is to understand your personality type. Understanding your strengths, weakness, and potential and how you can work with a coach in order ascend in the career field that you're aspired in.

Assessments provide information that is essential to understanding ones self deeply. The way I phrase this is: "Know yourself deeply and your path becomes clear." When you take the time to understand yourself fully and deeply and get in touch with what motivates and energizes you, you will start to realize where your career path will bet align. Where you have energy and enthusiasm - you will achieve excellence!

Making raw data usable is the most important thing in the world. Many professionals don't have fulfilling careers because they are stuck in the wrong job profile. As a result of the assessment data, we can connect the existing job profile with other options in order to come up with something meaningful. Example: Someone who is analytical and detail-oriented would be great for backend work and research rather than client-facing work. Then we need to strategize some real options based on the person's beliefs.

Guiding the clients in leveraging assessment results to broaden their career horizons. By analyzing strengths and areas for growth, I offer tailored strategies for skill development. With insights gained, we explore diverse career paths aligned with their profile. I help them navigate challenges, enhance their qualifications, and capitalize on opportunities, maximizing their potential. Together, we transform assessment data into a roadmap for versatile and fulfilling career expansion.

Assessment results can help you better understand yourself. What motivates you. What is your passion. It is one of the means of self-discovery. And once you know yourself, the career options or preferences become more visible. From them, a career coach would work with the client(s) on how to get into that industry, and how to plan the career from there. There is no one-size fits all personality test as being the best fit for any specific type of career. It is more of a personal rather than clinical/technical journey

Absolutely! Assessment results are just the starting point across multiple domains of self-discovery. (Strengths, values, passions, skills, impact, goals). Key lies in synthesizing information, connecting the dots, drawing themes and patterns and discerning lived experience. As per my career transition framework, this personal ethos then goes into prototyping to be able to decide which career paths aligns with who you are and what you have to offer. Prototyping is a design thinking modality which helps us move our frame of reference to the external world, seeking information on potential career paths/job roles where we need to bridge the knowledge and network gap. As a coach, my job is to keep the client moving, grounded in their truth.

Personality or assessment tests when used in extreme could turn into a double-edged sword. In this situation, take a step back from being fixated on the assessment results. There are other approaches as well. How about try shadowing a day in a field, or part-time, or internship. More practical ways to understand your WHY and once you get the WHY, you can figure the HOW to get there

It is extremely important to generate alternatives. Here is a case study of one of my clients: Background: He had 15 years of work experience. Initially, he was a hard-core technical guy who got promoted to management. He was failing miserably there. Assessment: Our assessment and 360-degree feedback revealed that he is not suited to a people management role. He is actually degrading his performance as a result. Brainstorming: We then brainstormed how to come up with the right role that is both financially rewarding and also fulfilling in terms of job satisfaction. Solution: Rather than being a people manager, he can justify himself as an architect. He finally found his rhythm after we customized a roadmap based on that.

I recommend having in-person or virtual coffee chats with experienced colleagues in your network. You can ask questions about their industry and learn how they keep up with the industry with extracurricular projects. You will know to focus on specific areas to keep up with the industry's hot trends and topics.

I think a lot of those are excellent ideas and suggestions. I humbly submit that another, possibly better for many people, approach would be to work with a coach. A key function of a coach is to offer alternatives and varying ways of viewing things for clients. And many coaches would also use tools similar to these to help their clients when needed. Going straight to the tools and trying them all, hoping to find some bright light of direction, might be an immense waste of time and effort. But people can get lucky too...

In my experience, assessments aren’t the be-all-end-all to understanding a client’s personality, drive, and interests. Sure, they’re great for gaining insight, but there’s a level of personalization that can only come when you apply your intuition as a coach. Just like many things, assessments are a great enablement tool, but there’s a reason you’re the human interpreting the results! ??

Re-assessments are important to track progress along the way toward goals. That said, be mindful that self-assessments are filled with personal bias, and results can change depending on something as simple as the client’s mood that day. Assessments are simply one tool in your coaching toolbox to support your clients in their career development journey.

Assessment results are there to benefit the client - to aid them in their own self-development - career, life and business. So, celebrate their strengths, help them identify what matters and why, and how to address their gaps in the best way for them.

Often I find that people are contemplating a career shift, in part, because they don't find joy and fulfillment in the career in which they are currently working. This is sometimes due to a matter of perception and approach, rather than a true dislike of the activities and role they fulfill. By way of example, I was able to help a real estate agent who really dislikes the sales side of her job realize that she needed to stop trying to be the hard sales person and lean into her strengths - knowing people, their needs and data gathering and analysis. Don't sell them a house, inform them clearly on which houses fit their needs and how and let them choose. She gets to play to her strengths and her clients get the perfect house. Win-Win!

I remember when one of my clients shared about her struggle to get a job in IT. She was happy that she can now support her family. She is working well in an IT industry for last 6 years, earning well & leading a team. This is DREAM JOB for many. But guess what she wasn't satisfied. So we sat together, did some assessment. The findings were mismatch between her values and her work. She wanted to get involved in social work and serve the society. She said can't think of leaving the job as she needed the money for family. I suggested her to get involved in some social cause and start contributing on weekends. She was overjoyed and happy also. Assessments gives clarity about job but how to balance life satisfactorily.