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Other assessments that harness insights from positive psychology include the VIA Survey of Character Strengths and the Birkman Method.

Some argue that focusing only on the positive is not the optimal way to spur improvement; criticism and realistic self-assessments also contribute to better performance.

Research suggests that many beliefs held by HR professionals about personality screening run counter to scientific evidence.

And management scholars worry that fixating on personality as the primary source of conflict at work can cause managers to overlook the crucial role they play in creating the enabling conditions for teams to succeed—whatever their composition.

Increasingly, companies are abandoning brand-name and open-source tools in favor of bespoke personality tests.

The goal is to improve hiring practices by identifying high performers in given roles and then reverse-engineering job descriptions on the basis of their traits.

(The correlation is stronger for other psychometric measurements, such as IQ, however.) Research also suggests that FFM-based assessments can help predict personalities that are likely to either clash or work harmoniously together.

The tests are inexpensive compared with other assessment tools, and they are easy to administer—modern tests can be taken online without an examiner present.

As a result, some of the best ideas go unheard or unrealized, and performance suffers.

To help leaders claim this lost value, Deloitte created a system called Business Chemistry that identifies four primary work styles and related strategies for accomplishing shared goals.

That’s the message we hear from many of our clients, who wrestle with complex challenges ranging from strategic planning to change management.

But often, the fault doesn’t lie with the team members, our research suggests.

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