It’s American Idol season again in the U.S., a time when viewers tune in to see hopeful contestants share their “singing talent” and get feedback from judges. At the end, they go home or to Hollywood.
Many contestants lack self awareness. They can’t assess themselves clearly. These contestants think they’re ready to be the next American Idol, when in fact, they can’t even sing. There’s a clear disconnect between the contestant’s self perception and what the judges see.
In the business world, it’s much the same. While singing is not often required, there are many people who cannot assess themselves clearly. They have a distorted sense of their talent and contribution to the business. These employees think they’re top performers while others see their performance differently.
Managers struggle to deliver feedback that will get through to the person being evaluated. Even direct negative feedback can be dismissed by the person who has such a high opinion of himself or his performance.
Assessment tools, when used properly, can help an employee gain better perspective and insight regarding his behavior, communication, skills, etc. These tools give the manager useful resources to help the employee assess his strengths and areas for development more clearly.
Assessments help you open constructive dialogue with an employee. Best case scenario, the employee will identify ways to build on strengths and improve performance. He may not go to Hollywood, but he can sing a new tune and help the business succeed.
If you’d like to sample any of the assessment tools available through WorkMatters, feel free to contact me at mailto:[email protected] or visit: WorkMatters.com/assessments