Work Style Assessments

Your personality is your most valuable professional asset - and your biggest potential liability. The difference? Understanding how to leverage it effectively. Many professionals struggle to understand their strengths and weaknesses, leading to missed opportunities and stalled careers. You've probably tried self-reflection or asked for feedback, but these methods often fall short. That's where personality assessments come in. But not all assessments are created equal. ---Class A Assessments--- ▪ Used for psychiatric or mental health evaluations ▪ Highly validated and reliable for clinical use ▪ Example: MMPI (Minnesota Multiphasic Personality Inventory) ---Class B Assessments--- ▪ Trait-based assessments used in professional settings ▪ Validated for use in hiring, development, and team building ▪ Examples: Hogan Assessment, Birkman Method, Winslow Profile ---Class C Assessments--- ▪ Personal development focused ▪ Used for self-awareness and team dynamics ▪ Examples: MBTI (Myers-Briggs Type Indicator), DiSC, EQ assessments Many assessments are built on the foundation of the Big Five personality factors, also known as OCEAN: 🔸Openness to experience 🔸Conscientiousness 🔸Extraversion 🔸Agreeableness 🔸Neuroticism (or emotional stability) These five factors are considered the fundamental building blocks of personality. Understanding where you fall on each of these dimensions can provide powerful insights into your behavior, preferences, and potential career fit. Over 20 years ago, I took the Hogan Assessment. It was like someone handed me a user manual for my own brain. I discovered strengths I hadn't recognized and blind spots that were holding me back. I didn't just file it away. I reviewed it annually, using it as a roadmap for my personal and professional growth. Each year, I'd focus on leveraging a strength or addressing a weakness. The result? A more intentional and successful career path. You might be thinking, "So what?" ----Here's how you can apply this---- 1. Choose the right assessment for your needs (Highly recommend Class B) 2. Take it with an open mind 3. Review the results with a certified interpreter 4. Create an action plan based on your insights 5. Revisit and revise annually It's not about changing who you are. It's about understanding yourself better so you can make informed decisions about your career and relationships. Here's a question to ponder: If you had a clear map of your personality traits and tendencies, what would you do differently in your career? Share your thoughts below. And if you've had experiences with personality assessments, I'd love to hear about them!  

🔍 Unlocking Your Potential: Discovering Your Unique Operating System with the Birkman Assessment 🔍 Unveiling our inner workings is the key to unlocking our potential. The Birkman Assessment is that key – shedding light on what drives us and helping design a brighter, more productive work environment. As someone who's experienced the Birkman Assessment's impact, I can't stress enough how invaluable it is. Think of it as a roadmap to your strengths, needs, stress triggers, and growth areas. 🗺️ A personal example: Alex, a seemingly introverted colleague, thrives when collaborating. The Birkman Assessment reshaped our teams to balance solo and collaborative tasks, resulting in a happier and brighter Alex. The Birkman Assessment highlights our unique needs. Sarah's report revealed a need for predictability. We tailored timelines to accommodate her preference, fostering confidence in her challenges. Stress triggers also emerge. Michael's stress during presentations was rooted in rigidity. We revamped prep, giving him more control. His newfound ownership transformed his presentations. The Birkman Assessment fosters self-awareness and team cohesion. When we understand ourselves and colleagues better, we design a work environment that supports individual strengths and needs, leading to harmonious teamwork. For tapping into your true potential and designing a supportive work environment, try the Birkman Assessment. It's a transformative journey to a more fulfilling professional life. 🚀 #BirkmanAssessment #PersonalGrowth #TeamDynamics #SelfAwareness #ProfessionalDevelopment

