Q4 • 2022


15 TESTS That Make the Grade


A quick search online reveals a dizzying number of personality assessments. With the help of Ross Slater, who is a certified consultant in CliftonStrengths, DiSC, and Kolbe, we evaluated a few popular assessments and explored how they can help strengthen your team.


Kolbe— KolbeCorp is the prominent name in assessing instinctive behavioral strengths. They helpy r they experiment? Are they risky y their


clients strengthen teams through personnel assessments, training and coaching, and team building and seminars. These conative tests assess how individuals will approach tasks and problem-solving: Are they likely to use tried-and-true methodology, or will they prefer


takers or risk averse? Do y r concrete or abstract methods of problem-solving? “If there’s a job that has to be done a certain way,” says Slater, “Kolbe can be very accurately predictive.”


Hogan Personality Inventory— With thish to determine where they fally on then spectrum ofm sevenf


assessment, individuals answer more than 200 questions n traits: adjustment, ambition, inquisitiveness,


r


interpersonal sensitivity, learning approach, prudence, and sociability. With this knowledge, you can determine which team members have the greatest potential to take on leadership roles, as well as the most effective ways of training and motivating team members. Someone who rates high in ambition and sociability, for instance, might be best motivated by the promise of a promotion or an award presented in front of the entire company. A colleague who scores lower on both, however, might be better incentivized by receiving a private office.


DiSC— One of the most popular assessment tools, DiSC® personality styles—dominance,y


r weaknesses of each. People who understand their styler enables people to discover their primaryr


influence, steadiness, and conscientiousness—and the strengths and can learn how to improve their effectiveness on the


job, as part of a team, and as a manager. Someone whose comfort zone is well within the conscientious style, for instance, might want to learn to delegate; the manager ofr a conscientious employee should favor facts over emotionsr


when communicating, though tact is important as well.


CliftonStrengths— Formerly knownasClifton StrengthsFinder, this 177-question assessment gauges 34 natural talents within four areas:r


Its original purpose was to help people discover their strengthsr regarding careers as well as their personalr


strategic thinking, relationship building, influencing, and executing. and use that knowledge to inform decisionsm


lives. Many workplaces use it to assess the best ways to motivate


and manage team members.Ona team project, someone who scores high as an Activator, champing at the bit to take action, might complement someone with a high Strategic score. Then again, the two could clash repeatedly, in which case you might want to consider ther


next assessment.


Thomas-Kilmann Conflict Mode Instrument (TKI)—This 30-question assessment helps gauge how assertive/unassertive and cooperative/uncooperative people are and identifywhich


y r know their default mode, they cany r y


of the five


conflict modes—accommodating, avoiding, collaborating, competing, and compromising—they arey most likely to engage in.Once managers or employees to employ and improve it.


identify optimal ways


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