In my role as a coach to financial advisors and wholesalers, one of my goals is to help team leaders across all the major channels understand how to build better and more efficient teams. During our sessions, someone inevitably asks me what I think of personality assessmentsthe DISC, the Kolbe, the Myers-Briggs, or another test designed to sort out and label personality attributes.
These tests, and the consultants who provide them, seek to ensure that current and future team members will get along. A lot of time, effort, and money is spent on discovering if a prospective team member will "fit" and determining if a new member's personality or behavior will be complementary to those already on the team.
Register or login for access to this item and much more
All On Wall Street content is archived after seven days.
Community members receive:
- All recent and archived articles
- Conference offers and updates
- A full menu of enewsletter options
- Web seminars, white papers, ebooks
Already have an account? Log In
Don't have an account? Register for Free Unlimited Access