I recall working with a manager who felt deeply frustrated with his connection to his current and previous supervisors. Despite working tirelessly and trying to satisfy everyone, he felt his efforts went unnoticed. He listened carefully to his manager’s feedback but sensed something was missing. Unfortunately, he was not alone.
As we began our coaching journey, we decided to start with objective feedback by taking the DISC assessment. Analyzing the results was a breakthrough moment for him; for the first time, he truly understood his unique contributions, the personalities surrounding him, and how to better connect with them.
When managers need objective feedback and subjective feedback isn't enough, consider using leadership assessment tools. These tools provide clear, actionable insights that can help leaders guide effective development quickly and, at times, effortlessly. I use DISC in my 1:1 coaching sessions and leadership development programs to enhance growth and effectiveness.
Why Use assessments tools in Leadership Coaching?
Leadership has two faces: the leader as an individual and the individuals or group who follow them. Effective coaching should address both aspects, as they are interconnected. Deepening self-awareness is invaluable, and using objective tools like DISC or HOGAN assessments can facilitate this process. These tools provide feedback based on a series of questions or statements, which often makes individuals more open to receiving insights than subjective feedback alone (even when it comes with specific examples). This doesn’t mean assessments replace personal feedback, but rather, they complement it, supporting a leader’s desire to grow and improve.
The DISC assessment is popular in leadership coaching because of its straightforward approach to understanding human behavior. It helps leaders gain self-awareness about their behavioral tendencies and how these impact their leadership style. For example, a leader with a Dominance style may excel in decision-making but struggle with patience. Recognizing these traits allows leaders to adapt their behavior to different situations, improving their effectiveness.
When and How to use Leadership Assessments?
1. Expert Interpretation and Personalization:
Example: I worked with a leader who was highly proactive and took initiative but struggled with team collaboration. This leader’s assertiveness sometimes overshadowed team input. After interpreting the assessment results, I suggested strategies for balancing initiative with inclusivity. For instance, incorporating more team discussions into decision-making processes. This approach helped the leader engage the team more effectively, resulting in improved collaboration and better project outcomes.
Interpreting assessment results should be taken by an expert, going beyond the surface-level findings. While most reports provide a general overview, a consultant can dive deeper, connecting the dots between the assessment results and the leader’s real-world challenges. This personalized approach ensures that leaders not only understand the results but also know how to leverage their strengths and address areas for improvement.
2. Tailored Coaching Strategies:
Example: I coached a leader who excelled at motivating others but had difficulty with task completion. The coaching strategy was tailored by setting specific, achievable goals and implementing regular check-ins. We developed a plan that included milestone tracking and accountability measures. This led to enhanced focus and follow-through. I noticed a significant improvement in the leader’s ability to complete projects on time and with greater team satisfaction.
Tailoring the coaching strategy that aligns with the leader’s unique profile. For instance, taking DISC as an example, a leader with a high Influence score might benefit from coaching on maintaining focus and follow-through, while a leader high in Conscientiousness might need support in developing more flexibility and adaptability. By aligning coaching techniques with DISC insights, consultants help leaders make tangible progress in their development journey.
3. Facilitating Team Dynamics and Communication:
Example: During the facilitation of a session with a team that had divers working styles, the team members shared their preferred approaches to work. For example, one member preferred a structured, methodical approach, while another was more spontaneous and flexible. By helping the team understand these differences, we improved communication, reduced conflicts, and enhanced overall teamwork. This experience taught me the importance of fostering mutual understanding within teams.
Beyond individual coaching, assessments can leverage leadership development programs or improve team dynamics. Conducting group sessions where team members share their results, fostering mutual understanding and improving communication. This approach helps teams navigate conflicts, appreciate diverse working styles, and collaborate more effectively. For leaders, learning to adapt their communication to the styles of their team members is a powerful skill that enhances overall team performance by learning a new common language.
To Conclude
When managers need objective feedback and subjective feedback isn't enough, consider using leadership assessment tools. Incorporating assessments into leadership coaching is a strategic move that empowers leaders with the self-awareness and skills they need to excel. The success of using leadership assessment in leadership coaching can be measured in several ways, including improvements in communication, team engagement, and leadership effectiveness. By helping leaders understand and adapt their behavior, they can lead with greater confidence, adaptability, and effectiveness.
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