You’re trying to improve your professional development. What are the best career assessment tools to use?

When considering professional development everyone always thinks about what would be the best career for me and starts there. Great. But don’t finish there. Because it won’t matter how great the job is, if you haven’t worked on yourself you will always run the risk of sabotaging it. Either through insecurity, frustration, anger, low self-confidence or low self-worth. Professional development only works if supported with personal development. This is why I always recommend the Saboteur Assessment from Positive Intelligence and doing a DISC assessment. This will highlight your insecurities and behaviours hindering your fulfilment and success - giving you a compass of what you need to work on if you really want to succeed in your career.

A base do desenvolvimento profissional é o autoconhecimento! E para se conhecer, você pode iniciar com a terapia e usar ferramentas, como o MBTI. é importante se conhecer de forma profissional, sabendo quais s?os suas preferências e perfil. S?o informa??es que v?o te guiar sobre a decis?o de qual carreira seguir, te proporcionando mais seguran?a nas entrevistas e no cotidiano do trabalho.

With my clients, I depend more on two approaches. John Holland test as a main tool to discover which career fits the personality.? Second is benchmarking which can provide a comprehensive assessment of the career development and a clear understanding of the specific skills and competencies needed for your desired career path.

Utilising comprehensive career assessment tools such as the Myers-Briggs Type Indicator (MBTI) can provide invaluable insights into one's strengths, preferences, and potential career paths. Paired with coaching, it guides decisions, builds confidence, self-expression, and awareness of possibilities, enabling individuals to live aligned with their vision. I also advocate for professional coaching as a fundamental tool in understanding the multitude of possibilities available to us when we choose to be uplifted, empowered, and live according to our vision.

Utilizo muito o Perfil de Competências, acredito que podemos utilizar das soft skills e hard skill para avaliar o desempenho. Desta forma desenvolvemos os profissionais nas competências adequadas para a fun??o, através de mentorias e treinamentos e assim planejar um desenvolvimento individual.

Quando você está no memento de decidir qual área seguir ou em transi??o de carreira, esse inventário é essencial! Conhecer quais s?o as suas habilidades, em quais atividades você tem mais facilidade para executar v?o te auxiliar na sua tomada de decis?o. Vamos ao exemplo: No inventário, apresenta que você tem facilidade com atividades mais dinamicas, que você seja criativa, que utilize a comunica??o. Sabendo dessas informa??es, você n?o vai seguir a área em que você precisa ficar analisando dados.

These types of values are what guide and drive you in your professional career and will help you decide on a possible company or job.

O Inventário de Forte Interesse (SII) pode melhorar o desenvolvimento profissional através de: - Autoconhecimento: Identifica??o dos interesses pessoais e profissionais. - Planejamento de carreira: Ajuda na explora??o de op??es de carreira alinhadas com seus interesses. - Tomada de decis?o: Fornece insights para escolhas importantes relacionadas à carreira. - Desenvolvimento profissional: Orienta o aprendizado e o crescimento profissional de acordo com os interesses identificados. - Auto-realiza??o: Promove a satisfa??o e realiza??o pessoal ao seguir um caminho profissional alinhado com os interesses.

Melhorar o desenvolvimento profissional envolve avaliar suas habilidades, interesses e metas de carreira. O mais importante é sempre come?ar com autoconhecimento para além do desenvolvimento, encontra um propósito e ter uma carreira sustentável baseada em seus valores. A ferramenta mais potente que conhe?o, indico utilizo e vejo muitos resultados em minhas clientes é a VIA Survey of Character Strengths: Identifica seus pontos fortes de caráter e como aplicá-los em sua vida profissional. Que chamo de descoberta das suas habilidades naturais

I should specify the exact points I get interested in my career and identify the ways and means that can develop me to enhance my way of performance. After that I can work on that by taking online courses or attending physical sessions or courses

é interessante utilizar dois inventários: O de competências técnicas e o de competências comportamentais. No inventário técnico, comece com um levantamento de todas as áreas que conhece e o que sabe fazer em cada uma delas. Considere forma??o e nível conhecimento(Jr, pleno ou sênior. Anote também idiomas e sistemas. No levantamento comportamental, fa?a uma análise DISC. Com ela irá identificar suas for?as e fraquezas em 20 comportamentos profissionais. Com as duas informa??es, é possível tra?ar um plano de desenvolvimento focado nos objetivos de carreira de maneira assertiva.

