January 26, 2020

Testing, Testing, 1 … 2 … 3

Give That Girl A Special Test

Corporate America seems to be enamored with personality assessments. Periodically, another one pops up, devised by another PhD with nothing to else to do—or so it seems. The architects of these assessments tout that the tests results are correlated to a person’s future job performance. Perhaps—in some cases. But I do not believe these are anywhere close to being an exact science. At least that’s my take.

Join The Movement

Having said, I have to admit that like a lemming, I too, took the bait and availed myself of several assessments. Depending on the brand, they were all a bit different.

  • On the ‘DISC’ brand of assessment, I scored as what they call ‘The Persuader’ behavior style—High I [Influence] and High D [Dominance].
  • On the Enneagram brand of assessment, my Tri-Type showed me to be what they call ‘The Mover & Shaker’.
  • On the ‘Meyers Brigg’s” assessment. I came out as what they call ESFJ-T on one and INFJ on another. These questions are so nebulous.

Let’s Call The Whole Thing Off

You say tomato. I say to-mahhhh-to. Does it matter?

While it may seem that I’m being satirically critical, I do have to admit that I find the subject of personality testing interesting in a parlor game sort of way, just as I do the subjects of Astrology, Birth Chart Analysis, Numerology, and Tea Leaf Reading.

Ego Tripping Out

I think that employers who administer them—and the ‘architects’ who develop them—are all on a big ego trip. At the end of the day, these tests are a way to manipulate people and make the persons administering the tests appear to be some sort of Grand Pooh Bah. They’re nothing more than an entertaining tool of pre-judging and bias. But then, that’s just my two cents.



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