Assessments
"A good coach will evaluate your performance against your potential. A coach helps you measure your performance against your strengths instead of against someone else's. A coach will know what you are capable of and will push you to your limit." Andy Stanley in The Next Generation Leader
Why use assessments?
- Accelerates the process. Assessments can be a quick way to gather information about the issue to be addressed, speeding up the coaching process.
- Objectivity. Information obtained from valid and reliable assessments are usually more acceptable than informal methods. Use of objective information tends to motivate the client to address issues that they might not otherwise have dealt with.
- Heightens self-awareness. Some managers and employees may not be aware of their style and the impact of their actions on others. Self-awareness is the first step in moving forward.
- Information for the Coach. Assessment results are very helpful in providing the coach with useful information about their clients (e.g. leadership style, work style, emotional intelligence, interests, motivations), particularly during the early stages of coaching.
- Focus. Assessment results assist clients in focusing on what is important. The end results provide the leader with information to set goals, make decisions, and take appropriate action.
Assessments offered:
- 360 Multidimensional Leadership Profile 360 – Solicits input (through the use of a sophisticated web-based survey) from peers, direct reports and other trusted sources that is then collated and analyzed while protecting the confidentiality of the raters. The MLP 360 helps the leader discover disconnects between self-perception and the perception of others (blind spots).
- Work Behavior Inventory (WBI) – The WBI identifies one’s preferred work style, leadership style, influencing style and emotional intelligence. Valuable tool for better understanding and improving personal effectiveness and fit with work settings.
- Corporate Temperament Report – This instrument produces a report that focuses on the leader’s unique strengths, leadership style, and core values that tend to be expressed in the work world. It also includes a brief description of other group temperament strengths.
- Introduction to Conflict Management – Points out a leader’s predominant and secondary mode of conflict management. With the knowledge of all five conflict-handling modes, the leader is encouraged to choose one that best handles a conflict appropriately.
- Leading Change At Every level – Helps a leader identify their skills in effectively leading change, whether the leader initiated the change or was asked to implement the change. The instrument also points out other skills and abilities a leader may want to develop to be better prepared to lead change in the future.
- “The Kolb Learning Style Inventory” – Designed to help a person understand how one best learns in a variety of settings. Different ways of learning are described. This assessment shows how various learning styles can get the most out of new experiences.
- Stress Resiliency Profile – This instrument focuses on developing effective mental habits for coping with stressors. Also, one will gain insight into some of the ways of unintentionally contributing to one’s own stress levels.
- Knowdell Motivated Skills Card Sort – A useful tool to identify employees’ motivated skills. The Sort helps identify one’s motivated skills, burnout skills, and skills to develop. Leaders can use this knowledge about their employees to effectively utilize and develop their staff.
How does coaching work? Series of 1-hour sessions.
Need more information?
Contact Terri
