Best Management Testing and Personality Testing for Teams

We provide management testing services, including team-building personality tests and general personality testing for teams. These services usually include group testing sessions, feedback and discussion sessions, and follow-up workshops and training. We would happily tailor our services to your company’s unique needs, so please feel free to contact us or schedule a consultation anytime.

Management Testing Overview

Management testing focuses on assessing personality traits, skills, and competencies in leadership or managerial roles. These assessments help organizations evaluate existing managers, identify leadership potential, and provide targeted development opportunities. They are often given in group testing formats but can also be given individually.

Common Types of Management Testing

1. Leadership Style Assessments
   • Identify a manager’s approach to leadership (e.g., transformational, transactional, servant leadership).
   • Example: Leadership Practices Inventory (LPI) or Path-Goal Leadership Questionnaire.
2. Emotional Intelligence (EI) Assessments
   • Evaluate self-awareness, empathy, interpersonal skills, and decision-making abilities.
   • Example: EQ-i 2.0 or MSCEIT (Mayer-Salovey-Caruso Emotional Intelligence Test).
3. Decision-Making and Problem-Solving Assessments
   • Evaluate analytical, strategic, and critical thinking skills.
   • Example: Watson-Glaser Critical Thinking Appraisal or Cornell Critical Thinking Test.
4. Situational Judgment Tests (SJTs)
   • Present real-world scenarios to evaluate how a manager handles challenges, prioritizes tasks, and resolves conflicts.
   • Customizable to reflect organizational needs.
5. Personality Tests
   • Assess resilience, adaptability, and communication styles that influence management effectiveness.
   • Examples: Thematic Apperception Test, Big Five Personality Traits or Hogan Leadership Forecast Series.
6. Conflict Management Assessments
   • Measure how managers handle disputes and foster resolution.
   • Example: Thomas-Kilmann Conflict Mode Instrument (TKI).
7. 360-Degree Feedback
   • Collect anonymous feedback from peers, subordinates, and supervisors to gain a holistic view of managerial effectiveness.
   • Example: Leadership Circle Profile or Custom 360 Tools.
8. Motivational and Engagement Assessments
   • Evaluate a manager’s ability to inspire and engage their team.
   • Example: Gallup’s Q12 Employee Engagement Survey or Strengths-Based Leadership.

Benefits of Management Testing

1. Improved Hiring Decisions
   • Helps identify candidates who align with organizational culture and possess the necessary leadership skills.
2. Targeted Leadership Development
   • Pinpoints areas for growth, such as decision-making, communication, or conflict resolution.
3. Enhanced Performance
   • Matches leadership styles with team needs, fostering better collaboration and productivity.
4. Succession Planning
   • Identifies high-potential employees ready for leadership roles.
5. Increased Self-Awareness
   • Helps managers understand their strengths, weaknesses, and how they impact their coworkers.

Best Practices for Management Testing

The best practices in psychological testing that we always follow include:

1. Define Clear Objectives
   • Determine what skills or traits you want to evaluate (e.g., adaptability, conflict resolution).
2. Use Validated Tools
   • Ensure the assessments are scientifically validated and reliable, which we always do.
3. Combine with Other Methods
   • Use management tests alongside interviews, performance reviews, and case studies for a comprehensive evaluation.
4. Provide Feedback
   • Share results constructively and offer actionable development plans.
5. Follow Ethical Guidelines
   • Respect privacy and use test results solely for professional development and organizational growth. This is particularly important during team testing administrations.

Example: Using Management Testing to Develop Leadership Skills

A large retail company was experiencing inconsistent performance across its regional managers. While some regions consistently exceeded sales targets and maintained high employee engagement, others struggled with turnover and missed goals. Senior leadership wanted to identify the strengths and weaknesses of their management team and provide targeted development. They hired us to provide management testing to a group of regional managers at a group testing retreat.

Challenge:

• Lack of clarity about which leadership skills or behaviors contributed to the success of high-performing managers.
• Difficulty identifying areas where underperforming managers needed improvement.
• A need for a standardized approach to leadership development.

Management Testing Solution:

We instituted a 360-degree Feedback Assessment combined with the Emotional Intelligence (EQ-i 2.0) Test to evaluate leadership competencies and emotional intelligence across the management team.

