Build self-awareness
Explore patterns in the profile and how they appear in the person’s work, relationships or performance. Invite reflection rather than assume the report tells the whole story.
Coaching and development
Psychometric Assessments for Coaching and Development
Build self-awareness, explore working relationships and turn assessment feedback into practical development. Choose from personality, emotional intelligence, motivation, leadership, sales, creativity and sport assessments to fit the person and their goals.
A foundation for useful conversations
Give Coaching and Development a Clear Starting Point
Assessment reports provide a shared framework for exploring strengths, preferences and development needs. Coaches, HR practitioners and individuals can use the findings to ask better questions, examine examples and select realistic priorities.
Focus the conversation
Relate the findings to the person’s goals and current challenges. Choose the areas that matter most instead of trying to address every scale.
Turn insight into practice
Agree specific actions, opportunities to practice and a review date. Use experience and feedback to assess progress.
Choose by development need
Find the Assessment That Fits Your Goals
Start with the question you want to explore, then review the relevant sample reports and manuals. You do not need to complete every assessment; choose the instrument or combination that contributes useful information.
Self-Awareness and Working Relationships
Explore workplace preferences, emotional awareness and how the person relates to others. Useful for reflection, communication and relationship-focused coaching.
Explore WPS →Explore EIQ16 →Explore EIQ16-R →Explore PEIQ →Motivation and Career Development
Discuss what engages the person, which working conditions matter and how preferences relate to career choices. Assessment informs reflection rather than prescribing a career.
Explore MQ →Explore WPS →Leadership and Management
Explore leadership competencies and development priorities. Use self-report profiles or add coworker perspectives through 360 degree feedback.
Explore LPI →Explore MLQ30 →Explore TSQ →Sales Effectiveness
Explore sales competencies, selling styles and responses to setbacks. Use the profile alongside observed behavior and sales experience to focus coaching.
Explore SCQ →Creativity and Innovation
Explore creative style and how the person approaches ideas and change. Relate the profile to their role and opportunities to contribute.
Explore CSQ →Sport Performance
Explore sport personality and mental skills in preparation, competition and development. Use the findings in performance-focused discussions with athletes and coaches.
Explore SPQ20 →The feedback report
Choose Between Self-Reflection and Coworker Feedback
Self-report questionnaires
Participants describe their own preferences, characteristics or competencies. The report provides a structured profile to explore with examples and other relevant information. Product pages show the scale coverage, report format and supporting evidence.
View a Workplace Personality Assessment360 degree feedback
TSQ compares the participant’s self-ratings with coworkers’ observations. Use the report to explore recurring themes, differences in perspective and development priorities. Reports are generated at the feedback completion deadline.
Explore TSQ and Its Sample ReportFrom feedback to a development plan
A Practical Coaching Workflow
1. Agree the purpose
Clarify the person’s goals, choose an appropriate assessment and explain who will see the report. Review the sample report so expectations are clear before completion.
2. Explore the profile
Ask what resonates, what surprises the person and what examples support or challenge the findings. Consider the role, circumstances and opportunities to demonstrate the behavior.
3. Select focused actions
Agree one or two priorities. Define an action the person can practice, where they will practice it and what support or feedback they need.
4. Review progress
Set a review date and discuss what happened in practice. Use examples and relevant feedback to refine the plan rather than assume a score change alone demonstrates improvement.
Questions that open up reflection
Use the Report to Prompt a Conversation
Connect findings with experience
“Where do you recognize this pattern? Can you describe a situation where it helped, and one where a different approach might have worked better?”
Explore the development goal
“Which finding is most relevant to what you want to achieve? What would progress look like in your everyday work or performance?”
Agree an experiment
“What small change could you try before our next conversation? Who could give you useful feedback, and what will you look for?”
Optional AI-assisted exploration
Explore Reports Further with AI
Participants and practitioners can use the MySkillsProfile AI Analysis Guide to explore report patterns, prepare coaching questions and draft development actions. Keep the report and the person’s experience at the center of the conversation.
Consider permission and confidentiality before uploading a report to an external tool. Remove unnecessary identifying information and check all output against the report. AI does not score the questionnaire or replace professional judgment.
Choose your assessment route
For Organizations, Coaches and Individuals
Organizations and practitioners
Use an organizational account to administer assessments for employees, clients or development groups. Purchase the assessments you need and select report-access arrangements for your feedback process.
Explore Organizational ServicesIndividuals
Choose an assessment for personal reflection or to discuss with your own coach. Review the report format and assessment information before deciding.
Explore Individual ServicesView Organizational Pricing Review Evidence and Responsible Use
Your questions answered
Coaching and Development FAQs
Is this only for leadership development?
No. The portfolio covers self-awareness, relationships, motivation, leadership, sales, creativity and sport performance. Choose according to the person’s goals.
Do I need to complete several assessments?
Not necessarily. Start with a clear question and select an instrument whose coverage fits. Add another only when it contributes a distinct perspective.
Does buying an assessment include a coaching session?
The assessment purchase provides the questionnaire and feedback report described on the product page. It should not be assumed to include a coaching session. Organizations and practitioners can use reports within their own coaching arrangements.
Can I see a report before deciding?
Yes. Individual assessment pages link to example reports, user manuals and preparation guidance.
Can an assessment diagnose a mental health condition?
These instruments support reflection and development. They should not be used to diagnose mental health conditions or replace clinical assessment.
Discuss Your Coaching and Development Needs
Tell us who the assessment is for and what you want to explore. We can help you choose a suitable assessment and administration route.
Discuss Your RequirementsView Pricing