Organizations hire PhDs in Organizational Development to validate assessment tools through statistical testing. You need to define measurable competencies under broad concepts like trust, then test items extensively to ensure they actually measure what you claim. Skip validation now and stakeholders will demand proof later.
And when you say with the assessments, getting some science-based feedback, what do you mean? Like hiring a scientist? So I have people that work with this. I don't really understand what they do. So they have PhDs in OD and they do statistical-based validations. So if I'm going to say to you that I have a program on relationship development and the pillars of it are Trust, authenticity, whatever. And then under trust, I'm saying, how do I measure if someone's trustworthy? Whatever. I mean, this is a longer piece. Like, what are the what's the competencies underneath that? It better measure out because you know we know that when we say something weighs a pound, it weighs a pound. And the problem with assessments is you have to have the calibration, which takes all sorts of testing and stuff to do. It's you can get away without it, right? And where it comes to bite you down the road is someone says, "Oh, show me your technical." forward for, which is usually some training log that, like, whatever, and then you don't have it and you're done. So the trick is if you, if you skimp early, it will eventually come back to bite you.
