Value of Personality Assessments
Assessments, 360 feedback surveys and personality evaluations are essential tools for personal and professional development as they expand awareness, bring understanding and provide and insight either for selecting new team members or developing talent within the organization. For more detailed information please see Off the Rails: Avoiding the high Cost of Failed Leadership reprinted from WORKforce Management Magazine.
Selecting and Hiring New Leaders – Personality, potential, values and drivers are imperative factors when considering an employee for hire at any level. Using powerful assessments that deliver relevant data on an individual candidate allow organizations to obtain information on the potential employee’s ability to blend with the culture, relate to peers and align with the company’s mission and vision. Taking under consideration the prospect’s personality, motives and drivers we are better equipped to anticipate how that employee may perform within the confines of the business and interact with the existing staff.
An outstanding series of instruments that allows individuals to explore own potential, values and challenges while revealing underlying motivations, drivers as well as implications of own behavior and attributes.
Awareness of nuances of our personality, can help us uncover blind spots, tap into hidden potential, and prevent strengths from turning into areas of weakness. Gained awareness of implication of our Identity and Reputation, fundamentally and profoundly influences our relationships, impact career outcomes, identify areas of opportunity as it relates to human capital and harness areas of strength.
Bright Side (Hogan Potential Inventory) measures normal personality and impersonal characteristics necessary for success and advancement.
Dark Side (Hogan Development Survey) measures the personality- related risk factors and blind spots that can derail careers
Motives, Values, Preferences Inventory (MVPI ) describes the core goals, values, drivers and interests that determine what we desire and attain.
All these unique traits of the Hogan Assessment tool allow for a high level of certainty and prediction in terms of performance. Through the inclusion of Hogan Assessment in the Selection and Recruitment process, we can more readily assess how the candidates will rise to the expectations of the role, who will better fit to the culture of the employer and who is expected to perform better as required under the most challenging situations.
The Hogan Assessment is a valuable tool for any project which require deeper valuation such as Talent Management initiatives, Career Planning, Management Assessment, Outplacement Projects and Coaching.
MBTI Indicator Instrument provides the insight necessary to understand our own inborn preferences and how we connect with others, form consensus and collaborate effectively. Teams become engaged when people understands self and the others and united when members became aware of each other’s strength. People become able to make more effective decisions, work through periods of disagreement and develop empowering options during times of change. Knowing one’s MBTI type does not constitute a silver bullet yet it is self-affirming and encourages cooperation with others.
The MBTI Team Reports
- Summaries of the team’s personality type, team strengths and challenges
- The individuals’ contributions to the team
- Problem-solving, conflict-handling and communication styles
- The effects of the organization’s influence on the team
- Action planning worksheet and actionable tips based on type.
- The extensive Facilitator Report provides tailor-made tips for each team
When to use the MBTI Team Report
- Raising team performance
- Improving communication
- Effective conflict resolution
- Enhancing problem-solving
Teamwork – Understanding own personality type expands awareness of the other types of personalities and creates possibilities to appreciate others’ strengths, support each other and to form successful working relationships. Recognition of personal barriers and drivers of other team members, allows teams to work through differences and achieve mutually beneficial win-win solutions.
Retaining Talented Employees – Self-awareness is a necessity for self-growth. Identification and acceptance of own strengths and weaknesses is the first step to creating positive and rewarding relationships and to success at work. Recognition of counter-productive behaviors which may impede personal success, presents an opportunity to explore alternative steps to create a new path for on-going development. Enabling employees to grow and find value in their work empowers inspiration and creativity and secures their commitment to sustained high performance with the organization.
The Leadership Circle™ as a method is founded on the principles of transformation. It uses a global approach to identify factors affecting members of the organization ranging from competencies through assumptions to underlying behavioral patterns. “MRI” of your Leadership – The Leadership Circle Profile™ is the only 360-degree assessment that measures leadership competencies and the inner assumptions that drive behavior.
