“Coming together is a beginning, staying together is progress, and working together is success.” — Henry Ford
Unlocking Team Potential: The Power of Personality Type Assessments in Building Stronger Teams
In the quest for cohesive, high-performing teams, personality-type assessments have become essential tools for companies worldwide. By illuminating each individual’s unique traits, motivations, and working styles, these assessments provide a foundation for understanding, alignment, and empathy among team members. Let’s delve into the different types of personality assessments, explore their dynamic nature over time, and uncover how to use them effectively to foster alignment, trust, and vulnerability within teams.
Types of Personality Type Assessments
There are several well-known personality assessments, each based on different psychological theories. Here’s a look at some of the most popular ones:
- Myers-Briggs Type Indicator (MBTI)
Based on Carl Jung’s theory of psychological types, MBTI classifies individuals into 16 personality types. MBTI highlights preferences in four dichotomies: Extraversion vs. Introversion, Sensing vs. Intuition, Thinking vs. Feeling, and Judging vs. Perceiving. Widely used in workplaces, MBTI helps in understanding how people perceive the world and make decisions. - DISC Assessment
DISC focuses on four personality traits: Dominance, Influence, Steadiness, and Conscientiousness. The assessment helps individuals understand their behavioral tendencies, which can improve interpersonal communication and conflict resolution within teams. - Enneagram
The Enneagram identifies nine personality types, each with unique core motivations, fears, and ways of interacting with the world. While less structured, the Enneagram provides a rich narrative about an individual’s underlying motivations and potential growth areas, making it a valuable tool for personal development and deeper connections within teams. - Big Five (OCEAN) Personality Traits
The Big Five model measures five personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It is widely considered the most scientifically validated assessment. The Big Five provides insights into workplace behavior, communication styles, and resilience, offering a nuanced understanding of how each team member responds to various challenges. - StrengthsFinder (CliftonStrengths)
StrengthsFinder identifies a person’s top strengths across 34 potential themes. Unlike other assessments, it emphasizes strengths over personality traits, providing teams with insights into how best to leverage each other’s capabilities and contributions. - 16 Personalities
- Based on MBTI and the Big Five model, 16 Personalities is a modern, accessible version that’s easy to understand and widely available. It breaks down personalities into 16 types and provides insights into communication styles, workplace habits, and potential areas for growth.
How Personality Types Evolve Over Time
Personality is dynamic. As people gain new experiences, navigate life changes, and face new challenges, their personality traits can shift. While core traits, such as introversion vs. extraversion, tend to remain stable, others, like openness or conscientiousness, may change with age and experience.
For example, an individual who was more spontaneous in early adulthood might develop stronger organizational habits in a leadership role, adapting their personality to fit new responsibilities. Understanding that personality is fluid encourages leaders to revisit assessments periodically and acknowledge that growth and change are natural parts of team dynamics.
Using Personality Assessments Effectively in Teams
To harness the full potential of personality assessments, here are strategies for using them effectively in team settings:
- Initial Team Assessment and Role Alignment
When introducing assessments, begin with a kickoff session where everyone takes the assessment and shares their results. This can be a powerful way to break down barriers, align responsibilities with strengths, and create a shared language for understanding diverse perspectives. - Creating a Culture of Vulnerability
Personality assessments create a space for self-reflection and encourage openness. Use assessment results as a starting point to discuss individual and team strengths, fears, and motivations. This helps create a culture of vulnerability where people feel safe discussing their challenges and areas for growth. - Encouraging Empathy and Understanding
One of the main benefits of these assessments is the increased empathy they foster. By understanding that a colleague’s detail-oriented nature stems from their high conscientiousness, for instance, teams can work more harmoniously, appreciating that each person brings something unique to the table. Encourage team members to refer back to these profiles in times of tension or miscommunication. - Establishing Common Goals and Alignment
Assessments help align individual motivations with team goals. For instance, DISC can reveal who naturally gravitates toward leading initiatives (high Dominance) and who excels in supportive roles (high Steadiness). Knowing this, managers can align tasks with personalities, boosting both engagement and productivity. - Improving Conflict Resolution
Different personalities will inevitably clash at times. Using personality insights, teams can better understand how to approach conflicts constructively. For instance, if a team member with high Neuroticism feels stressed by tight deadlines, others can be more sensitive to this trait and work collaboratively to ease tensions. - Building Resilience Through Adaptation
- Knowing each team member’s stress points, whether identified through Big Five or Enneagram assessments, enables proactive strategies to build resilience. Discuss potential stressors openly and create support mechanisms that help individuals adapt, improving overall team cohesion in challenging situations.
Using Assessments as a Team Building Tool
To make the most of personality assessments in team-building exercises, consider these practical steps:
- Regular Reflection Sessions
Schedule periodic reflection sessions, where teams revisit their assessments and share any personal insights or growth experiences since the last review. This creates an ongoing dialogue around development and adaptability, fostering a growth-oriented team culture. - Goal Setting and Accountability
Set team goals that capitalize on individual strengths. For example, a high Influencer on the DISC scale might take on client-facing roles, while a high Conscientious team member could lead quality assurance. Assigning responsibilities based on strengths ensures accountability and engagement. - Feedback and Continuous Learning
- Encourage team members to give feedback on each other’s growth areas. This feedback loop promotes a learning environment and reinforces alignment with team goals, deepening team bonds and reinforcing shared objectives.
Wrapping up…
While personality assessments aren’t a cure-all for team challenges, they offer valuable insights that can transform team dynamics when used thoughtfully. Teams that understand each other’s strengths, weaknesses, and motivations are better positioned to work together effectively, resolve conflicts constructively, and support each other through change.
By embedding personality assessments into your team’s DNA, you can foster a culture of openness, trust, and alignment—unlocking each individual’s potential and building a resilient, cohesive team that’s equipped to tackle any challenge.
