How Psychometric Testing Can Help You Build Stronger Teams

You may have heard about the use of personality tests, or psychometric testing, in business contexts in order to achieve a higher standard of management and team building. Today we’re going to look at what these tests measure and the ways that they can bring business benefits to your team.

Why study personality?
The theories of personality psychology may be interesting to read about, but more than this they can provide concrete advice on how to work more effectively. Psychometric testing can be used to give insights which enable people to gain self-understanding, letting them be more aware of their personality style and strengths and weaknesses. From this information, people can learn better strategies for interactions with others based on the specific needs of each personality type.

In a business context, psychometric testing can bring distinct benefits to your team. You can adapt your management style to bring out the best from each member of your team by finding the correct motivation and communication style for them. And by sharing the insights into personality that you gain with your team, they can interact with each other in a more effective and productive way as well.

Types of personality tests
As complicated as humans are, there are many different ways to measure and define personality. In academic contexts, personality is most frequently analyzed in terms of the degree to which a person displays the ‘big five’ personality traits: openness, conscientiousness, extroversion, agreeableness, and neuroticism. Another style of psychometric testing which is popular among the public and in some business contexts is the Myers-Briggs Type Indicator (MBTI) system, which is based on the theories of Carl Jung. The MBTI assigns personality to a pole from each of the dichotomies of sensing/intuition, feeling/thinking, introversion/extroversion, and perception/judging.

The Insights Discovery profile system that we use at Discover Yourself is also based on the work of Jung, but with greater detail than MBTI and with profiles that are optimized to provide information for management contexts. Each Insights profile will give concrete advice on communicating with, managing, and motivating the person, as well as information on how the person would manage others.

The benefits of personality testing
The advantage of personality testing is that it gives you a set of tools with which to think about yourself. Do you interact best working alone in a small team or do you thrive in a large group? Do you prefer a high level of organization with rigid structures, or are you more comfortable in a flexible situation where you can respond quickly to new information? Do you communicate most effectively in a written, visual, or oral form? These are the kinds of insights that you can clarify with personality testing.

When it comes to personality testing in business, the creation of a space in which people can express their preferences is a tremendous boon. Perhaps a team member finds phone calls stressful and would prefer to be emailed when possible. Or a manager likes to be looped in on all relevant emails by their staff, even if they are not directly involved in the discussion, so that they can maintain an overview of their team. In the work world there are rarely opportunities for members of teams to frankly discuss their personal preferences, and personality testing enables and supports these conversations to give your team confidence when interacting with each other.

Understanding personality test data
If you are considering using psychometric testing to gather information on your team, there are a few key issues to remember. Most important is the understanding that results from psychometric tests are descriptive, not prescriptive. This means that personality data can describe the ways in which a person will tend towards thinking and interacting with others, but does not provide strict rules about how a person will always behave. Each person is different, and while personality testing can be used for broad general information about personality types, individual differences will always be present. This means that personality tests should be used as guidelines and inspiration for experimentation with new communication styles, and not taken to represent a fundamental and unchangeable part of a person.

Further, psychometric tests like MBTI and Insights rely on people’s own judgment of themselves and their self-reporting of these judgments. Therefore the results will only be as accurate as a person’s honesty and self-insight. This is in some ways a strength of the format, as it stems from the belief that people know themselves best. But in some testing scenarios, there is also the opportunity for people to bring in the insights of their colleagues or friends to give them information on how they are perceived by others as well as how they perceive themselves, which can improve accuracy and the applicability of the test results.

Personality data and your team

Once you have personality data about your team, you can use this to optimize and improve your team interactions. Some people erroneously believe that there is one personality type that is best suited to business, or that a team needs to be made up of similar personalities in order to be successful. But this is not the case: a team benefits from a variety of personality types interacting. You can benefit from having both outgoing, social and communicative extroverts as well as thoughtful, interior-focused and introverted members for different tasks. As a manager you can assign roles based on differing strengths, such as assigning your extroverts to client management or networking tasks and assigning detail-oriented conceptual work that needs to be performed by one person to the more introverted members of your team.

