If they stop someone from getting a job for which he or she is fully qualified, not only is a person deprived of a job, but the team is deprived of a qualified person who might add diversity to the team by approaching work from a different perspective. On the other hand, personality tests can be inappropriate and harmful. For example, someone who likes to work alone in a detached analytical way may not be seen as a team player when in fact, the team needs someone who can do analytical work well and enjoy doing it, even though it requires hours of lonely work.' John Putzier, author of Weirdoes in the Workplace, says, 'Personality testing can be valuable because we often see another person's strength as a weakness.
There is no better way to destroy team performance than to invalidate the performer for doing it the wrong way and no better way to enhance team performance than to validate a positive contribution.īefore talking about specific personality models, let's address personality tests in general. We tend to invalidate the other person for doing something the wrong way, even when the end result is positive. Each of us has a preference for an approach that works best for us individually without regard for what will work best for another person. The key to success is to understand there are many ways to approach work and they are all effective. Too often we view other people from our own eyes and our own frame of reference. The objective is to learn to see the other person's behavior from a different set of eyes. We cut through the confusion using one of the popular 4-quadrant personality models such as DISC, Whole Brain Business, or Analytical-Amiable-Driver-Expressive personality assessments. If you are speaking to a team of people, you need to make sense to several other groups. The quick fix for this problem is to speak in terms that make sense to the other person. It does mean that we will have a hard time communicating, which can lead to conflict within our work teams. Seventy-five percent of other people don't think like I do, but that does not mean they are wrong. Driver Amiable Analytical Expressive Test Printable Version If you are interested in reading more about the research done. David Merrill, founder of Tracom Consulting Group. The four terms (Driver, Expressive, Amiable, and Analytical) were originally coined by Dr. With the SOCIAL STYLES assessment, you can observe a. TRACOM created the SOCIAL STYLE Model based on the four unique Styles, with each having different ways of using time and predictable ways of interacting and making decisions. The Four SOCIAL STYLES are the Driving Style, the Expressive Style, the Amiable Style, and the Analytical Style.
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