How do you verify a people management assessment?

1 Step 1: Review the assessment criteria

Before you take a people management assessment, you should review the assessment criteria and understand what it is measuring and how it is scoring your responses. Different assessments may have different formats, such as multiple-choice questions, scenarios, self-ratings, or feedback from others. They may also focus on different dimensions of people management, such as communication, delegation, feedback, coaching, conflict resolution, diversity and inclusion, or performance management. You should familiarize yourself with the assessment criteria and how they relate to your role and goals.

2 Step 2: Compare your results with your expectations

After you take a people management assessment, you should compare your results with your expectations and self-perception. Do the results match what you expected or how you see yourself as a people manager? Are there any surprises or discrepancies? If so, why do you think they occurred? You should analyze your results objectively and critically, and look for evidence that supports or contradicts them. For example, you can review your past experiences, feedback from others, or performance reviews to validate or challenge your results.

3 Step 3: Seek feedback from others

Another way to verify a people management assessment is to seek feedback from others who know you well and can offer a different perspective on your people management skills and competencies. You can ask your peers, direct reports, supervisors, mentors, or coaches to share their opinions and observations on your strengths and areas for improvement. You can also ask them to review your assessment results and provide additional insights or suggestions. You should be open and receptive to feedback, and use it to confirm or adjust your self-assessment.

4 Step 4: Create an action plan

The final step to verify a people management assessment is to create an action plan based on your results and feedback. You should identify your key strengths and areas for improvement, and set specific, measurable, achievable, relevant, and time-bound (SMART) goals for enhancing your people management skills and competencies. You should also outline the strategies, resources, and support you will use to achieve your goals, such as training, coaching, mentoring, reading, or practicing. You should monitor your progress and evaluate your outcomes regularly, and revise your action plan as needed.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?