I admit I'm a huge fan of personality tests. As an E/INTP (I'll explain that) and a DIsc I've found tests to be very predictive of behavior and motivation.
But why am I a fan? As both an individual contributor and a leader, every organization I've worked in for the last 22 years which has leveraged these tests has done it for the expressed purpose of helping us to figure out how to maximize our communication and effectiveness with others.
Not to build superstar teams with superstar members, but rather to build superstar teams who interact effectively, regardless of members.
Every organization I worked for encouraged us to post our MBTI or DiSC on our cube/office so people could understand how to interact with us.
Generally to great effect.
Some things which help make these better.
1. Every job I have had has given us 2. One for "home" personality and one for "work" personality. Fantastic (and thus my Extrovert/Introvert flip/flop in my E/INTP) .
Or, as I like to say, "just because I CAN interact with people well, speak in front of crowds, and lead discussions doesn't mean I LIKE to do those things."
Lastly, and the one place I really do criticize these, I have a super-short story:
Working for a startup company, they had us go through DiSC. (I'm heavy DI - an "Influencer"). The facilitator asked me (as an example), "Brad, how will you adjust your behavior when interacting with Connor?"
"I won't," I replied, to her dismay.
"But," she said, "based on his personality, what would you change to converse more effectively?"
"Nothing," I persisted. "HE knows MY personality. Why should I have to change for HIM?"
"You're missing the point," she said.
"No, you are."
While I was mostly just being an ass, there is truth to this statement, if for no other reason than BY THE VERY DEFINITION OF THESE PERSONALITY TYPES, ONLY HALF WILL ADJUST THEIR BEHAVIOR!
Yet... flawed or not I find them very insightful and worthy tools.
Just don't ask me to change a thing.
(Side note: as an E/I, I typically have teams full of introverts, and I am the best advocate for them you can imagine because I share their experience.)
Things I have pushed back against: "isn't it great to be back in the office?"
No. No, it's not.
We need more "I" in HR.