Para mi es el mejor, solo imagina que tienes un mapa que te muestra no solo dónde estás, sino también hacia dónde podrías ir, basándose en lo que sabes hacer. Eso es el Perfilador de Habilidades. Te dice, "Oye, con lo que sabes, puedes llegar aquí o allá", y te muestra cuánto podrías ganar y qué necesitas aprender. Es como tener un GPS para tu carrera, guiándote según tus propias habilidades y no basada en suposiciones.

Como consultora, o Perfil de Competências é o que mais utilizo com os meus clientes. S?o informa??es relacionadas as competências em geral, que podemos usar no ambito profissional. Com essas informa??es, podemos aproximar dos cargos ideais e fazer um plano de carreira.

Once you've worked on your skills, don't forget, and hide them. Remember to share your skills both in your resume and on your LinkedIn profile! Many recruiters are interested in your skills and if you don't mention them, they can't guess them. Make yourself visible in terms of your skills and qualifications, too.

Companies are moving from role descriptions to skills inventories so being clear on the skills you have will become more important in the future. As work becomes more collaborative and project based, knowing which skills you have competence in versus mastery allows you to get experience in different areas more easily. Think about this using the T-shaped people idea. The line down of the T - the vertical - is what you have deep expertise - mastery of. Business partnering, for example or more technical ones like using a CRM system. The horizontal - top bar of the T is what you understand but are not a deep expert. Marketing professionals often have sales skills in their T at the top and vice versa. Map your skills this way.

Falar sobre valores é essencial! Conhecer suas competências e atividades, ajudam na tomada de decis?o em curto prazo. Agora os valores de carreira, será a longo prazo. Você vai entender quais s?o os seus valores dominantes, o que te faz estar em uma empresa, o que te motiva, o que você quer encontrar.

A Escala de Valores de Carreira é uma muito valiosa para ajudar os indivíduos a entenderem seus valores relacionados à carreira, alinharem suas escolhas de carreira com esses valores e promoverem um desenvolvimento profissional significativo e gratificante.

En termes d'évolution professionnelle on a toujours tendance à ne raisonner qu'en termes de compétences. Or, bien connaitre ses valeurs et avoir la capacité à s'y aligner est au moins aussi important que connaitre ses atouts et ses faiblesses. Le CVS est en ce sens intéressant peut aider à évaluer nos choix de carrière actuels ou potentiels en fonction de leur adéquation avec vos valeurs.

As a distinguished career consultant and leadership coach, I recommend the Career Values Scale (CVS) for profound insights into aligning your values with career satisfaction. This tool facilitates identifying and ranking core values like autonomy, creativity, and security, crucial for professional fulfillment. By providing a comprehensive assessment and graphical representation of dominant values, the CVS empowers informed decision-making in career choices. Evaluating potential career paths through the lens of your values enhances job satisfaction and overall success. Embrace the CVS to embark on a purpose-driven career journey that resonates with your core values and aspirations.

The Career Values Scale (CVS) is straightforward to use, usually involving a questionnaire format. Respondents rate the importance of various work-related values, aiding in the identification of personal priorities and guiding decisions related to career development and satisfaction.

