Assessments in Coaching
Over 95% of coaches get a running start with their clients by using assessments. These assessments can measure colleagues’ and subordinates’ opinions, clients’ personality and communication styles or leadership strengths and weaknesses.
Some are called ‘type models’, which classify tendencies and preferences, with no good or bad types, per se. DISC and Meyers Briggs fall in this classification. Other assessments are diagnostic, designed to point out problems and weaknesses. ‘360’ assessments fall under the ‘diagnostic’ label.
We found more diversity this year than last, as several assessments gained market share. ‘360’ assessments still lead the pack, but are used by just 24% of our coaches, down from 29% last year.
Next in popularity, there’s a group of assessments who each have 15% market share: DISC, Meyers- Briggs, Emotional Intelligence, and Strengths Finder.
Enneagrams have been under fire, with several coaches questioning why the Enneagram was offered as a choice in an “otherwise credible survey”. Originally, we learned about Enneagrams from a Fortune 500 company which made extensive use of them. In previous surveys, Enneagrams were a popular ‘fill in the blank’ option, so they became one of our multiple choices. This year, Enneagrams lost market share, going from 5% to just 2% of coaching engagements. Next year, we’ll keep an eye on the Hogan and Birkman assessments, which came at around 3%, new highs for both.
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