Management Testing Process:

1. Assessment Phase:
   • In a group testing format, all regional managers completed the EQ-i 2.0 test to measure emotional intelligence in areas such as self-awareness, empathy, and decision-making.
   • A 360-degree feedback survey focusing on communication, delegation, and conflict resolution skills was distributed to employees, peers, and senior leaders.
2. Analysis of Management Testing:
   • Results from the EQ-i 2.0 group testing revealed that high-performing managers consistently scored well in emotional self-awareness, empathy, and interpersonal relationships.
   • The 360-degree feedback highlighted common challenges among underperforming managers, such as poor delegation, inadequate employee engagement, and unclear communication.
3. Workshops and Training:
   • Our sister company, Performance Psychology Group, LLC, helped the company develop a tailored leadership development program, focusing on:
     • Improving emotional intelligence (e.g., active listening and emotional regulation).
     • Communication strategies for providing clear goals and constructive feedback.
     • Delegation and team empowerment.
4. Coaching:
   • Underperforming managers also received one-on-one leadership coaching based on their assessment results.
   • High-performing managers were encouraged to mentor their peers, reinforcing best practices and developing their strengths and skills.
5. Follow-Up:
   • Six months after the initial assessments, managers underwent a reassessment to track improvement and identify ongoing needs.

Management Testing Outcomes

1. Performance Improvement:
   • Regions led by previously underperforming managers saw an average 15% increase in sales and a 20% reduction in employee turnover within a year.
2. Enhanced Leadership Skills:
   • Emotional intelligence scores improved by an average of 10% across all managers, particularly in self-awareness and conflict resolution.
3. Stronger Employee Engagement:
   • Results from an employee satisfaction survey showed a 25% increase in trust and confidence in regional leadership.
4. Cultural Shift:
   • The company saw a more collaborative and supportive culture among managers, as they shared strategies and supported each other’s growth.

Key Takeaways:

1. Focus on Emotional Intelligence: High EQ was a strong predictor of successful leadership in this case.
2. Custom Development Plans: Using a mix of assessments allowed for targeted coaching and training.
3. Ongoing Support: Regular follow-ups ensured that improvements were sustained over time.

Personality Testing for Teams

Comprehensive personality testing for teams can be a powerful tool for enhancing team teamwork and productivity. It helps members better understand their tendencies and preferences and those of their colleagues. This leads to improved communication, conflict resolution, and collaboration. We provide personality testing for teams in a group testing setting, though members do not have to share their results.

Common Personality Tests for Teams

1. Myers-Briggs Type Indicator (MBTI)
   • Categorizes individuals into 16 personality types based on preferences in four dichotomies (e.g., introversion vs. extraversion).
   • Helps identify communication styles, decision-making preferences, and work habits.
2. DiSC Profile
   • Focuses on four primary behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness.
   • Provides insights into how team members approach tasks and interact with others.
3. Big Five Personality Traits
   • Measures five dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
   • Offers a comprehensive view of personality traits and how they influence behavior.
4. StrengthsFinder (CliftonStrengths)
   • Identifies an individual’s top strengths from 34 themes.
   • Encourages leveraging strengths for personal and group growth.
5. The Enneagram
   • Explores nine personality types focusing on motivations, fears, and growth areas.
   • Promotes deeper understanding of interpersonal dynamics and emotional intelligence.
6. Emotional Intelligence (EQ-i 2.0)
   • Assesses emotional intelligence across areas like self-awareness, empathy, and relationship management.
   • Helps improve team interactions and leadership effectiveness.

Benefits of Personality Testing for Teams

1. Improved Communication
   • Personality testing for teams helps members understand how others prefer to give and receive information.
2. Conflict Resolution
   • Personality testing for teams identifies potential sources of conflict and offers strategies to address them constructively.
3. Enhanced Collaboration
   • Personality testing for teams builds appreciation for diverse perspectives and working styles.
4. Leadership Development
   • Personality testing for teams helps leaders tailor their approach to motivate and manage individuals effectively.
5. Increased Self-Awareness
   • Personality testing for teams encourages individuals to reflect on their strengths and growth areas.

Best Practices for Personality Testing for Teams

We follow the following best practices:

• Choose the Right Measure: Select a tool that aligns with your group’s needs and goals.
• Ensure Voluntary Participation: Respect individual comfort levels and avoid making participation mandatory, especially in the group testing formal.
• Provide Professional Facilitation: Work with a certified practitioner like us to interpret results and guide discussions.
• Focus on Development: Emphasize using insights for growth and collaboration rather than labeling or limiting individuals.
• Follow Up: Integrate findings into activities and revisit them periodically to measure progress.

