Top-notch Psychometrics I use prior to any Leadership Coaching engagement!

After all these years in Leadership Coaching, I have found that the use of psychometrics increases the coach’s understanding of their clients (i.e coachees) and it can provide the “most powerful take-aways” to coachees in terms of generating better self-insight and awareness. That said, assessments help clients organize their self-perceptions and create actionable goals with a more complete understanding of themselves.

By utilizing assessments, I gain in-depth knowledge and understanding of my clients and do so more rapidly. My clients use the unique insights provided by assessments to help guide their reflection and move them toward their goals. Without assessments, coaches are more prone to pursuing goals that are only symptoms of an underlying cause. By focusing on the areas of greatest return on time, money and effort investment, I get to important foundational issues faster and with greater clarity.

When selecting an assessment, I make sure that it has published reliability and validity studies. Next, I determine whether the assessment is likely to create unique insights that will add value to the coaching process. If the assessment results are either redundant or unrelated to coaching goals, I do not use it. I only choose assessments that meet three criteria: they have an intended purpose, require an hour or less to complete, and their reports are easy to understand and difficult to misinterpret.

Without assessments, my coaching clients can use the coaching process to help them view themselves in a mirror. With assessments, clients can view themselves in a three-way mirror, like those used in dressing rooms, providing insights, perspectives and a more thorough understanding of themselves. These types of deep insights are difficult to achieve without assessments, and that’s why I always encourage my colleagues to use assessments in their coaching practice.

As a Certified Coach and Assessor, I highly recommend the use of Global Leadership Assessment - GLA360, Hogan Personality Assessments in conjunction with DISC, and the Emotional Intelligence?EQi 2.0?and?EQ360??Assessments as the fundamental basis for any Executive Coaching and Leadership Development engagement.

1. The GLA360 measures the skills and competencies that today’s global leaders need to master and shows emerging leaders the areas they need to develop in order to succeed as effective leaders in a globalizing and competitive business environment.

Organizations use GLA360 for leadership development, succession planning and talent management to assure that leaders succeed in international roles. The GLA360 describes 15 competencies grouped in 5 clusters that effective leaders in a globalizing business need to develop and master.

2. HOGAN, an international authority in personality assessment and consulting, has over 30 years of experience helping businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential.

The Hogan Assessments have been used by over 60% of the organizations on the Fortune 100?to predict job performance by assessing normal personality, derailment characteristics, core values, and cognitive reasoning ability. The assessments have never been challenged and have continuously been tested in the real world for over 40 years evaluating every major job family from bank teller to CEO.

3. DISC is a universal behavioral model that measures the intensity of characteristics using scales of directness and openness for each of the four styles: Dominance, Influence, Steadiness, and Conscientious. The DISC assessment measures how a person does what they do creating a language around observable behavior and emotion.

To fully understand DISC, it’s important to understand how the four individual components work together to create the whole. While a typical person may have one or two dominant characteristics, it’s the combination of the four components of DISC that defines a person’s behavior. The four components of DISC create a “behavioral makeup” unique to every individual. DISC does?not?measure intelligence, aptitude, mental health, or values. It is not a test with pass or fail results, as there is not good or bad personality.

4. Emotional Intelligence (EI) refers to a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges and use emotional information in an effective and meaningful way. EI is a significant contributor to success as a leader and in managing relationships.

The EQ-i 2.0 assessment is administered online using a secure site.?The comprehensive report provides leaders with their overall results, and presents these using the five EQ composite areas: Self-Perception, Self-Expression, Interpersonal, Decision Making and Stress Management.

For further details on Leadership Coaching and Assessment Tools, please visit us at https://myskillslab.eu/coachingforyou or drop me a note at [email protected]