When Self-Assessments Harm Your Personal Development

Episode notes

Register to be part of future conversations in real time here Or schedule a time to talk directly to our team here Key Highlights Leadership resides in behavior, not personality: Excellence in any domain comes from what you do, not who you are - leadership is a composite of choices, routines, and actions rather than innate traits or psychological dispositions Self-assessments can create self-limiting beliefs: Tools like Myers-Briggs, DISC, and others risk becoming excuses for behavior rather than catalysts for growth, leading people to say "this is just who I am" instead of "who do I want to become?" Focus on commonalities over differences: Great teams function because of what they share - values, standards, expectations - rather than constantly highlighting how members are different from each other Better alternatives for building awareness: Use direct feedback, smart questions, and honest conversations rather than formal assessments - ask "What's it like to be on the receiving end of me?" or "How do I get to the next number on a 1-10 scale?" The Venn diagram approach to development: Focus where two circles intersect - things you're not good at AND things others need you to be…