{"id":11183,"date":"2022-10-27T10:24:58","date_gmt":"2022-10-27T09:24:58","guid":{"rendered":"https:\/\/trustedcoachdirectory.com\/?p=11183"},"modified":"2023-01-30T17:45:37","modified_gmt":"2023-01-30T17:45:37","slug":"acdc-how-to-maximise-the-impact-of-psychometric-feedback","status":"publish","type":"post","link":"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/","title":{"rendered":"ACDC \u2013 How to Maximise the Impact of Psychometric Feedback"},"content":{"rendered":"

You may like to consider what people find useful about any feedback, but this blog, written by Roy Childs PhD<\/a>. is specifically about psychometric profile feedback.<\/p>\n

What I hear people say is:<\/p>\n

Me:\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2018How useful was the psychometric feedback session?\u2019<\/em><\/p>\n

Coach:\u00a0 \u2018It was very useful\u2019<\/em>.<\/p>\n

Me:\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2018Why? What was good about it?\u2019<\/em><\/p>\n

Coach:\u00a0 \u2018Well, they basically agreed with it\u2019<\/em><\/p>\n

However, all learning and development is predicated on change. People agreeing with their psychometric profile does not suggest change \u2013 it suggests affirming their pre-existing view of themselves. Whilst this has its place, there is so much more that can be achieved. The 4-part ACDC process is to remind you of what to look for and how to use it. As Will Schutz (author of the FIRO) stated so clearly \u2013 it is not the scores but the reaction to the scores that is the most important and useful. You can use the ACDC model (described below) to sensitise you to areas that you may not yet be making best use of:<\/p>\n

    \n
  1. A<\/strong>ffirmation<\/strong><\/li>\n<\/ol>\n

    This is when people recognise themselves in (some of) the profile. This is an essential part of the feedback since it provides the questionnaire with some credibility which is a necessary starting point. We recognise it when we get comments such as \u2018Yes, that\u2019s me\u2019<\/em> and \u2018That is very accurate!\u2019<\/em><\/p>\n

      \n
    1. C<\/strong>ommunication<\/strong><\/li>\n<\/ol>\n

      This is when people recognise themselves in the profile but find that it expresses what they already know more clearly. We recognise it when we get comments such as \u2018That\u2019s an interesting way to put it\u2019<\/em> and \u2018I hadn\u2019t thought of it in that way before!\u2019<\/em><\/p>\n

        \n
      1. D<\/strong>iscovery<\/strong><\/li>\n<\/ol>\n

        This is when people see something that sparks their curiosity. We recognise it when we get comments such as \u2018Hmmm, I hadn\u2019t thought of that\u2019 <\/em>and \u2018I wonder if I am more like that than I thought?\u2019<\/em><\/p>\n

          \n
        1. C<\/strong>hallenge<\/strong><\/li>\n<\/ol>\n

          This is when people see something that they do not recognise. We recognise it when we get comments such as \u2018I don\u2019t agree with that\u2019 <\/em>and \u2018That\u2019s wrong, I\u2019m not like that at all.\u2019<\/em><\/p>\n

          Too often, people stop at Point 1 \u2013 Affirmation<\/strong>. This is clearly useful for engaging the coachee, giving the questionnaire credibility and helping them to gather their thoughts.<\/p>\n

          Point 2 \u2013 Communication<\/strong> clearly takes this process further since people can find it very difficult to articulate who they are (and inviting people to complete a self-report questionnaire is essentially asking them that question). I have even had people who are embarrassed by the question! One actually said to me \u2018well it\u2019s not for me to say \u2013 you\u2019ll have to ask others.\u2019 <\/em><\/p>\n

          Point 3 \u2013 Discovery<\/strong> is where we begin to add something extra \u2013 potential insight as a prelude to helping people develop their auto-biographical narrative. The person is potentially extending or re-arranging how they currently view and describe themselves. Those familiar with Lewin\u2019s change model (unfreezing-changing-refreezing) will recognise how this is beginning the unfreezing process required before change can occur.<\/p>\n

