For the better part of my 20 years of work experience in HR I've had the "opportunity" to participate in many personality/style/logic/intelligence assessments.
Myers-Briggs, Wilson Learning, Firo-B, Hogan, P-160, 360 assessments - You name it and I've probably taken it. Often such assessments are complimented by professional coaching sessions and team consulting ... or both. I've found most of these assessments to be insightful but must admit that my most recent round of assessments have me in a near "analysis paralysis" state. I've simply got too much feedback and need to limit my commitments to personal self improvement to a more realistic and shorter set of goals.
When feedback is received via these tools, it has been my personal experience to focus on the "opportunities for improvement" and those areas that I can work on to improve my organizational and personal effectiveness. The results always begin by highlighting strengths in a very affirming fashion and then they offer you a broader view inclusive of those challenges that can be a personal source of grief and discouragement. Personal self awareness is key, and these tools advise you in black and white as to how others perceive you, and how that compares to how you view yourself. It takes some very warm and fuzzy concepts (psycho babble as some would say) and translates it into words and recommended actions that can be taken to achieve EMOTIONAL INTELLIGENCE.
I always find the results intriguing, and wonder how much of the results are born versus bred. But I'm not going down that diverted path, at least not yet!
I'll be the first to admit that I was skeptical of such results at first, but am now realizing more and more the importance it plays in business and personal success, and influence. Forging strong relationships with others, whether internal or external, boss or subordinate, friend or foe, it crucial to achieving just about anything in this world. The idea of success without these intangible qualities is rare, and becoming more so. Everything these days involves others in some way, shape or form.
Hence, my propensity to consider all businesses PEOPLE businesses. I'm an HR guy so I'm clearly biased in this view. But isn't it the truth?
But are these assessments really the path to greater awareness of the importance of HR, successfully interacting and interfacing with other people? Is it true that that affinity and influence can be tangibly measured, assessed and made scientific? Just answer 20 to 300 questions and BANG ... you have your results and recommendations, that if strictly followed, will translate to greater success in relationships! Sounds like an infomercial for a new diet. Wow, what a concept eh?
Situational awareness and self perception are always two of the keys to achieving success. Know your audience, their preferences, your inclinations, and adjust accordingly.
I'm getting better at these subtle cues, but very incrementally. And it seems this could be something that is a bit of a never ending journey. Because personal improvement is something that doesn't end. Everyone has the ability to get better. Continuous self improvement.
For me, my personal and professional development is a target rich environment, something that will likely keep me challenged for years to come. I don't see most executives as different than me.
So if you are a professional or executive coach, you can look for a long and prosperous future with lots of job security! And better yet, write a book.
Interested in anyone else's thoughts on these insightful, albeit slightly painful displays of human behavior. Fascinating in some ways, downright frightful in others.
What do you think?
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