You've invested in DiSC. Done CliftonStrengths. Maybe even brought in team facilitators. So why are your strategic decisions still taking three meetings instead of one? Here's what I see happening with executive teams: The single-assessment trap: Your CFO's DiSC profile says she's "analytical and detail-oriented." Your CMO's CliftonStrengths shows "Strategic and Ideation." Great. Now what? You know their styles. You know their talents. But you still don't know why they can't seem to collaborate effectively. → Because you're looking at 25% of the picture. One assessment tells you how someone communicates. Another tells you what they're good at. But neither tells you where they get energy, or what truly drives them. It's like trying to conduct a symphony when you can only hear the violins. What changes when you see everything? The Superpower Pyramid integrates four scientifically-validated assessments (DiSC, CliftonStrengths, VIA Character Strengths, Working Genius) into one complete leadership intelligence system. Not another assessment does this. An integration methodology. The results? → 25-40% improvement in collaborative outcomes and decision-making speed → Leaders positioned in roles that leverage their natural genius (not just their skills) → $100,000+ saved per retained executive who doesn't burn out in a misaligned role In just 8 weeks from assessment to measurable transformation. The best part? Your team doesn't need to become better at their jobs. They need to be positioned better in the roles they already have. A practical example: Two leaders who kept clashing: • One needed data before discussing (DiSC) • One was energized by ideation, the other by completion (Working Genius) • One brought analytical thinking, the other strategic vision (Strengths) • Both deeply valued prudence and perspective (VIA) Single assessment: "They have different communication styles. Be patient." Integrated view: "They're actually perfect complements. Structure their collaboration differently." Result: What looked like personality conflict became a Superpower Pyramid. The question every CEO should ask: "Am I getting everything I'm paying for from my leadership team?" Not their effort. Not their intelligence. Their natural genius. Because here's what I've learned: Your executive team is already capable of the performance you need. They're just not positioned to deliver it. — Ready to unlock your team's Combined Superpower? 📩 DM me "SUPERPOWER" to learn how the Superpower Pyramid can transform your leadership team in just 8 weeks.

🤝 Why is it Important to Me to Understand and Embrace the Different Personalities in My Team? Recognizing the unique qualities and strengths of each team member is crucial in leadership. And that’s why I adopt an approach that revolves around assessing, understanding, and accepting different personality types and work styles. Here’s how I implement this in my daily work:   🧩 Personality and Work Style Assessment:  At the beginning of the work relationship, I used an assessment test about personality and work style. This way, I can understand preferences, skills and competencies, and, thereby, match tasks with the right people. 📋 Delegation:  Delegating tasks based on each team member's strengths and work styles ensures that they feel valued and empowered to contribute their best work. However, not everyone wants to own all tasks themselves. Some want more help and less delegation than others. 🔄 Adaptable Management:  By understanding personalities and the way of working, I am able to adjust the way I interact with people to fit their needs and use flexible communication methods that work best for each person. Treating each team member as an individual and personalizing my approach to their unique qualities leads to superior results and a motivated team. What leadership style do you practice or are most successful under? 💬 Feel free to share your thoughts in the comments!  #Leadership #TeamManagement #LeadershipStyles 

I may not have a formal education in Psychology, but my experience in Learning and Development has allowed me to explore various psychological paradigms, enriching my understanding of people. Psychometric assessments are crucial in recruitment, employee development, and education, offering an objective measure of cognitive abilities and personality traits to assess individual fit for specific roles and environments. Renowned assessment methods that can provide significant benefits include: - Hogan Assessment: Focuses on personality and leadership derailers. - Thomas International: Offers a comprehensive approach with behavioural, cognitive, and emotional intelligence assessments. - SHL: Renowned for talent acquisition and development tests. - Profile XT: Aligns job competencies with individual traits for role suitability. - Strengths Inventory: Highlights key strengths for personal and professional growth. - DISC profiling: Categorizes individuals into Dominance, Influence, Steadiness, and Conscientiousness personality types. Effectively utilizing these assessments, interpreting reports, and deriving valuable outcomes for individuals and organizations is our challenge. Let's consciously uncover hidden talents and motives to drive improvement and facilitate leadership development. #Improvement #Assessment #leadership #developmentjourney #Conscious

