In an HBR article titled, “Personality Tests can help Balance a team” Tomas Chamorro-Premuzic and Dave Winsborough argue that, “It’s just plain hard to get people working together the way you’d like. That’s because, left to our own devices, we are often too greedy and self-centered to collaborate, preferring instead to compete as individuals.”
While we may or may not relate to that assertion its worth asking ourselves, are competencies and skills the only reasons we connect with colleagues or deliver great results?
Google’s answer to a search on “psychometric profiles” is “About 1,32,00,000 results (0.56 seconds)”
That number is driven by the acceptance of the industry of psychometric testing as a good tool for recruitment, selection, self-development and so on.
Unfortunately with prevalence there is also a commoditization of the tool. Facilitation of tool-based workshops is often a function of certification and not understanding / experience. Interpretation of some of these tools may lead to “labelling”. Organizations that use these for recruitment may “delegate” finding a “fit” to the tools, instead of good interview discussions.
Most important, medical science has made significant advances that help understand the brain – which are not reflected in many of the traditional profiling tools developed many decades ago.
This is where Emergenetics comes in.
Emergenetics is rooted in the concept that who you are today is the emergence of your behavior, genetic makeup and life experiences. Dr Geil Browning and Dr Wendell Williams wanted to figure out a way to simply understand why people think and behave the way they do.
They developed a questionnaire, read hundreds of studies, tested over 10,000 people from diverse populations, analysed the data they collected, made refinements, checked for validity and reliability, before the final questionnaire was completed in 1991.
Why would you need this?
To quote Lin Kaiyang, Co-founder Intriva Pte Ltd,
“Well, imagine a world, where everyone knows exactly why he or she tends to think and act in a certain way, and can explain it to the people around them. Where we know how to bring our point across in a way everyone can understand. Where effective teams and organizations are no further than a glance across the table at that little pie chart and 7 bar graphs.”
Developed through years of psychometric research, the Emergenetics Profile accurately measures three behavioral attributes (Expressiveness, Assertiveness, Flexibility) and four thinking attributes (Analytical, Structural, Social, Conceptual). The attributes are represented in a clear, color-coded report, making it memorable and applicable immediately.
The Science Behind the Emergenetics Profile – Meets Standards for Educational and Psychological Testing – Uses Likert Scale (not forced choice) to measure intensity – Strong validity and reliability, including test-retest data – Regular data norming to ensure consistency and accuracy
So what could you gain by this as an individual?
- You now can spot the situations or tasks that play to strengths or that may need more energy from you
- You can figure out how to adapt yourself to others and work more effectively with them
So what could you gain by this as a team?
- Identify your team’s strengths as a Group, as well as, potential blindspots when you address challenges together
- Build a team that delivers results (and not just a collection of individuals under the same manager)
So what could you gain by this as an organization?
- Deploy complementary teams (or even build them)
- Build a common language that leverages diversity and thrives on mutual respect
- Higher productivity as teams work with more collaboratively and leaders are more aligned