7 Ways to Apply Personality Test Results at Work: A Practical Guide
Personality tests offer a structured way to understand team dynamics, improve relationships, and maximize productivity. They provide valuable insights into individual strengths, communication preferences, and behavioral tendencies. Tools like the DISC Assessment help teams identify behavioral styles and enhance collaboration. The Big Five Personality Test offers a comprehensive analysis of traits such as openness, conscientiousness, extraversion, agreeableness, and neuroticism. While the MBTI is widely recognized, personality-quizzes.com provides a comprehensive version focused on the workplace.
This guide outlines seven practical ways to leverage results from these assessments to create a more collaborative, efficient, and positive work environment. It’s important to use these tools for growth and understanding, not as definitive labels. By embracing the insights from these personality tests, organizations can build stronger teams, develop more effective leaders, and support individual career development.
Ready to apply these insights? Explore our personality quizzes and tests to implement these assessments today.
Quick Overview of Methods
Here's a quick overview of the strategies we'll be discussing:
| Strategy | Key Benefit |
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Assign Tasks Based on Strengths
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Boost efficiency and engagement by leveraging individual strengths.
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Address and Resolve Conflicts
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Turn disagreements into opportunities for growth and understanding.
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Improve Team Communication
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Tailor interactions for better understanding and collaboration.
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Strengthen Leadership Skills
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Build adaptable, people-focused leaders who can motivate diverse teams.
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Match Roles to the Right People
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Ensure better job-person fit, leading to increased satisfaction and productivity.
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Build Stronger Team Collaboration
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Create cohesive, effective teams that leverage diverse working styles.
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Create Personalized Growth Plans
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Support individual development and align personal goals with organizational objectives.
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Now, let's dive into each of these strategies in more detail.
1. Assign Tasks Based on Strengths: Matching Roles to Individual Talents
Leveraging personality test results can significantly improve how tasks are assigned within teams. By understanding individual strengths and preferences, managers can create more efficient and engaging work environments. Assessments like DISC, MBTI, and the increasingly popular Strengths Finder assessment provide valuable insights into these areas. For example, DISC highlights whether someone thrives in analytical or people-focused roles, while MBTI sheds light on how individuals process information and approach decisions (McCrae & Costa, 1987). StrengthsFinder helps individuals identify their top talents and learn how to develop them into strengths.
Aligning Personality Traits with Tasks
Here's a breakdown of how personality traits can align with specific tasks for optimal performance:
| Personality Trait | Best-Suited Tasks | Why It Works |
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Analytical (DISC-C)
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Their meticulous nature and focus on details ensures precision and accuracy.
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Influencing (DISC-I)
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Strong communication and interpersonal skills drive results and build relationships.
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Steady (DISC-S)
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A consistent and reliable approach ensures stability and follow-through.
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Dominant (DISC-D)
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Their goal-oriented mindset and assertiveness deliver outcomes and drive progress.
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Introverted (MBTI)
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Their ability to focus deeply and work independently leads to high-quality output.
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Extroverted (MBTI)
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Their energy and enthusiasm are contagious and effective in social settings.
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High in Openness (Big Five)
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Their curiosity and willingness to explore new ideas fosters creativity.
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Real-World Example
A tech startup implemented this approach and found that introverted team members, as identified by the MBTI, excelled in backend development and data analysis, where they could focus deeply without constant interruptions. Meanwhile, extroverted employees thrived in client-facing roles, leveraging their energy and enthusiasm to build strong relationships (Chamorro-Premuzic, 2017).
Implementing Strengths-Based Task Assignment
To make this work effectively, follow these steps:
Assess: Have team members take personality assessments like DISC, MBTI, or the Strengths Finder assessment
Analyze: Review current roles and responsibilities within the team. Identify tasks that align with each individual's strengths.
Adjust: Reassign tasks based on the insights gained from the assessments.
Observe: Monitor team performance and individual satisfaction after making adjustments.
Feedback: Gather regular feedback from team members to ensure task assignments remain aligned with evolving strengths and needs.
"Using personality instruments enables professionals to reach employees at a variety of experience and professional levels in a simple yet comprehensive way." (source needed - ideally find a quote that supports personality assessments generally)
By assigning tasks based on strengths, organizations can enhance productivity, increase job satisfaction, and foster a more engaged workforce.
2. Address and Resolve Conflicts: Turning Disagreements into Opportunities
Conflict is an inevitable part of any workplace. However, using personality insights from tools like DISC, MBTI, and StrengthsFinder can help teams navigate these challenges more effectively. These assessments reveal how different personalities approach and respond to conflict, making it easier to create resolution strategies that boost teamwork and productivity.
