Understanding the 10-Point Scale
It Can Be Your Most Powerful Tool
I talk a lot about using the 10-point scale in various areas. It is particularly important in the coaching and development behaviors. In order to use the scale effectively, you have to know what it is and how to use it properly.
The Basics of the Scale
As you can imagine, the 10-point scale is used to rate things on a scale of 1 to 10. 1 being the lowest level and 10 being the being the highest. One way I use it is a bit differently than most in that I don’t like to set meticulous measurements for each number on the scale. While that is optimal, it is also too difficult to do for everything and it ends up being a confusing exercise.
I do like to use generalities for groupings of numbers. In my system:
1-3: Beginner level; basic awareness or minimal ability.
4-6: Developing; some competency but still requires significant improvement.
7-9: Proficient; skilled and reliable with minor areas for growth.
10: Expert; consistently exceeds expectations, can teach others, and is self-directed.
What the individual numbers mean is going to depend on the skill being measured as well as the individual doing the measuring.
Using the Scale for Self-Assessment
The benefit of the scale comes in the questions it leads to and the answers that come from the questions. Because I do not use it as a precise evaluation system, the looseness of the guidelines don’t harm anything. It merely is a self-assessment tool.
I use it with the following question:
What knowledge or skill do you want to improve upon or gain?
Using the 10-point scale, what would you currently rate yourself?
What would you need to know or do to rate yourself 1 or 2 points higher?
Why does this work? First, if someone says they want to improve or learn, they aren’t going to be rating themselves a 9 or 10, which means you get them to admit an area of improvement in a non-threatening way. Second, it forces the individual to get more specific on the goal. When they have to get to identify a specific thing that would raise the rate, it creates that specificity. Third, it is flexible. The way someone rates themselves is only based on what they know. As they grow, the scale in their mind may change. For example, Bob may think they are a 5 using a tool, but after learning more, realizes there is so much more that can be done and after improving may actually rate themselves a 4. Which is fine because it isn’t a contest or evaluation.
Know the Ideal Rating
Different people have different needs for a skill. Not everyone should be a 10 (or even a 9) in everything. Do I want my Graphic Designer to be a 9 or 10 using Canva? Yes. Do I need to be a 9 or 10 based on what I do in Canva? No.
The point and goal of using the rating system is a way to help identify and clarify where and how to develop. It is not the rating itself.
The Scale is Never Used for Performance Reviews
The thing about the scale that I find most helpful is that I use it for the initial discussion, then it is forgotten. It is useful to set the improvement goal, not as the final measurement. Which means I never bring it up in any further discussion, especially a performance review. Once you start to make this a more concrete element, it loses its effectiveness.
Conclusion
By using the 1-10 scale consistently and collaboratively, you create a structured yet flexible way to measure and support skill development, fostering growth for both individual employees and your team.