Executive coaches are keenly aware of the importance of selecting the correct assessment tests for their clients.

If chosen wisely and implemented correctly, the results from employee development assessment tests can create a cohesive, team-centered environment with individuals thriving in their roles.

Conversely, the wrong assessment test can be a waste of money, time, and opportunity.

Questions to Consider Before Choosing the Best Assessment Test for Your Client

It is critical for you to collect the right information before recommending any assessment test as part of a course of action.

Asking these questions will give you a solid picture of your client’s current situation, needs, and goals.

      1. What issues is the client experiencing?
        Take the time to get a detailed picture of the issues your client is experiencing. What are their frustrations? Are the issues rooted in team or individual behavior? Is an employee development assessment test the best tool to use for this situation?
      2. What has the client tried (if anything) to address those issues, and what happened when they took those actions?
        If your client has been working to develop teamwork, hiring new employees to fill gaps, or trying to develop employees on an individual basis, have them tell you about it. Gaining a picture of what worked and what didn’t will help you plan your recommendations.
      3. What areas or departments is the client hoping to develop? Do they want to focus on individual development, team development, or a combination?
        It is critical that you have a clear picture of the expectations of your client. You may see other development opportunities, but if your client is focused on a specific need and you aren’t aware of it, the assessment test you recommend may completely miss the mark.
      4. Does your client have a leadership succession plan?
        If your client is lacking in employees to effectively lead teams and departments, explore what they have done to identify and train future leaders within the organization. This will help you determine if an individual competency assessment is needed.
      5. How does your client encourage employee retention? Do they discuss career paths and goals with employees?
        Career development assessment tests will help your client identify individual strengths, interests, values, and work styles, then use these to plan career paths that will capitalize on these strengths, thus motivating employees and increasing retention.
      6. What team-building work has been done to date?
        Find out what has already been done so you aren’t duplicating efforts or reinventing the wheel.
      7. Does the organization appreciate the benefit of diversity in the organization and within teams?
        Before choosing an assessment test, you need to gauge the receptivity of the organization to diversity at a team and company level. If there are preconceived notions about its value or lack thereof, certain assessment tools that are building blocks for team diversity may be wasted effort until higher management is on board and appreciates their value.
      8. Is communication an issue in the workplace? What are the primary methods used to communicate within and between teams? Is this an area for assessment and growth?
      9. Are team leaders equipped with effective conflict management skills?
        Unresolved conflict can have a negative effect on employee morale and decreases team and worker productivity. This skill is an essential foundational building block.
      10. Does the client have a testing budget?
        Explore any restrictions that may affect your recommendations and help the client understand the budget needed to take action based on the assessment test results.
      11. Does the organization have a timeline?
        Explore the timelines of different assessment tests with your client, being sure to discuss not only the actual time employees will need to take the assessment, but also giving the client a realistic picture of the results timeline. Companies need to make sure their employees have the time to take action based on the results.
      12. Does upper management support assessment testing?
        If upper management is not on board, recommendations based on the testing stand little chance of support and follow-through.
      13. Which part or parts of the organization does the company want to be involved in the assessment? Nationwide, or a single office or team?
      14. Is this the best time to conduct the assessment?
        Are there any current projects or issues that will conflict with assessment testing and post-testing action?
      15. Do they want to use the assessment as a starting tool to learn what to work on, or wait and use it as a fine-tuning instrument after you have spent time working with their company?
        Some clients prefer that you better understand the company before starting any assessment, others may want you to begin your work with an assessment.

    Asking these questions can result in wise assessment test selection, which when implemented and interpreted correctly will result in:

        • More effective communication
        • Increased employee retention and engagement
        • Reduced resistance to change
        • Greater team cohesion and productivity

    Be Present When the Data is Shared

    When your client shares the data with management, teams, and individual employees, it’s important that you are present at the meeting to ensure the assessment results are explained correctly.

    Your insight and knowledge will help the client process the test results and identify the best plan to follow moving forward.

    If you are there to clearly explain strengths, gaps, and opportunities highlighted by the assessment, you can help guide your client to a solution that will result in higher team cohesion, effective leaders, and employees that are better communicators and more productive.

    Choosing Assessment Tests Wisely

    When you choose an assessment tool that matches your client’s needs and goals, it opens a window to company growth and productivity.

    Strategic use of executive coaching assessment tests results in satisfied clients, and satisfied clients will recommend you to their friends. Mastering the art of assessment test selection will earn you a reputation that will in turn grow your consulting business.

    Assessment Tests Administration is Available

    Are you looking for an experienced professional to ensure that your assessment tests are efficiently and properly administered? Robin Kramer is an Online Business Manager that has been working with small businesses for 23 years.

    She has extensive experience administering employee assessments such as DiSC, Hogan, MBTI, and EQi and using results to build a more productive and cohesive team.

    To learn more about Robin’s skills and how she could help your business, contact her for a free consultation today.

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