Understanding Conflict Styles
Different personality types tend to react to conflict in distinct ways. Here's a snapshot of how DISC profiles typically handle conflicts:
| DISC Profile | Conflict Style | Best Resolution Approach |
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Dominance (D)
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Direct, assertive, goal-focused. May become confrontational when challenged.
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Influence (I)
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Emotional, relationship-oriented. May become overly expressive or defensive.
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Steadiness (S)
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Cooperative, harmony-seeking. Tends to avoid conflict and may suppress their needs.
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Conscientiousness (C)
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Analytical, detail-oriented. May become overly critical or rigid during conflict.
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Tailoring Communication During Conflicts
When disagreements arise, adjust your communication style to match the personality of those involved. For example:
High-D Individuals: Prefer straightforward, solution-focused discussions. Be direct, avoid beating around the bush, and focus on resolving the issue efficiently (Thomas, 1976).
High-I Individuals: Respond well to approaches that acknowledge their feelings and maintain a positive tone. Engage in open dialogue and look for collaborative solutions.
High-S Individuals: Need a more empathetic approach and time to process. Create a safe space for them to express their concerns without feeling pressured.
High-C Individuals: Appreciate a logical and data-driven approach. Present facts clearly and provide detailed explanations to address their concerns.
Turning Differences into Strengths
Instead of seeing personality clashes as barriers, view them as chances to approach problems from different perspectives. Teams that recognize and value these differences can turn conflicts into meaningful conversations that lead to creative solutions (De Dreu & Weingart, 2003). For example, a conflict between a high-D and a high-C individual might initially seem like a clash between a "big picture" thinker and a "detail-oriented" person. However, by understanding their different perspectives, the team can leverage the D's drive for results and the C's focus on accuracy to develop a solution that is both innovative and well-executed.
Adapting Resolution Strategies
When mediating conflicts, managers should use personality profiles as a guide to adjust their approach. Focus on shared goals and adapt communication styles to address individual needs. This can turn disagreements into opportunities for growth and teamwork.
Practical Steps for Conflict Resolution:
Identify: Use DISC, MBTI or the Strengths Finder assessments to understand each team member's conflict style.
Adapt: Tailor your communication and resolution strategies to fit the personality types involved.
Mediate: Facilitate discussions that focus on common goals and leverage individual strengths. Encourage active listening and empathy.
Follow Up: Ensure that solutions are implemented and that team members feel heard and valued. Regularly check in to address any lingering concerns.
While personality assessments are helpful, they're only part of the puzzle. Use them as one tool among many, and avoid making assumptions about individuals based solely on their profiles.
3. Improve Communication Among Teams: Tailoring Interactions for Better Understanding
Understanding personality test results can reshape how teams communicate by offering insights into individual preferences and behaviors. This builds on earlier discussions about task alignment and conflict resolution. By tailoring communication methods to fit different personality types, teams can enhance collaboration, reduce misunderstandings, and work together more effectively.
Communication Styles Based on DISC Profiles
Different personality types have unique communication preferences. Here's a quick breakdown aligned with the DISC model:
| Communication Style | Preferences | Best Approach |
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Direct (D)
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Short, results-driven updates. Prefers directness and efficiency.
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Interactive (I)
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Engaging, social interactions. Values enthusiasm and relationship-building.
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Supportive (S)
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Calm, steady conversations. Appreciates a patient and supportive approach.
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Detailed (C)
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Structured, data-heavy exchanges. Values accuracy and thoroughness.
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Adapting Strategies to Fit Personality Types
Tailor communication methods to align with DISC profiles. For instance:
High-C individuals appreciate detailed written instructions and well-researched data. They prefer communication that is thorough and accurate.
High-I personalities thrive in dynamic, interactive discussions where they can share ideas and engage with others.
High-D personalities prefer concise, results-oriented communication. They appreciate brevity and a focus on the bottom line.
High-S personalities value a calm, supportive approach. They prefer clear, consistent communication and appreciate a steady, predictable environment.
In virtual settings, high-D personalities prefer quick, focused video calls, while high-C types benefit from comprehensive written communication (Thompson &টারি, 2020).
Bridging Gaps Between Teams
Departments like marketing (often high-I) and technical teams (commonly high-C) can improve collaboration by adjusting their communication styles. Recognizing and respecting these differences leads to better teamwork and project results (Hirsh & Hirsh, 2003). For example, a marketing team might present their ideas with enthusiasm and big-picture concepts, while a technical team might respond better to a detailed, data-driven proposal.
