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The Personality – Productivity Connection:Using Personality Assessments to Drive

Organizational Change

Todd Harris, Ph.D.Director of Research

PI Worldwide

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Traits within an individual that explain why heor she tends to behave in characteristic ways.

Relatively stable across time and situations.

Partly inherited and genetically determined.

Can be described and measured accurately.

Comprised of factors such as

Assertiveness, Extroversion, Work Pace,Conscientiousness, Risk-Tolerance, etc.

What is Personality?

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The field of personality assessment is a hot oneright now within the management and HRcommunities. Why?

Personality traits have a direct and substantial

impact on job performance.

Well-developed personality assessmentspredict job performance effectively, and in anon-discriminatory way.

The changing nature of work itself.

Personality on the Rise

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Not just a hiring tool anymore.

Many innovative companies now use personality

assessments at many points in the employee lifecycle:

Recruiting and Selection.

Onboarding.

Culture Change.

Coaching.

Leadership Development.

Succession Planning.

New Applications

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Personality assessments can be used todefine some of the key characteristicsrequired for a job, and to craft targetedrecruiting strategies to attract key talent.

Recruiting and Selection

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With the insights yielded by personalityassessments, new employees can bebrought up to speed more quickly andcomfortably. For example, some

employees may need a little more trainingand support up-front, while others aremore comfortable going it alone.

Onboarding

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Perhaps your company is moving into anew phase or market, experiencing acultural shift that now places a premium onspeed and risk-taking. Personality

assessments can be a great aid in findingand developing talent that will thrive in thenew environment.

Culture Change

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Managers can use the data yielded bypersonality assessments to tailor theircoaching strategies for their direct reports.

Coaching

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Used from front-line supervisors to middlemanagers to the executive suite.

Can be used to give leaders valuable

insights into where their natural behavioralstrengths lie and how to leverage them todrive business results.

Leadership Development

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For specific positions.

For leadership teams.

For the organization as a whole.

Succession Planning

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Issue One: Transition to a more pro-active, sales-based culture.

Issue Two: CEO succession and

Board relations.

Issue Three: The member connection.

Personality and Credit Unions:Possible Leverage Points

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1. What is the assessment designed to measure and accomplish, and how will that benefit

the organization?

2. Does the assessment come with an accompanying job analysis tool that allows for thethorough identification of a job’s requirements? 

3. Is the assessment free of bias with respect to the respondent’s age, gender or ethnic

group?

4. Is the assessment reliable? That is, are people’s scores on it consistent and repeatable

over time?

5. Is the assessment valid? That is, does it effectively predict important workplacebehaviors that drive metrics such as sales, customer satisfaction and turnover?

6. Is documentation supporting questions 3, 4 and 5 readily available in the form of atechnical manual or equivalent document that is consistent with EEOC guidelines?

7. Is research on questions 3, 4 and 5 ongoing?

8. What are the key “implementation issues” such as cost, time it takes to complete the

assessment, data security, scalability across the organization, ongoing support from thevendor, and degree of client self-sufficiency/knowledge transfer?

A Shopping List

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