Chapter 3:
Personality Assessments
Synopsis
In the process of trying to put together a team for any endeavor it would be most useful to carry out some sort of personality assessment. This is because the eventual group that is formed has to be able to work closely and competently until the goal of the project is achieved. When all the participants in the team are on a similar wavelength or mindset then the various functions of the group will be easier and smoother.
Differences
In order to do this personality assessment exercise there are many ways available, some of which are easier and straight forward while others may be a little more complex.
The choice made would really have to depend on the type of project and personalities involved. Simply conducting common type tests like self-report inventories which involves the participant addressing a set of questions is sometimes enough for the powers that be to make the decisions for team formation.
However there is also more complex test that may require a more in depth amount of information before any decision is made. The different types of test may eventually produce the data in the form of percentile ranks, z scores, sten scores and many other types of standardized scoring platforms.
When all the relevant data is collected then the assessments can begin and the best choices can be made to form the team. Perhaps the most important elements most team leaders look for would be the reliability and validity factors within the individual chosen.
This of course is over and above the relevant technical expertise that may be needed for the project to be able to achieve its goal successfully and smoothly.
Though these personality assessments are a huge help when trying to determine the best people for the team, it is not always a full proof method, as some individual react to different situations where there is pressure from the need for collaboration. Thus these assessments can only be used as a guide.
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