The Problem With Personality Profile Tests
Throughout my career, I have taken a half dozen different personality profiles: Meyers Briggs, Four Temperaments, PI Index, DISC, Hire Success, and most recently Trimetrix. These tests help employers and employees understand one another and communicate better. However, it is the process of self-reflection, delving deeper into personality traits, and listening to others' self-assessments that provides more value than the tests themselves. The tests have several problems and can be misused if not understood.
Problem No. 1 -- They are not personality tests. They are temperament tests. Temperament is just a small component of a person's personality. Personality consists of one natural tendencies (i.e. temperament) and social factors.
Problem No. 2 -- There is some question as to the scientific basis for personality. 'In the 60s and 70s some psychologists dismissed the whole idea of personality, considering much behaviour to be content specific. This idea was supported by the fact that personality often does not predict behaviour in specific contexts. However, more extensive research has showed than when behaviour is aggregated across contexts, that personality can be a modest to good predictor of behaviour. Almost all psychologists now acknowledge that both social and individual difference factors (i.e., personality) influence behaviour. The debate is currently more around the relative importance of each of these factors and how these factors interact.' (Wikipedia)
Problem No. 3 -- Most personality tests ignore values, faith, and virtue. There is a universal ethic of right and wrong that transcends different faith traditions. Regardless of personality, everyone can, and should, develop these universal virtues. For example, Steven Covey's 7 Habits, Christianity's seven virtues, and aspects of Servant Leadership apply to all personalities.
Posted via email from Mike Campbell's posterous
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