Coaching Leaders – Workshop 5 (Using Assessments)
The Appleton Greene Corporate Training Program (CTP) for Coaching Leaders is provided by Dr. Jinks, PhD, MBA, BCC Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
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Learning Provider Profile
As an award-winning professional photographer, Dr. Jinks knows the value of viewing challenges through the right lenses to achieve success. After a successful 22-year career in organizational leadership, Dr. Jinks changed lenses to serve leaders from another perspective. Today, he coaches and trains leaders and coaches in both the social and corporate sectors. He is Founder and President of a coaching and training organization based in Columbia, SC. Dr. Jinks is a multi-best-selling author and member of the National Association of Experts, Writers, and Speakers. This Coaching Leaders program is based on Dr. Jinks’ Organizational Leadership Coaching Training (OLCT), a 30-hour, CCE-accredited online program that certifies coaches.
With a Ph.D. in Organizational Leadership, Dr. Jinks regularly contributes to Forbes.com as a member of the Forbes Coaches Council. He is a Board Certified Coach, certified adjunct coach and trainer with Leadership Systems, Inc., and certified Influencer™ trainer with VitalSmarts®. He is also certified as an Academy of Choice coach. He is a teaching supporter of the Right Question Institute and holds a Harvard Business School Certificate in using the Question Formulation Technique™ (QFT).
Dr. Jinks has been featured as a GameChanger® and a Master of Success® in USA Today and The Wall Street Journal respectively, for his fresh take on strategy and leadership through a strategic coaching continuum. He was recognized as one of the Top 10 Most Influential People in Leadership Coaching by CIO Views Magazine, and as one of the 10 most successful leadership coaches to watch in 2024 by Enterprise Wired Magazine. His speaking stages range from The Citadel to Universal Studios, and from TEDx to The United Nations. Dr. Jinks’ globally-acclaimed podcast, The Leadership Window is a Feedspot Top-10 podcast for social sector leadership.
Dr. Jinks’ rapid success as a coach earned him a spot as keynote speaker at the Global LEAP Summit and an invitation to co-author a book, along with such master coaches as Marshall Goldsmith, Mark Thompson, Marc Steinberg, and Chicken Soup for the Soul creator Jack Canfield. Dr. Jinks’ work with Canfield on their second collaborative book achieved Amazon best-seller status in its first week and earned Dr. Jinks an Editor’s Choice Award for his contribution. Dr. Jinks’ signature solo work is titled “Strategic Fail: Why Nonprofit Strategic Planning Fails, and How to Fix It,” which premiered on Amazon as a #1 New Release in February 2018. The 2nd edition is currently in development.
MOST Analysis
Mission Statement
In the second workshop, the program touches on the use of assessments as a preliminary step in the coaching engagement. In this 5th workshop, participants will take a deep dive into the use and types of assessments that greatly aid the coaching process. Participants will specifically review the use of several credible and widely used psychometrics, learning how to interpret each and guiding their coachee in synthesizing the data to inform their goals and commitments. Participants will also learn the value and use of 360-degree feedback assessments. This is one of the most powerful tools in a coach’s tool bag, as it engages diverse stakeholders anonymously to help identify not only strengths and weaknesses as seen by others but also blind spots that the coachee may not be aware of. Participants will be introduced to numerous assessment tools available. They will also learn how to design their own in collaboration with their coachee. Assessments are necessarily tied to evaluation. When a long-term coaching engagement is successful, part of evaluating involves monitoring any changes in baseline data that initial assessments produce. For example, using a 360-degree feedback tool at both the beginning and the end of a coaching engagement can show movement in the critical areas the coachee is trying to work on. Learning the framework for what is measured across a diverse set of assessment tools organically teaches important concepts in leadership just by understanding what is being measured. Concepts like emotional intelligence, values, communication styles, and potentially derailing behaviors are learned in the process of learning how to interpret the assessments that measure those dimensions for a leader.
Objectives
01. Assessment Introduction: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Assessment Levels: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Self Assessments: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Psychometric Assessments: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. 360-Degree Feedback: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Communicating Results: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Actionable Insights: departmental SWOT analysis; strategy research & development. 1 Month
08. Ethical Considerations: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. DISC Profile: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Emotional Intelligence: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Motivation Dimensions: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Custom Design: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Assessment Introduction: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Assessment Levels: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Self Assessments: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Psychometric Assessments: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. 360-Degree Feedback: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Communicating Results: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Actionable Insights: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Ethical Considerations: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. DISC Profile: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Emotional Intelligence: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Motivation Dimensions: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Custom Design: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze Assessment Introduction.
