Guidance and Implementation
Rare is the person who does not seek to “know thyself.” The fact that every individual has unique strengths, styles, and motivations is both a fascinating and a frustrating phenomenon. And when individuals endeavor to work together for the benefit of their organization’s mission, all those individual strengths and styles become increasingly more complex.
You cannot “mold” people into certain models or treat them all the same, yet every leader faces the challenge of acknowledging uniqueness while harnessing specific competencies needed for success. To meet this challenge, leaders and managers must understand how to use assessments.
There are self-assessments, 360-degree or multi-rater instruments, personality style indicators, and psychometrics designed to identify values and motivations – to name a few. First you must decide on the type of assessment you truly need to employ – not the one that happens to be the “most widely used” or the “newest thing on the market.”
- What are some of the biggest mistakes companies make when choosing and using assessments in their organizations, and how can you avoid these mistakes?
- How can assessment provide insight and information needed for developing, hiring, managing, and empowering people?
The answer to these assessment questions lies in
- Getting helpful direction and guidance about assessments and how to use them.
- Implementing assessments and gaining productive, insightful feedback for individuals and groups.
Whether you are seeking to highlight leadership strengths, identify the best training opportunities, or increase insight and mindfulness – there’s an assessment that fits the bill. The trick is knowing which one, and how to use it in a way that meets your objectives.