[IPAC-List] Personality Assessments

[Richard Joines]

Barry,

My suggestion would be to try to operationally define what your SME's 
consider "ego."  Do they think these folks would be too directive, too 
authoritative, or something else?  What are we really talking about?

If ego means too directive (too autocratic), then perhaps you legitimately 
achieve your goal by building exercises or interviews that give more credit 
to those who understand and behave as participative leaders.  In my 
experience, personality typically refers to whether leaders listen, include 
others, empower others, etc., vs. dictate and decide and ignore.  I just 
don't think you can discover these truths about people in management jobs 
using personality tests.

Good luck.

Rich Joines, President
Mgt & Personnel Systems, Inc.
www.mps-corp.com


----- Original Message ----- 
From: "Barry Casey" <barry.casey at cahabavalleyfire.org>
To: <ipac-list at ipacweb.org>
Sent: Wednesday, September 11, 2013 11:49 AM
Subject: [IPAC-List] Personality Assessments



> Greetings.

>

> In a previous professional life, I worked in personnel assessment with a 

> Civil Service Board in Alabama.  I have been contacted by another Fire 

> District in our area about helping them with a promotional examination. 

> However, they have concerns that some of the candidates that they believe 

> will do well, would not be a good fit due to the personalities of the 

> potential promotional candidates.  Essentially, they are concerned that 

> the individuals' ego would prevent them from being an effective company 

> officer.

>

> Are any of you aware of any assessments that may help to identify those 

> personality traits that may problematic for the District.

>

> Any advice is welcomed.

>

> Thanks,

>

> Barry P. Casey

> Executive Assistant to the Chief

> Cahaba Valley Fire and EMR District

> 145 Narrows Dr

> Birmingham AL 35242

> 205-991-6664

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