The Leadership Circle Profile is designed to accelerate leadership effectiveness beyond traditional competency-based approaches. The Leadership Circle Profile helps leaders understand the relationship between how they habitually think, how they behave, and, more importantly, how all this impacts their current level of leadership effectiveness. It gives the leader causational insight into what is happening beneath the surface. Once this awareness is established, leadership development can proceed. Without it, change rarely happens.
The Leadership Culture survey is unique in that it measures two domains of leadership:
- Creative competencies (top half of the circle) are well-researched leadership competencies that measure how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity, and encourage and improve organizational systems.
- Reactive tendencies (bottom half of circle) are leadership styles that emphasize caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles overemphasize the focus on gaining the approval of others, protecting yourself and getting results through high control tactics. High reactivity has a limiting effect on a leader’s competencies.
Effective leadership outperforms ineffective leadership, which is why we think leadership is a primary competitive advantage and strategic priority. The effectiveness of the leadership system in an organization determines, to a large degree, the organization’s performance, especially in volatile and uncertain business environments. Now there is an assessment that measures the health of your leadership system –the culture of leadership in your organization. The Leadership Culture Survey is the most comprehensive assessment available on the overall health and effectiveness of the leadership in your organization.
Get an “MRI” of Your Leadership Culture
The Leadership Culture Survey provides a powerful “MRI” of your leadership culture. Used for your entire organization, or just a leadership team, the Leadership Culture Survey reveals valuable data, tells you how your people view their current leadership culture, and compares that reality to the optimal culture they desire. The “gap” between the current culture and desired culture, instantly reveals key opportunities for leadership development. The Leadership Culture Survey also measures how your leadership culture compares to that of other organizations.
A Leadership Culture Survey will:
- Establish a compelling rationale for change.
- Focus leadership development efforts.
- Delineate cultural challenges associated with acquisitions, mergers and restructuring plans.
- Correlate leadership to productivity, profits, turnover, and other bottom line metrics.
Build Readiness for Change at all Levels
The Leadership Culture Survey works seamlessly with the Leadership Circle Profile. It uses the same integrated framework that makes the Leadership Circle Profile powerful and effective. While the Leadership Circle Profile provides in-depth feedback for individual leadership development, the Leadership Culture Survey builds readiness for change at the team and organization levels. The Leadership Culture Survey shows how leadership is showing up collectively. It helps you map a course to the kind of leadership culture that will outperform less effective leadership cultures.
Value of Personality Assessments
Skilled employees are the asset that drives organizational success. Therefore companies must learn from them—why they stay, why they leave, and how the organization needs to adapt in order to create a Competitive Advantage. An accurately designed and executed EI program delivers instrumental insight into what happens behind the silos walls and it gives a glimpse into employees thinking as well as expectations.
Although there is no conclusive research mainly due to lack of consistent data, proving that Exit Interviews reduce turnover, it is a common sense that information provided by them enables businesses to respond to the primary factors leading to employee turnover.
A well-executed Retention Strategy with the Exit Interview at the heart of it —whether a face-to-face conversation/phone conversation, a questionnaire, a survey, or ideally combination of all those methods—can catalyze leaders’ listening skills, reveals what does or doesn’t work inside the organization, highlights hidden challenges and opportunities, and generates essential competitive intelligence.
Benefits of Outsourcing Exit Interviews:
Surveys and Quizzes
I have prepared these surveys for your inspiration – to help you explore what’s possible for you and gain insights through the process of filling them. I’d love to discuss your answers with you on a 60min no-charge Transformative Clarity Call.
The Guy In The Glass
When you get what you want in your struggle for pelf,
And the world makes you King for a day,
Then go to the mirror and look at yourself,
And see what that guy has to say.
For it isn’t your Father or Mother or Wife,
Who judgement upon you must pass.
The feller whose verdict counts most in your life
Is the guy staring back from the glass.
He’s the feller to please, never mind all the rest,
For he’s with you clear up to the end,
And you’ve passed your most dangerous, difficult test
If the guy in the glass is your friend.
You may be like Jack Horner and “chisel” a plum,
And think you’re a wonderful guy,
But the man in the glass says you’re only a bum
If you can’t look him straight in the eye.
