F E AT U R E
SMART TOOLS for SMARTER TEAMS
When used properly, workplace personality tests can positively impact culture, teamwork, and your company’s bottom line. By Randy Krebs
L
ooking to improve team dynamics or communication in your workplace? Need to address some office tensions? Improve retention? Grow your own leaders? Maybe grow your own leadership skills? Oh, and tackle one, some, or all of these things while keeping your business humming? While that may seem like a tall order, there are tools available that can help. From workplace personality profiles
38
to competency-based skill assessments, these types of tools – when administered by trained consultants who know your objectives – can make powerful, positive differences. Not just for individuals at any stage of their career, but for most any business or organization. The keys are determining what exactly you want to achieve, selecting an appropriate tool (or model), and making the necessary investments to achieve your desired results.
BusinessCentral Magazine.com // J U LY/ A U G U S T 2 0 2 4
WHAT’S OUT THERE?
Because workplace personality profiles and talent assessments have been around for decades, there is no shortage of models from which to choose. A few of the better known models include Myers-Briggs (MBTI), Emotional Intelligence Quotient (EQi 2.0), Gallup’s CliftonStrengths, DiSC, Hogan Assessments, BigFive, and Korn Ferry, but there are dozens more available.
In general, personality profiles tend to focus on characteristics and behaviors and how those show up in a workplace. Skill assessments are more tailored to a specific person, business or industry; they focus largely on skill development and competency. “Because there is such a wide variety of assessments available, it’s important to understand what outcome you are trying to drive,” Jennifer Roelke said. Roelke is founder and coach