The same human drivers that impact leadership are embedded in the foundation of how employees marry into your corporate culture (or not).  Personality assessment tests are all the buzz right now in corporate America, which is great.  But its not enough to know how someone is “labeled” without digging into how your label affects your interaction with them and how their label drives their way of being, preferences, etc.  Therefore, emotionally intelligent implementation of personality assessment results is a more impactful way to create engagement.  And as workforces become more diverse in race, age, and demographics, this will become increasingly imperative.      

“A Boston Consulting Group survey of 1,000 executives found their most serious concern is the gap between the talents their companies have, and the talents they need, with “76 percent of leaders ranking this challenge as important, while only 18 percent felt prepared for it, especially competencies in the emergent digital space.” And McKinsey estimates that talent gaps cost on the order of $800 billion to $1 trillion annually, in just four sectors of the U.S. economy. This is a big problem with widespread implications for innovation, growth and global competitiveness.”(1)  These “talent gaps” are the soft skills rooted in EQ.

ENGAGE: Try three different personality assessment tests and see if they paint the same picture of you.  Which one do you agree with the most? Least? Click here to connect with me and let me know what you find.  Let's look at how you're using assessment tests in your organization. 

GO FURTHER:  To access the research cited above, click here(1).