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Leveraging Assessments

As we mentioned earlier, using assessments to determine individual value and behavioral preferences can make coaching more effective. The person you're coaching takes the assessments before coming to the first session, reviews her results prior to the meeting, and reviews them with you during the first session.

Assessments reveal that each of us has individual values, interests and attitudes that we use daily to make decisions and prioritize how we will invest our attention. These beliefs filter reality for us, and help us decide where to invest our focus and time before we actually apply our behaviors.

Two of the most effective assessments are the DISC assessment and the PIAV. Other assessments—such as Myers-Briggs, Social Styles and Hermann Brain Dominance—can also be used. Ask your HR department for a recommendation.

Coaching helps people to capitalize on their strengths and those of their team. For example, if I'm very detail-oriented but not comfortable in an interpersonal setting such as a meeting, I might volunteer to assemble the reports and presentation, but ask someone else on my team to present in front of a group.

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