Understanding your operating style is crucial to having that perfect fit alignment in a new role. A CMO I hold in high esteem experienced this the hard way. The first role Charlotte took looked ideal on paper but after 12 months she called me, she’d delivered impressive results but was exhausted. Every initiative needed committee approval. Every decision that should have taken hours, took weeks; she was succeeding, but at an unsustainable personal cost. We used my Operating Style Scoring Tool to assess how her working style aligned with the working environment, and it was a mere 35% fit! Six months later, I placed her at a fintech scale-up (85% fit using the Scoring Tool). Same capabilities, but radically different operating dynamics and two years on, she’s been promoted to CEO. The exact same person, but a 35% fit versus an 85% fit. That’s the difference. And it may never be a 100% fit, but the good news? This kind of 35% mismatch is entirely avoidable. Swipe through for the complete Operating Style Scoring Tool: six factors, two columns – your preference and the organisation’s reality. The gap between them is what tells you whether you’ll thrive or exhaust yourself. Save this, and calculate your fit before you accept any senior role. Having this score worked through before a headhunter calls means you can tell them exactly the environment you need and filter out the roles that won’t fit before they go any further. One question: which of the six factors do you think creates the most friction when it’s misaligned? I’d love to hear in the comments and I’ll then share what I’ve observed across thousands of placements. #ExecutiveCareer #CareerStrategy #MarketingLeadership

The best leaders aren’t the most confident. They’re the most self-aware. And self-awareness isn’t just “knowing your strengths.” It’s noticing the patterns that hold you back. ⚠️ What triggers your stress ⚠️ How you react under pressure ⚠️ Why some tasks energize you and others don’t ⚠️ What values drive your decision-making ⚠️ How you show up in conflict or disagreement ⚠️ What behaviors you default to ⚠️ How you impact others That’s why I use tools. Not to “fix” myself But to see what I can’t always see. Here are 𝟳 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀 I’ve used to  uncover strengths and blind spots: 1️⃣ CliftonStrengths (StrengthsFinder)  ↳ Reveals: What you naturally excel at  ↳ Best for: Anyone who wants to work to their strengths  ↳ Why: Use what you’re best at instead of fixing weaknesses. 2️⃣ PrinciplesYou (by Ray Dalio & Adam Grant)  ↳ Reveals: How values shape your decisions  ↳ Best for: People who want to understand their patterns  ↳ Why: Make choices that align with what matters to you. 3️⃣ Emotional Intelligence (EQ) Assessment  ↳ Reveals: How you handle emotions & relationships  ↳ Best for: Those who want to improve communication  ↳ Why: Manage emotions under pressure & build trust. 4️⃣ Hogan Personality Inventory  ↳ Reveals: Strengths & behaviors under pressure  ↳ Best for: Professionals in high-stakes roles  ↳ Why: Spot what helps or hurts your decisions under stress. 5️⃣ Big Five (OCEAN) Personality Test  ↳ Reveals: 5 traits that shape how you think & act  ↳ Best for: Those who want a full picture of their personality  ↳ Why: See how your traits affect work, stress, and decisions. 6️⃣ DISC Personality Assessment  ↳ Reveals: How you communicate & interact with others  ↳ Best for: Anyone working with different personality types  ↳ Why: Adjust your style to collaborate more effectively. 7️⃣ Leadership Practices Inventory (LPI)  ↳ Reveals: How your habits impact others  ↳ Best for: People refining their influence at work  ↳ Why: Strengthen behaviors that improve results. Start with one. Reflect honestly. Then ask: What needs to shift? 📥 Download the carousel to access test links. ♻️ Repost to help leaders lead from self-awareness. 🔔 Follow Justin Hills for people-first leadership tools.

