Innovative Assessment Methods for Skills

Assessment sciences must move beyond the numbers. Here's how incorporating qualitative research methods can help us build better assessments: ▶️ 𝗘𝗻𝗵𝗮𝗻𝗰𝗶𝗻𝗴 𝗖𝗼𝗻𝘁𝗲𝗻𝘁 𝗩𝗮𝗹𝗶𝗱𝗶𝘁𝘆: Interviews with stakeholders can provide valuable insights into the knowledge, skills, and abilities most important to assess in a particular context. ▶️ 𝗜𝗺𝗽𝗿𝗼𝘃𝗶𝗻𝗴 𝗜𝘁𝗲𝗺 𝗤𝘂𝗮𝗹𝗶𝘁𝘆: Discussions with target populations can reveal how individuals interpret questions, identify potential biases, and suggest improvements to item wording and clarity. ▶️ 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴 𝗔𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆: Focus groups with diverse examinees can provide valuable input on the usability and accessibility of assessment materials. ▶️ 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝗕𝗶𝗮𝘀: Relying solely on numbers can hide biases that may be present in assessments. Qualitative methods can help identify and address potential cultural biases in assessment items and procedures. ▶️ 𝗖𝗼𝗻𝘁𝗲𝘅𝘁𝘂𝗮𝗹𝗶𝘇𝗶𝗻𝗴 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲: Qualitative methods, like interviews and observations, help us understand the "why" behind performance, not just the "what." ▶️ 𝗕𝗲𝘁𝘁𝗲𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗻𝗴 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Discussions with score users on how best to report assessment performance can help to increase assessments' utility. Overall, for the assessment sciences to be truly effective, we must adopt a mixed-methods approach to training and research. Although resource-intensive, incorporating greater qualitative methods will help us create more valid, reliable, and equitable assessments. Check out Andrew Ho's latest paper for a great discussion on why assessment "must be qualitative, then quantitative, then qualitative again": https://lnkd.in/gxysNAjY ---- Disclaimer: The opinions and views expressed in this post are my own and do not necessarily represent the official position of my current employer.

The outdated vs. modern approach to assessments: Outdated: - Spend $50-100 per employee to take a one-time assessment (i.e., Strengths, DiSC, or EQ) and attend a workshop. - Knowledge never becomes HABIT. - Results are as short-lived as your training. Modern: - Deploy assessments through a behavior change platform (at the same cost). - Reinforce key behaviors until they become habits (use nudges, micro-learning, and live virtual workshops). - Change behaviors that impact your company's bottom line. *** If L&D wants to fix its approach to assessments, it needs to take a more behavior-driven, long-term approach. Behavior change platforms are the obvious answer. *** P.S. Here's an example of how the components of a behavior change platform work their magic: -> Hyper-personalized nudges: take each participant’s assessment results and nudge them to practice the highest impact behaviors. -> Micro-learning + micro-coaching: make learning stick with examples, exercises, reflections, and more. -> Live group coaching and workshops: add the “human touch,” give every learner access to an expert, and create an opp for peer learning.

Skill Assessment: The Game-Changing 4-Day Blueprint Most teams are playing Career Roulette. Not You. No guessing. No assumptions. Just clarity and action. (Note: If you have not DEFINED the Skills to be Assessed, Start there. - check yesterday’s post for guidance.) Here is the 4-Step playbook. To map Your team's capabilities - Fast! 𝗦𝘁𝗲𝗽 1: 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝗠𝗲𝘁𝗵𝗼𝗱 (Day 1) Don’t overcomplicate it. Speed + Simplicity = Results. Tap into these 3 feedback channels: • Self-Assessment: What do they believe they are great at? • 360 / Peer Review: What do peers see that they don’t? • Leadership Evaluation: What do you see from the top? Tip: Use a simple 1-5 rating system. No overthinking. Example scorecard for each role: - Technical Proficiency - Customer Service Care - Problem-Solving Speed - Collaborative Potential 𝗦𝘁𝗲𝗽 2: 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗠𝗮𝗽𝗽𝗶𝗻𝗴 - 𝗣𝗹𝗮𝗻 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 (Day 2) Before you collect feedback, lock in these critical details: - Objective: Why are we doing this? - Metrics: What skills are we actually measuring? - Timeline: When will it start and finish? - Analysis: How will we interpret the results? - Next Steps: What will we do with the data? This step prevents confusion and creates alignment. Skipping this step may end up with data overload and no direction. 𝗦𝘁𝗲𝗽 3: 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝘁𝗶𝗮𝗹 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝗼𝗻 - 𝗖𝗼𝗻𝗱𝘂𝗰𝘁 𝘁𝗵𝗲 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 (Day 3) Data only works if people are honest. Here’s how you get it: - Anonymize it: People are more honest this way. - Ensure Psychological Safety: No fear of being punished for honesty. - Train Assessors: Consistent evaluation beats biased judgment. With this approach, You will get truth instead of sugar-coated feedback. 𝗦𝘁𝗲𝗽 4: 𝗦𝗸𝗶𝗹𝗹 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵 & 𝗚𝗮𝗽 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 (Day 4) The data is in. Now, take action. Here’s how you do it fast: - Identify Top 3 Skill Strengths & Gaps - Align Skills to Business Goals: Results start here. - Develop an Improvement Plan (more on this tomorrow) This is where good teams become great. You are not just collecting data You are building a team of peak performers. No Team? This blueprint works for personal development too. Which skill is most critical for your team to assess right now? P.S. I just ran this process with a team and found our top development need is Marketing. What is Yours?

One assessment method won’t cut it... Multi-methods unlock hidden potential. Relying on a single method misses the full picture: → It overlooks important skills and abilities. → It may lead to biased or incomplete evaluations. → It fails to identify specific areas for improvement. A multi-method approach paints a full picture: 1. Performance Reviews Deliver structured feedback to highlight growth areas. Focus on actionable steps to improve performance.     2. Surveys & Interviews Gain honest insights directly from key stakeholders. Uncover both strengths and hidden challenges.     3. Skills Gap Analysis Identify critical priorities for targeted development. Design plans to close gaps and build key skills.     4. Self-Assessments Encourage leaders to reflect on their unique strengths. Build self-awareness to fuel ongoing growth.     5. Team Discussions Foster collaboration to unlock team potential. Reveal hidden strengths within group dynamics. Mix at least three methods for real impact: ☑ Schedule regular feedback check-ins. ☑ Build impact skills like communication. ☑ Use tech for surveys and real-time data. Smart assessments drive future-ready leaders. Follow Jonathan Raynor. Reshare to help others.