Personality profiles have been around for a long time. Some of the ones you may be familiar with are Meyers-Briggs and StrengthsFinders. There is also another tool called Flippen that the U.S. Army Corps of Engineers has just recently begun using. The Flippen profiling processes is for Leadership Development and this tool enables supervisors and employees to identify personal constraints that hold employees back from moving from “good to great”. Constraints are not a bad thing…we all have them. Once you take the personality profile, you are then coached by one of the Flippen coaches on your personality constraints that you need to work on. This tool is meant to help people understand their constraints and to establish a plan to overcome them.
I am trying to keep an open mind about the Flippen profile but I had a negative experience related to my results in how they have been reinterpreted back to me by a fellow employee. Again, we need to remind ourselves that personality profiles are only a single tool that should be used with other tools when making employment decisions and when evaluating ones personality, strengths, and constraints. These profiles should not be used in such a way as they are seen as the only tool when decisions are made (especially without all the facts). People are not machines and varying personalities are good in the workplace. Understanding how all those personalities fit together can sometimes be challenging but also rewarding.
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