Give a Gift Worth Giving…2

2017-01-16-13-18-43

People-development converts payroll costs to asset-investment

Post 2: Eric reminded the group that they would collect comments* in 4 areas as they explored each of the eleven self-assessment tools : 1:the core differences assessed in each tool; 2:formats offered by each tool as personalized results; 3:business applications experienced with the tool; and 4:aspects that had caused them to hesitate to use the tool.

The four personality assessment tools brought much interest from all corners of the conference room.

Core Differences Assessed in each tool:

Myers Briggs Type Indicator: “From eight functions, it assesses combinations of four individual preferences used in decision-making, interaction and activity style.”

Birkman, Reaching Further: “Assesses individual interests and the development of nine behaviors, measuring the extremity of the person’s usual behaviors, the environments needed to maintain those behaviors, and the responses expected when those needs are not met.”

DiSC Dimensions of Behavior: “Assesses general combinations of four behavioral emphases.”

StrengthsFinder Reports: “Identifies five of the possibly strongest of 34 talents that impact the way one contributes to the world.”

Personalized Results-Format available with each tool:

MBTI:

  • “Hundreds of tools have been published and posted to interpret common aspects of all eight functions, four preferences and sixteen types.”
  • “Customization of the formatted results is dependent on consultant quality and employee needs.”

Birkman:

  • “Standard report formats the assessor’s strongest behavioral emphases, activity interests, combined results visualized by intensity in relation to others, narrative of strengths, career alignments, and nine usual behaviors with needs and stress responses each described and charted on a 1-99 scale.”
  • “Basic narrative formats are available for novice use or when need is not robust.”
  • “Result-formats are customizable per individual or group need by consultants.”

DiSC:

  • “The concrete foundation of the identified differences has been used by many practitioners to build specialized learning aligned to the four behavioral emphases.”
  • “The simplified assessment results are easily adapted by novices to quickly demonstrate or identify key differences in individuals.”

StrengthsFinder:

  • “Most reports include a description of the typical traits of people who perform well in each of the five themes identified for the individual.”
  • “Some reports go more in-depth with a list of actions one might take to incorporate that theme into their work or life and quotes from others identified as strong in the theme.”
Business Application experienced with each tool:

MBTI:

  • “Makes it simple for teams to understand why others behave uniquely, to identify gaps and strengths in their group interactions and to determine how function and execution can be improved by this awareness.”
  • “One of most highly used personality tools in strengthening personal relationships. This becomes a value bonus to my employees as they recognize it applies to all aspects of their lives.”

Birkman:

  • “Mapping a teams’ interests, usual behaviors, needs and stress responses can lay the foundation for relational and practical discussions in a safe environment.”
  • “We’ve seen whole groups respond to creatively provide ways for one employee to perform more consistently after they shared their need with the team.”
  • “This assessment has rich resources for understanding how to lead, follow or coach another individual who has also taken the Birkman.”

DiSC:

  • “Occupations with strong common dynamics, like sales professionals, find easily recognizable distinctions to apply to repeatable skill practices.”
  • “The simplicity of these distinguishers allows large groups to quickly self-identify differences so a facilitator can lead activities using natural diversities.”

StrengthsFinder:

  • “Much effort will always be involved in performance improvement; this offers a fresh way to approach improvement without facing the disappointment of failure.”
  • “Work is now available aligning the 34 strengths to four common leadership needs: execution, influence, relationship building and strategic thinking.”
Hesitancies with each tool:

MBTI:

  • “The scores of copies and imitations tend toward armchair psychology….  Choose a professional to deliver the genuine article so it is valued even when compared to the faux versions available at discount pricing.”
  • “There are legal restrictions regarding how professionals may use this tool; the restrictions can require minor logistical and application coordination.”
  • “Labeling can harm a culture when the nuances of ‘type’ are either disregarded or applied equally to everyone.”

Birkman:

  • “I was thrilled to learn a more narrative, and budget-friendly, option is now available for those interested in the general descriptions without digging into the data-detail behind them.”
  • “Though new, clearer language is being launched, historically the complexity of this tool has overwhelmed the understanding and full application of its value for many.”
  • “Labeling everyone can harm a culture when the value of unique contribution becomes disrespected.”

DiSC:

  • “Every time I’ve taken this I’ve gotten a different result.  So it seems to be more of a reflection of how I’m adjusting than a description of my static personality.”
  • “I’ve seen this used as a hiring tool by some pretty lazy leaders; but maybe that is saving the applicants they disqualify from the hassle of working for them.”

StrengthsFinder:

  • “It was created by Gallup… good use of statistics, but it doesn’t ensure the strong actions reported by the assessor result in true strengths.  The truth is discovered in the follow-up.”
  • “Few of the reports actually list the 34 themes…. That’s kind of a disappointment because the natural tendency is to want to peek at what was not listed as a strength.”

*All content in this blog series is based on user-perception.

Reality:  People are energized when they see themselves … in the mirror … in a picture …on a list … in a personality description.  When they recognize their own realities and gain respect for their contributions, it can energize new zeal and determination.

 FOLLOW US & don’t miss the next PEPPERBOX blog: Discover one self-assessment tool that ensures an accurate reflection of what the individual perceives as reality by allowing them to directly control the results.

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