Interestingly, here we can see the bias not towards Avoidance, but towards Accommodating. With a group high on Determination but low on Confrontation, this may be the only way conflicts are resolved, but will everybody really get what they want? As well as Generalists you can see here that there are Developers and Entrepreneurs too. Entrepreneurs are low on Affection and strong on Will; Developers are the opposite, and as such we can quickly identify where tensions — or advantages — could arise.
Data such as this can be used to pinpoint areas of organisation excellence and improvement. The insights from personality profiling help organisations to see the things in their culture that help and hinder them. They can identify the missing gaps where they may need to hire someone to fill them or where they may need your current people to flex to bridge the gaps.
However, the downside means you might avoid giving each other unpalatable or negative feedback, or struggle to manage some of your more difficult people — both things you need to do to make your business successful.
Data and insights into your people allow for these gaps to be revealed and sets you on the path to boosting your business. There may even be people who have had a bad experience of workplace personality testing in the past. All this means that you need to be careful about how you communicate the how and why of personality profiling in your organisation.
Different people will experience different levels of anxiety about having a spotlight placed on their personality. This means some people will need more detail around the rationale and more reassurance about what it means, and you need to be prepared for this.
Facet5 helps to promote an open, sharing culture within your organisation. Personality profiling provides organisations with insights that helps them to understand their people in a whole variety of ways and in different situations; from how they prefer to learn, work, interact and lead, to what motivates them, and how they respond to change. It is not about putting people in confined boxes based on their personality. By shining a light on the personalities of the people in your organisation, you provoke and empower them to become more effective, more engaged, and happier in their work.
Looking at the profiles of everyone in your organisation as a whole reveals where your collective personalities can help and hinder you. Facet5 is specifically designed for the workplace, and based on sound theory recognised by the British Psychological Society BPS. Its clear and easily understandable results provide the insights and data required to help you understand your people in a whole variety of different ways, and in different situations.
This can have significant benefits for the overall performance of individuals, teams and your organisation as a whole. Introduce what will be covered in the eBook.
Introduce challenges - selecting the right candidate for the role, team and culture, and their smooth integration into the business. Introduce challenges - developing effective teams and strengthening working relationships How personality testing can help:.
Introduce challenges - identifying leaders, leadership development, building more effective teams through leadership. Introduce challenges - maintaining staff well-being and a positive workplace culture, and managing and supporting employees through change. Introduce challenges - everyone not being on the same page, workplace conflict, need support with change, developing a feedback culture. Beyond the Personality Test. Beyond the Personality Test Harness the full potential of your people with personality profiling.
Introduction Facet5 personality profiling Personality profiling mistakes to avoid Solving real business problems with facet5 Predicting behavioural patterns with facet5 data Ready to implement facet5?
Some of these common mistakes include: Putting a label on people Personality profiling helps people become both self-aware and aware of how others around them think, feel and act. Beyond the Personality Test How to use psychometric testing in the workplace to harness the full potential of your people. Not just a personality test. Not about putting people in boxes.
Benefits go beyond simply understanding strengths and weaknesses. Applying psychometric testing to the entire employee lifecycle. Psychometric testing enables effective decision-making at all stages of the employee lifecycle. Selecting and integrating new talent Introduce challenges - selecting the right candidate for the role, team and culture, and their smooth integration into the business How personality testing can help: Supporting effective recruitment and selection Understanding what the ideal candidate looks like the competencies required and how potential candidates match that profile Establishing fit within the team and culture Understanding how well a candidate will work with other team members, and how well they will fit with cultural values.
Matching them with a line manager based on personality Integrating new recruits Understanding competencies - what training will they need? Understanding preferences - what opportunities will motivate them? Driving collaboration and teamwork Introduce challenges - developing effective teams and strengthening working relationships How personality testing can help: Raising self-awareness Importance of self-awareness - people need to understand their own behavioural style and how this might impact others.
Also need to understand the behaviour of those they work with. Enables better working relationships within teams. Developing leaders Introduce challenges - identifying leaders, leadership development, building more effective teams through leadership How personality testing can help with: Identifying leaders Understanding individuals strengths and weaknesses as a leader, to help identify those better suited to leadership roles Leadership development Enabling leaders to understand their leadership style and how to lead more effectively.
Managing people and resources Understanding emotionality and how to respond to different behavioural styles. Can offer more effective degree feedback if understand their behavioural profile as well as observed behaviours. Also enables better understanding of how people respond to feedback.
Talent management Introduce challenges - ensuring high levels of engagement and staff retention How personality testing can help: Developing employees Personality tests are about understanding people - their motivations, preferences and competencies - so organisations can identify learning styles.
Also useful for individuals understanding themselves better to enable better coping mechanisms. Engaging employees Understanding what motivates employees and leveraging this to keep engagement levelshigh.