          Point 4 \u2013 Challenge<\/strong> is where there can be the strongest reaction to a questionnaire. There can be a great temptation to go along with the person\u2019s perception because, after all, they \u2018know\u2019 themselves and the questionnaire can be wrong. However, this reaction can often be the gold-dust in the change process \u2013 especially if the reaction is quite strong and emotional.\u00a0 Using the 1% rule (i.e. that there is always at least 1% of truth in all the feedback we receive) we can invite the person to explore their reaction more thoroughly.<\/p>\n

          Here are some questions that can be useful:<\/p>\n

            \n
          1. What would it say about you if it were true?<\/li>\n
          2. Let us suppose for a moment that it is true \u2013 but only in a small part of your current life, or maybe at some previous time in your life. Can you think of a time when it might have been true?<\/li>\n<\/ol>\n

             <\/p>\n

            If you want to watch a video which introduces this idea click below:<\/p>\n

            Should Coaches Use Psychometrics Part 1 – Clarifying misunderstandings<\/a> (19mins)<\/p>\n

            Should Coaches Use Psychometrics Part 2: Reframing psychometrics<\/a> (23mins)<\/p>\n

            \"\"<\/p>\n

            Roy Childs, Managing Director of Team Focus<\/a>, is an Associate Fellow of the British Psychological Society and, like many other senior staff members, a Chartered Occupational Psychologist.\u00a0 The Team Focus mission is to make people and relationships the focus for organisations to become successful and ethical.\u00a0 To this end Roy works as a facilitator, coach and trainer and combines a highly experiential approach with a clear practitioner focus.\u00a0 His background in psychometrics includes having worked with some of the best-known authors of personality questionnaires including Ray Cattell (16PF) and Will Schutz (FIRO). With Team Focus he has developed a new range of instruments designed to bring psychometrics into the 21st century.\u00a0\u00a0<\/em><\/strong><\/p>\n

             <\/p>\n

            Read more blogs from Roy Childs: Do coaches help change behaviour or personality?<\/a><\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

            You may like to consider what people find useful about any feedback, but this blog, written by Roy Childs PhD. is specifically about psychometric profile feedback. What I hear people say is: Me:\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2018How useful was the psychometric feedback session?\u2019 Coach:\u00a0 \u2018It was very useful\u2019. Me:\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u2018Why? What was good about it?\u2019 Coach:\u00a0 \u2018Well, they […]<\/p>\n","protected":false},"author":183,"featured_media":11184,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[128],"tags":[157,199,196,200],"class_list":["post-11183","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-coach-development","tag-coach-development","tag-feedback","tag-professional-development","tag-psychometrics"],"acf":[],"yoast_head":"\nACDC \u2013 How to Maximise the Impact of Psychometric Feedback - Trusted Coach Directory<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Helen Isacke\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":[\"Article\",\"BlogPosting\"],\"@id\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/\"},\"author\":{\"name\":\"Helen Isacke\",\"@id\":\"https:\/\/trustedcoachdirectory.com\/#\/schema\/person\/75cb706fe11546c3df3fb26de19b6dd5\"},\"headline\":\"ACDC \u2013 How to Maximise the Impact of Psychometric Feedback\",\"datePublished\":\"2022-10-27T09:24:58+00:00\",\"dateModified\":\"2023-01-30T17:45:37+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/\"},\"wordCount\":812,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/trustedcoachdirectory.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/trustedcoachdirectory.com\/wp-content\/uploads\/2022\/10\/Team-Focus-Oct-2022-pdf.jpg\",\"keywords\":[\"Coach development\",\"Feedback\",\"Professional Development\",\"Psychometrics\"],\"articleSection\":[\"Coach Development\"],\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/\",\"url\":\"https:\/\/trustedcoachdirectory.com\/acdc-how-to-maximise-the-impact-of-psychometric-feedback\/\",\"name\":\"ACDC \u2013 How to Maximise the Impact of Psychometric Feedback - 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