The Pitfalls of Personality Typing and How to Overcome Them

If you know our company, you know that we love to use tools like DiSC, 5 Voices, Enneagram, and StrengthsFinder in our coaching, consulting, and team-building activities. In fact, many of our team members are certified to train on and provide deep insights across various personality assessment tools. However, we know these tools also have their limitations and can actually be quite detrimental to a team when used improperly.

Let me start by telling you a story…

A few years ago, Sabine’s team was struggling with interpersonal conflict that was leading to collective dissatisfaction at work, major errors that were costing the company money, and even a few situations where she feared actual physical altercations might occur. The hard part was there was not one “weak link”; individually, her team members were rockstars. It was only when they had to work together that issues arose. They were getting ready to ramp up a huge project that would require full cooperation, and Sabine was quite worried that if she couldn’t pull the team together, she was going to lose her job.

Desperate for a solution, Sabine decided to implement the DiSC personality assessment, hoping it would help her team understand each other's working styles and improve collaboration. After everyone completed their assessments, they held a team workshop to discuss the results. The initial reaction was positive—team members were excited to learn about their own profiles and those of their colleagues. It seemed like they were on the path to resolving their issues.

However, as time went on, Sabine noticed a troubling trend. Instead of using the insights from DiSC to appreciate their diverse strengths and find ways to complement each other, the team started using their personality types as excuses for their behavior. For example, Mark, who identified as a "D" (Dominant), began to dismiss any suggestions for collaboration by saying, "Well, you know I'm a 'D,' and we do things our way." Similarly, Lisa, who identified as an "S" (Steady), avoided taking initiative in high-pressure situations, claiming, "As an 'S,' I prefer a stable environment."

Rather than fostering understanding and cooperation, the DiSC assessment had inadvertently led to rigid typecasting. Team members pigeonholed themselves and each other, reinforcing stereotypes and justifying counterproductive behaviors. The conflicts persisted, and the team remained disjointed. Sabine realized that while personality assessments can provide valuable insights, they can also backfire if not used thoughtfully.

Reflecting on this experience, Sabine decided to shift her approach. Instead of focusing solely on the results of the DiSC assessment, she encouraged her team to share their unique stories and experiences. She organized team-building activities that emphasized collaboration and problem-solving, requiring team members to leverage their diverse strengths in dynamic situations. They discussed not just their personality types but also their personal challenges, aspirations, and the specific skills they brought to the table.

Slowly, the team began to transform. By seeing each other as multifaceted individuals rather than fixed personality types, they developed a deeper appreciation for their colleagues' unique contributions. They learned to communicate more effectively, respect each other's differences, and work together more harmoniously. The looming project that once seemed impossible to tackle became a testament to their collective growth and newfound unity.

Sabine's story highlights an important lesson: while tools like DiSC, 5 Voices, Enneagram, and StrengthsFinder can offer valuable insights, they should be used as starting points rather than definitive labels. These assessments are most effective when combined with an understanding of each team member's individual journey, strengths, and potential.

At our company, we believe in using personality assessments as part of a broader strategy that includes personal storytelling, continuous learning, and a commitment to seeing each team member as a whole person. This holistic approach ensures that we don't just categorize people into types but also recognize and celebrate their unique contributions.

As we navigate the complexities of today's workforce, let's remember that the true strength of a team lies in its diversity. By embracing each other's stories and working together with empathy and respect, we can build teams that are not only productive but also resilient and harmonious.