By Jared Massie
All service members should take a personality test. This helps you see yourself as others do and generates positive cycles of self-reflection. Additionally, personality tests cultivate an elevated sense of self-awareness (the conscious knowledge of a person’s unique characteristics). This does two important things: it makes you feel understood and creates a growth mindset. These favorable outcomes, in turn, increase leadership effectiveness and performance. Furthermore, if adopted within small teams or organizations, this practice can foster openness, transparency, and understanding among team members, potentially increasing performance and morale. What follows are compelling reasons to take a personality or strength-finder test, necessary resources to do so, and practical tips to share your results responsibly and effectively with peers and superiors.
Being Seen
Personality tests increase self-awareness by showing your value to yourself and others and presenting it in a digestible, relatable format. Some may think it is unnecessary, or even weak, to rely on the results of a test to uncover and display a person’s traits. However, the reality is that when a person truly feels “seen,” he or she is more likely to operate from their authentic self. For example, personality tests can show you career fields in which your personality would thrive, or those that may not be a good fit. Some tests even supply a list of people who share a similar personality. These functions of personality testing place your behaviors in the context of other well-known leaders. As such, they provide a good starting point for picking up a memoir or learning more about those you resemble.
Desire to Improve
Possessing an improved self-awareness also enhances a growth mindset. This could be because a personality test reveals a previously unaware strength that spurs creativity, passion, and drive. Or, you may desire to improve your weaknesses that are highlighted in your test results. If, for instance, you believe that you are innately talented, personable, and successful, your mindset could be described as “fixed.” Consequently, you might attribute failure to external causes or lament that you are not a good fit for your current position. A healthier, more growth-minded mindset, could be achieved through personality assessments that help you both acknowledge your shortfalls and celebrate your strengths.
Enhanced Performance
Lastly, heightened self-awareness is a proven trait that effective and high-performing leaders possess. Research suggests that those who see themselves accurately are more confident, creative, and wise. They build stronger relationships, communicate more effectively, and are less likely to lie, cheat and steal. One supporting data point is a study of 155 Naval officers in which the most successful officers were less likely to inflate their self-described leadership behavior, while the least successful ones over-inflated their abilities. Therefore, by seeing yourself clearly, that is to say, as others view you, one can create efficiencies that result in increased performance.
Team Benefits
Beyond the personal benefits of self-awareness, Harvard Business Review highlights that personality testing also has multiple team benefits, including improving collaboration and communication. Research shows that those who understand how others view them are more empathetic and perceptive. Likewise, leaders who see themselves as their employees do tend to have a better relationship with them, feel more satisfied with them, and see them as more effective.
The Counterpoint
Personality tests are not an exact science, although they can be a useful tool. No questionnaire can provide a comprehensive understanding of an individual’s motivations, strengths, weaknesses, or broader personality. Therefore, personality testing offers an incomplete snapshot of an individual based on a limited perspective. The results are also not predictive. People can mold their personality traits by either adopting or eschewing behaviors. Moreover, certain tests have inherent biases that might inaccurately depict a person’s personality. In these cases, the results might unintentionally reinforce personality “blind spots” that could hinder personal growth.
Furthermore, there is a kind of rigidity and formality to relying on test results to assess personality. Experienced professionals should be able to determine on the job how their bosses prefer to receive reports; what makes them frustrated; what stresses them; and what pleases them. Similarly, as a leader, you should already know that people possess different skills, attributes, and behaviors without reference to personality test results. In other words, professionals should not need to have personality cards about their bosses because it stands to impede on-the-job learning. Likewise, those in supervisory roles would never expect every team member to be the same, so a personality test could be redundant.
The Challenge
At the same time, challenges exist in uncovering an appropriate time and method to discuss how your unique personality traits can add to a team’s dynamic. The way you share test results is important, but why you share them matters even more. Although you want to discuss your results, you must not do so based on selfish ambition or from a position of enlightenment. After all, your results are not to make your life easier. Instead, they are to enhance relationships among team members.
It is also critical to avoid using your personality as a rigid framework for how you interact with others. Being overly attached to your test results can make you reluctant to accept new ideas or adjusting your behavior when working with different personalities.
