The Power of Self-Assessment Tools
August 21st, 2009 | 
Author: From the Aspire Collaborative Services Monthly Newsletter, August 2009
A Note from Mary Jo……
I have become more active as an online “social media” participant. This was a careful decision, and not one made lightly. I resisted for a long time, but finally dove into Twitter. I take a fair amount of teasing about it but am beginning to see some possibilities for my business.
And I begin to wonder: what does all of this blogging, Facebook – ing and Tweeting do to our ability to have real, transformative conversations (face to face) with each other? Are we losing our ability to relate? Can we actually have a conversation in 140 characters or less at a time? Do “real” conversations even matter?
The only question I’ll answer for the time being is the last one. And it is yes, “real” conversations still matter. The kind that are face to face, mind to mind, and heart to heart will always have a place this world of blogging, Facebook-ing and Tweeting.
One place to start with a “real” conversation is with ourselves. I love the power of assessments to lead us into that very personal and intimate dialog.
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There are many assessment tools available for “getting to know yourself”. They may be electronic or hand-written. They can provide you with information about your behavior, your personality, your preferences, and many, many other facets of “you”.
Use Only High Quality Tools
Most of the assessments that you find for free on the internet are either “knockoffs” of the real thing or are there for fun. If you are serious about your self development using professional assessments that have had some scientific testing to back them up (always a good thing), I suggest you consult a professional.
This advice is not just self interest (since I administer several professional assessments), it is provided to you in your best interest in “you getting to know yourself” using tools that have been thoroughly tested and can be trusted to provide you with the most accurate results possible. Your human resources professional should be able to find consultants and coaches who are qualified to administer high-quality assessments.
Now What?
Once you complete the questionnaire for your assessment, you will receive a report. Ok, now what? If you are working with a conultant or coach you should expect that they will walk you through your report. If they are qualified to administer the assessment, they have received some training to help you interpret your results properly (another advantage of using a professionally- administered assessment).
Once you have received your interpretation, you will want to spend some time with the results, on your own. There may be a workbook that comes with your report – I highly recomment you set aside the time complete it. Even if there is not a workbook, this is your chance to have a great conversation with yourself and ask:
- What does this information tell me about myself
- What surprised me?
- What do I disagree with?
- What did I already know?
- What am I willing to change?
- What do I want to stay the same?
At this point, a professional coach can assist you in setting goals and creating an action plan. A coach can also help you figure out how to achieve those goals and hold you accountable for doing so.
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6 Responses to “The Power of Self-Assessment Tools”
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Great advice, Mary Jo! With respect to twitter, I have met more high quality people whose opinion I value and trust in a few short months on twitter than I did in three years of my community's largest monthly networking function. The key with twitter is to connect offline – via e-mail, phone, or in person if possible. It is a powerful platform. Twitter is how I found you and your excellent blog. But I hope you will share your opinion about Twitter sometime in the future. Keep up the great work! Bret
Hi Bret,
I'm still working on the "opinion" of Twitter, and MAY post at some point, thanks for the encouragement!
I certainly would echo the comment about quality networkers there and connecting off-line. Twitter seems to be just the beginning of building relationships.
I am enjoying getting to know you and really, really like your blog. I feel like I have a kindred spirit out there in the blogosphere, with a twist – someone who can infuse the research into what I do.
Thanks for the stimulating conversation, Mary Jo. I don't frequently comment on blogs, but yours (and Becky's and Bret's) are comment-worthy. =)
I, too, am pleasantly surprised by the breadth and depth of interactions on Twitter. My hypothesis is that 140 characters is just enough to whet an appetite for learning more about the person behind the post. From a relationship-building standpoint, the value of Twitter has surpassed LinkedIn and Facebook, at least for me.
In regards to self-assessments… first, I admit my bias as an administrator and analyst for DISC assessments and The Leadership Challenge's Leadership Practices Inventory. ROI of any type of assessment depends not on the measures, but the messages – what will the respondent DO based on the assessment's results? The role of facilitator/coach is to use the assessment to provoke action.
A great quote I often use in DISC and LPI workshops: "It takes humility to seek feedback. It takes wisdom to understand it, analyze it, & appropriately act on it." Stephen Covey
Hi Mary Jo,
I think I found you through Twitter!
Without saying, I think that should be testament to how Twitter can connect people in good ways! However, nothing can replace real "live" conversation.
With respect to assessments, and I suppose to life application in general of what we learn, one of my favorite questions to ask is "What will you DO with what you know?" Like Angie, I'm also a certified DISC (among others) administrator/analyst and am biased towards professional assessments as well as a proponent of coaching to assist people in applying what they learn about themselves to life.
As a coach, I'm not a big proponent of self asessments because I don't believe that most of us are as self aware as we think we are, thus necessitating the elimination of personal bias through advanced testing measures.
At any rate, something useful can be gleaned from most assessments, if we take the time to really put a plan in place to implement changes based up on what we've learned.
Angie, I appreciate your wisdom added to this blog, and am honored that you would take the time to do so.
I am certified in DISC, but for some odd reason, have not used it much. Most of my clients are individuals, and I find that MBTI just seems to work for me.
Janna- Thanks for stopping by! I love the question you suggest (with emphasis on "DO").
Nice overview, Mary Jo. I think it's important to have qualified human interpreters for an instrument. I often recommend that coaching clients use DISC or a similar instrument, for example. But I insist that if they do it, they have some dialogue with a qualified person about what the results may mean.
I think reflection is important, too. The results give you some food for thought, but you have to chew it, swallow it, and digest it. Reflection is where that happens.
Then you need to do something with it. A coach can help. So can an accountability partner.