The document discusses various personality tests and inventories that can be used for staff development purposes such as hiring, evaluation, promotion, and understanding diversity. It provides information on popular models like the Five Factor Model, Predictive Index, Strengthsfinder, and Myers-Briggs Type Indicator. A variety of personality tests are presented that vary in their history, terminology, complexity, cost, and usefulness for different applications.

1. Personality tests and staff
development

2. Max
Du Pree
What’s the most
crucial decision you’ve made
as a leader of Herman Miller?
“…to make Herman Miller
a truly inclusive organization
– participative –
everybody sharing in the gains and savings,
everybody a stock holder,
people having the opportunity to reach their potential
at the same time that the company reached its potential.

3. Max
Du Pree
“… The way in which
an organization
reaches its potential is
through the vehicle of individuals’ reaching
theirs.”

4. Uses of Personality Assessments
• Hiring 
• Evaluation and promotion 
• Matching people and tasks 
• Conflict diffusion 
• Diversity understanding 

5. Variety of personality inventories
• Circumplex Model
• Five Factor Model (FFM)
• Predictive Index (PI)
• Strengthsfinder (Gallup)
• Myers-Brigg (MBTI)
• 360 feedback / Belbin Team roles
• Clinical
– Minnesota Multiphasic Personality Inventory (MMPI)
– Millon Clinical Multiaxial Inventory-III (MCMI-III)
– Sixteen Personality Factor Questionnaire (16PF)

6. Circumplex Model
+ History back to 1946
- Terminology
judgmental

7. Five Factor Model (FFM)
+ Simple to administer
- Seems “corporate” and
perhaps too simple to
capture human diversity
Five Factor Model
1.Surgency/Extraverson
2.Agreeableness
3.Conscientiiousness
4.Neuroticism
5.Openness to Experience

8. Predictive Index(PI)
+ Widely used by corporate
human resources
+ History going back to 1955
+ Simple to administer
- Tends to be used in hiring
situations
-Seems too simple to capture
human diversity
-Cost to administer
http://www.piworldwide.com
Predictive Index
1.Patience
2.Dominance
3.Extroversion
4.Formality

9. StrengthFinder
• “New” (2001)
• Positive terminology
• Based on broad Gallup
survey
• Some consider it
arbitrary
• Somewhat complex
• One must pay for the
formal instrument
http://strengths.gallup.com
Futuristic
Harmony
Ideation
Inclusiveness
Individualization
Input
Intellection
Learner
Maximizer
Positivity
Relator
Responsibility
Restorative
Self-Assurance
Significance
Strategic
Woo
Achiever
Activator
Adaptability
Analytical
Arranger
Belief
Command
Communication
Competition
Connectedness
Context
Deliberative
Developer
Discipline
Empathy
Fairness
Focus

10. Myers-Briggs: helpful for staff interaction
• History back to
1942, and Jung
• Fee and Free
versions
available
• Team building
• Group dynamics
• Professional
development
- Complex
questionnaire
- Cultural bias
- Some axises
seem more
important than
others

11. Belbin Team Roles / 360 feedback
• Plant
• Resource Investigator
• Co-ordinator
• Shaper
• Monitor Evaluator
• Teamworker
• Implementer
• Completer Finisher
• Specialist

12. • Which are useful in library settings?
• Anyone have a brief comment of how
personality tests have been helpful in your
experience?