Human behavior can prove to be a mystery which is one of many reasons that personality assessments are becoming increasingly commonplace. If you’ve ever taken one, you may have been surprised by some of its findings. While these instruments are helpful, they are not a perfect science.
Issues with personality testing arise when companies use them to
👎 Deny employment.
👎 Deny promotions.
👎 Label others as one thing or another.
👎 Excuse unbecoming behavior.
👎 Measure the skill set of others.
Today’s workforce is experiencing a shift in identities. Not only is it one of the most diverse in our nation’s history, but it is also causing us to rethink the effectiveness of different types of assessments as it relates to unconscious bias, a multi-generational workforce, and new social norms.
The results of an assessment should not overpower proven results, verified references, and years of successful experience. Assessments provide us useful information, not make us bad people. Someone with an outgoing personality doesn’t mean they’re going to be best suited in sales. An introvert may be just as successful because they’re generally more inclined to listen – which is a critical trait in sales.
It’s worth noting that assessments have their place in organizational management. They offer a framework for helping us understand more about others, how we approach certain situations, and our preferred management style.
For example, the DISC model represents:
➩ Dominance (Red) – How you respond to problems and challenges.
➩ Influence (Yellow) – How you influence others to your point of view.
➩ Steadiness (Green) – How you respond to the pace of the environment.
➩ Compliance (Blue) – How you respond to rules and procedures set by others.
How could you benefit from better understanding your behavioral preference and its impact on others?
Ramona Mills 