A personality test is a way of assessing human personality constructs. One of the first personality instruments developed was the Woodworth Personal Data Sheet which was used to screen draftees for susceptibility to PTSD during World War I. Created by Dr. Robert Woodworth it used a series of Yes and No questions to evaluate the potential soldier. Since then, a wide variety of personality scales and questionnaires have been developed. The more widely used tools are the Minnesota Multi-phasic Personality Inventory (MMPI), the Sixteen Personality Factor Questionnaire (16PF), the Myers–Briggs Type Indicator (MBTI), the Hogan Personality Inventory (HPI), DiSC Personality Profile, True Colors Personality Test, and the Riso-Hudson Enneagram Type Indicator.

There are two short comings with personality assessments. Most personality assessment instruments are introspective self-report questionnaire. Of course with any self-reporting tool, they are highly susceptible to distortion. Results can be skewed due to a lack of adequate self-insight, biased perceptions of others, or faking good or faking bad. Another short coming is that the instruments are used once and typically not used nor periodically revisited.

The U.S. personality assessment industry is estimated to have an annual revenue over $4 billion a year. Personality assessments are currently used in wide a range of situations, including counseling, clinical psychology, career counseling, employment testing, occupational health and safety, and customer relationship management.

Over the years I have taken the Myers-Briggs Personality Inventory, the DiSC survey, and the Hogan Instrument. I recently took and received certification in the Hogan Instruments as a way to help the leaders that I am working with as an executive coach understand their strengths and gaps. Out of the three that I have used, I am convinced that the Hogan Instrument is the best tool for corporate leaders.

Hogan Assessment System

Robert and Joyce Hogan founded the Hogan Assessment Systems in 1989. Robert and Joyce found their niche by creating personality assessments that focused solely on scientifically measuring people’s personality for business. Of course, their tools measure personality from every angle. By measuring the good, the bad, and the ugly of personality, Hogan claims to have the highest level of predictive validity in the industry.

The Hogan surveys are easy to take in under an hour. More importantly for the leader, their reports are top-notch. First, they are easy to read and written for business leaders. Second, for each aspect the leader receives what you scored and an idea of the typical norms for each aspect. I found that the results were very spot-on with what I view as my strengths and weaknesses as a leader. Finally, the report provides suggestions for leading people more effectively based on your scores. If you are strong in one area it might have suggestions on how to tone the area down; if you are weak in another it might have suggestions how to make it stronger or mitigate the weakness. In short, it is a great tool for sustaining and enhancing your leadership skills.

Conclusion

Many of your businesses already have a contract for a personality assessment tool. When was the last time you took one or had your team take them? Have you revisited them as a tool to help yourself or the team work better?

Go on the offense and take a personality assessment now or in 2022 and use the results to improve your leadership and your group’s teamwork.