Скачать с ютуб Personality Tests Are Useless | DISC, Myers-Briggs (MBTI), Enneagram and almost all the others в хорошем качестве

Personality Tests Are Useless | DISC, Myers-Briggs (MBTI), Enneagram and almost all the others

Personality Tests Are Useless Personality Tests at work are widely used. Millions of people every year take a personality test given to them (or paid for by) their employers. But most of these personality tests, the ones that place you into a personality type, are useless. They're of dubious origin, and dubious methodology. And yet we fall for it time and time again. //FREE COURSE WHY MISSION STATEMENTS FAIL If you like this episode and want to go deeper, check out our free course "3 DAYS TO A MORE MOTIVATED AND ALIGNED TEAM at https://davidburkus.com/3days //SPEAKING Like what you heard? Find more on David's speaking page (and find out about bringing him to your company or event) at https://davidburkus.com/keynote-speaker/ //MUSIC "One Last Thing" by Dylla.   / dyallas   //MORE Somewhere close to 2.5 million people a year take the Myers-Briggs Type Indicator - the most popular and also one of the worst personality tests out there. 89 of the Fortune 100 companies subject their people to some form of personality testing at some point in their career. But personality tests, most personality tests anyway, the kinds that put you in a certain "personality type" are useless. They're completely meaningless. They're of dubious origin, dubious methodology, and yet we still use them time and time again. Like I said, most personality tests are of dubious origin. Consider one of the more popular personality tests in the workplace is the DiSC. Although, to be fair to the people at DiSC they would say they are a behavioral assessment. And the idea of the DiSC test, started with a gentleman named William Marston. He theorized that there were basically four different types of people. Four different ways that people respond in certain situations and then disciples of Marston's actually took that and developed it into a test to put you into one of these four categories. The Myers-Briggs Type Indicator, the MBTI, started with two women, a mom and a daughter, who basically loved gossiping about their neighbors and other socialites. They had read Carl Jung and Carl Jung's ideas that there were three basic personality types, and for some reason they added a fourth, and started labeling everybody around them. Eventually, they developed a "test" that they could ask people to put them into these different categories based on these different dimensions. Both of these ideas were started 100 years ago. 100 years ago. When we thought that giving lobotomies to angry or depressed housewives was a suitable cure for anything. One more test that is gaining in popularity and starting to make inroads into the workplace is the Enneagram assessment. The Enneagram of Personality, it's often called. The Enneagram sorts people into nine different personality types and those nine personality types, well, those were basically theorized from a South American occultist who liked to get into hallucinogenic trances by taking Mescaline and Ayahuasca. And one day he believed that the Archangel Metatron told him that there were nine different personality types. He mapped those nine different personality types along this ancient symbol and, boom, the Enneagram was born. Later, devotees would develop a test that would sort people into these nine categories. I think we get the point. In addition, most of these tests use dubious methodologies as well. They start with a theory of how many different personality types there are. Then they dream up a bunch of different questions that would help you sort out whether or not somebody belongs in a certain category. You start to give those questions to lots of different people, and then you run a bunch of statistical tests to figure out which questions actually did sort people into those categories and which ones we can eliminate because they don't add any additional sorting ability. The end result is that now you can take that test and you can find out that you are such and such personality, based on basically the scientific rigor of a Buzzfeed quiz about which "Saved by the Bell" character you are. The science of personality doesn't actually work that way. Legitimate personality researchers will tell you that there are no personality types, there are only personality dimensions. And every personality assessment that they developed is designed to show where you exist along a spectrum. And even when using the most scientifically rigorous tests, there’s not a lot of evidence that supports their use in making hiring decisions. And there's also not a lot of research that suggests that understanding each other’s personality types will lead to less conflict in the workplace. Most of the conflict on your team or in your entire organization is not the result of different personality dimensions. Personality Tests are useless. Worse than useless. They can actually cause harm in the workplace by placing trust in bogus methodologies and bogus labels.