What We Do - Assessments
Assessments are a great tool to gather information about individual or group personality preferences, communication styles, decision making skills, conflict management skills, and emotional intelligence skills. Most individuals enjoy taking assessments and receiving my interpretative report because they learn about themselves at a breadth and depth level and realize why they act as they do. Assessments help to explain the what, why, and how we behave accordingly. They can also demonstrate areas to target for growth and development.
Some organizations like to use assessments as part of their hiring process, to recruit for a specific personality style that will provide a complimentary blend to a team. Most coaches however, including me, use assessments to gather information that determines the direction of the coaching engagement and specific areas for development. Assessments are also a great tool to build rapport between coach and client, as it gives the coaching engagement some immediate feedback and a jumping-off point.
Assessments may be included as part of the coaching engagement, or if you just want to take one of the assessments I offer to learn more about yourself, that is also an option. In a coaching engagement, I will usually recommend at least one assessment to learn about an individual’s preferences. Then, depending upon the reason for the coaching engagement, I may recommend another assessment to determine the areas of focus and how they function in tandem with preferences revealed from the first assessment.
My favorite assessments are the Myers-Briggs Type Indicator™ (to discover and learn about personality preferences and how they influence communicating, decision-making, handling conflict management and change initiative), and the BarOn Emotional Quotient Inventory® (to learn about the numerous facets that implicate managing and understanding oneself and others). Assessments may be administered to one individual or sometimes when working with leaders, I administer a 360 version that is given to other individuals at the leader’s organization. All assessment results are kept confidential whenever I utilize a 360 instrument. However, the results are consolidated and reported back to the client to contemplate and use as part of the coaching engagement. To read more about these assessments, I encourage you to visit the following websites: