Assessment Tools Assessment tools can add value in individual coaching relationships and in organizational settings. These tools can be used to help us understand ourselves better and appreciate the natural differences among people. For an individual, the capacity to understand how we get and use our energy, how we learn, and how we make decisions can give us key insights into our behaviors, and how we interact with others. In a corporate or organizational setting, behavioral and attitudinal assessments can help us understand why some teams are effective and others are dysfunctional; why other people may behave in ways we might not expect, and ways in which we can use our gifts and talents for the benefit of the organization. Three assessment tools are presented here—the Myers Briggs Personality Profile, the Personal Profile System (DISC) and the Predictive Index (PI). Myers Briggs Personality Profile and Myers Briggs Type Indicator (MBTI) The Myers Briggs Personality Profile is designed to provide information about how you get and use energy, how you gather or take in information and how you make decisions and organize your life. The Myers Briggs Type Indicator (MBTI) provides you with key information about how you think and respond. MBTI isn’t diagnostic; it is simply helps you sort out your preferences. The presumption is that people will think and act in a consistent manner, regardless of the specific situation, and that most people with have a preference between 2 extremes. When you are able to function in your preferred or natural manner, it takes less energy or effort. MBTI is unique in that it is self-administered, self-scored and self-interpreted. It is widely available and easily accessible. The assessment consists of 4 scaled comparisons for how you receive and evaluate information from the environment. Through a series of forced-choice responses to pairs of phrases and words, the assessment yields your preference or type indicator for each of the 4 topics. The levels of the scores indicate how strongly you prefer one approach over the other in each topic.

How we gain energy Extroverted (E) or Introverted (I) How we gather information Sensing (S) or Intuiting (N) How we make decisions Thinking (T) or Feeling (F) How we approach life Perceiving (P) or Judging (J)

The 4 type indicators are combined to form your overall MBTI. There are 16 possible MBTI variations MBTI can help you gain self-understanding and awareness. Knowing your MBTI can give you insights into why you act in a certain way and how others may perceive you. It can also help you discern your unique gifts and strengths as you explore career opportunities. In an organizational setting, MBTI is often used for leadership development. Knowing your MBTI preferences can help with communication. It is critical to team building, resolving conflicts and other communication issues. MBTI is also an effective tool for diversity and multi-cultural training.

The Personal Profile System (DISC) This tool is used to analyze behavioral style; that is, a person’s manner of doing things. People with similar styles tend to exhibit specific behaviors that are common to that style. The model divides behaviors across 4 main dimensions: Dominant (D), Influential (I), Steady (S), and Compliant (C). The questionnaire seems simple, but it often leads individuals to a sought-after dose of reality. There are behavioral tendencies associated with each of the 4 main dimensions of DISC. On a continuum of Assertiveness— —Dominant and Influential behavior types tend to "Tell" —Compliant and Steady behavior types tend to "Ask" On a continuum of Responsiveness— —Dominant and Compliant behavior types tend to be "Open" —Influential and Steady behavior types tend to be "Closed" There is no "best" behavioral style. Your personal style may be strongly in one quadrant or may be a combination or more than one style. DISC can help you identify your personal style and understand yourself and others in a new way. Socially, similar styles tend to be compatible. In an organizational setting, work-task effectiveness is strengthened by mixing different styles, although this may result in interpersonal conflict. When basic rules of interaction in place (for example, mutual trust and respect, and willingness to adapt to others’ communication style), DISC is helpful for building work teams and improving communication on work teams. It is often used by sales and customer service functions to help people in those professions increase their productivity. Whether in a personal or professional setting, DISC can be used to identify your personal behavioral style. You will gain an understanding of your basic style and learn to modify the negative aspects of your style and build on the positive aspects when interacting with others.

Predictive Index System (PI) The Predictive Index System (PI) objectively predicts, describes and measures the work behavior and potential of individuals and groups at all organizational levels. PI provides an in-depth assessment of an individual’s performance drivers, management style, capabilities, potential, interests and motivation as compared to the requirements of a position. It offers keen insights into the effects of the job demands, leadership styles and organizational culture on individual performance. While PI has obvious uses in the candidate hiring process, it is also a key tool for team-building and identifying and solving communication issues between people within the organization. PI can be used to identify and develop potential leaders within the organization and help executives recognize where they need to focus their management efforts.