The Truth About Personality Profiles

All personality profiles are wrong. Yes, you heard that right—all of them. Whether it’s Everything DiSC, CliftonStrengths, Myers-Briggs, or Lencioni’s Six Types of Working Genius, none of these assessments are perfect. Despite using them for decades and even certifying people to utilize these tools, it’s important to approach them with the right perspective.

What does “wrong” mean in this context? It’s not that these tools are without value—far from it. The idea comes from the late British statistician George Box, who famously said, “All models are wrong, some are useful.” His point was that any model, particularly those attempting to capture the complexities of human nature, is inherently flawed. Humans are dynamic, nuanced, and ever-changing—no model can fully encapsulate that.

Personality assessments are models. They take intricate human behaviors and preferences and fit them into categories that can be analyzed and understood. While they might not perfectly represent every aspect of an individual’s personality, they provide a useful framework for self-awareness and team development. The real power of these tools lies in their ability to create common language, spark valuable conversations, and guide practical application in professional settings.

At Learning Unlimited, we’ve seen firsthand how useful these tools can be. For over 30 years, we’ve used Everything DiSC and CliftonStrengths to help leaders and teams better understand themselves and each other. The insights these assessments provide can lead to improved communication, stronger relationships, and more effective teamwork. However, we never treat them as the ultimate truth about a person. Instead, we encourage a balanced approach:

• Acknowledge the Imperfection: Understand that no assessment will capture everything about you or anyone else.
• Use What’s Useful: When you take an assessment, lean into the insights that resonate with you. These are the nuggets of truth that can lead to real growth.
• Dismiss What Doesn’t Fit: If something in the assessment doesn’t feel accurate, it’s okay to let it go. The tool is meant to serve you, not define you.
• Apply with Intention: Use these tools as a starting point for deeper self-reflection and team development, not as labels that box people in.

The beauty of personality assessments lies in their utility, not their perfection. The more you use them with a healthy understanding of their limitations, the more value you’ll find. These tools are like maps—they may not show every detail of the landscape, but they can certainly help guide you in the right direction.

If you’d like to explore how to use these assessments effectively within your organization, reach out to us at Learning Unlimited. We’ll show you how to harness the usefulness of these tools while keeping a clear-eyed view of their limitations.

Until next time, keep learning, keep growing, and embrace the imperfect tools that help us on the journey.