In the battle for talent, how do you identify people who are likely to exhibit the qualities you want? How do you do the same with your existing employees? Assessments? Reviews? Rorschach Tests?
Many of us have been part of organizations that sought to understand the strengths and weaknesses of their staff by utilizing personality tests and skill assessments. They’ve been around for a long time. In fact, the first modern personality test was applied by the US Army in the early 1900s to identify soldiers that may be susceptible to shell shock.
Fast-forward a hundred years and a quick Google search reveals the dozens of tests, frameworks, metamodels, questionnaires, and the like, which all purport to assist people in understanding each other.
Whether it is Myers-Briggs, DISC, True Colors, 16PF, Winslow Personality Test, PCM, the Five Factor Model or any of a few dozen other tests and assessments, the question I had was simple: is any of this useful?
Along with Oliver Cronk, Whynde Kuehn and special guest Andrew Tanner, we delve into that question and attempt to see how practitioners or consultancies might apply the various models.
Andrew is an Organization Development and Change expert who’s practiced in the field for over 20 years through his firm, Summerhill Consulting, and is currently the head of Learning and Development for PCF Bank in the UK.
In this episode:
- Why do organizations use these tools?
- How are they typically used?
- How effective are they?
- Why would a consultant want to understand their personality type?
- What do these tools tell us about the skills needed for consulting?
Add your thoughts to the conversation on LinkedIn or YouTube.
Be sure to sign up for email updates whenever we post new content. It’s right over there on the right hand side of the page >>>>>
You can also like and subscribe on the YouTube Channel (and you should!)
