Personality assessments: Balancing benefits and risks

In Part 1, we explored how to choose a high-quality personality assessment and why the Birkman Method stands out. Now, let’s talk about what happens after you’ve chosen your tool. 

A personality assessment can be a game-changer, but only if it’s used wisely. Misuse can lead to harm, bias, and missed opportunities.

The guiding principle? Do not weaponize personality assessments.

The benefits of personality assessments (when done well)

When applied thoughtfully and paired with expert interpretation, personality assessments can unlock incredible value. Here are six trustworthy guidelines:

1. Understand the “why” behind behavior

Behavior is rarely random. Assessments help teams understand the motivations driving actions, such as why someone thrives under structure or prefers flexibility. This insight fosters empathy and collaboration.

2. Appreciate differences as strengths

Instead of labeling differences as “difficult,” assessments help teams see them as complementary strengths. A cautious thinker and a quick decision-maker can balance each other…if they understand one another.

3. Improve talent strategy

Matching people’s natural strengths and internal wirings with the right roles boosts engagement and retention. It’s not just about filling positions. It’s about aligning work with what energizes individuals.

4. Reduce hiring bias

Teams often hire people who think like they do. Assessments introduce (and assign value) to diversity of thought, helping organizations avoid the trap of sameness and build more innovative teams.

5. Build emotional intelligence

Self-awareness is the foundation of emotional intelligence. Assessments paired with coaching help individuals recognize their tendencies and adapt to different situations—a critical leadership skill. Knowing your default styles can help you intentionally modify your behavior when it’s necessary.

6. Build trust

This is where the Birkman shines. It measures subconscious needs and perceptual filters, or the lenses through which we interpret others. Trust-building becomes actionable:

• One person may trust when given autonomy.

• Another may trust when expectations are clear and structured.

The Birkman provides the roadmap for these nuanced conversations.

The risks of misusing personality assessments

The same tool that builds trust can erode it if misused. Here are the pitfalls to avoid:

• Pigeonholing people
  Reducing complex individuals to a color, type, or box oversimplifies reality. In fact, a behavior assessment should help take people out of a box and reveal the complexity of how we’re wired (not keep them trapped in one).
  
  Comments like “Oh, that’s because you’re a D” or “That’s your three showing up” can limit growth and keep people down. One behavior style might work in one situation and fail in another.
  

• Enforcing bias
  Using results to justify who “should” lead or who “fits” a role perpetuates prejudice. Leadership comes in many styles.
  

• Dismissing potential
  Writing off someone’s growth because of their profile limits opportunity and stifles development.
  

• Excusing bad behavior
  I once worked with an executive who identified strongly with the “arranger” strength from an assessment. When faced with tough questions about their leadership, they often said, “That’s just my arranger style.” But in reality, they were overusing that strength, while micromanaging their team and grinding them down. 

Personality assessments should never excuse poor management or interpersonal skills. Strengths overused become liabilities.

• Weaponizing vulnerability
  Sharing assessment results requires trust. Misusing that information can damage relationships and morale. If your employees have experienced times where personality assessments are weaponized, you might need to patiently demonstrate why it will be different this time.

The right way forward

Personality assessments should be:

• A starting point for growth, not a fixed definition
  Personality is an evolving identity. While people tend to maintain certain dispositions over time, they can learn new behaviors to match different situations.
  
  For example, someone naturally objective and task-oriented can develop the ability to integrate emotional awareness into decision-making, even if their default is rationality.
  

• Administered by experts
  Interpretation matters. A skilled practitioner can turn data into actionable insight.
  

• Applied for flexibility
  The goal is situational adaptability, not excuses for unproductive behavior.

Why this matters

All business problems are people problems. The better we understand ourselves and others, the better we can solve those problems. Tools like the Birkman, when used well, open doors for development, trust, and collaboration. When misused, they close those doors.

Next steps

If you’re considering a personality assessment for your team, start with a tool that measures beyond the obvious—and commit to using it responsibly.

Want to learn more about the Birkman and how it can transform your team? Contact us today.

Whether you want to strengthen your leadership behaviors or help your organization follow through on its strategy, we can help. Contact Awaken Leadership Solutions to start your journey toward lasting change.