A small confession. When I was a kid, I was teased by classmates who called me “tuberculosis” (my initials are TB.) Needless to say, I hated it.
Labels like that served no purpose, and only created tension because they communicated so little about who I really was.
So, as an adult, I found it ironic that I was drawn to various personality tests, e.g., Myers-Briggs, Enneagram, StrengthFinders. I wanted to know what my type or number or label was, and even more important, I wanted to know what yours was so I could better understand how to work with you.
Personality tests are common in the work place, especially in ministry circles. In one work setting, they proved particularly helpful as a colleague and I were continually clashing over work styles. It reached a high point, and we had a rich and informative conversation about it that led to the following process. I would ask for her advice, and she would ask me if I wanted her best answer or just an answer now.
As you can see, personality tests provide insights that we hope will help us work more effectively together. Like my experience as a child, though, labeling people, especially staff, can do more of a disservice to the relationship among people than it can help.
If you are a fan of personality tests, use them judiciously. Take what your staff or team learns about themselves and figure out what energizes and alienates them. Putting those two important pieces of information into action will have greater results than any potential label ever could.