Case Example: Personality Testing for Teams

A software development team at a tech startup was experiencing growing pains as it expanded from 5 to 15 members. With the increase in size, communication breakdowns and conflicting work styles became frequent. Productivity suffered, and morale declined as frustrations mounted. They hired us for group testing to address these challenges and create a follow-up plan.

Challenge:

• Miscommunication during collaborative projects caused delays.
• Personality clashes disrupted meetings and brainstorming sessions.
• The group lacked clarity on how to leverage individual strengths effectively.

Solution:

We helped the startup implement personality testing for teams centered around the Belbin Roles assessment to identify individual work preferences and contributions to group dynamics.

Personality Testing for Teams Process:

1. Pre-Assessment:
   • Each member completed the Belbin questionnaire in a group testing format, evaluating nine key roles, such as Coordinator, Implementer, and Plant.
   • The results identified each person’s primary, secondary, and least preferred roles within a group setting.
2. Workshop:
   • We conducted a half-day session where:
     • The Belbin model was explained.
     • Members received individualized reports showing their top roles.
     • We mapped out the team’s role distribution, revealing imbalances (e.g., many “Plants” generating ideas but few “Implementers” to execute them).
3. Discussion:
   • The group discussed how their roles affected collaboration and productivity.
   • They identified areas where they were overly dependent on certain members, such as delegating too much to a single “Coordinator.”
4. Action Plan:
   • Specific adjustments were made to workflows:
     • “Shapers” were tasked with driving progress during sprint planning.
     • “Workers” focused on fostering cohesion during brainstorming.
     • “Completer-Finishers” were assigned quality control responsibilities before deadlines.
5. Follow-Up:
   • After two months, they revisited their Belbin roles to assess whether changes had improved dynamics.

Personality Testing for Teams Outcomes:

1. Improved Collaboration:
   • Understanding each other’s roles helped reduce tension and build mutual respect.
   • Members worked more cohesively, with clearer task ownership.
2. Balanced Workloads:
   • Responsibilities were distributed more effectively, reducing burnout for overburdened members.
3. Enhanced Communication:
   • They adopted shared language around roles (e.g., “Let’s get input from a Completer-Finisher before wrapping this up”) that improved meeting clarity.
4. Increased Productivity:
   • They completed their next project 30% faster than usual, with fewer errors and miscommunications.

Key Takeaways:

1. Role Awareness Reduces Friction:
   • Knowing who excels at certain tasks helped them leverage individual strengths and avoid unnecessary conflicts.
2. Team Mapping Uncovers Imbalances:
   • The Belbin assessment revealed gaps and overlaps in roles, leading to strategic adjustments.
3. Practical Application Drives Results:
   • The action plan ensured that insights were immediately translated into measurable improvements.

Team-Building Personality Tests

The administration of team-building personality tests can foster stronger connections among team members, improve communication, and enhance collaboration. These assessments help team members understand each other’s strengths, weaknesses, work styles, and preferences, leading to a more cohesive and productive group.

Recommended Team-Building Personality Tests

1. Myers-Briggs Type Indicator (MBTI)
   • Focus: Identifies 16 personality types based on preferences like introversion vs. extraversion and thinking vs. feeling.
   • Use: Helps members appreciate different communication and decision-making styles.
2. DiSC Personality Assessment
   • Focus: Measures four behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness.
   • Use: Reveals how each person approaches teamwork, conflict, and collaboration.
3. The Big Five Personality Traits
   • Focus: Measures openness, conscientiousness, extraversion, agreeableness, and neuroticism.
   • Use: Highlights traits that impact work, like adaptability and emotional stability.
4. StrengthsFinder (CliftonStrengths)
   • Focus: Identifies individuals’ top strengths from 34 talent themes.
   • Use: Encourages leveraging each member’s strengths for group success.
5. The Enneagram
   • Focus: Explores nine personality types, focusing on motivations, fears, and behavior patterns.
   • Use: Promotes understanding of emotional dynamics and fosters empathy.
6. Roles Test (Belbin Team Roles)
   • Focus: Identifies nine team roles: Innovator, Coordinator, or Completer-Finisher.
   • Use: Helps allocate tasks based on individual strengths and preferred roles.
7. True Colors Personality Test
   • Focus: This method groups individuals into four colors (Blue, Green, Gold, and Orange), which represent core personality traits.
   • Use: Provides an easy-to-understand framework for understanding differences and finding common ground.
8. Emotional Intelligence (EQ) Assessments
   • Focus: Measures self-awareness, empathy, emotional regulation, and social skills.
   • Use: Enhances emotional understanding and conflict resolution.
9. 16Personalities
   • Focus: Combines MBTI-inspired categories with Big Five traits for a holistic personality profile.
   • Use: Offers easy-to-digest insights into personality dynamics.

