We’ve had a lot of questions the last few weeks about the assessments we have been featuring in our Webstore, and in our blogs. Questions like:
- “Is an assessment a test of mastery?”
- “What can I tell from an assessment?”
- “How would I use an assessment in my coaching practice?”
- “Is an assessment the same as a profile?”
Here are some quick facts about assessments in the training and coaching world.
Assessments – Instruments – Profiles
When we see the word “assessment” we think of the kind of test we took in school to determine mastery of certain content. While these kinds of “tests” are certainly available commercially, most often in the training and coaching space, you will see the terms “assessments, instruments and profiles” used interchangeably to refer to a collection of tools that are designed to help an individual gain insight into either competence, style or a particular dimension of a skill.
When used in coaching or training, a Competency-Based Instrument (assessment or profile) focuses on a specific dimension such as ‘Coaching Effectiveness’ and enables you to break the dimension down to the behavioural level. Respondents answer a series of questions and based on those responses, the instrument guides that individual to examine individual behaviours that can be mastered to boost that competency and increase effectiveness.
A Style-based Instrument (assessment or profile) breaks down a topic area into a four-quadrant grid so that an individual can better understand his or her own, dominant style in an area like ‘Emotional Intelligence’. Often, trainers or coaches use style assessments in advance of a workshop or other learning event to determine participants’ dominant style and least-used style and then plan the learning around “style-flexing.”
A third major category of assessment is of course, the Personality Type Instrument which are psychologically-based, like the Myers-Briggs (MBTI) or Psychological Type Indicator (PTI), which are traditional Jungian 16-type assessment. Lots of coaching practices and higher learning centres utilize these kinds of instruments. There is an entire community of coaches and trainers dedicated to the use of these Jungian instruments.
Using Instruments
Most often, we find instruments used prior to, or in conjunction with a coaching session or a training initiative or workshop. There are some instruments which assess multiple dimensions, such as a Leadership Effectiveness Profile, or Management Effectiveness Profile, which can give an individual feedback on a range of dimension such as communication, setting goals, etc. Other assessments are more focused on topics such as Listening Skills. Matching the assessments with the goals of the person/people you are working with is an important part of the skills you bring as a coach or trainer.
As you look for the right assessments, keep in mind that many assessments can be taken online, and will then give the participant an individualised report of results with suggestions for next steps in their development. Many coaches or trainers love this option, as they can have their participants take the assessment online prior to the training event or coaching meeting, then bring their results with them. These results can boost participant engagement and retention as participants focus on gaining insight into their specific style or competency issues.
Improving your Skills in Using Instruments
Finally, training and coaching is both an art and a science and data from assessments can be important to determine a starting point for a training event or coaching relationship as well as measure how much progress you and your trainee/coachee have made during your time together.
Colin is the Director of ResourceZone International. He has 30 years of ministry experience as a pastor, college lecturer and consultant/coach to consultants, denominational leaders, church planters and local church pastors. He can be reached at info@resourcezone.com.au
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