The Art of Coaching Beyond Psychometrics

Yesterday I was asked if I routinely used psychometrics in my coaching. My response of  ‘NO’, resulted in a raised eyebrow and has prompted this article where I share my thoughts on Psychometrics, Use of self as an instrument and incorporating Vertical Development concepts into coaching ….and would welcome yours….

Psychometrics

In my early days, as an external coach, when partnering with organisations, I found that executives often came into the coaching assignments armed with their profiles.

Psychometric assessments can provide valuable insights into behaviour, work style, strengths, blind spots, openness to change …

However, they  can often simplify intricate human characteristics into a category, a box, a label… which limits the richness of individuality. Detailed discussions on scores and underlying model can distract from the primary focus of the coaching.

Psychometrics are tools and most coaches have vast toolboxes. Every tool has a purpose, and a coach will ask themselves if this is the right tool and will it serve the interest and needs of the client, before engaging with it

Psychometrics have their place and skilled use of psychometrics can enhance coaching insights, but they should never replace meaningful conversations.

A skilled executive coach understands that the human mind is complex and multi-dimensional. While psychometrics offer valuable insights, they are just one facet of the coaching journey, and not the most crucial one.

The coach as a tool

A skilled executive coach is an instrument of change, where the coach is the tool in the coaching relationship. Through empathetic listening, incisive questioning, and nuanced observation, a coach can delve deep into the client’s psyche, fostering a level of self-awareness that transcends the confines of a questionnaire.

The coach becomes a mirror, reflecting the executive’s thoughts and emotions, paying attention not only to executive but also to their own feelings and thoughts during sessions, sharing their personal experiences wisely and using their intuition effectively.

Vertical development

Incorporating vertical development concepts into coaching elevates the executive’s development. By focusing on mindset shifts, adaptive learning, and expanding consciousness, executives can  enhance their leadership capabilities.

A coach’s ability to….

• Challenge ingrained beliefs and leadership norms to foster new perspectives
• Encourage reflection through practices like journaling and mindfulness
• Utilise experiential learning and stretch assignments to enhance adaptive leadership skills and problem-solving abilities
• Cultivate a culture of honest feedback, embracing both successes and failures
• Embrace discomfort as a catalyst for growth, exploring unfamiliar territory and diverse perspectives

….can propel the executive towards higher stages of development.

There are a multitude of approaches and practical activities that coaches can engage their clients with to foster self-awareness and insight.

Sharing some that I use:

1. Personal stories

Encourage the executive to share personal stories that highlight their values, strengths, and challenges. Stories provide valuable insights into one’s identity and aspirations. By exploring pivotal life events, challenges, and successes, the executive can gain self-awareness, understand how their experiences shape their beliefs and behaviours.

Examples

Timeline: Have the executive create a timeline of their life, marking significant moments and emotions. Explore these moments to uncover patterns and triggers.

Metaphors: Ask the executive to create metaphors or symbols representing their leadership style or personal growth journey. Discuss the meaning behind these metaphors.

2.  Strengths

Help the executive to identify their core strengths, skills, and attributes. Discuss how these strengths can be leveraged for professional growth and team collaboration.

Example: Encourage the executive to seek feedback from colleagues, friends, or family members about their strengths and positive qualities. Discuss the feedback to enhance self-awareness.

3.   Values

Guide the executive through a values assessment exercise to identify their core values. Discuss how aligning actions with values leads to authentic leadership.

4.  360 degree feedback

Organise structured feedback sessions where the executive receives input from supervisors, peers, subordinates, and other stakeholders. Analyse the feedback together and identify areas for development.

Encourage the executive to observe and reflect on their behaviour in different situations. Discuss these observations to gain insights into their communication style, decision-making, and leadership approach.

5.  Visualisations, self-imagery, creative expression

Visualisation activities engage the imagination, aiding in goal-setting and problem-solving.

Examples:

• Guide the executive through visualisation exercises where they imagine their ideal future, both personally and professionally. Encourage the executive to describe their future selves, focusing on desired qualities, achievements, and leadership attributes.
• Get creative and use art, writing, music to help uncover subconscious thoughts and emotions. Reflect on the steps needed to become this future self.
• Combine this with SMART goal setting, creating a roadmap for tangible, achievable milestones.

6.  Role-play, role reversal, perspective taking

Role-playing allows the executive to explore different perspectives and responses. Simulations provide a safe space to practice challenging conversations and decisions.

Example:

• Role-play a difficult conversation, allowing the executive to experiment with empathy in a controlled environment.
• Have the executive role-play situations from the perspective of colleagues or team members. This exercise fosters empathy and enhances understanding of different viewpoints.
• Engage the executive in exercises where they analyse situations from multiple perspectives. This promotes a more comprehensive understanding of complex issues.

7.  Self-Reflection and Journaling

Encourage the executive to maintain a reflective journal where they document their thoughts, emotions, and experiences daily. Encourage to analyse patterns and identify areas for personal and professional growth.

8. Mindfulness and Emotional intelligence

Mindfulness exercises enhance emotional intelligence. Practicing mindfulness develops self-awareness, emotional regulation, and empathy, essential qualities for effective leadership.

Example: Introduce mindful breathing exercises in your sessions, helping the executive become more attuned to their emotions and reactions.

These are some ways to promote self-discovery, enhance interpersonal skills, and encourage authentic leadership. When combined with meaningful discussions and insightful questioning by the coach, these activities can elicit powerful insights and drive impactful change.

Love to hear your perspective and how you raise self-awareness and insight when coaching.

V

I’m an Executive Leadership and Team coach with 14 years coaching expertise, a Masters’ Degree in Coaching, more than 20 years experience in developing senior leaders and their teams in multiple industries including Barclays, PwC, NHS to develop leadership and coaching capabilities, shift behaviours and mindsets, shape culture, build engagement and drive performance.