Practical Tips for Better Team Communication
Create communication maps: To outline team preferences. This visual tool can help team members understand each other's styles and adapt accordingly.
Encourage team members to share: How they like to communicate. Openly discussing communication preferences can foster a more understanding and adaptable team environment.
Schedule regular check-ins: To address communication challenges. Regular check-ins provide an opportunity to discuss what's working well and what needs improvement.
Adjust communication methods: Based on personality insights. Use a variety of communication channels and styles to accommodate different preferences.
The goal is to create a more flexible and understanding communication environment. This not only boosts efficiency but also strengthens team collaboration, setting the stage for the next strategy. By implementing these strategies, organizations can create a workplace where diverse communication styles are valued and leveraged for success.
4. Strengthen Leadership Skills: Building Adaptable, People-Focused Leaders
Personality assessments offer practical insights that help refine leadership approaches and improve team management. By understanding how different personality types shape leadership styles, managers can create strategies that resonate more effectively with their teams.
Leadership Styles and Development
DISC profiles reveal key tendencies in leadership styles, such as a high-D leader's focus on achieving results or a high-S leader's emphasis on maintaining team harmony. Each style comes with its own strengths and areas to work on:
| Leadership Style | Strengths | Areas to Improve |
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Dominant (D)
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Influential (I)
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Steady (S)
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Conscientious (C)
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Adjusting to Team Dynamics
Great leaders adapt their methods to suit the unique makeup of their teams. For instance:
Offer clear and structured project details to high-C team members, providing them with the information they need to feel confident and perform at their best.
Encourage creative input and brainstorming with high-I individuals, allowing them to leverage their natural enthusiasm and innovative ideas.
Balance data-driven approaches with emotional awareness to address diverse needs, recognizing that a one-size-fits-all approach rarely works.
Practical Steps for Growth
Personality assessments can pinpoint areas for improvement, such as assertiveness for high-S leaders or active listening for high-D leaders (Costa & McCrae, 1992). To put these insights into practice:
Use tools like DISC, MBTI, or Strengths Finder: To identify your leadership style and strengths.
Map out your team's personality profiles: To understand their dynamics and individual needs.
Tailor leadership strategies: To align with each team member's preferences, creating a more supportive and motivating environment.
Schedule regular feedback sessions: To assess your leadership impact and refine your approach, ensuring continuous improvement.
These assessments are not rigid rules but helpful guides. The aim is to create leadership strategies that are flexible while staying true to your personal management style. By leveraging personality insights, leaders can enhance their effectiveness, build stronger teams, and foster a more positive and productive workplace.
5. Match Roles to the Right People: Ensuring Better Job-Person Fit
Understanding how individuals work best can help organizations make smarter choices about assigning roles and building teams. By aligning roles with personality traits, companies can boost productivity, increase job satisfaction, and reduce turnover.
Behavioral Styles and Role Fit
The DISC assessment helps identify how personality traits align with workplace roles. Here's how different behavioral styles might fit into various roles:
| Behavioral Style | Best-Suited Roles | Key Strengths | Potential Challenges |
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Dominant (D)
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Influential (I)
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Steady (S)
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Conscientious (C)
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Aligning Roles with Personality
Using personality insights, organizations can better match individuals to roles. For instance, assigning a high-Steadiness person to a fast-changing environment could lead to stress and lower productivity (Furnham, 2008). Conversely, placing a high-Dominance individual in a role that requires meticulous attention to detail might lead to frustration and inefficiency.
Here's how to align roles with personality:
Assessment: Use personality assessments like DISC, MBTI, or the StrengthsFinder assessment to understand individual profiles.
Analysis: Identify the key behavioral requirements of each role within your organization.
Matching: Match individuals to roles that align with their natural strengths and preferences.
Flexibility: Recognize that individuals can adapt and grow. Provide opportunities for employees to develop new skills and take on different roles over time.
Tracking Success
To measure how well roles are aligned, monitor:
Employee happiness: Conduct regular surveys and check-ins to gauge job satisfaction.
Team output: Track team performance metrics to see if productivity has improved.
Staff retention: Monitor turnover rates, particularly in roles where you've made adjustments based on personality insights.
Personal productivity: Observe individual performance to see if employees are thriving in their roles.
Things to Keep in Mind
Personality assessments are just one piece of the puzzle. Skills, experience, career aspirations, team needs, and project demands should also guide decisions. Don't rely solely on assessment results when making role assignments.
