If you’re reading this you either have accreditation/qualification to use psychometric tools or you don’t.
If you do then the chances are that you’ve chosen tools that appeal to you philosophically &/or for their application. You may believe in their efficacy; their appropriateness for your purpose; their recognition in the market. Perhaps their uniqueness or novelty appeals to you. Perhaps they even have a commercial appeal.
So how do you know which psychometric tool suits your client and their needs best?
If you don’t have a broad suite of tools to use, then in coaching terms are you at risk of forcing your agenda on the client? Your preference, your bias, your limitations?
Unless the client has deep knowledge of such tools, then the chances are that they are not better informed than you, so who will inform them of which tool(s) suits their needs best?
If you don’t have accreditation/qualification to use psychometric tools then how do you know which psychometric is most appropriate?
My point is not to say that psychometric tools have no value or don’t serve us well. Rather I’d encourage greater thought by commissioners and practitioners on why a particular tool is being used. How is it in the best service of the client?
What do you think? How do you decide?