How can you use executive coaching assessment tools to set realistic goals?

Using right tools to set realistic goals in executive coaching allows better chances of success. Here are a couple of ways of realizing this objective: 1/ Use 360-degree feedback to tailor SMART goals The anonymous feedback from colleagues, superiors, and direct reports on the executive's strengths, weaknesses, and areas for improvement can be analyzed to identify recurring themes. This makes it easier to identify key opportunity areas to set SMART goals in, which are realistic. 2/ Combine personality assessments with OKRs Take executive's preferred working style, risk tolerance, and motivators revealed by Myers-Briggs or DISC to set OKRs. These will resonate with their natural strengths & interests to have realistic odds of success.

In my experience coaching leaders, assessments can be a great tool to build awareness around strengths and weaknesses from an objective manner. Working with leaders at times there is not clarity around their strengths or even how they apply them within the structure of their team knowing just their own perspective. Using tools such as DISC, Hogan, 360 leadership assessments and others can bring open and objective perspective so that as a coach, you can assist the leader in building a development plan that leads to results. Sometimes the information can be overwhelming so simplify for your clients by challenging them to prioritize no more than 2-3 areas at first before moving to another area. There is no finish line so no need to sprint.

Assessment tools are the best way to get a clear cut check of the actual status or situation. But the important thing is to know what tool to use in what type of situation and with what type of audience. For example when comes to developing a brand building strategy it is important to know who your potential customers are. No matter how effective your brand building strategy is if it is not built based on your target 🎯 audience it won't bring any fruits. So in order to understand your audience you will need to know types of buyers. The best assessment tool in this situation can be D.I.S.C. By knowing exactly which type of customers you are targeting your brand building strategy will be more precise, effective and fruitful.

Executive assessment tools offer great insights to your coaching engagement. Standard structured assessments should be used. Some notable assessments include Hogan, Gallup Strengths, Enneagram, MBTI, Emotional Intelligence (EQ) assessments, 360n feedback, DISC, and more! These assessments need to be interpreted by a trained professional to help you extract the full value.

It is paramount to align assessment tools with your personal goals. 85% of executives report increased goal attainment when assessments match their specific needs. Partner with your coach to ensure a perfect fit. Just because everyone is using a certain assessment it doesn't mean that it may the best fit for you - it may/ may not! Remember assessments serve as a springboard, not a script, so these will add inputs, insights however the real work needs to be undertaken post these.

It's critical to note that any assessment will not transform you into a different individual, these are like your unique DNA and offer insights. You may consciously work on some areas with your coach to manage these better. I often hear professionals say "But I'd like to be this.." "What changes do I need to make to match my leader's report..", these unfortunately won't get you anywhere.