Get the Best Assessment for Learning – Psychometric Assessment - byldgroup/BYLD-Group GitHub Wiki
Key Fundamental Elements of Psychometric Assessment
Even the finest coaches must convey learning evaluations in a way that encourages individuals to be open to coaching and eager to act on feedback, whether face-to-face or through a screen. This is why these psychometric assessments should be kept in mind while conducting coaching.
Whenever a coach mentors in a coaching and mentoring program, they must remember how the coach communicates their feedback since that will be just as important as what your feedback would be and how productively it affects the employees. For example, if an employee is gravely underperforming, being a great coach requires assessment for learning for you to set up a time with the employee in private and away from the eyes and ears of the colleague. Performance coaches deliver one-on-one sessions if the employee requires additional counselling, and when the right time arrives, these coaches follow a C.O.A.C.H. framework:
1. Connect and Communicate: It is important to establish the best relationships in assessment for learning by creating stronger connections that better the bond during the coaching process so that it can be conducted authentically and openly without any thought bubbles or restrains.
2. Observe: Before diagnosing and advising an employee, always observe and ask probing questions.
3. Assess: Helping them understand how psychometric assessment measures the actual performance of the individuals versus the expectation you, or the organization, has of them will enable you to evaluate assessment for learning them without any influence or effect of external variables that hinder objectivity.
4. Clarify: Helps in reaching grounds of clarity by clearly distinguishing and identifying the gap between the expectations of an employee versus their actual performance; this helps them understand and know exactly what to work on.
5. Encouraging How-To Questions: Improving and supporting concrete actions in assessment for learning that will be supported in the implementation of psychometric assessment is imperative to having coaching translate into better performance. It is better to provide explicit, mutually understood actions and have the time frame in mind to set their targets.
How Does Psychometric Assessment Provide a Better Outcome?
You might be surprised to learn that coaching has produced a 788 percent R.O.I. for Fortune 500 companies, making it the most sought-after training program. The long-term benefits of coaching are as diverse as the services and expertise in assessment for learning they provide, and coaching certification is becoming more widely recognized!
Many reputable institutes have clients who have reported that psychometric assessment and the value gained through coaching and mentoring have had a significant impact on the advancement of their careers as well as their personal lives by enabling and empowering them to: Setting effective goals and actively enacting work by tailoring the efforts towards achieving the goals:
- Becoming highly self-reliant as an asset
- Obtaining satisfaction and growth in their career
- Contributing much more effectively to the organization as a whole
- Up taking greater responsibility and accountability for their actions and commitments
- Working efficiently and productively with their superiors and associates such as boss, direct reports, and peers
- Being able to effectively communicate in the organization
(source: Ken Blanchard Companies)
Coaching and mentoring not only help employees in assessment for learning in achieving their personal development and professional goals but also significantly boost their productivity. It also reduces employee turnover, providing an open space for shifting their career goals and aspirations. Most importantly, it tweaks the scales of a company’s morale and reputation, which is why coaching certification is necessary to provide them with the best incentive to learn.