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\nPsychometrics in coaching: a stock take of best practice  \nMcDowall, A; MacKinnon, R [https://openresearch.surrey.ac.uk/esploro/outputs/conferencePresentation/Psychometrics-in-coaching-a-stock-take/99512795202346/fi](https://openresearch.surrey.ac.uk/esploro/outputs/conferencePresentation/Psychometrics-in-coaching-a-stock-take/99512795202346/fi)lesAndLinks?index=0  \nMcDowall, A., & MacKinnon, R. (2015) . Psychometrics in coaching: a stock take of best practice. [https://openresearch.surrey.ac.uk/esploro/outputs/conferencePresentation/Psychometrics-in-coaching](https://openresearch.surrey.ac.uk/esploro/outputs/conferencePresentation/Psychometrics-in-coaching)a-stock-take/99512795202346  \nDocument Version: Text  \nSurrey Open Research repository homepage: [https://openresearch.surrey.ac.uk/esploro/](https://openresearch.surrey.ac.uk/esploro/)[ ](https://openresearch.surrey.ac.uk/esploro/)[openresearch@surrey.ac.uk](openresearch@surrey.ac.uk)  \nSRIDA  \nResearch:Open  \nDownloaded On 2026/10/02 21:17:18 +0100  \nPsychometrics in coaching: a stock  \ntake of best practice  \nInvited skills session for 4th European Coaching Congress, Edinburgh, December 2013  \nAlmuth McDowall  \nUniversity of Surrey &  \nRichard MacKinnon  \nTalent Q  \nObjectives for today  \n􀂃 Discussing the core value of psychometrics in coaching contexts  \n􀂃 Decision factors for choosing psychometrics in coaching  \n􀂃 Mapping assessment to contexts: starting with the context  \n􀂃 Understanding how to combine assessments  \n􀂃 Turning data into action  \n􀂃 Frequent challenges and how to address them  \nQ: Why do we need to reflect on best practice for coaches in particular?  \n1. Psychometrics and standards for practice  \n• Current standards (e.g. EFPA guidelines) for evaluating tests  \n– Reliability, validity, norms  \n• What is missing?  \n– Training  \n– Practical application in specific contexts  \n– Availability of best practice guides  \n– CPD opportunities  \n– Being clearer about role/ level of psychological knowledge in interpretation  \n2. Psychometrics and coaching  \n􀂃 Not all psychologists are trained in the practical use of psychometrics  \n􀂃 Not all coaches are psychologists  \n􀂃 Possibility of a skills gap when deciding to use psychometric assessments  \n􀂃 Existing best practice frameworks emphasize practice in occupational and educational psychology contexts  \n􀂃 Not all assessments sold in the UK require training  \n􀂃 Assessment not a ‘one off’, but part of a wider process  \n􀂃 You can’t just ‘walk away from it’!  \n3. Recent trends  \n􀂃 Developmental use of assessments a growth area  \n􀂃 Generation of special profiles for developmental use,(e.g. more finely grained breakdown of behavioural indicators relating to traits)  \n􀂃 Self-supporting reports  \n􀂃 Bespoke mapping to frameworks (e.g. competencies)  \n􀂃 Testing to identify and retain talent and high potential (rather than deselect), engagement firmly on the agenda  \n􀂃 Focus on feedback for specific purposes: increasing self awareness but in organizational context, restructuring common backdrop  \n􀂃 A focus on Derailment risks, maladaptive behaviours  \nQ: Your experience of using psychometrics in coaching?  \nWhy use Psychometrics?  \n􀂃 Facilitate insight and self-awareness  \n􀂃 Discussion can be used as prompts for behaviour change  \n􀂃 Can pin-point or reflect a challenge or development need  \n􀂃 Assessments bring together self-concept and behavioural evidence  \n􀂃 Reports can graphically or structurally represent selfconcept in an accessible way  \n􀂃 Feedback can help coachees understand personality and how it relates to behaviour  \nFeedback from coaches  \n􀂃 Good psychometrics can streamline the initial diagnostic stage, and significantly shorten this from two sessions to one  \n􀂃 Psychometrics can provide both parties with an accessible and agreed lexicon for thought, behaviour and attitudes.  \n􀂃 Psychometric assessment can lend credibility to coaching activities, when aligned with the result of the ","cbCaimjv6IoQPUDh","https://ap.wps.com/l/cbCaimjv6IoQPUDh","pdf",797240,27,"English","# Objectives for today\n## Psychometrics and standards for practice\n## Psychometrics and coaching\n## Recent trends\n# Why use Psychometrics?\n# Feedback from coaches","[{\"question\":\"What are the main objectives of the session on psychometrics in coaching?\",\"answer\":\"The session covers the core value of psychometrics in coaching, decision factors for choosing them, mapping assessment to context, combining assessments, turning data into action, and addressing common challenges.\"},{\"question\":\"Which gaps and limitations are highlighted in psychometrics standards for practice?\",\"answer\":\"The content points to missing training, limited practical application in specific contexts, lack of best-practice guides and CPD opportunities, and the need to clarify the role/level of psychological knowledge required for interpretation.\"},{\"question\":\"Why use psychometrics in coaching according to the session?\",\"answer\":\"Psychometrics are used to facilitate insight and self-awareness, provide prompts for behaviour change, pinpoint development needs, and connect self-concept with behavioural evidence through accessible feedback and reports.\"}]","Psychometrics in coaching: a stock take of best practice - Invited skills session for 4th European Coaching Congress | PDF",1790972251,68]