How to Proceed
There is value in both formal and informal methods of sharing your personality test results.If you decide to do it formally—e.g., during a counseling session, office call, or interview—this could show transparency, professionalism, dedication, and humility. Always keep the dialogue professional and provide details relevant to your role and team dynamics, such as a small printout or sheet that outlines how your unique personality can positively impact the team. Ask yourself, ‘Does what I’m sharing relate to how I will perform?’On the other hand, a hiring manager or superior could be taken aback if you are too forward during this process, potentially coming across as disrespectful or brazen. For your true intent to be shown—to uniquely enhance the environment in which you are entering—you would be advised to inquire before sharing your character attributes. Simply ask: “Do you mind if I share a little about myself?” or “I have compiled a few things about myself that I think could provide some value. If there’s an appropriate time, maybe we could discuss it?” By showing respect for the process and those you are engaging with, you are more likely to foster mutual understanding and lay the groundwork for a productive and collaborative relationship.
There is also immense value in informally sharing character traits derived from personality testing. Personally, I once told an important co-worker that if he saw me micromanaging, it was likely due to stress unrelated to the situation. I knew that I could not always see that in myself, but perhaps he could. Therefore, I asked him to let me know if he noticed micromanagerial behavior for accountability. An informal setting is beneficial because it is typically more organic and natural than a formal one. These dialogues could take place in an office, during an after-action review (AAR), or within routine conversations. Discussing your individuality—for instance, the fact that you are energized giving motivational speeches, or that you do not like social events because you are introverted—are informal ways of sharing your unique personality characteristics. Informally sharing builds trust and a willingness to collaborate, which can strengthen your relationships and foster a supportive work environment.
An important thing to remember, though, is that your personality is not fixed, nor is it more important than anyone else’s. Therefore, instead of showcasing your personality like a trophy, use your results to create an honest dialogue. IInvite others to share their results as well, making it a reciprocal conversation aimed at mutual understanding. Whether conversing with a boss or in informal conversation, keep in mind that the goal of the self-awareness stemming from personality testing is not to introduce interpersonal tension but rather to enhance workplace dynamics.
Five Credible Personality Test Options
Knowing which personality test to take can be difficult. However, there are ample resources for exploring available options. Below are five popular tests.
(1) Enneagram. Because personalities are not rigid, this test analyzes when certain aspects of your personality are most versus least dominant. The purpose of this test is to help clarify motivations, beliefs, and unconscious patterns that drive behavior. Particularly useful is that you are given examples of what your personality looks like when it is thriving and you are performing optimally. Plus, examples are offered about how you might behave when you are stressed or overwhelmed.
(2) Clifton Strengths Assessment, formerly known as StrengthsFinder, measures your talents and categorizes them into 34 themes. Each theme gives you a way to describe what you naturally do best or what you might need help from others to accomplish. With its baseline formula of Talent x Investment = Strength, the goal of the test is to identify ways to invest in innate talents to increase performance and gain strength at work-related tasks. This test may help those seeking to understand their talents and/or are goal-oriented.
(3) Myers-Briggs Type Indicator (MBTI) produces a four-letter acronym based on the following dimensions:
- Extraversion (E) vs. Introversion (I): How you gain energy.
- Sensing (S) vs. Intuition (N): How you process information.
- Thinking (T) vs. Feeling (F): How you make decisions.
- Judging (J) vs. Perceiving (P): How you interact with the world.
The MBTI explicitly focuses on increasing self-awareness. In doing so, it uses accessible, positive language and ideas to explain your unique personality preferences.
(4) The DiSC (Dominance, Influence, Steadiness, and Conscientiousness) assessment model primarily measures how an individual’s personality behaves in various situations. For example, individuals with a Dominance behavior style are “direct, forceful and outspoken with their opinions.” In contrast, an Influence style is “outgoing, enthusiastic, and lively.” The DiSC markets itself to workplaces because, if adopted team-wide, it provides a common language that that helps people better understand themselves and those with whom they interact. As possible outcomes, the DiSC emphasizes conflict reduction and improvement in workplace culture and teamwork.
(5) The Color Code assessment bills itself as “the most accurate, comprehensive, and easy-to-use personality test available.” Rather than simply focusing on your behaviors, the Color Code categorizes test-takers into four color categories (Red, Yellow, Blue, and White) based on their driving core motives (DCMs). The test’s creators claim that stressing the motivations that drive behavior leads to a deeper sense of self-understanding. Moreover, you learn to see others’ motivations underlying their behavior, which could significantly improve your interactions with others.
Each of these tests offers unique insights into personality, behavior, and motivation. Whether you are seeking personal growth, stronger team dynamics, or better leadership strategies, these tools provide actionable ways to increase self-awareness.
Major Jared Massie is an Army Foreign Area Officer working in Southern Africa.
