Before You Measure a Leader, Define What Good Looks Like

afonorow@thetmcg.com
Before You Measure a Leader, Define What Good Looks Like
Most organizations bring in assessment too late in the process. By the time a candidate is completing an instrument questionnaire, the organization has already made a series of assumptions about what they’re looking for. Those assumptions rarely get examined; they just get inherited from the last time someone filled this role, or borrowed from a job description written three years ago, or absorbed from whatever the... Read More

When Assessment Becomes Decision Support: A Sophisticated View of Selection and Promotion

afonorow@thetmcg.com
When Assessment Becomes Decision Support: A Sophisticated View of Selection and Promotion
Assessment occupies a particular place in selection and promotion decisions that organizations care most about. Done well, it gives senior leaders and HR partners insight they can trust and use, across many decisions, over many years. Done casually, it produces data that sits in a folder.  The difference between the two is rarely about which instrument was used. It is about how the assessment was designed, what evidence sits behind it, and... Read More

5 Questions Leaders Should Ask Before Choosing a Personality Assessment 

afonorow@thetmcg.com
5 Questions Leaders Should Ask Before Choosing a Personality Assessment 
Personality assessments are everywhere in today’s workplace: used for hiring, leadership development, team effectiveness, and coaching. But not all assessments are created equal, and choosing the wrong one can lead to oversimplification, misinterpretation, or even unintended harm.  Before adopting a personality assessment, leaders should pause and ask these five critical questions:  What decisions will this assessment inform? Is it being used for development, selection, team... Read More

The Scientific Foundations of the WorkPlace Big Five Profile®: A Research-Based Framework for Understanding Workplace Behavior

afonorow@thetmcg.com
The Scientific Foundations of the WorkPlace Big Five Profile®: A Research-Based Framework for Understanding Workplace Behavior
Introduction  Organizations today require assessment tools that combine scientific rigor with practical relevance. The WorkPlace Big Five Profile® meets this need by translating the most empirically validated model of personality—the Five-Factor Model (FFM), commonly known as the Big Five—into a framework designed specifically for workplace applications.  This article outlines the research behind the Five-Factor Model, reviews the major contributors who... Read More

Unlocking Potential Through Personality: Why WorkPlace Big Five Profile™ Certification Matters

afonorow@thetmcg.com
Unlocking Potential Through Personality: Why WorkPlace Big Five Profile™ Certification Matters
In the crowded landscape of personality assessments, not all tools are created equally. Some offer catchy typologies or color-coded categories that are fun conversation starters but fall short when it comes to psychometric rigor and practical application.  The WorkPlace Big Five Profile ™, in contrast, is research-backed, data-driven, and grounded in decades of psychological science. Built on the Five-Factor Model... Read More