02. Create a task on your calendar, to be completed within the next month, to analyze Assessment Levels.
03. Create a task on your calendar, to be completed within the next month, to analyze Self Assessments.
04. Create a task on your calendar, to be completed within the next month, to analyze Psychometric Assessments.
05. Create a task on your calendar, to be completed within the next month, to analyze 360-Degree Feedback.
06. Create a task on your calendar, to be completed within the next month, to analyze Communicating Results.
07. Create a task on your calendar, to be completed within the next month, to analyze Actionable Insights.
08. Create a task on your calendar, to be completed within the next month, to analyze Ethical Considerations.
09. Create a task on your calendar, to be completed within the next month, to analyze DISC Profile.
10. Create a task on your calendar, to be completed within the next month, to analyze Emotional Intelligence.
11. Create a task on your calendar, to be completed within the next month, to analyze Motivation Dimensions.
12. Create a task on your calendar, to be completed within the next month, to analyze Custom Design.
Introduction
The role of assessments in leadership coaching is foundational, providing a structured means to identify strengths, weaknesses, and potential blind spots in leaders. These tools are not merely diagnostic but are integral to the coaching process, guiding the coachee’s development and offering measurable benchmarks for progress. As leadership coaching has evolved, so too has the sophistication and variety of assessments available, from traditional psychometric tests to more holistic 360-degree feedback mechanisms. This introduction will explore the historical context, present applications, and future outlook of assessments in leadership coaching, focusing on their critical role in aligning a coachee’s self-perception with external feedback to foster growth.
Historical Context
The use of assessments in leadership and organizational development has a long history, dating back to the early 20th century. The advent of industrial psychology during this period marked the beginning of systematic efforts to measure human abilities and characteristics in the workplace. One of the earliest and most influential tools was the IQ test, developed by Alfred Binet and Theodore Simon, which set the stage for subsequent psychological assessments in various domains, including leadership.
As organizations grew more complex, so did the need for more sophisticated tools to assess leadership potential. The mid-20th century saw the introduction of personality assessments like the Myers-Briggs Type Indicator (MBTI) and the DISC profile, which aimed to categorize and understand individual differences in behavior and leadership styles. These tools provided a framework for understanding how different personality traits could influence leadership effectiveness, but they were often criticized for their limited scope and lack of empirical support.
In the 1980s and 1990s, the field of leadership coaching began to take shape, with assessments becoming a critical component of the coaching process. The development of 360-degree feedback assessments during this time revolutionized leadership coaching by providing a more comprehensive view of a leader’s impact on their organization. Unlike earlier tools that focused solely on self-assessment, 360-degree feedback incorporated input from peers, subordinates, and supervisors, offering a more balanced and nuanced perspective on a leader’s strengths and areas for improvement.
The Role of Assessments in Leadership Coaching Today
In today’s leadership coaching landscape, assessments are indispensable tools that serve as the cornerstone for developing personalized and effective coaching plans. These assessments provide both the coach and the coachee with a clear starting point, highlighting areas of strength and pinpointing specific challenges that need to be addressed. This structured approach allows the coaching process to be more targeted and efficient, ensuring that both time and resources are used to maximum effect.
In the context of a structured coaching program, the role of assessments becomes even more critical. The second workshop in this program introduces participants to the foundational use of assessments as a preliminary step in any coaching engagement. This early exposure helps participants understand the importance of assessments in setting the stage for the entire coaching process. By the time participants reach the fifth workshop, they are ready to delve deeper into the wide variety of assessments available, learning not only how to interpret these tools but also how to guide their coachees in synthesizing the data to inform their goals and commitments.
Psychometric Assessments in Leadership Coaching
Several credible and widely used psychometric assessments play a crucial role in the coaching process. These include the Myers-Briggs Type Indicator (MBTI), Hogan Personality Inventory, Emotional Intelligence (EQ) assessments, and others that measure various dimensions of leadership, such as communication styles, values, and potential derailers. Each of the