Which psychometric tools do we recommend for management development?

We recommend using one or more personality tests, or a preference instrument. In management development for new managers, a preference instrument can often be suitable. They do not go into as much depth and are generally more positively charged, regardless of which profile you get. They provide self-insight, but also good insight into the other profiles that exist. The manager becomes more aware that many colleagues may have a different preference profile than themselves and they learn to see the positive aspects of all profiles. BothMyers Briggs Type Indicator (MBTI)® and Life Orientations® (LIFO)are very good for these purposes, both internationally recognized and widely used instruments both for individuals and teams.

In development programs for more senior managers, and between managers, we recommend personality tests that go more in-depth. Hogan's tests are particularly good for this purpose.

Hogan's HPI measures how others experience us on a daily basis, under normal circumstances. Hogan's HDS measures us more linked to when we are under stress and pressure. Then many people's personality and behavior change somewhat. Often there can be things that are normally our strength, but which under stress are used too much and too extreme. For example, a self-confident person who becomes arrogant, someone who is good at mediating between others becomes conflict-shy. Someone who is good at details loses the overview and becomes a perfectionist. Someone who normally has a healthy skepticism becomes critical of other people's proposals and distrustful. MVPI, the third test from Hogan measures our underlying values, needs, attitudes and what is important for us to thrive at work. Hogan has developed very good leadership development reports and links the results to how it affects one's leadership style and behavior for better or worse.