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SummaryAngela and Bill explore how personality and behavioral assessments (like DISC, Myers-Briggs, Hogan, the Big Five, and CliftonStrengths) can help mentors guide their mentees toward becoming more self-aware and effective leaders. They share personal stories of how these tools revealed their own blind spots, Bill's tendency to be perceived as "mad" when he's just passionate, and Angela's resting expression not matching her actual focus, and how adjusting behavior based on that insight changed how their teams received them.
The key takeaway: personality assessments aren't meant to predict success or gatekeep promotions. They're conversation starters. Used well, they give mentors and mentees a shared vocabulary to discuss tendencies, adjust behavior, and build stronger, more self-aware teams.
In This Episode- Defining personality/behavioral assessments and why Angela and Bill care about their practical value over scientific debate
- How assessments support self-awareness as leaders scale from individual contributors to managing larger teams
- How understanding personality differences helps leaders adapt feedback style, one-on-one formats, and how they draw out quieter voices
- How assessments build complementary leadership teams and improve cross-team communication
- The limitations of personality assessments: they don't predict success, measure competence, or account for context and growth
- An overview of popular assessment tools: Big Five, Hogan, DISC, Myers-Briggs, and CliftonStrengths
- Why teams don't need a big formal rollout to benefit, individuals can take low-cost assessments on their own to start the conversation
- Assessments reveal tendencies, not fixed destiny. Leaders can choose to modify their behavior once they understand their default patterns.
- What matters in communication is what's received, not what's intended. Passion can be received as anger; focus can be received as displeasure.
- Teams with too much of one personality type (e.g., all highly dominant) risk burnout, unchecked pace, and conflict without anyone working to hold the team together.
- Effective leaders adjust how they motivate and communicate with each person while keeping accountability and expectations consistent.
- These tools should never be used for hiring, promotion, or performance decisions. They lack the accuracy to predict success and don't measure intelligence, judgment, or competence.
- Assessments are most valuable as a shared vocabulary and a conversation starter between mentors and mentees, not a definitive label.
- Big Five (Five Factor Model) — scientifically validated personality model widely used in academic research and organizational psychology
- Hogan Assessments — used in executive development, focused on strengths, behavior under stress, and "dark side" derailing traits
- DISC Assessment — measures Dominance, Inspiration (Influence), Steadiness, and Conscientiousness; widely used for team communication
- Myers-Briggs Type Indicator (MBTI) — 16-type model popular for workshops and self-reflection
- CliftonStrengths (Gallup) — strengths-based assessment used for role fit and team dynamics conversations
Mentors, managers, and emerging leaders anyone curious about using personality assessments to improve team communication and dynamics.
TRANSKRİPT 🔗
Bill Bonwit: Angela, just never been this happy. How about you?
Angela Falcini: I am Tippy Tappy. Thanks for asking. You know, Bill, you and I in our careers have been through several teams, large and small. And we have seen many of these teams leverage personality tests to help learn about each other and how to be more effective as a team. And so today we're talking about how mentors
Bill Bonwit: Great.
Angela Falcini: Can talk about persona…
