The Right Fit

Kellie Lail

What if I told you that the secret to building and maintaining your dream team isn’t just about identifying the right skills—it’s about personality?

You might be thinking, “Personality profiles? Isn’t that a bit touchy-feely?” or “Aren’t they just a waste of time?” But I’m here to set the record straight. Sure, experience and expertise are essential for success, but it is innate personality that often makes the difference between an all-star employee and a turnover statistic. Think personality profiles are just gimmicks? Let me debunk a few myths for you.

“A personality test? Isn’t that just a horoscope for your career?”

It can be easy to roll your eyes and dismiss personality profiles as just another trendy gimmick, especially with the number of popular profile tools out there—like the Enneagram, Myers-Briggs and even astrology-style quizzes—but they’re not all created equal. The personality profiles we’re discussing aren’t vague predictions like “Today will be transformative.” They reveal specifics like what types of tasks motivate someone, how they best receive feedback and how they approach challenges.

With this tool in your back pocket, you’ll understand exactly what drives your team to succeed.

“Personality profiles are just a way to put people in boxes!”

Ah, yes. The “you can’t label me” argument. Personality profiles aren’t about labeling—they’re about understanding your team’s unique strengths and communication styles. Think of it as a map to someone’s professional superpowers. Everyone is different, but that’s what makes a team stronger, like Batman and Superman—both heroes but with different approaches.

“People can change! Why bother with a personality profile?”

Yes, people can change, and that’s exactly why personality profiles are helpful. Understanding your employees’ natural tendencies allows you to nurture their growth in the right direction. You wouldn’t tell someone to run a marathon without training, so why would you ask them to excel in a role that doesn’t fit their personality type? Think of it as just another tool in your arsenal to give your employees the best chance to continue to grow and thrive with your business.

Better Hiring

When hiring new employees, many employers focus on work history, resumes and education—but that doesn’t always tell the whole story. It’s important to consider how this newcomer will fit into your team or company culture. This is where personality profiles come into play, ensuring you can better predict how someone will thrive in their new role, interact with other team members and embrace your company values.

Research from Harvard Business Review shows that 80% of employee turnover is due to poor cultural fit, not a lack of skills. Personality profiles can help you avoid this unnecessary turnover by identifying the traits that align with the role and your company’s needs from the jump. Assessments like the Myers-Briggs Type Indicator (MBTI) or DiSC provide insight into how candidates interact with others or approach challenges. Asking questions based on these assessment outcomes will allow you to better understand how a candidate’s preferred working style or communication needs will fit into your team structure.

Tailored Training

Just like everyone has a different morning routine, people learn in different ways. While some may be visual learners with a photographic memory, others prefer to be more hands-on in their approach. These differences in style correlate directly with personality types. Gallup found that when employees are trained in a way that suits their natural abilities, they are 50% more likely to be engaged in their work and perform at a higher level.

For instance, if you’re using the DISC assessment, someone with a dominant “D” personality would prefer a more direct, task-oriented training style with a clear goal, while someone with a dominant “I” personality will learn better through interactive activities and collaboration. Integrating personality profiles into your training process will help you streamline a new hire’s growth while producing the best results.

Nuanced Managing

With or without personality profiles, the key to managing a successful team lies in understanding an individual’s strengths and weaknesses and where they need you to help fill the gap. Why wouldn’t you want a cheat code to improve productivity? Gallup found that highlighting an employee’s strengths, instead of trying to fix their weaknesses, leads to a dramatic increase in engagement and performance. Identifying the common threads of personality in your team will allow you to better tailor your management approach to set each individual up for success.

Keep in mind that it doesn’t mean you have to rewrite every piece of your process or even change your own personality to accommodate your employees. It can be as simple as varying your method of feedback for different employees. Where one personality type may prefer a more informal conversation or immediate comment, another may prefer a more formal review or consistent check-ins. Understanding these preferences can prevent miscommunication and foster a stronger team dynamic.

Effective Transitions

As employees evolve in their careers, it’s essential to keep their personality profiles in mind when transitioning them to new roles. While their performance in their current role may demonstrate that they are capable of taking on additional responsibilities, their personality may not lend the strengths necessary for that next step.

For example, if your top agency producer excels in a quiet, independent work environment with their office door shut, they may struggle in a managerial role if their personality isn’t naturally suited for extroversion and constant social interaction.

When planning for a role transition, going back to the personality profile will help you determine if the employee is naturally well suited for the changes in their job responsibilities. It opens the door for a more open and honest conversation about the role’s responsibilities, how the employee’s strengths can be leveraged in the new role and what additional support they may need to be successful in bridging any gaps.

One of the greatest advantages of personality profiles is their ability to help build a diverse and inclusive team—filling the gaps that often arise in a hive-mind environment. McKinsey & Company research shows that companies with diverse teams are 33% more likely to outperform their competitors. At the end of the day, personality is the name of the game.

In today’s fast-paced and constantly evolving work environment, a strong, trustworthy team is the backbone of your business. Leveraging personality insights to better understand the people who help your business thrive empowers you to build stronger teams, manage more effectively and adapt to change with confidence.