A friend of mine absolutely despises personality tests. I actually like them, but don’t feel too comfortable basing decisions upon them. I’ve had employers that utilize the testing to develop teams and to understand how the people on that team will interact with them. Being ‘officially’ trained by Development Dimensions International, Me siento cómodo revisando las pruebas de personalidad y no utilizándolas para predeterminar las relaciones laborales. Cuando trabajé para la empresa donde nos capacitaron, las pruebas funcionaron fantásticamente porque condujeron a desarrollo personal de cómo interactuamos con los demás.
When I moved to a previous employer who didn’t bother with any training, the Myers-Briggs test wound up being another piece of information that was used against you. It’s easier for a manager to make excuses no to lead when they can illogically decipher a personality test. It turns into a crutch rather than a tool. Not understanding data can lead to worse decisions than not having the data at all. We see this over and over with polling, poorly developed surveys, bad focus groups, and weak analysis. Personality tests are no different. Putting a manager or supervisor title on you doesn’t mean you know how to manage or supervise, and definitely doesn’t mean you can analyze someone’s personality test to change the way you work with them. That’s why I think my friend hates them… and I don’t blame him. It would be like me picking up a biology book to do surgery on you, would you trust me? I think not.
That said, I really liked PersonalDNA’s report and their comments based on your submission. The controls were very intuitive for selecting your answers, I’m impressed with the usability of their application. As well, the finished report was accurate and, most of all positivo. Había suficiente información para pintar una imagen de usted mismo, pero no demasiada como para que alguien pudiera tenerla en su contra. Revisa
mi informe de ADN personal para ver por ti mismo
Líder animado… ¡Me gusta eso!