On a fairly regular basis, you can find articles on the Internet comparing (and often taking to task) the multitude of personality assessments and behavioral tests that are now available.
With so many tools and instruments floating around, and so many similar-sounding labels to categorize people, it’s hard to tell how each differs and whether or not they’re appropriate for your business purposes.
When comparing assessments, we’ve found one of the best places to start is by understanding the premise, which is the foundation on which something is constructed. In terms of an assessment, the premise affects what information people will gain from it.
For example, although the HBDI® assessment sometimes gets lumped in with theoretical personality type tests, it is, in fact, a brain-based assessment. Its premise—that we all have a brain, we just each use ours differently—answers the question, “How do I process information?”
Here are three other key questions to consider when looking at different assessment instruments:
1. Is it validated? This will give you clues as to how likely it is the assessment will measure what it says it measures, produce consistent results and get buy-in, both from those who take it and from the organization. The HBDI® is validated in key areas such as test/retest reliability, internal construct reliability and face reliability, while many other assessments are not.
2. Is there a potential for stereotyping or other limiting behaviors? Even with the best intentions, categorizing people as a “this” or a “that” can become divisive and de-motivating. Look for positive models that emphasize personal accountability. For example, with its brain-based foundation, Whole Brain® Thinking shows people that while there are some areas we each may be less comfortable with, none of us is limited in what we can do—and that means there are no cop outs!
3. Was it designed for business application? The vast majority of assessments were created for individuals and are focused on raising awareness. While there can be benefits from this on a personal level, if you’re looking for business results and ROI, the key is application: Is this something people can and will use every day to drive the results you need?
This gap was one of the reasons Ned Herrmann originally developed the HBDI® and Whole Brain® Model while he was in charge of management education at GE-Crotonville. He needed an approach people could quickly use to solve problems in a business environment, and to get the most benefit, he wanted to make sure it was scalable and applicable to business in ways other assessments aren’t. That’s why he designed the HBDI® to describe individual and team preferences as well as a wide variety of mental processes, from customer viewpoints to corporate culture.
Many companies and consultants will use a variety of different assessments based on specific goals and objectives. Here’s a great resource for understanding the similarities and differences in various assessment instruments and how to get the most benefit when using multiple assessments together.
In addition, several years ago we assembled a panel of practitioners and business leaders to discuss their experiences using different assessments. You can access the recording of that webinar here.