You may be wondering if I am a coach, why am I providing all these “self-serve” options? The answer is simple, I am that kind of coach – one that places priority on your needs and offers flexibility and accessibility.
Many of the world’s top coaches and Fortune 500s rely on assessments to ensure positive outcomes in the areas of employee selection, leadership development, sales and customer service training, team-building, communication and collaboration training, conflict resolution, and succession planning. Assessments work by introducing scientific measurements to someone’s critical thinking skills, motivations, potential skill proficiencies, work styles, behavioral characteristics and personal values. Simply put, modern online assessments reduce risk and take the guess work out of the greatest business variable of them all: human capital.
Assessments are great tools before, during, and even after coaching. I’ve carefully selected and created assessments that can genuinely be enlightening and empowering. These are not Cosmo Magazine quizzes – fun as those can be, these self-assessments go much deeper and are far more targeted to helping you surpass your goals.
Each assessment offered is selected based on three criteria: (1) standardized – meaning this tool is proven to be valid and reliable; (2) utilization – I have personally used the assessment and found it to be valuable and insightful; and (3) comprehensiveness – able to be used as a stand-alone tool or used in conjunction with other services.
If you have a specific area that you feel needs attention, then an assessment may help you realize why you are experiencing challenges and provide enough insight to help you create solutions.
In some cases, one or a few assessments may be all you need or want. However, if you find that you want to dig deeper or need support to create solutions, Get in Touch to schedule a confidential conversation.
“While conflict is a normal part of any social and organizational setting, the challenge of conflict lies in how one chooses to deal with it. Concealed, avoided or otherwise ignored, conflict will likely fester only to grow into resentment, create withdrawal or cause factional infighting within an organization.” –Forbes.com, February 2012