LI Post: Choosing execs based on personality profiler results…

Author: Geoff Lorigan CNZM

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Choosing execs based on personality profiler results…

In practice— it’s not a good idea to rely on profilers when recruiting external candidates because of inherent inaccuracies:

That’s because the frequently used personality profilers including #Big5, #MBTI, #DISC, #HermannBrain, and #4Characters are self-report instruments.

And when competing for a new job opportunity, people often tend to unconsciously respond to the questionnaire in a way that aligns with the Person Specification rather than recording their natural hard-wired preferences.

That doesn’t negate the value of these insightful personality profilers — they are powerful tools for leadership development and team dynamics workshops when deployed by organisational psychologists and leadership coaches who are trained and accredited to use them correctly, appropriately, and ethically.

WHICH OF THE FOUR CHARACTER TYPES ARE BEST SUITED TO KEY ROLES?

YELLOW CHARACTERS are naturally gifted and attracted to people development roles such as organisation development, culture transformation, and executive coaching (amplifying the key human assets of the organisation)

GREEN CHARACTERS are innately focused on customer engagement and customer service (a key driver of revenue and financial success in all organisations)

BLUE CHARACTERS focus on the practical details — processes, procedures, risk assessment, and mitigation (the key to product and process delivery accounting, engineering, legal, IT, and security)

RED CHARACTERS are innately future-focused and engaged by strategy and systems thinking, innovation, and future-proofing (key to ensuring the organisation competes, grows, and renews)

PLAYING TO AND BUILDING ON OUR NATURAL GIFTS

Of course, we can all be trained to cover any and all of the above. The point is that each Character breed is designed by nature with a different purpose and different set of gifts in mind.

For example, a lawyer who is a yellow character may be a great litigator but chances are this role won't ping their heartstrings as much as a people development role could.

Being aware of our gifts and playing to our strengths is key to job engagement and career satisfaction.

And here’s a reminder that at the hub of leadership success is a whole-brain team with each of the 4Character breeds represented.

In closing, here’s an invite to click on the following SmartLeader tools link if you are interested in learning about the personality profilers we use at ISL

4CHARACTERS
CLICK-WITH
WORK-WITH

https://lnkd.in/eGkT_YCd

Onwards and Upwards

Geoff

www.ISLleadership.co.uk


#personality

#leadership
#Iexecutivecoaching
#businessuk

PS Grateful thanks and acknowledgement to Laya Rasouli a former team member in our LeaderLAB, for her creativity and her inclusive perspective of the 4CHARACTERS. The painting depicts the collective synchronicity that can arise from diversity, collaboration, and affirming dialogue. Especially when each character removes their mask and opens up.

See the original LinkedIn post here.