Personality Tests Don’t Work, Here’s Why and The Alternatives
Personality tests, we think, help us understand ourselves better. But in reality, they are often a self-gratifying exercise that gets us no closer to understanding ourselves or others.
Every day, we are faced with decisions that can range from seemingly minute to hugely impactful. Making decisions as a group is complicated even further by the addition of different perspectives, personalities, and opinions, so it’s easy for decision making fatigue to set in.
While radical candor can benefit an organization, it has to be used in the right context: specifically, you must have an established level of trust and respect within a team first. If team members don’t have empathy for their coworkers, it’s too easy to deliver harsh criticism and excuse it by claiming it’s just “radical candor.”
Here’s a controversial opinion: right now, for most companies, onboarding is more important to obsess over than hiring. To be sure, both are generally important things (we’re not saying that hiring is unimportant). But right now, how you onboard talent is even more important than how you find talent.
In the last few years, many large organizations have reached the conclusion that the talent required to optimize their existing revenue sources is distinct from the talent required to invent the future. Today, the most savvy organizations will realize the need for a third team: those with the ability to take the refined ore of a new idea and shape it into a commercially viable and sustainable business.