The Unexpected Power of Assessments

Acknowledging Strengths in Leadership

Everyone has unique strengths, and aligning these strengths with their work creates the "sweet spot.” This is where individuals thrive and organizations succeed. However, traditional job descriptions often dictate tasks without fully accounting for, or adapting to, individual talents.

For leaders, striking the right balance is essential. It means assembling a team to meet specific organizational needs while incorporating flexibility to uncover and leverage inherent skills. By creating opportunities for team members to align their natural abilities with their roles, leaders can foster greater engagement, productivity, and innovation.

Know your team - The Power of Assessments

Assessments serve three key purposes:

1. Reveal Strengths: They enable leaders to identify and capitalize on individual talents.
2. Empower Employees: They encourage employees to recognize their own strengths and position themselves strategically.
3. Leverage Talent: They provide opportunities to align roles with inherent abilities rather than job titles, leading to higher job satisfaction and a more cohesive, strategic team.

Many people experience a sense of relief—an “aha moment”—when their results are revealed. Either their unlabeled talent is validated and explained or insecurities are alleviated when struggles become normalized.

Here’s an example from my own life:

I’ve always thrived in chaos. I love the challenge of creating structure within mayhem—whether it’s responding to medical trauma or working with a dysfunctional team. I’m drawn to those situations and feel an overwhelming sense of calm amidst the havoc. For years, I couldn’t articulate this strength, and I was embarrassed to admit that when the dust settled, I often got bored.

It wasn’t until a coach told me, “Shandy, you are a creator, not a maintainer” that things suddenly clicked. That was 25 years ago, and I have never forgotten those words. She not only gave my behavior a name, but also gave me permission to own it. Her words helped me find pride and confidence in my skills rather than continually questioning my frustrations.

It’s human to want to be great at everything, to be self-critical, and to reflect from a place of scarcity. Assessments that normalize both strengths and weaknesses can be incredibly powerful in these moments.

While we must be careful not to box anyone in, these tools provide an opportunity to affirm strengths and humanize differences. As a leader, you have the opportunity to give this gift to your team and capitalize on individual gifts.

Where to Start

There are hundreds of assessments available—some long, some short—and finding the one that provides value can often feel like a daunting task. I’d love to help you navigate this process.

• Clarify your WHY: Ideally, the purpose is to learn more about your incredible employees, to understand their strengths deeply, and to align their work in ways that maximize joy and productivity. Communicate this clearly to your team.

Setting expectations is key. If your team perceives the assessment as a “test” with right and wrong answers, you’ll struggle to get buy-in. Instead, frame it as an opportunity for growth and connection.

• Commitment: My favorite motto in medicine was: never order a test unless its findings will change your treatment plan. Basically, don’t waste time and money if you are not prepared and committed to acting on the results. The same goes for assessments. Don’t invest in an assessment unless you are prepared and committed to implementing a long-term plan. This seems obvious but I can’t tell you how many people don’t abide by this rule. Subsequently, they lose their team’s trust. Your insights should drive next year’s work.
• Desired outcome: Become crystal clear as to why you are performing the assessment. How will you use the results to enhance dialogue, shift responsibilities, or enhance your team? Once clear, communicate this to your team and have a roll-out plan with dedicated support.

Assessments are not a retreat game, but rather a pillar for change.

• Go first: As the leader, take the assessment first. Did it accurately reflect you? Were the results easy to interpret? Did you know how to use the results to enact positive change? Your team will look to you for vulnerability and confidence.
• Be realistic and determine your parameters: In choosing an assessment, think about how the results are presented. I recently did the Harrison assessment, which was very insightful, however the results were 24 pages long! To me, this felt overwhelming and paralyzing.
• Follow-up: How will you use the results? I once took an excellent assessment, but my leader never followed through on integrating the insights, leaving the results unused. A missed opportunity, and a waste of time and money. Commit not just to taking the assessment, but to actively incorporating the findings into your team discussions and daily practices.

The Two Assessments I Use Most Frequently with Clients:

For Individuals: Positive Intelligence
​I became a certified coach in this assessment because I was impressed by its simplicity, accuracy, and profound insights. Backed by extensive research, Positive Intelligence focuses on identifying how we may unknowingly sabotage ourselves and our relationships, especially during times of stress or tension. By understanding your behavior and thinking, you can create moments of reflection to implement tools that rewire your brain (thanks to neuroplasticity), helping you view each moment as a gift and an opportunity. This assessment is rooted in positive psychology, neuroscience, cognitive behavioral psychology, and performance science.

For Teams: Working Genius
​This assessment, developed by Patrick Lencioni (author of The Five Dysfunctions of a Team), highlights the idea that everyone has inherent talents or "geniuses." Identifying and naming these strengths allows individuals to leverage their natural abilities and partner with others to offset their "frustrations"—tasks that drain energy and bring little joy—like preparing taxes!

When teams are built with a balanced distribution of talents, the work becomes more productive, satisfying, and successful. This short assessment offers powerful personal insights, normalizes individual challenges, and helps teams collaborate more effectively.

If you are interested in learning more, email me and we can discuss further.