Personality Tests in Business: Help or Hype?
"Are personality tests good, bad, or ugly?"
Join Ben and Syya as they explore the role of personality tests in business and team dynamics. In this episode, they break down the benefits and limitations of personality assessments, highlighting how understanding personality types can improve communication, collaboration, and workplace relationships. Discover why self-awareness, adaptability, and thoughtful application of insights are essential for turning personality test results into actionable team growth.
Key Takeaways:
- Personality tests can reveal surprising insights about team members.
- They are useful guides, not definitive labels.
- Understanding team dynamics enhances communication and collaboration.
- Self-awareness is essential before relying on personality tests.
- Teams benefit from diverse personalities, not uniformity.
- Facilitators can help turn insights into meaningful change.
- Awareness of personality types can strengthen workplace relationships and foster growth.
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#communication #teamdynamics #personalitytests
Learn more about Ben Baker at IamBenBaker.com
Chat it up with Syya and the team at BrilliantBeamMedia.com
Transcript
If there's one thing we've learned about business and life is that people are the X
factor.
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:They constantly surprise us both in amazing ways and not so much.
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:We're Ben and Sia and welcome to the Nod On This Business Bites podcast.
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:This show is all about real life things we all deal with every day, how they relate to
business and how to make some sense out of our daily chaos.
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:Welcome to the show.
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:And welcome to another episode of non this business bites.
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:I'm Ben and this is Sia.
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:Hey, this week we want to talk about personality tests.
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:Are they good?
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:Are they bad?
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:Are they ugly?
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:Are they relevant?
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:You know, when it comes down to communication and teamwork, are they effective?
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:There is, you know, disc, there is, uh, God, I can't even think the number one.
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:I think I've taken about 10 or 15 of these different tests out there.
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:Everybody knows what they are.
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:Some of them are really short here.
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:Here's 10 questions.
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:Answer these 10 questions and we're going to give you an entire profile of your life.
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:And some of them take half an hour to 45 minutes to go through all the questions and you
get this 15, 20 page report with graphs and everything.
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:And they're kind of cool.
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:But the question is, it's not about how you perceive yourself.
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:It's how teams perceive each other because it's great for you to understand your own
personality.
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:Hopefully you do before taking a personality test.
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:Hopefully you're not reliant on a series of questions to figure out who you are as an
individual.
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:mean, it comes down to what color is my parachute, but hopefully the test that you take
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:are done in the aggregate of saying they're going, okay, how does this team interact?
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:Do we have too many people with this personality?
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:Not enough people with this personality, too many people with this set of skills, not
enough people with this set of skills.
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:We have two alpha, you know, people that are going to constantly be in contact.
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:We're bringing a new person into the team.
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:We don't want this person to be a mirror image of the team, but
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:Are they going to, you know, be a great augmentation of the team?
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:And there's value in that in terms of a basic understanding.
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:You know, if you just say that you are a TLDR for, know, for, can't remember what the,
what the four letters are and just say, Oh, this person is exactly like this because they
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:have these particular letters, you know, behind their name or they have this score that
they, they took on the, on the exam.
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:you're missing 90 % of who this person is because we are not the aggregate of a score.
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:All this is is a litmus test and a direction to look and to sit there and say, okay, I
need to find out more about this.
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:To personally understand the person, I need to look and be aware of this.
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:And to sit there and say, is that true or is that just the way they answered the questions
on that particular day?
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:So Sia, let's nod.
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:Let's talk about personality tests and sit there and say, know, in my mind, your mind, are
they good?
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:Are they bad?
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:Are they effective or are they just downright ugly?
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:um So you know what's the irony of like you mentioned it the irony of these tests that we
take it's not about you It's not about you.
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:It's about it's about how knowing the way you've responded for your team to be able to
Understand some of your traits some of the ways maybe your brain kind of functions and
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:thinks How you perceive things because we could both look at you know that I love that
image right two people facing each other and it's a six or a nine
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:Right.
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:You're looking at the exact same thing and they're like, it's 96.
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:No, it's 69.
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:Right.
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:Or whatever have you.
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:Um, and I think that's, that's so important, especially as a hiring manager, anyone in
leadership, if you have too many of one type of personality in the mix, you're going to
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:have a blind spot, whether you acknowledge it or not.
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:Doesn't matter how brilliant everybody is.
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:It's just, if everyone sees the number six, you might miss the opportunity of
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:nine, right?
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:So that is, that is something where I think personality tests, it's great for us for
giggles to be like, Ooh, I'm an extrovert.
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:Like, you know, it should not surprise you.
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:You know, I came out extrovert, but, but it, but it should give you some awareness of how
you can be perceived.
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:Like, so perfect example.