Benefits of Group Testing on Team-Building

1. Improved Communication
   • Understand how each member prefers to interact, reducing misunderstandings.
2. Enhanced Collaboration
   • Assign tasks that align with individuals’ strengths and working styles.
3. Conflict Resolution
   • Identify and address potential sources of friction.
4. Increased Empathy
   • Foster respect and appreciation for diverse perspectives.
5. Better Role Allocation
   • Ensure that tasks and responsibilities suit individual strengths and preferences.

Best Practices for Using Group Testing

We follow the following best practices:

1. Choose the Right Measure:
   • Select a tool that aligns with goals and dynamics.
2. Encourage Voluntary Participation:
   • Avoid making the process feel mandatory or judgmental.
3. Facilitate Discussions:
   • Use results to guide open, respectful conversations about dynamics.
4. Focus on Development:
   • Emphasize how the insights can improve teamwork and personal growth.
5. Follow Up:
   • Revisit results periodically and integrate them into team-building activities.

Case Example: Team-Building Personality Tests for Enhancing Collaboration

A mid-sized marketing team at a digital agency was experiencing friction during project execution. Deadlines were often missed, and miscommunications led to overlapping efforts and gaps in responsibilities. The team comprised 10 members, including creative, strategy, and client-service professionals.

Challenge:

• Members had different work styles and struggled to understand each other’s approaches.
• Conflict arose during brainstorming sessions and decision-making processes.
• Leadership noticed declining morale and efficiency.

Solution: Team-Building Personality Tests

They engaged in a DiSC Personality Assessment workshop that we facilitated. They also each took the Myers-Briggs. These two team-building personality tests were administered in a group setting.

Team-Building Personality Tests Process:

1. Pre-Assessment:
   • Each member completed the team-building personality tests – the DiSC and Myers Briggs – at the retreat.
   • The results identified their primary behavioral style: Dominance (D), Influence (I), Steadiness (S), or Conscientiousness (C).
2. Workshop:
   • We led a half-day session to explain the DiSC framework.
   • Each member received a personalized report detailing their strengths, communication style, and areas for improvement.
   • Results were shared among the group in a collaborative and nonjudgmental setting.
3. Interactive Activities:
   • Role-Playing Exercises: Members acted out scenarios showcasing how each DiSC style reacts under stress.
   • Team Mapping: The team created a visual map showing the distribution of DiSC styles, revealing a mix of high-D leaders, high-I creatives, and high-S client-service professionals, with few high-C planners.
4. Action Planning:
   • The team discussed how to adjust communication and workflows to respect each style.
   • For example:
     • High-D members agreed to allow more time for discussion before making decisions.
     • High-I members learned to focus on actionable points during meetings.
     • High-S members expressed their need for clear instructions and consistent support.

Group Testing Outcomes:

• Improved Communication: Members began tailoring their messages to the recipient’s DiSC style (e.g., concise for D, detailed for C).
• Enhanced Collaboration: High-D leaders delegated more effectively, and high-I members became more mindful of deadlines.
• Reduced Conflict: Understanding personality differences after team-building personality tests reduced friction during brainstorming sessions.
• Increased Productivity: They completed their next project ahead of schedule, with fewer revisions and clearer task ownership.

Key Takeaways:

1. Customization: They adjusted workflows based on personality insights from team-building personality tests.
2. Ongoing Integration: Monthly check-ins ensured that they applied their DiSC learnings consistently.
3. Stronger Relationships: Members reported higher trust and respect for each other’s unique contributions after these team-building personality tests.

Summary and Our Work

We provide group testing for companies of all sized, including management testing and more specific personality testing. These services can be helpful in making management decisions, or they can be a part of increasing employee satisfaction and engagement as is the case with team-building personality tests.

We also provide related leadership testing and career testing, which focuses more on individuals, as well as career aptitude testing, which can have a management potential component. We uniquely tailor our services for each engagement, so please feel free to contact us or schedule a consultation anytime to discuss your or your company’s needs.

Dr. Alan Jacobson, Psy.D., MBA Founder and President

Dr. Jacobson is a senior-level licensed clinical psychologist who has been practicing for over 20 years. He founded the Virtual Psychological Testing Group in 2021. He provides psychological and neuropsychological testing for adolescents and adults.

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Psychology Psychological testing Neuropsychological testing