This post was originally published on this site
Barry Wolfe argues that workplace psychology tools like personality tests and assessments lack scientific validity and don’t predict job performance. Instead of relying on psychological profiles, leaders should focus on “value-centric actions” – clearly defining what results employees need to deliver to create business value and advance their careers.
TAKEAWAYS
Psychology tools are unreliable – Personality tests, competency models, and even Maslow’s hierarchy lack empirical support, with IQ predicting job performance at only 0.03 correlation Employees lack clarity – 55% of workers don’t know what’s expected of them, and most can’t answer “What do I need to do to get