![]() ![]() Any critical judgments in particular are rarely solid. Problem is that the nuances expressed in the reports, are in fact missing in the model behind it. All personality systems are based on a limited set of categories, which are translated into scales, types or roles. A color coding is often added, to the model easier to digest. But the descriptions in the report are vague and poetic, hence masking the fact that people are actually being reduced to a Mondriaan painting. The indiscriminate use of this type of tests and models for selection and evaluation, is dangerous as it simplifies people immensely. They can be useful though, as the start of a conversation or as an aid to self-reflection. But otherwise I would not accredit much value to the reports. And to those who do, I would say: ask your partner (or your ex) for frank feedback: you’d be surprised how insightful that is. Having said this, it’s no secret that in healthy teams people differ, which is a potential source for both innovation and misunderstanding.
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