How To Use Personality Assessments

Personality tests are beneficial to my work as a coach. I use personality assessments to get a picture of the client’s situation and evaluate where we need to begin. In organizations, personality tests could be used to assess a new hire’s fitness for a role. For example, if a hire is high in feeling and low on attention to detail, you may not want to put them into accounting. But if they lean toward facts, figures, and numbers, they could excel as a sales executive. Personality tests, however, can be a source of setbacks when misused.

In this episode, I discuss using personality assessments productively. First, I explain why wearing personality types like a badge of honor can be problematic and describe how I transitioned from an extrovert to an introvert. Next, I examine ways to improve access to parts of our personalities. Finally, I also highlight the use of personality tests as touchstones and underscore how personality assessments can help us expand our range and move outside our comfort zones.

“If you want to do something outside your comfort zone, don’t let the personality tests tell you you’re not this kind of person and you can’t do it. You can be whoever and whatever you want to be in this world.” - Mark Silverman.

This week on The Rising Leader Podcast:

●     Why adhering to personality tests can be problematic

●     The Enneagram test and how it helps to evaluate core motivations and fears

●     Fixed mindsets and how coaching helps to leverage strengths

●     What makes a leader

●     Using personality tests to expand your range and get out of your comfort zone

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