What are the best practices for integrating personality assessments into Accountability Chart performance reviews?

Question

Tyler Smith · Accepted Answer

Integrating personality assessments into Accountability Chart performance reviews transforms them from mere evaluations into powerful developmental tools. Best practices involve using assessment data, such as Kolbe A, DISC, and StrengthsFinder, to provide objective, growth oriented feedback rather than subjective criticism. Firstly, educate both reviewers and reviewees on their respective assessment results. This creates a shared language and understanding of natural work styles and preferences. For instance, a manager reviewing an individual with a high 'Quick Start' Kolbe score might praise their initiative, while also coaching them on ensuring all necessary 'Fact Finder' steps are covered. Similarly, understanding a team member's DISC profile can help managers frame feedback in a way that resonates, whether it's emphasizing logic for a 'C' style or relationships for an 'S' style.

Secondly, focus on behavioral observations linked to personality traits within the context of the Accountability Chart's roles and responsibilities. Instead of saying, 'You're too slow,' an assessment informed review might state, 'Your 'Fact Finder' tendency ensures thoroughness, which is valuable in your compliance role; let's explore ways to streamline the data gathering process for faster execution when appropriate.' This approach ties personality to performance outcomes and specific GWC (Gets it, Wants it, Capacity to do it) components of the role. Thirdly, create personalized development plans that leverage strengths and address challenges identified by assessments. If StrengthsFinder reveals a 'Restorative' talent, consider how that individual can apply problem solving skills within their role, or if a DISC 'D' style needs to improve collaboration, offer training specific to influencing and empathy. This integration fosters a culture of continuous improvement, where personality insights are used to optimize individual and team performance within the Accountability Chart structure.