Beyond the personality test Get the eBook Download Now. Managing culture and change Introduce challenges - maintaining staff well-being and a positive workplace culture, and managing and supporting employees through change How personality testing can help: Maintaining a positive workplace culture Understanding strengths and risks of the workplace culture and supporting working relationships within teams through self-awareness.
Maintaining the health and well-being of staff Understanding individual preferences and how individuals experience tension and apprehension. If you are looking for a list of personality types, then I have to disappoint.
Jung believed that we are all unique, something that is often forgotten by most profiling systems. It is the limitation of the systems that has created the very narrow band of types that we so often hear about.
Human behaviour is probabilistic not deterministic. Using the profiles may tell us how people will probably respond to their environment. It provides a starting point or compass to get the best out of a most expensive and valuable resource. One of the greatest benefits in using profiling is surely that of development and team working. The psychological profile designed by PeopleMaps was primarily for the purpose of development. The original target market was individuals who were trying to gain better self-understanding, to identify the career that would give them greatest satisfaction, and to help them promote their strengths and work on their weaknesses.
Organisations are looking for exactly the same information about the people they employ. By providing a profile that acts as a compass identifying how best to understand each individual, employers will be able to target more cost effectively and provide solutions that will help satisfy and retain their employees.
Our library of personality content covers a full range of behaviour that is influenced by personality. You can read more about Carl Jung Psychology and personality profiling here.
What is a personality profile Personality profiling has been in common use for over sixty years. Sign up for a free trial today. Personality Profiler at Work You can use a profiler in a number of ways at your work. Personality Profiling In Coaching Do you coach? Personality Profiling Test for Recruitment Are you recruiting? Personality Profiling Tools There are many personality profiling tools on the market, so what should you be looking for to ensure you buy the right one.
Personality Profiling Books There are lots of books on the subject. However you may want to start by reading some Jung. Personality profiling for jobs Job hunters are prolific users of personality profiling,m which is why PeopleMaps has always provided a free personality report for job seekers. Personality Profiling in Practice People are complex.
Personality Profiling Test or Questionnaire A Personality profiling test can provide a snapshot view of the preferred behaviour that comes subconsciously to most people. Personality Profiler A Personality Profiler could be referring to the person who is conducting the assessment or to the software that they are using.
A list of personality types If you are looking for a list of personality types, then I have to disappoint. The benefits of personality profiling Human behaviour is probabilistic not deterministic.
As a business owner or manager, this information can also help you make decisions around hiring, promotions, professional development opportunities and project assignment. For example, personality profiling might help you identify potential leadership qualities, or qualities that might lend someone to be suited for a new or alternative role. It is about identifying and understanding your own strengths and weaknesses, and those of your colleagues, and then figuring out the best way to work together so everyone feels comfortable and supported to best perform in their role.
There are a variety of tests available that all offer similar kinds of personality profiling, but at Xero, teams are collectively encouraged to take the DiSC personality profiling test.
As the WorkflowMax marketing team works very closely with each other on projects on a daily basis, and we are all quite different people, we thought it would be beneficial to complete the DiSC questionnaire and then share the findings with each other so we can continue to be one-big-happy-marketing-team as it grows along with the business!
DiSC is a popular personal assessment tool used to improve productivity, teamwork and communication. It creates an opportunity for discourse around behavioural differences and preferences. The name comes from the four pillars that the personality behaviours are based around:. The DiSC assessment is a pretty easy process. Each team member is sent a link to a private online questionnaire which they can complete in their own time. Depending on the type of profile test you are using, there are either forced-choice questions or a rating scale.
You are then sent through a comprehensive report with a wealth of data about your workplace priorities and preferences. The profile report then gives insight into your behavioural tendencies, your preferred work environment, how you respond to challenges, rules and procedures, your preferred pace of activity, your motivators and stressors and suggested strategies for ensuring optimal effectiveness. DiSC does not measure intelligence, aptitude, mental health or values.
Based on the results, the report also provides valuable insight on how to react to the other styles, the motivation behind their behaviour and how you can best adapt your own behaviour in your interactions with other styles. While having a greater understanding of your tendencies helps you to identify better ways of doing things, the true benefits also lie in your colleagues getting to know you better, and from there finding better ways of supporting each other and working together.
These compared our own styles with that of our colleagues, identifying where we were similar, and where we were different. The comparison report outlines suggested roadblocks, benefits, and tips for working together based on both our similarities and differences. Here is an example from the comparison report between Steff and I. We both tend to be very careful when it comes to choosing our words, which is all very nice, but we are in roles where we are required to evaluate and provide feedback on each others work.
To be more effective in our roles we need to practice being more direct and candid with our feedback, which, because of our natures, we are both often reluctant to do.
Here is another example between Chirag, head of marketing, and myself. This part of the report places us at different ends of a scale, where I may come across as calm or laid-back, whereas Chirag is more driven and focused on results. Both also have the potential to be misinterpreted!
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