Assessments Give You Clarity Before You Coach and Apply AI

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

Transcript

Why Assessments Matter Now

SPEAKER_00 0:00

You know, one of the secret sauces in this whole thing with our industry right now might actually be assessments. Now, that's not new, it's not revolutionary, and I'm kind of getting to a hidden agenda, everybody. So just give me a little bit of latitude. Assessments really give us an insight to who people are. It doesn't really drive coaching per se. It doesn't really change anything. But when you think about the fundamental perspective of the objective of an assessment is to gain understanding. So for example, I happen to be a high I and disc. One of my favorite CEOs is a high-dean disk. And I have to be very conscientious

Assessments Create Understanding

SPEAKER_00 0:37

of my behaviors of not over-communicating, not over-stimulating him by sharing all these great ideas I have. And what we've come to is a really good cadence of texting, conversations on the weekend in the evening. And he knows I'm making that effort. That has helped. But I'm not coaching per se. He's not coaching me per se. And so when you think about one of the other areas of emotional intelligence, I happen to be very low

DISC And Communication Cadence

SPEAKER_00 1:05

in empathy, but I happen to be certified in both DISC and MHS's EQ 2.0. Now that gives me an understanding of myself, or if I do an assessment on someone else, it gives me an understanding of who they are. Now, that doesn't change anything. Let me give you an example. One of my favorite people that I've worked with in 33 years, he had the highest score in problem solving. And his two low scores happen to be my two low scores, impulse control, and empathy. And I made a comment to him. I said, Do you know what it's like to be a bull in a china shop? He said, No. I said, Well, just let the image kind of, you know, sit in your mind. He goes, Oh, you mean like stepping on people's toes? I go, Oh, I think you've broken someone's legs before. You just don't know it. And he laughed. Now, the assessment taught me

EQ Scores And Misread Intent

SPEAKER_00 1:56

who he was and why he is the way he is. Number one score I've ever had in problem solving. Genius man, brilliant man. So in his heart, I'm going to help people. So I remember asking him one day, when you walk into the office and I was following you, what would I see? So, what are you talking about? I said, Do you walk straight to your office? And I kind of surmise what he was going to say. He goes, No, I stop by and say hi to people all the time. Why? I said, Do you ever stop and help them? Oh, yeah, all the time. And one of the comments that was made by some of his leaders was, I don't think he trusts us. You know, he's always telling our people what to do. That wasn't it. He was misunderstood. In three years, by understanding this, this man had no turnover in an organization that was hit with supply chain, delivery issues. They went to a new ERP system, all within about a four-year time span. Did not have one turnover. It's brilliant. So what we did is we took the assessment and we took that understanding and crafted a coaching strategy. Now, here's my hidden agenda. That's

Understanding That Cuts Turnover

SPEAKER_00 3:12

why we created assess to coach, the word assess the number two coach.com. The website is live, it's not functional yet. But what we're doing is we're taking industry assessments. We've built our own proprietary assessments. And what we're doing is we're actually doing assessments and then crafting coaching strategies based on not only the understanding, but what are the objectives? What are the goals with this person? So we take that understanding, we use the disk or the EQ or the motivator or the strength finder or the MBTI

From Assessments To Coaching Plans

SPEAKER_00 3:46

results, and then we craft solutions, knowing that information, to help us achieve not only our targeted objective, but also to overcome any perceived or experienced barriers and resistors. Does this make sense, everybody? Let me know your thoughts.