While assessment tools give leaders the opportunity to get an insight into how they (and others) are, how they operate, their default tendencies, and what might be getting in their leaderships, it also has major downsides. For starters, they can also provide bottlenecks and clogs when you as a leader is not actively doing your own work. Also, while it can help conveniently categorise people, assessments can also be used to justify one's resistance to growth. When people start to relate to themselves as fixed objects, that's where problems in leaderships can arise. So how should assessments be used to one's benefit? How do you make sure it does not get in the way of your leadership? I'll discuss the answers (and more) to those questions so don't forget to join me!