Assessment-Based Coaching That Actually Works

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Transcript

Why Assessments Often Stall

SPEAKER_00 0:37

Assessment-based coaching is a very interesting concept, and we're not the only ones to do it. There are many companies who do it. Yet, one of the funny things that I always find is when we run assessments, and I have a client, many clients, who use disk. I happen to be certified in disk. And I said, Well, what's the core objective? And they'll say, Well, I think it gives it understanding so we can communicate better. I said, Well, what problem is it solving? And they really can't identify it. So, first of all, use assessments to

Start With A Real Problem

SPEAKER_00 1:13

solve problems. Number two, use assessments to ascertain understanding of people to accomplish a core objective. Let me give you another example. When somebody does an assessment, and let's say they're going to use, and I'll use the disk assessment as an example again, and we're going to do a disk assessment. And we're also have a core objective of somebody wants to become a first-time leader. That's different than just doing the disk assessment. But now, how do we use the disk assessment to actually map out not only a coaching strategy and plan, but use the understanding of the disk results so we have context of what we can do and how we can do it to help promote improvement so that person can move in the direction of becoming a first-time leader? So, number one, we got to ask ourselves, why are we doing this? Number two, what problem are we solving? Number three, what's our objective outside of the assessment? What are we using the assessment for? Number four, what does the understanding of the assessment allow us to do differently, maybe more innovatively, versus not having the assessment results at all? That's where I think we get in trouble. So I have a company that will actually do a ton, a ton of assessment work using Myers Briggs. And I ask them all the time, and they have a site license, it's a great tool. I'm not putting down Myers Briggs. And they say, Well, I think it'll help people communicate, going back to my prior disk example. I said, So let me understand something. Why didn't you use something like disk? And they go, What do you mean? I said, Well, if somebody comes down the hall, do they immediately go, oh, there's Tim, he's in ENFJ, or there's Janet, she's in ISTJ.

DiSC Versus MBTI For Communication

SPEAKER_00 3:04

And they say, Well, yeah. And I go, really? People are gonna really absorb and create an inventory of their head of a matrix of 16 different choices? Versus, here comes Tim, he's a high eye. Now, I'm not saying disk is better than MBTI. That's not what I'm saying. What I'm saying is, in terms of communication, which is the easier helps us solve our core objective to communicate more effectively. And by the way, what's the output? How are we measuring it? So let me give you a last bit of an assessment on assessments. We spend a lot of money, especially in the United States, doing assessments. And I think that we on the vendor side, we go and get certified. I'm certified in about three or four platforms. We get certified, we do all these different things, we have a wonderful time doing it. And then we go to a client, and here's what I can do for you. I'll do your disc debrief. I'm gonna charge you for the assessment, and it's $200, $300, $400, whatever you charge. And what happens is it sits there. It doesn't go anywhere after that. So here's our challenge.

Costs, Outputs, And What Gets Measured

SPEAKER_00 4:15

How do we use the understanding of a disk or an assessment set of results to solve a problem, to allow us to do something differently? And how do we put it into a context, into a framework that it can be continually leveraged? Welcome the coaching plan. Let me give you another example. Years ago, I attended a conference in Milwaukee, Wisconsin around how to build a business plan. Okay. And they give you the components, and you know, it was a good two-day workshop. It was done really well, by the way. And then all of a sudden, you know, afterwards, you're kind of left like, okay, now what do I do? You know, I need further support. How do I put this into motion? What are the steps to building the plan? Even though it was discussed over two days, that's a lot of information to absorb. It's the same thing with assessments. So when you have an understanding of who you are, which is self-awareness, but now you get into what we call assessment readings and, oh, you know, using,

Turn Results Into A Coaching Plan

SPEAKER_00 5:12

you know, Myers Briggs or Disk or EQ, here comes that person. Oh, that person's low in empathy. Here's how I need to commute. That's a lot to assimilate. But what if you had a step by step strategy that allowed you to coach somebody or put coaching into motion that leveraged the assessment results to target a core objective?