At Fénix, we see assessments as a valuable starting point in the coaching process—helping clients gain deeper awareness of their thought and behavior patterns and how those patterns impact others. The debriefing of assessment results is woven into the broader coaching conversation—a curious, exploratory dialogue between coach and client that offers a more nuanced view of relationships and inter- connections. From this dialogue, strategies for meaningful action naturally emerge, shaping the rest of the coaching journey
We approach assessments with deep respect for each individual, understanding that human beings—their identities, growth, communication, and relationships—are complex and shaped by the unique contexts they inhabit.
We select from a range of validated personality, developmental, and 360-degree assessments to align with each client’s objectives and unique context. When integrated with other coaching processes, these tools help leaders cultivate resilience, navigate challenges, and deepen their understanding of themselves, their environments, and their influence.
We administer and debrief the Leadership Circle 360° Profile (LCP) and Collective Leadership Assessment (CLA), the Hogan Assessments, DiSC, Five Behaviors of a Team, the EQ-i 2.0 and EQ 360, the Maturity Assessment Profile (MAP), the Myers-Briggs, and the Enneagram. We often recommend 360-degree assessments as they provide clients with a clearer understanding of how their behaviors are perceived by those around them.
An effective coach recognizes the systemic and interconnected nature of human development and decision-making, as well as the overriding importance of context. During the debrief, the coach collaborates with the client to identify emerging themes from the assessments without overinterpreting the results. This process is not about labeling individuals but about helping them understand their patterns within the context of their relationship to their teams, the larger organization and culture, and broader networks.
