Building Better!   Better Organizations ... Better Teams ... Better Leaders ... Better People.   A Better Way!

"Personality is what you are; behavior is what you do, and it's what you do that makes a difference."

"Most people believe that personality determines how individuals act, and it's very difficult to shake that belief. Personality testing is widely used in recruiting, with the underlying assumption that it will predict how people will behave in a job, and therefore will determine their performance. But if personality were the key to performance, then how can you explain the success of three people with very different personalities? A critical difference between behavior and personality is that your personality is essentially fixed at an early age and after that you can't really change it."  -- Robin Stuart-Kotze 


Do you know who are you working with?


Behavioral Assessments objectifies workplace behaviors so you can predict the drives and motivations of others, be a better manager, and communicate more effectively. 


It is a highly effective, yet simple, scientifically-validated assessment that measures four core behavioral drives. Where these drives fall creates a behavioral pattern that provides a simple framework for understanding the workplace behaviors of your people. Assessments are available in over 70 languages for use around the world. 

The major determinant of performance is behavior. 


Familiar examples of personality assessments are: Myers-Briggs or DISC. Personality assessments on the other hand should not be used for hiring. These assessments measure a person’s preference on 4 different pairs of opposing dichotomies: Extraversion vs Introversion, Sensing vs. Intuiting, Thinking vs Feeling, and Judging vs Perceiving.   Rich Thompson, PhD, and Director of Research at CPP emphasizes in CPP Connect, “The Myers-Briggs assessment merely says that we’re predisposed to behave in certain ways, not that our behavior is limited to one direction or the other. According to the theory, we use both preferences of any dimension, but we’re innately predisposed toward one. A right-handed person prefers their right hand. The fact that they’re capable of using their left as well, and may even have become very proficient at it, doesn’t render their designation as “right-handed” less accurate. Likewise, the fact that someone prefers Introversion doesn’t preclude them performing in an Extraversion capacity; it simply means that it will require more of their energy.”

The Variegate Group believes both personality and behavior are highly effective tools. The key is knowing how to properly position each tool, leverage actual benefits of engagement, retention, team-building, communication effectiveness, conflict management, stress management, and leadership development - just to name a few!

APA citation

Stuart-Kotze, Robin (2009). Performance : the secrets of successful behaviour (Pbk. ed). FT Prentice Hall, Harlow, England

Are you ready to transform your workforce?

© 2017 by The Variegate Group

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