I’m a huge advocate of using personality assessments (sometimes called “profiles” or “instruments”) for professional development, if the circumstances are right and the tool being used is appropriate for the situation. That’s a significant “if.” Often, I encounter overly enthusiastic executives who want to use a particular assessment with their team because they personally favor that instrument. In many cases, that’s a fine decision, but there are times when the assessment simply isn’t a good fit.
My latest Smartblog on Leadership post gives tips for what leaders (and their HR managers) should consider prior to using assessments with their team members. You can read it here: 4 questions all leaders should ask before using a personality assessment with their team.
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