We hadn't seen eye to eye for years. In my mind, we were just too different. Every conversation with him felt like a challenge. He thrived in meetings with higher-ups and always wanted solutions yesterday. In contrast, I’m more even-keeled. I prefer to stay out of the spotlight unless necessary and take my time gathering data before offering solutions. If you’d told me a few months ago that we’d work well together, I wouldn’t have believed you. So, what changed? We both gained a better understanding of our strengths, weaknesses, and triggers by taking the Everything DiSC Assessment. After becoming a certified executive coach, I decided to get certified in an assessment that could help me offer strategies to potential clients. I chose Everything DiSC. After completing the facilitation course, I asked my co-workers to take it. Without additional coaching or group facilitation, just understanding our team’s uniqueness—like management styles, motivations, and stressors—made a world of difference. The truth is, you can’t maximize your team’s diversity if you don’t know what makes them unique. Here are five assessments leaders can use to better understand their team members, maximize potential, and support the organization. Have you used any assessments to help maximize the potential of your team?

Longer post but this is a AI approach that I’ve been playing with this week. I’m already finding it incredibly valuable. You've taken the assessments. CliftonStrengths. DiSC. Enneagram. Myers-Briggs. 16 Personalities. Maybe even a 360 or two. I know I have! The results are sitting in your inbox, a PDF folder, or if you are like me and print off all the things, stuffed in a desk drawer. Just there taking up space instead of adding value. It’s time to change that. Here's the move I made after cleaning out my desk this weekend - I turned my personality assessments into an AI Context Document. --- What is an AI Context Doc? It's a single reference document you paste into your AI tool (Claude, Copilot, ChatGPT — pick your flavor) at the start of a session, save as a custom instruction, or as a core reference document on your profiles. It tells the AI who you are so it can stop giving you generic output and start giving you a you-shaped output. --- How to build yours - ➡️ Step 1 — Gather your results. Pull every assessment you've taken — strengths, communication style, work style, leadership profile, values inventories. Don't overthink it. Even partial results count. ➡️ Step 2 — Transform them into a Context Doc. Prompt your AI: "Here are my personality and work style assessment results. Summarize my key strengths, communication preferences, working style, and blind spots into a concise professional profile I can use as context for future AI sessions." Paste in everything you have. Maybe not the Buzzfeed quizzes that sorted you into a Harry Potter house, but maybe that’s important for your AI to know. I won’t gatekeep. Collect them all and let your AI of choice do the heavy lifting. ➡️ Step 3 — Put it to work. Save the output. Then use it. Paste it at the top of complex prompts. Add it to your custom instructions. Reference it when asking for feedback, drafting communications, or thinking through a decision. The AI now knows you lead with Ideation. That you prefer directness. That you think in systems. That you need context before conclusions. It writes for you — not for a generic professional. --- ➡️ Why this matters strategically: Personalization is the difference between AI as a search engine and AI as a thought partner. Your assessments represent years of self-knowledge. This is how you operationalize that knowledge into every AI interaction — not just once, but at scale. I use it to help me play to my strengths and strengthen my wobbles. This is a choose your own level approach. Data unlocks insights but be thoughtful about the level of information you want to share. Be thoughtful about the privacy tradeoffs and make sure you trust the parent AI company. --- Try it and let me know what you discover. 👇

🌟 Empowering Teams through Behavioural Insights 🌟 Unlocking the potential of your team starts with equipping them with the right tools. One such powerful tool is the DISC assessment, a resource that delves into behavioural tendencies, enhancing communication, collaboration, and productivity among team members. The DISC assessment segments behaviour into four distinct styles: Dominance, Influence, Steadiness, and Conscientiousness. By embracing these styles, individuals can tailor their interactions, resolve conflicts positively, and foster an inclusive atmosphere where everyone is appreciated. Key advantages of utilizing DISC assessments include: 1️⃣ Enhanced Communication: Clarity and effectiveness in interactions through understanding colleagues’ preferences. 2️⃣ Optimized Team Dynamics: Identification and utilization of team members' strengths for improved synergy. 3️⃣ Personal Development: Cultivation of self-awareness leading to enhanced collaboration and individual performance. Beyond DISC, I've explored other assessments such as MBTI, StrengthsFinder, or Emotional Intelligence evaluations, and each offer further insights, enriching team understanding and boosting overall performance. What assessments have made a difference in your organization, and how have they propelled team success? Or have you done a similar assessment for yourself, and what did you learn from it?