Assessments

Introduction
Assessments provide information about people either from data provided by the individuals and/or their associates. Some assessments must be administered by certified practitioners. Others can be self-administered. Methods of delivery include hard copy or electronic delivery via proprietary software or the Internet. There are more than 10,000 tests in print. Considerations for the choice of tool include the purpose of the assessment, the budget, and the required level of standardization, reliability and validity. Assessments are typically used as part of a development plan. It is often important to have a practitioner knowledgeable in the instrument work with the client to interpret the results.

If you are a Practitioner Mentoring Client, access the Assessment Inventory for sample tools.

The Benefits of Assessments

• Increased self-awareness
  
• Awareness of others and diversity
  
• Interpersonal interaction styles
  
• Basis for development
  
• Baseline for measuring improvement
  
• Career planning or hiring guidance
  
• Coaching focus

Types of Tools

Individual Assessments
Give information about an individual based on responses he/she provides. Categories of tools include aptitude, personal interest, diagnostic, skills, knowledge, and personality.

Leadership Assessment
Give information to an individual regarding leadership style, competencies, desires.

360 Degree Feedback Tools
Give feedback to an individual based in responses from others, sometimes compared to self responses. "360" refers to positions all around the individual, usually the boss, peers, suppliers, customers, and subordinates.

Organization Assessments
Provide information about the organization based on aggregated responses from individuals.