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:What I find interesting, I did like the 16 personalities, the
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:my gosh, with a cursi whatever brier migs the bright rigs by your mix rigs My or yeah, my
god.
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:I can't anyway it they have this thing where it's like thinking perception versus feeling
and uh Judgment right, right.
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:It's interesting when I'm in work mode.
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:I'm an ENT J So I think and judge I'm like 50 50 on those two so I can kind of I switch
and the other two is
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:Like E, very E and then I'm fairly intuitive, like as far as I'm pretty high.
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:Like both of those are very obvious.
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:You're E and like that's you.
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:But I find when I'm in work mode, I'm a TJ, which is you think you judge, you execute, you
go.
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:Which could be with an extrovert personality can be a little harsh and very direct and
abrasive at times for people because it's like, dude, did you, you're very decisive,
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:right?
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:Like you're being kind of addicted about it, you know?
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:Although I found like after I left corporate America, I'm far more FP.
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:So I feel and I perceive things better.
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:And I just, I flip on that side.
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:So it's not to say just cause you're one thing, you're permanently that way.
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:I think it's very fluid.
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:I think it's very situational, but you have to be aware of sometimes that might be
reflective and how people see you and what, what moment in time they're going to get you.
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:If that makes sense.
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:Like I know darn well with my introverted boyfriend.
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:There's a time and place to push them
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:Yeah, and the time not to.
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:Definitely a time not to.
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:I mean, I'm a little slow to that role, but I'm finally getting after 20 frickin years
that like, maybe I should wait for this question to ask them, you know?
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:um But again, knowing the dynamics of the team and knowing with certain people, we talked
about this about priorities and setting boundaries and all that.
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:If you give 20 tasks to an introverted individual who doesn't like to confront
necessarily, and that's their personality type, where they're just kind of like,
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:you know, uh, what's that called?
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:Conflict averse, right?
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:the way, you can be an extroverted person and still be conflict, conflict averse, right?
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:But knowing that you can say, Hey, here's these 20 tasks that needs to be done.
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:Heads up.
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:think these are the top three.
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:Do you agree?
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:Cool.
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:Okay.
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:Let's work towards that.
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:Like if you knew that, then that means you're still giving them 20 tasks, but you're not
dumping all 20 tasks and letting them decide what the priorities are.
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:which causes anxiety, which causes conflict, which causes et cetera, right?
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:That's where I think these personality tests really do help.
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:I mean, I remember once we were inside sales group and it was a color test and it was very
similar, but basically it was like, are you a red, blue, white, yellow personality type?
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:If you remember that, I don't even remember.
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:I don't remember.
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:don't know whose test that is, but I remember seeing it.
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:Yeah.
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:And it was funny because something you'd be walking, like we literally had our, cause it's
inside sales.
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:as uh for giggles, we, we push the colors like on the wall, like, you know, you put the
color up, so you'd be walking up, we're like, Yalla, like, doodledoo, hey blue.
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:And someone's like, I'm purple.
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:I put a purple.
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:Like it was just really kind of stupid and silly, but it was a acknowledgement.
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:It almost slows you down to say, wait.
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:Like, and I thought that was brilliant to be honest, because it really.
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:Half of it took it sarcastically, but yet it was effective.
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:And so that's why I'm like a big fan of these tests.
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:I think that there's always something to learn to the test.
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:My problem with the test is they tend to ask the question, yes or no.
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:It's not on a scale of 100, where are you?
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:Am I 56 % this way or 48 % that way?
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:Because a lot of things I sit there going, well, it could be this way or could be that way
or could be neither.
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:Do you agree with this or do you agree with this?
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:Well, what if I don't agree with either?
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:What if I don't?
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:agree with the premise of either one of these things.
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:What do I do?
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:And a lot of things like I'm a feel, excuse the reference, but I'm a 50 shades of gray
type of guy.
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:There's a lot of gray between black and white.
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:And I am, I'm a big believer of that human beings have a lot of nuance to them.
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:They have a lot of contradictions to them.
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:My own personality is kind of contradictory at times.
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:People said they're going, but you think this, I go, yeah, but I also think this.
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:Well, how can you hold those two things simultaneously?
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:I can.
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:You know, I have no problem agreeing that this is right and this is also right.
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:And they could be contradictory, but it all depends on the situation.
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:And I think that we need to understand that there is no de facto.
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:What it does is sits there and says this person has a tendency towards has a tendency
towards being a yellow tendency to be being a red tendency to be a purple.
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:Okay, that's a flag and says, all right, maybe you don't become overly controversial and
in the face of this type of person, because they have that yellow, they have that yellow
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:personality.
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:Okay, something for me to cognizant, be cognizant of.
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:But is that who that that person isn't a yellow de facto because of everything is just
that's a trait that I need to be aware of, or something that I need to be cognizant of.
