Utilizing Personality and Behavioral Evaluations in Your Organizational Change Management Approach

Utilizing Personality and Behavioral Evaluations in Your Organizational Change Management Approach

In the dynamic world of business, understanding team dynamics and navigating organisational change has never been more crucial. One effective tool that organisations are increasingly turning to is the use of personality and behavioural assessments. These assessments offer several significant benefits and practical applications, enhancing self-awareness, team collaboration, and overall performance.

By helping employees understand their strengths, motivations, communication styles, and decision-making processes, these assessments boost self-awareness, a key component in unlocking a more sustainable and high-performing work environment. For instance, the Myers-Briggs Type Indicator (MBTI) categorises personalities into 16 unique types, while behavioural assessments like DiSC profile individuals into four behaviour types: Dominance, Influence, Steadiness, and Conscientiousness.

In the realm of change management, these assessments prove instrumental. By understanding individual differences, organisations can tailor responsibilities and team structures to increase employee engagement and job satisfaction, key factors for successful organisational transitions. For example, DISC assessments can be used to build balanced teams by combining different personality styles, fostering better communication, reducing conflict, and increasing productivity.

Moreover, assessments like CliftonStrengths (formerly StrengthsFinder) identify an individual's top talents across 34 themes and focus on maximising strengths rather than fixing areas of weakness. This approach aligns roles with individual strengths, reducing role conflict, clarifying expectations, and improving overall job fit and satisfaction.

Periodic evaluations, such as 360-degree feedback and motivation surveys, further aid managers in developing targeted leadership capabilities, improving motivation, communication, and continuous team improvement. These evaluations provide valuable insights into employees' motivations, communication styles, and decision-making processes, enabling managers to address any potential issues and foster a more cohesive and effective team.

The person-role-system framework integrates these assessments to enhance role clarity, manage conflicts, and support organisational learning. This approach emphasises ongoing role discussions, coaching, and alignment of individual strengths with organisational needs, thereby strengthening leadership effectiveness, employee engagement, and resilience during change.

Understanding individual strengths and working styles can lead to stronger and more fulfilled teams. This understanding is beneficial not only within an organisation but also when interacting with individuals from other organisations, clients, and vendors. Incorporating assessments into change management strategies can lead to more engaged employees and ultimately, stronger organisations.

At Clarkston, we have Change Management experts available for consultation, ready to help tailor assessments to an organisation's unique needs and build transformation efforts. By leveraging the power of personality and behavioural assessments, organisations can navigate change more smoothly, fostering a more sustainable, high-performing work environment.

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