Personality and Behavior Focused Assessments

Generally speaking, all Personality Assessments measure an individual’s personal preferences regarding The Big Five personality traits. These traits have been studied for nearly 100 years and provide the basis for understanding the differences that personality brings to individuals and organizations.  While all Personality Assessments generally seek to shed light on each of these traits, how they do so is unique to the tool and appropriate for different  applications.

Behavior-based assessments like DiSC work by categorizing individuals into different behavioral styles based on their responses to a set of questions. DiSC specifically identifies four primary personality traits: Dominance, Influence, Steadiness, and Conscientiousness. By understanding these styles, organizations can enhance communication, improve team dynamics, and tailor leadership approaches to match individual motivations and working styles. This can lead to better conflict resolution, increased productivity, and more effective teamwork as people gain insights into their own behaviors and those of their colleagues, fostering a more cohesive and adaptive work environment.

Selecting a Personality Assessment does not have to be rocket-science.  The best way to understand which one you should leverage is to think about your goals and the purpose of doing the assessment.  In some cases, you are looking to help continue a language in your organization around personality and work styles.  In other cases, you may be interested in doing a deep-dive into personality for someone who has significant impact in your organization.  Contact us to learn more about the options we have and how they can best support you and your organization.

Personality and Behavior Focused Assessments can help shed light on behavioral and relational challenges in the workplace.  With that said, they are not intended to address under-performance.  It is important to ensure employees who are under-performing are given clear feedback and expectations for their role with a path for improvement.  We do not recommend using these assessments in cases of severe performance challenges.