Taking a personality test can be genuinely intriguing. These assessments have a rich history and are widely endorsed by many corporations. They can be used at the recruitment stage to assess prospective new hires and help select employees who might do well in leadership training programs.
However, the results of a personality test are not typically a strong enough indication that an individual will be a great leader. Each person has a unique personality, a complex combination of many different traits expressed distinctively. That said, there is certainly value in administering personality questionnaires. Here’s how they can help and what else needs to be considered.
How a personality test works
In essence, personality tests point to the types of thinking patterns and behavior that come naturally to us. This includes what motivates us, our individual styles, and our preferences. While these inclinations will normally remain fixed during a lifetime, experiencing a major life change may alter a person’s perspective.
In most personality tests, individuals are asked to express their agreement with a given statement, ranging from “strongly disagree” to “strongly agree.” Other tests simply provide a list of statements, and the participant selects those that describe them best. The idea is to answer the questions quickly, relying on initial reactions for the most accurate results.
What a personality test measures
Specifically, a personality measures five broad common attributes, often dubbed the “Big Five” and otherwise known by the acronym, OCEAN. These are:
- Openness to experience
- Conscientiousness
- Extroversion
- Agreeableness
- Neuroticism
Each of these characteristics is associated with several related temperament traits that further suggest how they manifest in an individual’s personality. Crucially, a personality test should consistently measure these indicators, aiming to provide an accurate reflection of how an individual might behave in a specific work-related scenario.
Possibilities for predicting leadership potential
Solid leadership is critical for the success of any company, from a small sole proprietorship to a large corporation. Achieving profitability and long-term success in the marketplace hinges on individuals who excel at persuasive communication, possess the ability to inspire others, and feel at ease working within a collaborative environment. They should have the foresight to make good business decisions within their sphere of control and be innovative thinkers. Leaders of this caliber are needed at all levels of an organization. A forward-thinking organization will continually seek out leadership potential and be prepared to nurture and develop it wherever it may be discovered.
Using a personality test can support selecting and developing individuals who are showing promise as leaders. The aim is to strengthen their skills and prepare them for promotion to positions with more responsibility within the company. The results of a personality test can help uncover leadership potential and, in addition, propose anything that might be a concern. To understand how someone might react, it’s important to look at the test results alongside the behavioral insights gathered during a personal interview.
Benefits to personal development
When it comes to enhancing leadership skills, integrating a personality test can be highly advantageous. While the results can certainly reinforce an individual’s awareness of their strengths and areas for improvement, the test may also unveil some intriguing insights.
Individuals can derive the benefit of gaining clearer insights into how specific behavioral patterns might hinder their potential as effective leaders. For example, it could be that their ego or reluctance to open themselves up to new ideas and experiences could be off-putting to others and discourage their staff from bringing new suggestions forward.
With increased personal insight and openness to use the test information to their advantage, leaders will be better positioned to rise through the ranks of the company. Not only will they be well-equipped to assume progressively responsible roles, but they will be more able to spot leadership prospects in their staff.
The drawbacks of personality tests
As mentioned above, these tests are not made to be standalone endorsements of an employee’s leadership competence. For the most accurate overall picture, results should be examined in concert with other approaches like a face-to-face behavioral interview. Regular performance reviews can also provide a wealth of related data.
The other thing to remember is that we all have days when we’re not performing at our best. If you are scheduled to complete a personality test at one of these times, what emerges may not be as true a reflection of your natural tendencies.
In conclusion
While personality tests can be predictive of leadership potential and support the development of these skills, they should never be used in isolation.