How to optimise my toolkit and elevate my practice.
It is estimated that less than 20% of coaches and mentors use psychometric measures in their work. This is surprising, given what psychometric measures are, how relevant they are for understanding self and others, and the distinct advantages their use can bring to good coaching practice.
Moreover, some coaches who do use psychometric measures—particularly those that explore behaviour and personality—do not always understand the measures they use. For example, understanding the difference between an ipsative measure and a normative measure.
More seriously, it is estimated that there are over 1,600 personality and behavioural measures available to the practitioner. Some are good. Many are not. So, how can a coach recognise the good from the rest?
Fundamentally, a good psychometric measure will be:
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Comparatively objective: They contribute through a well-founded concept or hypothesis, but they are not influenced by the discussion.
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A source of expertise that adds to the coach’s expertise: The concept or hypothesis is clear and well-evidenced independently.
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Useful for bringing an additional robust perspective to the coaching conversation: Contributing another way of exploring the issue at hand.
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Independent: Of both the coach and the coachee.
Having the right, good-quality measures in a coach’s toolkit elevates their practice.
Together with Professor John Perry, a leading psychometrician, AQR International has produced a self-guided, inexpensive online programme guiding the practitioner through the complex world of psychometrics.
For more information and to sign up for the programme, click here.
