A friend of mine absolutely despises personality tests. I actually like them, but don’t feel too comfortable basing decisions upon them. I’ve had employers that utilize the testing to develop teams and to understand how the people on that team will interact with them. Being ‘officially’ trained by Development Dimensions International„Cítím se dobře při kontrole osobnostních testů a nepoužívám je k předurčení pracovních vztahů. Když jsem pracoval pro společnost, kde jsme byli vyškoleni, testy fungovaly fantasticky, protože vedly k osobní rozvoj toho, jak jsme komunikovali s ostatními.
When I moved to a previous employer who didn’t bother with any training, the Myers-Briggs test wound up being another piece of information that was used against you. It’s easier for a manager to make excuses ne to lead when they can illogically decipher a personality test. It turns into a crutch rather than a tool. Not understanding data can lead to worse decisions than not having the data at all. We see this over and over with polling, poorly developed surveys, bad focus groups, and weak analysis. Personality tests are no different. Putting a manager or supervisor title on you doesn’t mean you know how to manage or supervise, and definitely doesn’t mean you can analyze someone’s personality test to change the way you work with them. That’s why I think my friend hates them… and I don’t blame him. It would be like me picking up a biology book to do surgery on you, would you trust me? I think not.
That said, I really liked PersonalDNA’s report and their comments based on your submission. The controls were very intuitive for selecting your answers, I’m impressed with the usability of their application. As well, the finished report was accurate and, most of all pozitivní. Bylo tu dost informací, aby jste si mohli vyfotit sami sebe, ale ne tolik, aby někdo mohl tyto informace zadržet proti vám. Překontrolovat
moje osobní zpráva Dna vidět sami.
Animovaný vůdce… To se mi líbí!