The Power of Assessments

Nosce te Ipsum : Know Thyself

This saying is carved into the entrance to the Temple of Delphi; actually, it’s one of many. The saying means “Know Thyself,” and it’s one of the most prolific sayings in Western Philosophy. It provides a great impetus for those who are on the journey of improving the self. So many people begin their careers striving to improve the world around them that they forget that it all starts with us. This saying is reminding you that to know the world, you must first understand yourself.

In my journey from ignorance to light, it took a long time for me to cast off the ideas and fetters of others to know what it was that I truly wanted. We’re talking decades. I had to seek out my educators and mentors, focusing on reading, speaking, and testing. I had a few counselors but never a coach. You might be luckier – to have a coach or unwavering mentor is a gift that can bring clarity to situations and insight into what you would like to become. One of the ways coaches achieve this is through the power of assessments.

What Are Assessments?

Assessments are nothing more than a codified way to measure certain traits, abilities, talents, or values. Webster defines assessment as “the evaluation or estimation of the nature, quality, or ability of someone or something.’ This could be as simple as an educational test or evaluation, or it can be far more complex, like Myers-Briggs or a psychological assessment. Most assessments are based on the psychology of a certain segment of the population and are generally well-researched and have validation behind their findings.

An excellent Forbes article on Assessments can be found here. From that article, we hear, “In my experience, assessments help the coach have a better understanding of their clients. They also provide greater self-insight and self-awareness to coachees. Assessments help clients organize their self-perceptions and create actionable goals with a more complete understanding of themselves.” I agree with this author: assessments have given me valuable insight into not only my client’s perspective but also how to approach certain conversations so we can have the most impact on our time together. The power of assessments is in their common ground – the bridge between coach and client.

The general assessment process with your coach is the following:

• Complete a coaching intake sheet and submit it to the coach before the first session
• Initial Coaching Session – introduction, process discussion, etc.
• The client completes assigned assessments
• Coach and Client together review the assessment(s)
• Coach and Client together form the plan for using assessment feedback

Do I Really Need an Assessment?

Some coaches do not use assessments. I disagree with this approach, insomuch that the client and the coach both need an assist when it comes to the coaching process. Let me explain.

The coach and the client do not know each other, and the coach is specifically working with the client to address their or another person’s concerns (employer, doctor, school). The client comes with a set of ideas about how they move in the world, and the coach, even with neutrality, comes with their own. An assessment provides the third rung of a stool, an impartial set of data that can assist both to come to a middle ground. This is where its power lay. While the client creates the input, the coach interprets it – thus providing a third path toward solutions.

Which Assessments?

What kind of assessments are out there, and what do coaches use? And more importantly, why do I, as your coach, use those particular ones?

There are dozens of different assessments, each with a specific bent or purpose. Coaches use a variety of them depending on their client business segment or coaching vertical. One estimate is that there are over 5000 different English-language assessments alone. For my particular clients, I focus on a positive approach to coaching – I use Appreciative Inquiry, for example. I have a specific path that integrates assessments into what my client’s goals are and what they want to work towards. As noted above, it’s a common ground to forge a path into the future.

I currently use three assessments, in conjunction with a coaching intake form. I use VIA – Values in Action Strengths Inventory, EQi 2.0, and Myers-Briggs Type 2 Assessment. My reason for choosing these three is that they support the idea of positive coaching and assist clients with focusing on what works for them. I do not work to fix what is broken but rather work toward enhancing what works well for a person. My philosophy is that focusing on the positive provides little room for the negative to take hold. Is there negative still there? Of course! However, with assessments, we see what those things might be and lean the other way.

You’ve been Assigned

Now that you’re working with a coach, you may be asked to complete your first assessment. Your coaching intake form will provide me, your coach, the background of why you want to work with a coach.

The assessments you complete provide your coach with insights into you. As such, you would want to make sure that you answer the questions as authentically as possible. This requires a deep level of personal honesty and straightforward thinking. You may be asked the same question in different ways – don’t worry about consistency. What you need to focus on when answering is how you think or feel about that exact question. Lastly, persevere. The assessments may seem long but their process is proven. The assessments I use have been normalized and in some cases scientifically founded. There are no right or wrong answers. There is just you.

If you want to know more about specific assessments or the further power of assessments, click the links above or contact me directly to discuss. I’m happy to explain more and even delve into my certification. I guarantee you that working with me as your coach, you will discover new thoughts and views via your assessments, and our work together to uncover new paths toward greater success.