By Delaney Tosh
There are thousands of assessments on the market that coaches could consider using in their coaching business. Part of a coach’s role is to determine, in conjunction with the client, if an assessment would be useful and to determine best fit for their client in helping that client gain awareness and forward their learning and growth.
What are the reasons a coach would consider using an assessment and how would it benefit the client?
A starting point and a structure for the coaching
An assessment helps identify the current state – it establishes a baseline. The coaching relationship is a journey and the client in on a journey of learning, self-discovery and growth. An assessment can identify some starting points and provide the coach with something to structure the coaching conversation towards learning and action. With the coach, the client can establish a road map for their growth and for setting actions.
Self-awareness and emotional intelligence
Clients come to coaching with some goals and a desire to make changes that will support them in achieving those goals. An assessment can provide information that supports the client in examining how she operates. It is an opportunity for self-reflection and the window to self-awareness.
Central to growth and change is the ability to see how you operate in the world and in relationship with others, and the ability to see yourself as others experience you. This is the key to developing emotional intelligence.
Using an assessment to identify the current state provides a baseline from which to measure growth. The client has an objective set of data that can show where attention and actions are needed and then where growth has occurred,and where further attention is needed, especially if the coach uses an assessment to re-assess after the coaching relationship has progressed over a period of time.
Once a coach has determined that using an assessment will be of benefit for the client, the next question the coach would consider is:
- Which is the best assessment for the client?
A few examples of assessments:
Myers Briggs (MBTI)
Barrett Personal Values Assessment (PVA) – It’s free
Barrett Leadership Values Development Report
EQ in Action
Strengths Deployment Inventory
Leadership Practices Inventory (360)
Strong Interest Inventory
Barrett Cultural Transformation Tools (CTT)
The Leadership Circle
And there are hundreds more! You need to explore with your client what will be most meaningful for them and which type of assessment will help deliver that meaning. Some assessments require the participation of colleagues and superiors, while some are self-assessments, so the logistics require discussion with your client. Another factor to consider is budget.
Finally, the coach would ask:
- What is the best way to use an assessment throughout the coaching relationship?
The answer really depends on the type of coaching you do and the needs and goals of your client, as well as whether or not the coaching is sponsored by the client’s employer. An important thing to consider is that an assessment only becomes useful towards growth and change when it is used throughout the coaching process as a dynamic tool.
For answers to these questions, tune in to VI Coaches’ upcoming webinar on Tuesday, October 8, 2013 when Yvonne Mann will lead a discussion on choosing assessments and how to use assessments to lead your client to action. Click here for details and registration.