Assessments are objective, data rich information that explores various areas and can provide valuable insight into current performance, personality types, skills and competencies. Some key assessment types include:
Diagnostic Assessments
Typically evaluated through 360 interviews, it is a collection of feedback from people who work all around you. Data collected through a 360 process is often extremely valuable in conjunction with other objective information about you and how you view yourself. 360 feedback can be invaluable to help you understand, internalize, and accept how you are viewed by others. It can also serve as a good benchmark of performance for your pre / in-progress / and post coaching experience.
Type Model Assessments
Style assessments help you understand how people with your style and other styles tend to think, feel and behave and how they can best interact with each other. Typical assessments used here include Myers-Brigg Type Indicator (MBTI) and Dominance, Inducement, Submission and Compliance Assessment (DISC).
Skills Assessments
Skill inventories help you to evaluate yourself on skills required by your current role and/or future areas of responsibility. Most commonly used tools include Competency Assessments and Ability Tests.
Personality Assessments
Personality assessments typically give you insight on how you are built psychologically – how you tend to think, feel, and behave. They can help you better understand why you do what you do and what will be easy or difficult for you to change. Typically tools used are Sixteen Personality Factor Questionnaire (16PF) and the Gilford-Zimmerman Temperament Survey (GZ).
Engagement Assessments
Used extensively throughout most global organizations, engagement surveys are used to understand the collective satisfaction and motivation levels within the organization. Generally used on an annual basis and during times of major change within the organization.