It’s a common fear. Doing a psychometric assessment as part of your development can feel daunting, especially if you’re worried about being judged for what it reveals. But here’s the truth – it’s not about judgment. It’s about uncovering valuable insights and helping you decide what to do with them.

I just wrapped up a feedback session with a new executive client, and even after nearly 20 years, these conversations still give me a buzz. There’s often a moment when leaders feel genuinely seen, heard, and understood – sometimes for the first time in a long while. That’s the power of a well-delivered assessment.

When combined with feedback from a skilled practitioner, a psychometric assessment becomes one of the most valuable investments you can make in your leadership journey. It’s not about the data alone but using it as a foundation to create a focused development plan and inform the coaching sessions that follow. That’s where you see real traction and meaningful progress.

While 360 feedback certainly has its place, psychometrics offers a unique way to reflect on your strengths, development areas, and how you’re landing with others – without needing to go out to people for feedback. This approach allows you to start your development journey without announcing it, making it a great first step.

Done poorly, psychometrics can be damaging. Done well, it’s a constructive process that helps leaders get clear on how they’re showing up and where they’d like to evolve. So if you’re curious about your strengths, development areas, or simply how you might be perceived, a high-quality assessment and supportive debrief could be the perfect place to start.