You're at a party or a church gathering in a hexagonal shaped room (happens every week, right?): All of a sudden the host shouts out for everyone of like mind and personality go in their respective corners. The Holland Code Career Test goes beyond personality and gets inside your aptitudes for different types of interests, tasks, and subjects of conversation. I'm Type A: I HATE small talk about weather, sports or memes. I LOVE to talk about goals, what I'm building, enterprising subjects like what ideas are going to shape the world, you know? That means I'm a... you'll have to get the book "What Color is Your Parachute?" or go to Holland Code's Career Test website to find out! ;)

I am a fan of the DISC assessment. The results allow employees across all levels and types to recognize patterns and implement tools immediately. It helps you perform better where you are, and think and talk about where you want to go.

Engaging with RIASEC, or Holland code test, has proven to be an illuminating experience, offering a distinct and focused direction for navigating optimal career paths. The comprehensive insights gained from this assessment, not only streamline decision making, but also provide a nuanced understanding of how individual preferences align with various professions.

I believe that a career must be according to the personality of the person. Suppose a person is introverted and he/she chooses a career in which he/ she has to meet a lot of people and befriend them just like marketing. In spite of great knowledge and will he/she will fail in that career. So according to me the 'Holland code career test' is the best among the given list.

O DISC é um dos testes mais utilizados no mundo e uma coisa que adoro nele é perceber o significado dos adjetivos que usamos para nos definir. Com ele percebemos que um adjetivo que consideramos bom ou ruim pode ser neutro e podemos comparar esses insights com a forma como julgamos pessoas através de nossos vieses inconscientes e de palavras mal direcionadas ou interpretadas.

I don't believe in tools that much. Call me primitive, but insofar as my own career ambitions go, I have come this far without the aid of tools. It is important to know what one's strengths are. Being aware of one's weaknesses is just academic. If you know what you're good at, you will not want to waste time trying to do something you're not good at, or one that will take time and effort to learn to master even the most basic. Recently I discovered something in my doctoral research, which could be developed as a doctrine. More accurately, I know I can develop it into a doctrine, in shaa Allah. I don't need tools to predict my next phase of career development post-discovery now do I :)

In my experience, using the DISC tool helped me understand my behavior tendencies, and optimized how I effectively engaged with others. Knowing your letter(s) (and the letters of who you are interacting with) will help you more successfully navigate getting things done. D - Dominance I- Influence S- Steadiness C - Conscientious D leaders are confident and are mainly about achieving outcomes. I leaders focus on relationships and influences others. S leaders tend to be dependable and focuses on cooperation and sincerity. C leaders place an emphasis on high quality, being accurate, and capability. A leader can straddle two letters, like D and I, for example.

I love using iWAM —it goes beyond personality tests and dives into what truly motivates us. It's like having a tailored roadmap for success! What's cool is that iWAM is that it also considers our attitudes within our local culture. For example, here in Australia, it benchmarks our preferences against local norms, helping us spot our strengths, weaknesses, and hidden talents. Whether you're a recruiter, candidate, or manager, iWAM gives you valuable insights to build a stronger team. With it together with coaching you can identify opportunities for growth and areas where you might need a little extra support.

It's useful to take a step back and understand where you have thrived and what you've found harder in your career. The career timeline tool is simple to use but have consistently produced insights over 15 years with people I work with. Draw a line from left to right on a page. Then chart your career from left to right as well. Above the line means you were happy and performing at your best. Below the line means you were unhappy/not performing well - they usually correlate. Then write down WHY for each role. Work, conditions, people, company ethos etc. - and look for patterns. This can give you some guidance and watch-outs for future roles and companies. Mark out key roles and dates on the line.

I really appreciate the VIA Character Strengths assessment. It has a strong scientific foundation and it grounds you in your values and what you like to do. Research indicates that values can change, but they tend to change slowly over time. Unlike some other tools, VIA doesn't give you a specific job title. I see this as a benefit, because job titles are always changing (Prompt engineer anyone?). Figure out what you value, and then start doing coffee chats to find out where you can satiate your purpose. And remember, your career is a journey, not a destination.