I don’t think anyone can possibly have a complete inventory on the different assessments that coaches can use.  It feels like a new one pops up every day. Each has their own focus and merits, but what they all have in common is providing someone insight on what makes them tick, a useful starting point to explore from.

When I first started coaching, I looked into multiple assessments– DiSC, ProcessCom, Tilt, GallupStrengths, MBTI, and more.  Some I found the value of the results and insights did not measure up to the time required to complete the assessment. For others, I felt the scope of application was either too narrow or too wide to be actionable. And some were simply too simple – or too complex – to resonate, at least for me personally.

I ultimately chose TLP-Navigator’s Talents profile for my practice.  Not as well-known as some others I had considered, I’m often asked what motivated my choice.

  1. Optimised time: my corporate clients don’t want to spend 45 minutes (or more!) filling in an assessment. By investing just 15 minutes they can receive a profile that is at least as accurate as other Jung-inspired models, and in my opinion, even more so.
  2. Professional context: since specifically focused on workplace preferences, people who operate differently in their personal environments are not hesitant or inconsistent in their responses. The profile resonates more strongly, and whether it is a one-on-one session or a group seminar, the discussion kicks off on an open, inquisitive note rather than a resistant, closed one.
  3. Language/Geography: profiles are in both of the languages I work with clients in, English and French. And the database/benchmarks are not limited to just a few countries, so more relevant for managers in multinational companies.
  4. Concrete application: each profile goes into detail on aspects ranging from preferred management styles and motivating types of work to aptitude for change and interpersonal relationships. The person can apply the insights immediately, resulting in better performance and greater well-being in the workplace.
  5. Relevance for teams: I wanted to spare my clients separate individual and team assessments, and the Talents profile is equally powerful for both. The insight a team can gain by sharing their key Talents and preferences is invaluable for bringing the best out of each person in the group and working together in synergy.

Above all, people are not a specific type or category to be classified in.  A good assessment tool recognizes that it is just that, a tool.  If it allows an individual, or team, to gain insight into their motivations and how they operate, then it has served its purpose.  If it enables them to become a better version of themselves while feeling respected and valued, then it has proven itself to be a truly worthy investment.