Use of Psychological Tools

Emma Turner Coaching uses psychological tools and assessment selectively and where they add value within executive and leadership coaching engagements.

Tools are not used routinely, nor as a substitute for coaching. Their purpose is to support insight, reflection and informed discussion, particularly where greater self-awareness, role clarity or perspective may be helpful.

All use of psychological assessment is governed by professional standards, ethical guidelines and informed consent.

When psychological tools may be used

Psychological tools may be introduced where appropriate to support:

• Increased self-awareness and leadership insight

• Understanding leadership preferences, strengths and potential blind spots

• Exploring interpersonal dynamics and impact

• Leadership transitions or role expansion

The choice of tool is guided by the leader’s context, role and objectives, rather than a fixed methodology.

Psychological tools and assessments used

Where assessment is appropriate, Emma draws on a range of well-established and professionally validated tools, including:

• Hogan Assessments

• Lumina Spark

• Myers-Briggs Type Indicator (MBTI®)

• NEO PI-R

• FIRO-B

• Saville Wave

• Ability and aptitude tests

No single assessment is assumed to provide a complete picture. Tools are used to inform discussion rather than to label or categorise.

Professional standards

All tools are administered and interpreted in line with professional and ethical standards, confidentiality requirements and the wider organisational context. Feedback is delivered thoughtfully, with a focus on practical relevance and application.