Psychometrics in Coaching A webinar series with Angelina

"Psychometrics in Coaching" A webinar series with Angelina Bennet, Juliette Alban-Metcalfe and Tom Hopton 25 th May, 1 st June and 6 th July 2017

Using Psychometrics in coaching Today's webinar with Dr. Angelina Bennet 25 th May 2017

Aims for Today Ø Explore the use of psychometrics in coaching Ø Consider different type of tools Ø Why and why not use psychometrics Ø Best practice in using psychometrics Ø Limitations Ø Case illustrations 3

Who Here Uses Psychometrics in Coaching? Ø Always Ø Often Ø Sometimes Ø Rarely Ø Never 4

What is a Psychometric? Ø A way of measuring an aspect of psychological functioning v Personality v Emotional Intelligence v Interest inventories v Aptitude/Competency v Learning Styles v 360° Feedback 5

Why Use Psychometrics in Coaching? Ø They provide a basis for a discussion Ø A structured way to talk about complex information Ø Provide a language and reference Ø Highlight potential issues Ø Coachees can be more accepting of ‘hard data’ 6

Mc. Dowall & Smewing (2009) Ø They open up areas for discussion Ø Provide a useful source of data Ø They are useful to my coachees Ø They enable me to coach Ø They provide structure to sessions 96% 79% 73% 49% 42% 7

Potential Downsides and Limitations Ø It may not be how the coachee wants to use the session time Ø It can get over-structured Ø May take away from the individualised approach Ø The tool may not be appropriate for the coachee 8

What is a Psychometric? (reminder) Ø A way of measuring an aspect of psychological functioning v Personality v Emotional Intelligence v Interest inventories v Aptitude/Competency v Learning Styles v 360° Feedback 9

What do you use? Ø If you answered Always – Rarely on the first poll: v Which of these do you tend to use § Mark all that apply § If you choose ‘other’, perhaps name it in the text box 10

Mc. Dowall & Smewing (2009) Ø Personality measures Ø 360° Feedback Ø Learning Styles Ø Emotional Intelligence Ø Interest questionnaires Ø Performance data Ø Intelligence/aptitude Ø Competency measures 86% 56% 35% 33% 31% 26% 20% 11

Mc. Dowall & Smewing Specific Tools Used 12

Ethical Use & Best Practice Ø Participation should be voluntary Ø Outcomes are confidential and owned by the coachee Ø Coach should be qualified Ø Coach needs to have good feedback/exploration skills Ø Aware of the value / limitations of the information 13

Potential Issues Ø Most are self-reports Ø Clients can get too stuck on numbers Ø Development centres – everyone gets the same Ø Client anxiety – positioning of assessments Ø Skills of the coach Ø Only having knowledge of one tool/theory 14

Case Illustration – 16 PF 15

Case Illustration - MBTI® E Very Clear Moderate Unclear Moderate Clear Very Clear S I T N F J P 50 25 15 0 15 25 50 Reported Type from Questionnaire – ESFJ Actual Type from Exploration Discussion - ISFP 16

Case Illustration - MBTI® 17

Case Illustration – Hogan Development Survey 18

Case Illustration – Cognitive Process Profiler (CPP) 19

Main Considerations Ø Is it appropriate for the coachee and the situation? Ø Is the coachee open to it? Ø Is the coach qualified AND skilled? Ø Is confidentiality assured? Ø Does it help raise awareness or move the coachee towards a goal? 20

Useful links Psychometrics in Coaching Ed: Jonathan Passmore The Shadows of Type Angelina Bennet Answering Type’s Critics and Defending MBTI – Hile Rutledge https: //www. youtube. com/watch? v=9 Vt. BTdu 46 O w&feature=youtu. be 21

Using Psychometrics in coaching THANK YOU! Dr. Angelina Bennet 25 th May 2017