Regular feedback helps ensure people thrive in their roles. Create a culture of open communication where employees can provide feedback on their role fit and discuss any challenges they face.
Dynamic Assignments: Recognize that roles and individuals can change over time. Be prepared to adjust assignments as needed to maintain alignment.
When job responsibilities play to individual strengths, teams work more smoothly, and collaboration improves. This creates a stronger and more effective workplace.
6. Build Stronger Team Collaboration: Creating Cohesive, Effective Teams
Collaboration goes beyond just aligning tasks and improving communication. It's about bringing together different strengths and working styles to achieve shared goals. When team members understand and respect each other's unique approaches, teamwork becomes more productive and intentional.
Understanding Diverse Working Styles
Teams perform better when they embrace a mix of working styles. Each personality type brings something distinct to the table, shaping how the group functions as a whole. Recognizing and valuing this diversity is key to building a strong, collaborative team.
How Different Personalities Communicate
Each personality type has its own way of communicating and collaborating effectively:
| Personality Style | Preferred Communication | Best Team Approach |
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Extroverted (MBTI)
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Introverted (MBTI)
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Task-focused (High D/C)
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People-focused (High I/S)
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Making Collaboration Work
Here are some ways to improve collaboration using personality insights:
Complementary Pairings: Pair team members with complementary strengths. For example, match detail-oriented thinkers (High C in DISC) with big-picture planners (High I in DISC or Intuitive in MBTI) to create a balance between vision and execution.
Varied Communication: Offer both verbal and written communication options to suit everyone's preferences. This might involve using a mix of team meetings, email updates, and project management software.
Personality-Based Team Building: Plan team-building activities based on personality traits. For instance, organize problem-solving challenges for analytical types or social events for extraverted team members.
Open Dialogue: Encourage team members to share their personality insights and communication preferences with each other. This fosters mutual understanding and respect.
Tracking Collaboration Progress
To see if your efforts are paying off, try these methods:
Gather Feedback: Regularly solicit feedback from team members on their collaboration experiences. Use surveys, one-on-one conversations, or team meetings to collect this information.
Monitor Performance: Track team performance metrics, such as project completion rates, quality of work, and efficiency. Look for improvements in these areas as a result of your efforts.
Assess Communication: Use surveys or observation to assess the effectiveness of communication within the team. Identify areas where communication breakdowns are occurring and address them using personality insights.
Conflict Resolution: Track how conflicts are resolved within the team. Are conflicts being addressed more constructively and efficiently?
Many employees participate in personality assessments as part of their professional development (SHRM, 2018). These insights help teams work better together while also supporting individual growth. By tailoring your approach to fit the needs of each person, you can create a more cohesive and effective team.
7. Create Individual Growth Plans: Supporting Personal and Organizational Goals
Personality test results can help create tailored development plans that align with an individual's strengths, weaknesses, and career aspirations. By understanding behavioral patterns, managers can design strategies that not only support personal growth but also align with the company's objectives.
Using Assessment Insights
Different personality assessments focus on various aspects of professional development:
DISC Profiles: Highlight communication styles, leadership tendencies, and how individuals respond to different work environments.
MBTI Results: Offer insights into decision-making habits, team interactions, and preferred learning styles.
Strengths Finder: Identifies an individual's top talents and provides guidance on how to develop them into strengths. This assessment can be particularly helpful in identifying areas where individuals can excel and make significant contributions.
Creating Targeted Plans
To build effective growth plans, combine personality insights with performance data and employee feedback. For instance, individuals with high-D traits in DISC assessments often thrive in strategic leadership roles. These plans can focus on enhancing their natural decision-making skills while encouraging collaboration (Geier, 1967).
Here's a step-by-step approach:
Assessment: Have employees take personality assessments to identify their strengths, weaknesses, and preferences.
Analysis: Review the assessment results along with performance reviews, 360-degree feedback, and the employee's own career aspirations.
Goal Setting: Collaboratively set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) that align with both the individual's strengths and the organization's needs.
Development Activities: Identify specific activities that will support the individual's growth. This might include training programs, mentorship opportunities, job rotations, or special projects.
Regular Check-ins: Schedule regular meetings to monitor progress, provide support, and adjust the plan as needed.
Putting Growth Strategies into Action
Regular feedback is key to keeping growth plans relevant and effective. Schedule consistent check-ins to monitor progress and tweak activities as needed. For example, many companies have successfully used personality assessments to shape development programs. This approach improved team communication and boosted operational efficiency (McCrae & Costa, 1987).
