ASSESSMENTS


An Assessment  is  a tool  designed to gain a better understanding of personal, group or organizational characteristics. They are valuable resources for leadership development by helping to identify  strengths and potential obstacles to success. Unfortunately they are frequently misunderstood and sometimes misused; there is the tendency to think of the assessment as an end in itself when in reality it is simply a means to a greater goal which is leadership awareness, development and change.

When considering using an assessment for yourself or within your company, first ask these questions:
  • What do we hope to accomplish by implementing this assessment tool?
  • How will this information provide value?
  • What are the results we ultimately hope to achieve?

If, for example, you are interested in learning about and resolving personal differences among people in a work team at your company, the Myers Briggs Type Indicator ( MBTI ) may be a useful tool. However, if you are interested in making a hiring or promotion decision and want to know more about the strengths and limitations of a particular candidate, then it is not the appropriate approach.

Another example: MULTI-RATER FEEDBACK SURVEYS. These assessments, also known as 360s, can be incredibly valuable for developing leaders. When implemented appropriately they provide unbiased feedback from managers, colleagues, direct reports and other key stakeholders which helps leaders enhance their capabilities. They also require careful consideration. There are pros and cons to using multi-rater surveys and specific situations in which they are counter-indicated. Before diving in, you must determine whether this is indeed the best approach.

  • THE MANAGEMENT PSYCHOLOGIST'S EDGE
A core competency for Psychologists is designing and implementing an appropriate Assessment Process. This involves:
(a) Assessing the personal and organizational context;
(b) Choosing and delivering the appropriate assessments;
(c) Analyzing and integrating complex data into a meaningful whole, and;
(d) Delivering sensitive feedback  in a customized manner which ensures significant value and respect for the individuals and organizations involved.

Psychologists receive extensive training in delivering assessments and understand the process in a deep way. We know that no matter how sound in terms of reliability and validity, every assessment resource has its limitations. We tend to put our faith less in individual products and more in how the information is analyzed, interpreted and customized  for the unique situation.  Psychologists also have access to and familiarity with diverse assessment resources and methodologies, enabling us to choose the proper resource and assessment strategy.

  • THE BETTY DOO APPROACH
We  deliver assessments through either our Virtual Services or as a part of a face to face leadership development project, such as Executive Coaching, management training, Career Management or related services.  The process is always customized to your situation and may involve the following steps:
  1. An initial discussion with you to determine the goals of your  project;
  2. Choosing the  assessment(s) that will give you the results you need;
  3. Assessment delivery, usually via an online site;
  4. Meeting either face-to-face or via telephone to review the results;
  5. When appropriate, and agreed upon in advance, a personalized report can be written that integrates various assessments into a single document;
  6. Developing a plan with future steps to indicate the best use of the assessment information.
If you would like to learn more about which assessments we use and how they can benefit you, please call today!