Finally, consider the value of understanding not just personality types in isolation, but also knowing how these types will interact with other personality types. With detailed personality profiles like the Insight, you’ll see information on the opposite types of a given personality as well as advice on how that personality will interact with managers and with other colleagues. Being able to predict how your team members will interact with others will allow you to assign duties in a way that maximizes your team’s chances of success.

Find out more about psychometric testing and how personality data can help you to build a stronger team at Discover Yourself:

Primary Insights Type Reformer: How To Appreciate Them

Reformer 8-TypeEvery team and organization would benefit from having the Primary Insights Type Reformer on their team.  They keep standards and ethics high and make sure everyone else is on task as much as they are.  In this fourth blog of my series of the eight Primary Insights Types, I want to talk about the Reformer and how you can make sure they know their efforts are appreciated.

Having high standards of self and of others, the Reformer’s main goals are perfection and excellence.  Reformers thrive in an organized environment in which they have the freedom and space to do their job.  In a perfect world, Reformers would be given ample time to examine every avenue and consider multiple solutions to a problem.  This is necessary for them to know they have chosen the best option possible.  This tendency should be taken seriously as it’s their attention to detail that benefits companies and what makes their output something that makes money for everyone.  Be sure to recognize their hard work and perfection.  Though Reformers can’t help their drive for excellence, they know they work hard and will continue to happily put forth their best efforts if they are recognized and appreciated. 

Reformers not only have high expectations of themselves, but they also expect a lot out of others.  Great teammates would be other individuals who appreciate direction and prefer to work under pressure.  Not only can you count on Reformers to do things right and to perfection, you can count on them to do it ethically. 

Doesn’t this sound like the type of employee you want on your team?  By pairing Reformers up with the right people who will share the work load and recognizing their hard work, the Reformers in your organization will be long-time, loyal, and trusted employees.  To learn more about Reformers and how to make sure this Insights Type is valued in your organization, contact me, Scott Schwefel, as your keynote speaker at your next company event.  Follow me on Facebook, LinkedIn, and Twitter to stay connected and become notified of my new blog posts!

How To Relate To Fiery Red To Enhance Its Strengths

imagesWhen at its best, Fiery Red color energy really gets the job done, but when misunderstood, the Fiery Red color energy can be a difficult energy to get along with.  However, when understood, Fiery Red becomes an important ally, effective boss, and easy to interact with, in a get-things-done type of way.  Since we only have control over how we treat others and how we handle situations, in this post I’m going to talk about how to relate to the Fiery Red color energy to enhance its action oriented strengths.

Fiery Red is one of Insights four primary color energies, and when coupled with earth green as a person’s lowest color energy, it is also represented as the “Director”.  My next blog series will go into the depth of the Director, and all the other Insights Discovery 8 types.  Individuals with Fiery red energy make excellent project and team leaders, and tend to meet challenges head on.  Fiery Red appears more difficult to interact with when its bluntness is misinterpreted and taken personally.  Gain the respect of Fiery Red by standing up for yourself, staying confident, and being strong and direct.  Fiery Red lets you know where you stand with it; this energy wants to know where it stands with you.  Possessing extremely logical viewpoints, Fiery Red is an energy that feels let down and frustrated when statements aren’t frank and to the point.  However, frankness should never cross the line into destructiveness.  When interacting with Fiery Red, remember that it has a vulnerable side that it shies away from showing.  Gain Fiery Red’s trust with patience when arguing your points and allowing it to release its energy, even if release of that energy means loss of Fiery Red’s collaborative demeanor.  Working with Fiery Red in this matter will build a strong relationship with a mutual plane of trust.  Once trust is established, Fiery Red will know that your relationship is worth making compromises for and that your viewpoint is worth listening to.  A relationship with Fiery Red is valuable because you will have created an ally and teammate that knows how to get things done.

Every organization has a mixture of color energies.  When coworkers interact with each other in a constructive and understanding way, remarkable things are accomplished.  Instead of dissonance and butting heads, you will experience cohesiveness and efficiency.  By scheduling me, Scott Schwefel, as your keynote speaker, I will come to your group and address the difference of personalities in a truthful, fun, and easy to understand way.  Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!