Tips for Success:
Involve employees in the planning process: Ensure they have a voice in setting their own goals and identifying development opportunities.
Use reliable assessment tools: Choose well-validated assessments like those offered at www.personality-quizzes.com.
Offer specific, actionable feedback: Provide feedback that is directly tied to the individual's personality insights and development goals.
Regularly review and adjust goals: Be prepared to modify plans based on progress, changing circumstances, and new insights.
Personality assessments should be seen as helpful tools, not final verdicts. By leveraging these insights, organizations can create personalized plans that help employees succeed, fostering a more productive and collaborative work environment.
Conclusion: Transforming the Workplace with Personality Insights
Personality tests have become valuable tools for improving workplace relationships and boosting organizational performance. When used effectively, they can lead to noticeable improvements in various aspects of work life, benefiting both individuals and teams. These assessments help teams better understand behavioral differences, making communication smoother and collaboration more effective.
The strategies discussed earlier show how personality tests can be seamlessly integrated into daily workplace routines to deliver real results. By applying these insights, organizations can create a more positive, productive, and engaging work environment.
Beyond improving teamwork, personality tests serve as a starting point for creating tailored development plans. They allow organizations to support employees at different career stages while encouraging professional growth.
It's important to remember that personality tests are tools, not definitive answers. They work best when combined with feedback and development strategies. Through using these insights thoughtfully, organizations can improve productivity while cultivating a culture of growth and collaboration.
To get the most out of personality assessments, consider seeking guidance from experts or using professional resources to implement these tools effectively. This approach often leads to stronger teams, better leadership, and happier employees.
FAQs
Here are answers to some common questions about using personality tests in the workplace, along with practical strategies to make the most of them.
How to use personality tests in the workplace?
Personality tests can be a helpful tool when applied thoughtfully. Follow these steps to get the best results:
Pick the right assessment: Choose a well-regarded test like MBTI, DISC, Big Five, or StrengthsFinder, depending on your objectives. Each test offers unique insights into different aspects of personality.
Be transparent about the purpose: Clearly explain why the test is being used to ease concerns and encourage participation. Emphasize that the goal is to foster understanding and collaboration, not to label or judge individuals.
Frame results positively: Present findings as opportunities for personal and professional growth, not as limitations. Encourage individuals to focus on their strengths and identify areas where they can develop.
Put the results to work: Use the insights to shape team structures, improve communication, guide leadership development, and create personalized growth plans.
Combine with other tools: Keep in mind that personality tests should enhance - not replace - other workplace tools like performance reviews, 360-degree feedback, and skills assessments.
How to use personality tests for team building?
When used strategically, personality tests can improve how teams function. Here's how to make them work for team building:
Identify team strengths: Use the results to create well-rounded teams by balancing different skills and working styles. For example, combine individuals with complementary DISC or MBTI profiles to ensure a mix of strengths.
Enhance communication: Help team members adjust how they interact based on personality insights. Use the communication tips provided earlier in this article to facilitate better understanding.
Encourage growth: Treat the assessments as a starting point for development rather than fixed labels. Regular feedback and team-building activities can reinforce positive changes.
Facilitate team workshops: Conduct workshops where team members can share their results, discuss their strengths and weaknesses, and learn how to work together more effectively.
For the best outcomes, pair personality assessments with other tools and regular feedback. This approach strengthens teamwork while supporting individual development. Remember, these tests are meant to guide collaboration, not define it. When used thoughtfully, they can improve both team dynamics and overall workplace harmony.
References:
Chamorro-Premuzic, T. (2017). The Talent Delusion: Why Data, Not Intuition, Is the Key to Unlocking Human Potential. Piatkus.
De Dreu, C. K., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: a meta-analysis. Journal of applied psychology, 88(4), 741.
Furnham, A. (2008). Personality and intelligence at work: Exploring and explaining individual differences at work. Routledge.
Geier, J. G. (1967). Personal Profile System. Performax International, Inc.
Hirsh, S. K., & Hirsh, E. W. (2003). Introduction to type and teams. CPP.
McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of personality and Social Psychology, 52(1), 81.
SHRM. (2018). Talent Assessment: A Strategic Imperative. Society for Human Resource Management.
Thomas, K. W. (1976). Conflict and conflict management. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 889-935). Rand McNally.
Thompson, H. L., &টারি, B. (2020). The Stress Effect: Why Smart Leaders Make Dumb Decisions—And What to Do About It. Jossey-Bass.
