Assessment Use in Executive Coaching

Posted on August 10th, by admin in Uncategorized. No Comments

Psychometric tools have long been used in training programs.  With the rise of executive coaching, many of these tools are now being used by coaches to help clients gain self-awareness, leverage strengths and to modify behaviors to reach career goals.   

Research conducted on what assessment tools are used by coaches indicates that personality questionnaires are the top-ranking instruments. The Myers-Briggs Type Indicator (MBTI) is one of the most well-known tools and therefore is used often by coaches. This study showed that coaches use a diverse variety of assessments tools in a variety of areas (listed by the ranking of use by respondents):

  1. Personality measures — 86.3%
  2. 360-degree feedback — 56.3%
  3. Learning styles  — 35.0%
  4. Emotional Intelligence — 32.5%
  5. Interest questionnaires — 31.3%
  6. Performance data — 26.3%
  7. Intelligence/aptitude tests — 20.0%
  8. Competency measures — 20.0%


Assessment use in executive coaching is a common practice that serves clients well. Assessment result discussions quickly open up a rich, transformative dialogue between the coach and the client. With the support of a coach, clients can become aware of their personal styles, potential strengths and challenges.  In the case of 360-degree instruments, clients can gain insight into how they are perceived by others. The data from assessments can help the client formulate goals that can be realized through the coaching engagement.


Experienced coaches recognize that no two clients are alike, and similarly, choosing assessment tools depends on the individual’s needs and the situation they are in. Each instrument is designed to measure something slightly different and for this reason, it is common for coaches to use multiple assessment tools while working with a client. Coaches need to have a full understanding of what each tool is measuring in order to clearly interpret and share the results with the client. The best results are usually from tools that are based on solid research and are valid and reliable.  This means that the instrument tests what it says it is testing (validity) and has has proven to accurately produce similar results over time and across different populations in different environments (reliability).

At GroupWorks, we vary the tools we use depending on the client and leverage valid and reliable tools wherever possible. Leave us a comment below indicating your top 2 assessment tools and why they are your tools of choice in your executive coaching practice.


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