Are you using personality tests correctly?

Personality colors from Insights© and DISC© derived from Jung’s research, personality dimensions from Atman© and MPO©, success predictors from Predictive Success© , does that mean anything to you?

You are asked to follow training, to know the most fashionable, the simplest, the most valid models, to become certified on one, to become certified on the other. Prolific researchers create models and write very interesting books on narcissistic personalities, types of sales representatives, generations BB, X,Y,Z, and different forms, styles and types of leadership.  We are entitled to ask ourselves: does one model work better than another? Why are there so many models?

The answer lies in its usage; the truth. Do you test and follow training on these models to become more knowledgeable and more educated? Or if you educate yourself to become more competent?

First ask yourself if you are actually using the model you know best. Currently, in your exercise of leadership, and in your decision-making process, do you use your knowledge of personality models? Are you taking advantage of the lessons learned by researchers to create extraordinary synergies in your teams?

Otherwise, you’re missing out. In other words, you fail. You invest in learning (that’s good!) but you don’t become competent. I will ask you: why not? You will perhaps answer me: there are too many models, or where to start? (If the answer is I don’t know, ask yourself why you are doing training in the first place).

My advice today is about how useful your knowledge is. What distinguishes a good leader from another is their ability to put into practice his/her knowledge and the values ​​he/she preaches. Instead of throwing yourself into psychometric tests and personality tests, take a model and master it thoroughly. Be careful not to over-generalize or over-stereotype. Start by internalizing the model into your daily practice. Use the language of the model with your teams, explain how the model influences you, and how it generates more harmony. When you adapt to your interlocutor to facilitate communications despite differences between individuals, you reduce conflict, friction and discomfort, and you create more peace, serenity and pleasure. (Hey, it looks like the wishes of a manager on his Christmas list…)

The model you choose must fit your organizational culture, or the one you wish to develop. The model should help you develop your EQ (emotional intelligence), so that you become competent, and not just knowledgeable. Once your first model has been mastered and applied, you can branch out and become even more emotionally intelligent. A resolution for 2021?

Want to explore a model in more depth? Contact us to receive support from a certified expert!

Author

Julie Tardif

Sales Director, Co-founder & Partner

Approved speaker and trainer

Human resources consultant


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