4 Assessments

1. Big Five Factor – This model of human personality has been scientifically validated over and over based on the degree to which a person displays five key personality traits.

2. Core Values Index – Lynn Taylor developed this tool for understanding the particular recipe of values that fuel a person’s approach to contributing.

3. CliftonStrengths Assessment – formerly known as StrengthsFinder, this model and instrument were developed nearly 20 years ago by the Gallup organization to describe the talent themes each person has most available.

4. Conflict Styles – This model describes five ways a person can engage in conflict and the assessment discerns which styles come more naturally for a person.

Legit assessments are not one-tool-for-everything.

This is why it’s helpful to cut through the assessment clutter and recognize what’s legit, what’s helpful, and what’s available. Let’s unpack that a bit.

Legit – coaches only want to use assessments based on frameworks for understanding and describing some measurable aspect of the human experience.

Helpful – coaches only want to use assessments that provide a helpful insight for their clients. It’s not enough to have a new awareness, the awareness has to be helpful for the client in pursuing her agenda.

Available – many great assessments are available only to those coaches who’ve forked over thousands of dollars to be trained and/or certified to administer the assessment. But there are also some great assessments that any coach (or client) can use without the rigamarole of jumping through hoops.

We think every coach can and should apply the lessons from this course in order to leverage the four assessments for the benefit of their clients. The assessments are each publicly available (no need to get trained or certified to administer any of them), based on a framework that is reliable and relevant, and aimed at addressing a key aspect of human behavior.