Many of these assessments are grounded in good behavioral science.
Some also identify strengths, weaknesses, motivators, and stressors.
The information presented in the report, for a lot of people, is interesting and insightful.
Many (but not all) develop a validating sense of self as well as an understanding of others.
These style assessments can help us understand why people do what they do.
Yet, there are a lot of limitations too.
Often, these assessments are inappropriately used and, sometimes, do more harm than good.
Here are three ways in which that happens.
The staff was instructed to post their results on the company intranet site.
Then, everyone would know how to communicate with each other.
There was no other context, instruction, or information provided.
My friend reviewed her report and quickly felt it was inaccurate.
Upon sharing it with a few coworkers, they said, Oh!
Thats what you are?
which felt intrusive to her.
Then, she overheard others say things like Look up Jims style.
I bet his style is… - The assessment results became gossip laced with labels.
Rather, everyone talked about each other making many feel vulnerable and judged.
She said the exercise distracted the organization from their work for a couple weeks.
Heres the thing, though: Knowing each others style has no bearing on how the team performs.
Rather, the most important factor in team performance is psychological safety.
This is the sense of confidence that a team is safe for interpersonal risk taking.
Moreover, teams need clear roles and responsibilities.
Its no wonder the team is let down when everything stays the same after the activity is over.
I have, and at the time I didnt know I should not have shared it.
When I did, the hiring manager said in a flat tone, Really.
I didnt get the job.
Style assessments are not designed for selection or hiring.
They dont predict performance on the job and should not be used as such.
There are reliable and valid tests available to predict performance and any company can seek those out.
(Also of note, there is no magical mix of styles that creates the perfect team.
Style doesnt predict team performance either.)
As an HR professional, I have been a trained facilitator of these assessments for two decades.
Im a proponent of them and know they can be an excellent tool to build self-awareness.
When coupled with skilled training, they can help individuals and teams build competence and improve relationships.
Yet, they can also do some harm.
