Should You Include Assessments in Your Training Programs?

As a talent development or HR leader, you may be considering whether to include assessments like DiSC, StrengthsFinder, or the Thomas-Kilmann Instrument (TKI) in your leadership and communication training programs. Assessments can provide valuable insights, but they are not always necessary for every session. So, when should you use them, and how can they add value to your training? 

The Benefits of Using Assessments in Training 

Assessments can enhance training by providing participants with personalized insights, increasing self-awareness, and fostering more productive discussions. Here’s how they can add value: 

1. Deepening Self-Awareness

Many leadership and communication challenges stem from a lack of self-awareness. Tools like DiSC and StrengthsFinder help participants understand their tendencies, communication styles, and decision-making processes. This self-awareness can make training sessions more impactful by giving participants a personal lens through which to view new concepts.

2. Creating a Common Language

Assessments provide teams with a shared vocabulary to discuss differences in personality, conflict styles, or strengths. For example, if a team has completed a DiSC assessment, they can better understand why one person prefers direct communication while another values relationship-building. This common language makes ongoing conversations about collaboration and leadership more productive. 

3. Increasing Engagement and Buy-In

When participants see results that resonate with their experiences, they become more engaged. A StrengthsFinder assessment, for example, can make leadership development more personal and motivating by focusing on individual strengths rather than deficits. Employees are more likely to apply what they learn when they see the relevance to their own behaviors. 

4. Enhancing Team Dynamics

For team-based training sessions, assessments can be particularly powerful. The TKI assessment, for instance, helps participants recognize their conflict-handling styles and how they compare to their colleagues. This understanding fosters more constructive conflict resolution and better team collaboration. 

When You May Not Need an Assessment 

While assessments offer significant benefits, they are not always necessary. Here are a few cases where they may not add enough value to justify the cost and time investment:

1. When Training Time is Limited

If your training session is only a few hours long, incorporating an assessment may take too much time away from practical skill-building. In these cases, a brief self-reflection exercise may be more effective.

2. When the Group is Highly Experienced

If participants have already completed similar assessments in past training programs, reviewing the same concepts may not add much value. Instead, you might focus on application-based exercises that build on their existing knowledge. 

3. When the Training Focus Is on Immediate Skill Application

If your session is highly practical—such as a workshop on presentation skills or negotiation tactics—assessments may not be necessary. These sessions benefit more from hands-on practice and feedback than self-assessment tools. 

Making the Right Decision 

Ultimately, whether to include assessments depends on your training goals. If self-awareness, team dynamics, and engagement are priorities, an assessment can be a great investment. However, for sessions focused on immediate skill development, you may achieve better results with interactive exercises and real-time feedback. 

By aligning your approach with your objectives, you can ensure that your training delivers the most value to participants and their organizations. 

Vital Communication is a certified partner of DiSC® and The Five Behaviors®. If you're interested in adding assessments to your training program, contact us.