HR experts, learning and development pros and leaders of every ilk know a lot about assessments. Half of our job is assessing what people have learned, how they perform, and how they behave. Assessment results can impact who you hire, performance reviews, salary increases, and employee career planning.
The catch? Many talent leaders neglect to assess themselves. Of course, the typical excuse is "there's no time," when in fact there is. The reason we don't evaluate ourselves is likely more primal. It's scary. Uncovering the truth about ourselves is uncomfortable at best, and grueling at worse. Leaders take enough criticism from customers, employees, and bosses the idea of adding self-criticism can be a drag.
However, it doesn't have to be. Assessing your performance, your motivators, and the perception people have of you should be welcome feedback. If you conduct self-assessments regularly, you replace fear with momentum and action. It also gives you a sense of control.
In this edition of the Saba Talent Vlog, I'll share with you three easy self-assessments you can use now to start your career development journey. Enjoy!
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Hey everybody, this is Dawn Burke. I'm the COO of Three Ears Media and Workplace Solutions, and I am proud to be hosting this edition of Saba's Talent Vlog. Today's topic is self-assessments. Now, it is amazing, as leaders, as talent and development professionals, as recruiters, as HR professionals, we do spend a lot of time assessing everybody else. However, we lots of times neglect doing that level-set for ourselves. We don't do self-assessments. I'm going to tell you why we don't do them. Because finding out about your truths, or how people perceive you, is SCARY! I mean, the queen from Snow White, when she asked "Mirror mirror on the wall, who's the fairest of them all?" she got pretty angry when she heard it wasn't her. And she's a pretty strong lady! Alright, so, I need to tell you why it's important to have the courage to start doing these. It's very simple. You are going to be the most invested; more than anybody else; in developing YOU. Now, your manager is invested - just not as invested as you. It's up to you to take control of your development. So, I'm going to help you. I'm going to give you three quick types of self-assessments that can help you with your career development. There's only one rule: don't overthink these! Alright, you ready to get started?
Self-assessment Number One: This is going to be your typical skills assessment. Yes, these are going to be the same types of things you're going to talk about during an annual review. So what makes this different? You're going to own this! You, every month, or every quarter, you are going to create a cadence to review these things regularly. You're going to get ahead of these things. Why? Because then you're going to have better control of the outcomes. Because at the end of the year, you're just go pull it out. "Here's all the cool stuff I did, here's the stuff I need to work on." Just in case you forgot.
Self-assessment Number Two: assessing your personal "internal brand." So, within your organization, whether you believe it or not, you have a brand. AKA, how people perceive you. My friends, how people perceive you, you personal brand, probably affects more hiring decisions, promotions, or disciplinary actions that happen to you. Perception is reality so you must get ahead of this. What are a few tips and questions you can use to self-assess your personal internal brand? First of all, you've got to pick five, probably no more than five people, who you really trust to give you the truth. The honest truth. Probably people whose brands you really admire. And some questions that you could ask them would be, "What was your first impression of me?" or "In a group setting, what are people's perceptions of my communication style?" "Am I abrupt?" "Am I awesome?" "Am I off-putting?" "Do you perceive me as a leader? An individual contributor? Or a team player?" Most importantly, "Am I perceived as trustworthy?" Again, this is one you want to get ahead of, it's an important one.
Last, but certainly not least, Self-assessment Number Three will be one to help you identify your purpose and your strengths. Now this is the self-assessment that helps keep you grounded. Now, throughout your career, there's going to be times where your work or your life is going to get crazy. It's going to get a little nutty. And work-life is one now. So, understanding your purpose, or what really invigorates you, helps keep you grounded and keeps it all in perspective. So here's a few questions to get this started:
"If you could do anything else, if money was no object, what would you do?" This can be personal or work.
Another question. "What are you passionate about?" And the follow-up to that is, "What do you do with that passion and who do you serve?" If you can answer those three questions, it'll help you formulate, really, the foundation of what are your other work and tasks could, and should, entail for you to be the most effective.So, I hope this helped you have the courage to hold that mirror in front of you, and good luck!
Build yourself a modern career
Once you've conducted these self-assessments, it's important to take that information and start driving your own development. Self-driven career development is not only is this what most employees want (us HR pros included), it's also a key component of an effective learning strategy.
I recently conducted a webinar about "The Power of Learning & Development Selfies" that you can now watch on-demand. Check it out to learn how empowering employees to reach their career development goals can help drive better employee retention, performance and business results.