Appropriate Assessment for Coaching

This is the students 2-1 and 2-2 comments the questions are different, the students for 2-1 are Blanca and Raynah, the students for 2-2 are Lewis and Andre in text citation reference no materials older than 10 years the questions, students post and articles are added you can use the students reference if you want. I total of 4 comments use the articles you need and leave the rest

2-1 question    What assessments are appropriate to use within your coaching niche? Based on the previous week’s (Topic 1, Client Dialogue) intake meeting, what assessment(s) is/are appropriate to use with the specific client? Explain how you determined the appropriate number of assessments based on client need. 

Blanca     What assessments are appropriate to use within your coaching niche? Based on the previous week’s (Topic 1, Client Dialogue) intake meeting, what assessment(s) is/are appropriate to use with the specific client? Explain how you determined the appropriate number of assessments based on client need.

The use of Arnold A. Lazarus's multimodal therapy model as an integrative and holistic approach to executive coaching is the perfect method for my assessment. This not only allows my client to be able to determine her options but also be able to learn the corporate strategies within her organization. So as not to overlook any significant factors, the coach evaluates the executive on seven dimensions. Each dimension will explain in a very descriptive manner how to best proceed with the assessment. The coach is encouraged to use a variety of interventions and tests that uniquely suit the client. A well-written assessment will be written out for the client of an executive whose new job demands the undertaking of a major reorganization and corporate culture change. When evaluating the undertaking of the organization the client will incorporate the lessons learned on the assessment. Being able to practice what was learned in the session will evaluate the progress of the client. The number of assessments needed will be based on the progress within her position.

Richard, J. T. (1999). Multimodal therapy: A useful model for the executive coach. Consulting Psychology Journal: Practice and Research, 51(1), 24–30. https://doi.org/10.1037/1061-4087.51.1.24

Raynah    According to ICF (International Coach Federation), the absolute best assessment available for coaches are the coach’s ears (LeBlanc, 2016). Active listening is the best tool that a coach has when working with clients. Active listening gives the coachee the opportunity to provide the coach with unfiltered information that may have been otherwise left out. Assessments can open the door for bias and eliminate the coach’s ability to invoke powerful questioning specifically geared to the coachee.

My current client is a forty-five-year-old male who is considering leaving his wife. He shares that he is miserable at home because she doesn't engage with him intimately and has become “comfortable” with not earning an income for their family and has no drive. He specifically wants to work on the steps that he can take to finalize things and move on with his life in a search for true happiness. He states that he has refused therapy due to the fact that he seeks solutions. In the past, therapists have only wanted to focus on “why he wants to leave” and potentially working things out with his partner. He states that he is not interested in working things out with his partner at this point and only wants out.

I feel that at this point, active listening is the best assessment that I can offer this client. It’s apparent that he wants to talk and is ready to answer powerful questions that will inspire him to dive into deep introspection. As the sessions go on, other assessments may need consideration but at this point, active listening skills is the right thing to offer my client.

References

LeBlanc, L. (2016, March 24). The Absolute Best Coaching Assessment. Retrieved from https://coachfederation.org/blog/the-absolute-best-coaching-assessment

2-2     Choose an assessment and discuss how and where one can become certified. How long is the certification good for? What do you need to recertify. Describe how and if this assessment fits in your practice.

Lewis     The Myers–Briggs Type Indicator

I am a big fan of this assessment. Perhaps so much of one that I am jaded by it and overlook other assessments that are similar. To become certified to administer this assessment it is done over the course of 4 days. Now some of my info is not great and is due to the Corona virus. BUT from April 14^th till the 17^th in San Francisco one of the workshops would have been going on. (Closed due to the virus) It would run you about 2500 bucks. They do these groups all over the nation about every two weeks. Now they like many other programs have their own cash grab (should I not say things like this?) as they offer a MBTI certification program and while I do love the assessment, I hate the cost.

https://mbtitraininginstitute.myersbriggs.org/

The costs of the test range form 30 to 900 dollars. SO….ya….

https://shop.themyersbriggs.com/en/searchresults.aspx?prodName=&author=&code=&prodFam=1&krs=ckflbf43wdhpeejw10warp0h

Now as for how long you are certified and what you need to do to get recertified, I was unable to find that information. Not for a lack of trying, but flaky internet makes it so I might end up updating this part of my answer.

As for how this fits in with what I am looking to do, I used this assessment as a example in DQ1 of this week.

Andre   The DISC assessment tool produces a personal profile that focuses on individual patterns of external, observable behavior and emotions. It measures the intensity of characteristics using scales of directness and openness to create a unique blend of four behavioral styles. They are:

Dominance (D)

Influence (I)

Steadiness (S)

Conscientiousness (C)

Coaches are not required to become certified to use the DISC model, however, it is highly recommended as certification may help coaches develop a deeper understanding of the assessments and the tools available for report debriefing, program facilitation and client coaching. Since certification is not required, there is not a required recertification period. Recertification is a voluntary process which can be repeated yearly which is at the coaches’ discretion.

One can become certified through Assessments 24x7. The certification program is administered online using blended learning modalities, including self-paced learning and 1-on-1 instructor-led sessions (via Zoom or Skype).

Coaches can benefit by becoming certified to use the DISC model, as it can help them identify their own blend of styles, recognize and adapt to the styles of others, and develop a better communication process that allows them to interact effectively with others to build mutually beneficial relationships. This is applicable in any setting, including working with teams, sales, leadership, or in other business and personal relationships.

Using DISC can provide insight into motivations, causes of stress, problem-solving processes, and ways to respond more effectively to conflict. When these items are identified for each team member, it leads to better working relationships both internally and externally. For example, salespeople using DISC develop finely-tuned selling skills based on identifying and responding to a customer's style.

Retrieved from https://www.assessments24x7.com/certifications