You can fool the whole world down the pathway of years,
And get pats on the back as you pass,
But your final reward will be heartaches and tears
If you’ve cheated the guy in the glass.
©Dale Wimbrow, 1934.
“I hear and I forget. I see and I remember. I do and I understand.”
(attributed to Confucius)
“We need to learn to measure what is important, not to treat what we can measure as important.”
(inspired primarily by Steve McNamara)
“If you don’t know what port you are sailing to, no wind is favorable.”
“If you don’t know where you are going you will probably end up somewhere else.”
– Laurence Peter
“Life is a succession of lessons which must be lived to be understood.”
– Helen Keller
Cherie Carter-Scott’s Rules of Life (‘Rules for Being Human’)
You will receive a body. Whether you love it or hate it, it’s yours for life, so accept it. What counts is what’s inside.
You will be presented with lessons. Life is a constant learning experience, which every day provides opportunities for you to learn more. These lessons specific to you, and learning them is the key to discovering and fulfilling the meaning and relevance of your own life.
There are no mistakes, only lessons. Your development towards wisdom is a process of experimentation, trial and error, so its inevitable things will not always go to plan or turn out how you’d want. Compassion is the remedy for harsh judgement – of ourselves and others. Forgiveness is not only divine – it’s also the act of erasing an emotional debt. Behaving ethically, with integrity, and with humor – especially the ability to laugh at yourself and your own mishaps – are central to the perspective that “mistakes” are simply lessons we must learn.
The lesson is repeated until learned. Lessons repeat until learned. What manifest as problems and challenges, irritations and frustrations are more lessons – they will repeat until you see them as such and learn from them. Your own awareness and your ability to change are requisites of executing this rule. Also fundamental is the acceptance that you are not a victim of fate or circumstance – “causality” must be acknowledged; that is to say: things happen to you because of how you are and what you do. To blame anyone or anything else for your misfortunes is an escape and a denial; you yourself are responsible for you, and what happens to you. Patience is required – change doesn’t happen overnight, so give change time to happen.
Learning does not end. While you are alive there are always lessons to be learned. Surrender to the “rhythm of life”, don’t struggle against it. Commit to the process of constant learning and change – be humble enough to always acknowledge your own weaknesses, and be flexible enough to adapt from what you may be accustomed to, because rigidity will deny you the freedom of new possibilities.
“There” is no better than “here”. The other side of the hill may be greener than your own, but being there is not the key to endless happiness. Be grateful for and enjoy what you have, and where you are on your journey. Appreciate the abundance of what’s good in your life, rather than measure and collect things that do not actually lead to happiness. Living in the present helps you attain peace.
Others are only mirrors of you. You love or hate something about another person according to what love or hate about yourself. Be tolerant; accept others as they are, and strive for clarity of self-awareness; strive to truly understand and have an objective perception of your own self, your thoughts and feelings. Negative experiences are opportunities to heal the wounds that you carry. Support others, and by doing so you support yourself. Where you are unable to support others it is a sign that you are not adequately attending to your own needs.
What you make of your life is up to you. You have all the tools and resources you need. What you do with them is up to you. Take responsibility for yourself. Learn to let go when you cannot change things. Don’t get angry about things – bitter memories clutter your mind. Courage resides in all of us – use it when you need to do what’s right for you. We all possess a strong natural power and adventurous spirit, which you should draw on to embrace what lies ahead.
Your answers lie inside of you. Trust your instincts and your innermost feelings, whether you hear them as a little voice or a flash of inspiration. Listen to feelings as well as sounds. Look, listen, and trust. Draw on your natural inspiration.
You will forget all this at birth. We are all born with all of these capabilities – our early experiences lead us into a physical world, away from our spiritual selves, so that we become doubtful, cynical and lacking belief and confidence. The ten Rules are not commandments, they are universal truths that apply to us all. When you lose your way, call upon them. Have faith in the strength of your spirit. Aspire to be wise – wisdom the ultimate path of your life, and it knows no limits other than those you impose on yourself.