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How psychometrics can help you gain a higher ROI from coaching

  • Writer: Matthew Burdock
    Matthew Burdock
  • Jul 18
  • 3 min read

Coaching is one of the most powerful tools for personal and leadership development, but finding the most effective goals of coaching can be tricky. However, when you don’t have any specific development areas to work on, coaching won't offer the personal or commercial value that it could.   


Some business leaders may think they don't have any areas to work on, but still go along with coaching because they think it looks like a great leadership initiative. But, the truth is, even the individuals who are performing and engaging well with their teams will always have a leadership competence that they can improve consciously.  


This is where psychometric assessments come in. 

 

When coaching goals are unclear, psychometrics offer data and feedback to highlight the developmental areas, maximising the effectiveness of coaching and increasing the return on your coaching investment.

 

What are psychometric assessments? 

Psychometrics are scientifically designed tools that measure an individual’s psychological attributes, typically focusing on personality traits, behavioural preferences, emotional intelligence, and leadership effectiveness. 


They allow individuals to see their personality strengths, weaknesses, and blind spots. 

Put simply, they offer clarity and focus. And that self-awareness is the foundation for meaningful change. 


Unlike generic feedback or annual reviews, psychometrics offer validated, objective insights that go beyond guesswork or self-perception. 

 

Types of assessments commonly used in coaching 

There’s no one-size-fits-all. The right assessment depends on the context, the coachee, and the intended outcomes. Some of the most effective tools include: 

  • 360° Feedback Tools – like Hogan 360, capturing how others experience an individual's leadership. This is ideal for exploring developmental blind spots and building self-awareness. It’s also ideal for individuals who are looking to explore how their leadership impacts other employees and the wider business performance in coaching. 

  • Personality Inventories – like MBTI or Hogan Personality Inventory, which help to uncover motivators, derailers, and preferences. These are important if candidates are not aware of their leadership shadow.   

  • Emotional Intelligence (EQ) Assessments – such as EQ-i 2.0, which help leaders navigate relationships, empathy, and stress.   

  • Strengths-Based Tools – like StrengthsFinder or GC Index, which highlight what individuals do best and how they deliver value.


Each one gives a different lens, and used together, they build a picture that’s rich, nuanced, and ready for action. 


Why use psychometrics before coaching begins? 

Starting a coaching cycle without a clear, objective view is like setting off on a journey without a map. Psychometrics act as that map. 

  • They reveal blind spots and hidden strengths – the behavioural patterns people don’t even know they’re showing 

  • They spark more focused conversations – they shift coaching from the theoretical to the behavioural 

  • They build a shared understanding -  they create a foundation of trust and insight between coach and coachee  

  • They track change – the repeat assessments help to measure progress over time.

     

When used early in the coaching journey, these tools fast-track the process and ensure that effort is channelled where it matters most. 

 

The value of psychometrics: The ROI of insight 

Coaching is an investment of time, money, and organisational energy. So, it makes sense to ensure it delivers results. 


Psychometrics improve coaching ROI by: 

  • Targeting the right development areas from the start 

  • Accelerating behavioural change through a tailored, data-led focus 

  • Creating accountability through external and internal feedback loops 

  • Aligning personal growth with business impact 

 

In short, the more clarity you have at the beginning, the more likely you are to see change at the end. 


Ready to make coaching count? 

Whether you’re designing a leadership programme or investing in one-to-one coaching, don’t leave insight to chance. 


Start with psychometrics. Start with data. Start with the truth. 


Get in touch with our team to explore which tools could help your leaders unlock the highest personal and commercial return on their development.  


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