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:when we're having conversation.
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:I think that there is, if you use it as guidelines, if you use it as an overarching brush
that says, is not who this person is as an individual, these are some traits the person
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:has that I need to be aware of when I'm leading this person or when I'm part of a group or
when I'm in a group project, whatever, to be able to make things a little bit more kumbaya
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:and a little bit more symbiotic.
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:100, 100 percent.
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:Look, we're not saying we're stereotyping people, right?
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:But it's just a tendency to be like, you know, there's there's just no two ways about we
do have tendencies that is consistent and how we respond to things.
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:So, again, like there there are people who are just like, you walk into the room, you
know, you can walk up high five and do the bump with them.
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:You know what I mean?
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:And then there's individuals that you just like bow six feet away, like, you know, hey,
what's up?
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:And that's
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:And there's nothing diminishing the connection.
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:You're just like, I can't tell you how hard of a lesson that is though, right?
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:When you're not, when you're approaching people with how you pursue things, it's such a
huge missed opportunity to really connect with someone.
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:I, I, and, guys, whoever, know, guys that are in the chat, like seriously, like, I'm just
curious because it's a super basic thing is like say yes or no.
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:and say, don't like to be hugged or I do like to be hugged.
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:I'm just curious because there's folks out there that like, it's, you know, it's okay.
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:Here, here's, we're talking about, can't like pigeonhole here, the perfect angle.
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:it's a funny nuance about me.
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:Ready?
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:If I see you at a happy hour or whatever, and I haven't seen you for a long time, I'm all
about the hugs.
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:It's almost like my way of saying, let's reconnect, right?
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:Like, oh my God, I haven't seen you hugs, right?
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:If I see you often, don't want to hug you.
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:I don't want to touch you.
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:I don't want you touching me either.
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:That's so stupid for us to hug each other.
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:see you every fracking day.
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:And that's what I'm saying.
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:But that's the contradiction of things, right?
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:Because people outwardly might think like, oh, Sia wants hugs all day long.
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:No, Sia only hugs people she hasn't seen all day long.
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:You know what mean?
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:And of course, assuming they want to receive the hug.
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:I'm just saying, when you're saying don't stereotype people, I'm the kind that's like,
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:Yeah, I don't need that hug all the time, but I do like, you know, I don't need to hug all
the time.
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:So I don't need people to like, run up and hug me just because, you know what mean?
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:Like, so there's a contradiction, which is why, again, personalities is a guideline, not a
play by play book play, right?
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:Although,
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:Yeah.
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:Yeah.
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:I mean, how man alive.
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:Like, it's funny that you have those conferences that have those stickers because there
are personality types that act before, seeing things.
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:just do.
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:And yeah, you'd be it is funny how you unconsciously, consciously, intentionally piss
people off, man, as it happens.
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:So, OK, let me challenge you.
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:Let me ask you this.
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:So have you ever had a situation where
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:having the team do a personality quiz test and there was already challenges within the
group already.
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:Has there been a time where you saw it actually help and work and actually be effective?
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:Yes, yes, yes 100 % I know hey by the way anyone that is in that position Between Ben and
myself.
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:We know some really great facilitators absolutely worth it like 100 % So let me know.
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:Yeah
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:I think if people understand that it's a catalyst for change, I think it's going to have
wonderful opportunity.
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:think you have to want to change and accommodate accordingly.
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:And it goes back to what's the motivation and do you know who you are and what is it that
you're wanting to achieve out of it as a team, like for yourself and as a team.
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:But I think change, change, change folks, like to everything.
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:Turn, turn, turn.
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:Um, you know, I think, I think there's, there's something to the personality stuff.
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:I think it's if the team is interested in working under that construct, I think it could
be wildly successful.
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:But I think there has to be an agreement in the team to acknowledge we will work with each
other based on this.
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:Let's see how it works.
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:Let's continue working.
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:Cause if you have a team that isn't on board, they just took the test for giggles.
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:Uh, it's going to be a massive failure, which is going back to.
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:you need a facilitator that can really make it stick because you know what?
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:It's not just the day of by the way, it's the check in afterwards.
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:And that's why you need a facilitator that does this that can actually see and target and
look at the progress or lack thereof and kind of like right the ship.
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:So yeah, I feel like I'm a billboard for this but I really do believe that it can help an
organization.
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:I think it helps leadership too.
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:So there, that's my two cents on that.
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:I am see ya
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:Hey hey hey, thanks for listening to another episode of Not On This Business Fights.
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:If you liked what you heard, we most humbly ask that you like, share, and hit that
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:If you want to communicate more effectively within your organization, contact ben at
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:We can help you build your community, brand awareness, and personality.
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