Assessment

In coaching assignments it can be useful to have data from self-report instruments (for example the Myers-Briggs Type Indicator) and /or multi-rater instruments (e.g. LSI, 360 assessments) to provide insight to the participants about themselves and how others experience them.

Some of the executives we coach already have such data and share it with their coach, along with insights and development plans they may have written. We can help participants interpret their data and build their plans.

In some circumstances the coach and participant may agree to seek new data, in which case we can provide independent advice as to what instruments may be most appropriate. We can collect the data ourselves by interviewing key stakeholders or by using electron surveys. Within our group we have coaches with accreditations or qualifications for a wide range of popular tools and instruments including:

• BarOn EQ-I
• Belbin Team Role System
• DiSC Behavioural Styles
• Hogan Scales
• ECI Emotional Competency Inventory
• GPI Global Personality Index
• HBDI Hermann Brain Dominance Instrument
• iedex 360 performance improvement tools
• ILS Inventory of Leadership Styles
• LSI, GSI, OCE Human Synergistics Life Style Inventory and related tools
• MAPP Career Planning Tool
• MBTI Myers Briggs Type Indicator
• OPQ Occupational Personality Questionnaire
• Progress Professional Development and Career Planning Tool
• SOI Subject Object Interviewing
• Temperament Theory Profiling
• TMS Team Management Systems
• Via Signature Strengths

Data from tools is simply that – information that may be useful in seeking insight and clarity. Thus it is important to select a tool that provides what is required - the value lies in using the data - not in its collection.