Every great business coach usually has their client start off by assessing their personal strengths and weaknesses. It’s important to know what you’re naturally good at so you can effectively focus on those areas. Trying to work on weaknesses can take three times the effort, for half the payoff. Assemble a team to take over where your weaknesses are.
Are you hiring the right team and putting them in the right position? Learn from Joel and Antonia as they discuss how personality typing can help your business.
In this interview learn:
How Different Personalities can affect your Bottom Line
Why you may be unconsciously creating a league of minions
Limitations of personality typing in business
When to use personality typing as a hiring criteria
How can personality typing help you in business?
Joel: It is extremely helpful in the business, marketing, and the entrepreneurial world.
How much of your “bottom line” is based upon each staff cooperating and effectively communicating information to other employees?
Do you understand the personality types of your employees well enough to clear up misunderstandings or conflict that grinds productivity to a halt?
If you’re dealing with a troubled employee, knowing their personality type can help you understand where they’re coming from. It will show you how they think and make decisions. How they work best and respond to fellow employees within their working environment.
It’s a powerful resource to help increase your bottom line. Can you afford not to do personality typing for your business and team members?
We have a program called, Hardwired for Wealth, for example.
It takes all the different personality types and shows how each type would show up in an entrepreneurial environment and how they would express themselves. We show how each personality type interacts with one another and the primary components you need to consider in order to build an effective team.
We also go over how each type shows up as a leader. The advantages and weaknesses of each leadership style. We show how as a leader, you can build different businesses and careers around your personality type.
Rather than fitting into a mold or system, you can fit your career path or business to yourself and become wildly successful. Because you’re doing it in a way that makes sense and comes naturally to you.
Antonia: Also, we’re all human, we all over value our own personal experience. We over value what we bring to the table. We do this unconsciously. We have one best way of evaluating information and making decisions. We also have a superior way of learning, understanding, and processing information.
So when we interview other people, we have a tendency to think,
“I like the way this person thinks, he seems like a good person.”
In a business context, we tend to hire replicas of ourselves over and over again.
But this can create blind spots and weaknesses. There are other evaluative criteria you need in a social ecosystem to make a strong team, ensuring that everything gets handled properly.
We can’t just focus on getting projects done, we need to also see that people’s needs are being met. We have to make sure things line up intellectually and analytically for them. Everything has to make sense for them.
We need to make sure we don’t do anything that offends our conscious or integrity in the long run. But, for example, if we’re all just integrity people, we may never get anything done, because everybody is focused on the ethical implications. Or if everybody is always focused on trying to get other people’s needs met, we’ll miss the analytical component.
So all 4 of the decision making processes are important to handle for each aspect of human needs. For the learning or perceiving style, we can have people who are big picture, abstract thinkers that are good at running simulations and possible outcomes in their minds. But then they may miss the day to day details.
Or if we’re only focusing on the day to day needs, caught up in busy work, being in the moment. We may unconsciously create fires, because they’re interesting to put out. But nobody is taking the lead and saying where we’ll be in 5 years, or good at seeing the different possible outcomes and where the business needs to go to best grow.
So every single component, every cognitive function represented, has its strength and weakness, that it can bring to the table.
You need the analytical, play it safe, number crunchers. You need the person that can keep the team together, making everyone happy. You even need a Risk Taker, or you may miss opportunities by not choosing to take action. All of them need to be represented to have a balanced team. To make sure we aren’t unconsciously creating blind spots.
Kind of like forming a Dream Team for your business.
Unfortunately, Myers Briggs has primarily been used in the Business context the wrong way.
People have over relied upon it as a way to hire. I’ve had people come up to me saying,
“I need to hire somebody for this position, but they must be this exact personality type.”
This can get sticky because personality typing in Myers Briggs isn’t holistic.
It doesn’t tell the whole picture of the person. There are different levels that each person can grow for development.
Joel: It’s also not an aptitude test. It doesn’t tell how well they are using their given talents or what their natural strengths are supposed to be and how well skilled or developed they are at using their talents.
Antonia: A person with a certain personality type might have predictable or trending talents, or things that they focus on.
But that will not be a predictor of their skill development. It won’t tell their interests or motivations. It can’t tell you if the person will be interested in moving up in your company. It won’t gauge how lazy they are or how much of a hard worker they are.
However, if you are vetting people based on those kind of criteria. Looking to hire people based on character, integrity, hard working, and all the other qualities that you want. Once you’re good at this, then you can use an understanding of typology to determine whether or not you have unconsciously created a team of minions, of people just like you.
You don’t want to create a legion of minions.
You need to be able to recognize if you’re missing a person in a needed area.
So personality should come at the end instead of the beginning of your hiring criteria.
It is good to have this in your mind as an assessment tool. Especially when you’re trying to create an effective team.