Using your psychometric powers for good – a coach's hot take on assessments

Assessments are a perennial topic of debate when it comes to development. Should we use them? If so, which ones?

?

It is fair to say that as a coach, I have been around the block when it comes to psychometrics and assessment tools. Most coaches including me are certified in many (many!) assessments, which means that we have a unique perspective on which ones help, and which ones …don’t.

?

When I am working with an individual and we are using a psychometric there is often a degree of hesitation depending on their previous experiences of coaching and assessment, and depending on their personality style (hello my sceptical friends!). They may naturally be worried about being judged or somehow put in a box - they are worried that it won’t ‘get them’. They may be worried that their organisation is going to use the data for nefarious purposes. The right assessment and right coach to debrief will put them at ease and bring out the a-ha moments with a solid and valid base in the assessment data.

?

The companies that bring us in to work with their leaders in have different concerns when it comes to assessments. They generally want to ensure that the assessment aligns with what they already use, that it doesn’t introduce conflicting language, and most importantly, they want to know that it is fit for purpose. Assessments really need to be helpful and meaningful tools for their people. They also want to know that their investments in assessments (via coaching or internal programmes) are not wasted.

?

We have put together a list of 10 factors to consider when you are exploring using an assessment. For a detailed explanation of each of the 10 factors, see our full article here including a list of our 4 favourite assessment tools (personality, 360, vertical development and strengths!).

In summary the 10 factors to consider are:

1.????Is it fit for purpose?

2.????Is it flexible?

3.?? Is it too complex? Too simple?

4.????Do coachees like it?

5.??? Does it align with what the organisation does across the board?

6.??? Does it meet the budget?

7.??? How much of the benefit comes from the coach vs assessment?

8.??? Can I use it to make recruitment decisions?

9.????Should you get internally accredited in the assessment tool?

10.? What is the load on the participant or other feedback givers?

?

Read more about each of these factors here , and if you’d like to discuss your assessment questions, or how we use assessment in transition coaching, please reach out by DM or book a call .

Cheers,

Ellie