The Value and Challenges of Personality Assessments

Human behavior can often seem like a mystery, which is one of the reasons personality assessments are becoming increasingly popular. If you’ve ever taken one, you may have been surprised by the results. While these tools are helpful, they are far from a perfect science.

Potential Issues with Personality Testing

Challenges arise when companies misuse personality assessments, such as:

👎 Denying employment.
👎 Denying promotions.
👎 Labeling individuals unfairly.
👎 Excusing inappropriate behavior.
👎 Measuring skills set inaccurately.

A Changing Workforce

Today’s workforce is more diverse than ever, prompting a reevaluation of these assessments, particularly in relation to:

The results of an assessment should complement, not overshadow, proven achievements, verified references, and years of experience. For instance, having an outgoing personality doesn’t automatically make someone the best fit for sales. Meanwhile, an introvert might excel in sales because of their strong listening skills which is a critical trait in the field.

The Role of Assessments in Organizational Management

While not without flaws, personality assessments can serve as valuable frameworks for understanding how individuals approach situations, interact with others, and manage tasks.

The DISC model is a prime example:

➩ Dominance (Red): How you respond to problems and challenges.

➩ Influence (Yellow): How you persuade others to your point of view.

➩ Steadiness (Green): How you adapt to the pace of your environment.

➩ Compliance (Blue): How you respond to rules and procedures set by others.

Assessments offer insights, but understanding your behavioral preferences and their impact on others is key to unlocking true potential. How might this deeper understanding benefit your personal and professional relationships?