Our team was recently asked to update our bios for a potential new project. When I finished mine I looked at the list of certifications I’d acquired; the Myers-Briggs Type Indicator (MBTI), the Bar-On Emotional Quotient Inventory (EQi), the Denison Leadership 360, the Thomas-Kilmann Conflict Mode Instrument (TKI), the Strength Deployment Inventory (SDI), the FourSight Collaboration Profile, and the Multiple Intelligence Quotient (MiQ).
I’ve done hundreds of workshops for all kinds of teams using these assessment tools, but how valuable were they in helping our clients contribute at the top end of their potential?
One of the core beliefs of sr4 is that people, teams, and organizations progress through three distinct levels of engagement before they reach their maximum effectiveness. The three levels are Awareness, Deeper Understanding, and then Ownership. Organizations are usually pretty good at Awareness, but they often don't have the time or patience to achieve much Deeper Understanding, let alone Ownership.
When done well, assessments can help individuals and team with both Awareness and Deeper Understanding. Assessments can help answer fundamental performance questions like:
What do I/we do well?
What are my/our biggest blind spots?
How do I/we like to communicate?
How do I/we learn best?
What do I/we need to be successful?
How do I/we typically respond to stress?
What motivates me/us?
What do I/we believe in?
How do I/we like to receive feedback?
What environments do I/we find most effective?
How can I/we be at our very best?
Assessments can’t tell us everything we want to know about ourselves or the teams we work with, and that’s probably a good thing, as discovery is a wonderful way to learn. But when delivered by an experienced facilitator, with enough time for questions, discussions, and reflection, assessments can be an important ingredient in reaching maximum effectiveness.