How to Assess Personality Styles at Work Has your company assessed its employees accurately? Achieving a synergy of like-minded workers is not easy; personalities differ in every field and team. Human capital management can help to assess the capabilities and personality traits of your employees, building skills and improving processes to achieve a synchrony throughout your organization. In today’s world, psychometric tests and other personality workshops are the most tried and tested methods of reaching the right assessment. Team building exercises in particular can assess personality styles at work, making it easier to recognize leaders among groups of employees with these regular assessments. Can you bank on the personalities around you? “Men acquire a particular quality by constantly acting a particular way. You become just by performing just actions, temperate by performing temperate actions, brave by performing brave actions.” We are all defined by our actions, a statement that has been accurately captured in Aristotle’s quote above. We mold our personalities and build judgments based on our past and present actions. The eminent psychologist Carl Jung studied personalities and accurately termed different personality types based on these principles. The Myers-Briggs Indicators created by Jung have successfully categorized four themes of personalities depending upon various factors. Whether big or small, organizations can have an accurate assessment of their workforce with regular surveys or style assessments based upon these indicators. Here are the various personality types that can be identified with the results of these tests and assessments:
Focused attention and energy: Actions based on seeking the outside world for opinions and activities is the basic nature of an extrovert. The opposite is characterized as an introvert.
Information perceived: Actions based on specific facts and actual happenings are indicators of those who have an elevated sense of perception. Others base their actions on relationships and connections around them.
Decision-making: Actions based upon logical thoughts needed to guide decision-making differentiate themselves from those that give importance to feelings and opinions of oneself or others.
Orientation to world around you: Actions based on prior judgment can be identified in some separately from those whose actions are spontaneous and flexible.
It is a known fact that large and small organizations conduct surveys and workshops to uncover different personalities within a firm. These strategies often assist in identifying a range of personalities and their communication style, among other parameters. Decoding the behavior of others is often the first step that guides an organization into creating successful teams and innovative leadership. Further assessments that are conducted on communication styles, body language, education, and experience are good in gauging the natural “fit” for any organization or situation. Resource Box:
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