Which are the most effective personality assessment tools for Franchisees?
Joe Caruso You may want to start with this article - "Uncovering The Secret History Of Myers-Briggs"
The author Merve Emre has some interesting and shocking things to say about relying Myers-Briggs.
Nancy Friedman, Keynote Speaker MB is good. But IMO. The DISC. Profile is simpler - easier - more fun - and results oriented. Just saying.
Joe Caruso One of the common criticisms of Myers-Briggs is that a person can take the test on Monday and again on Thursday and get two very different assessments.
Nancy Friedman, Keynote Speaker Yes. And 99% of the time DISC nails it every time You're right joe.
Michael Biggins I am struggling a bit to apply these profiling tools to franchisees. But I am open and willing to be convinced. (Just sayin'). I agree that being a franchisee is not a good choice for everyone and there are certain characteristics and capabilities that make a real and important difference.
I see way too many people buy into a franchise that is not 'right' for them or when they are simply not prepared for what it will take. Thoughts?
Joe Caruso Not sure that DISC is any more reliable than Myers-Briggs.
"Personality Scores and Job Performance
Are scores on personality tests highly predictive of performance? There is a long history of research showing: maybe. That is, if the employee has all the other performance elements necessary to do the job, and the personality test is job-related, personality can make a difference.
Self-descriptive test scores represent how the applicant wants to present themselves -- it may not be reality.
So, even if an applicant tells an interviewer he/she is organized, it's no guarantee he or she will be good with details. It is just bad science to claim the DISC (or any other personality test) will accurately predict managerial performance, capability for organization, character, or personal responsibility."http://www.eremedia.com/ere/dissecting-the-disc/
Nancy Friedman, Keynote Speaker Disc is not a personality test. Its work style. Pretty accurate in my life time. Always room for improvement as we know. But pretty good
Monique Hernandez When it comes to discovering individual and organizational personalities, I highly recommend the Myers Briggs personality assessment. Given the persons being assessed understands that the questionnaire is not going to be spot on but everyone has a preference.
That preference is key to receive accurate results. I've turned to this assessment when I've noticed a team is having difficulty understanding one another, or the team is not understanding myself. The time spent doing this and openness brings everyone together.
I suggest Myers Briggs ! True believer
Michael (Mike) Webster @Monique, what have you used MBI for? Thanks.
Greg Nathan A couple of thoughts. The Myers Briggs is an awesome tool for leadership and personal development. It is useful as an adjunct in recruitment, but will not predict performance. Just how someone will probably approach their work.
DISC is also a great tool for management development. Be careful using it as a predictor of performance.
Again it will tell you how someone will approach their job, not the outcomes they will get.
There are several profiling tools that have been developed from solid research into franchisee performance.
We have one at the Franchise Relationships Institute that is part of a total recruitment system called The Nathan Profiler, and Fred Berni has one that I think is called The FranchiZe Profile.
Don't rely on a personality profiles alone.
Structured interviews, on the job trials and past performance are also useful to consider when trying to predict future performance.
By the way I am a registered psychologist with 35 years up my sleeve working with a range of these types of tools, so I speak from experience, not hearsay.
Vivienne Beech Love the Nathan Profiler but also really like Ripe Strategies system by Lynne Schinella
Michael (Mike) Webster Greg, what we have seen in the franchisor sales departments is an extreme reluctance to do anything which would cut down their pipeline.
It makes sense to filter using a tool which assesses expected performance, like your tool & Fred's assessment, but we have found sales departments very reluctant to employ them as part of their screening process.
So, I wonder if these predictive assessment tools aren't more usefully deployed right now as part of the onboarding process, by the operational folks.
Mary Clapp In my experience the personality assessments can be useful if they go both ways. The tools are supposed to help people understand how to communicate better with each other.
For a franchisor to understand if a franchisee is likely to be a good fit for the system's style of communicating and making decisions, the franchisor has to understand the personalities of the decision makers and key ops folks in the franchise system, as well as those of the franchisee.
Sometimes a change in the zor management is necessary. If the franchisor isn't considering that as a possibility, it probably won't matter what the zee assessments say.
Bernie Moscovitz Think the best application is A DISC/PIAV or Behaviors and Motivators. Goes beyond the basic personality assessment and adds personal interests, attitudes and values.
Greg Nathan Michael - your observations are correct. The priority for most franchise sales folks is to hit their recruitment numbers.
Better quality operators factor in franchisee suitability as an equally high priority. Having operations folks also involved in the recruitment process acts like a conscience and balances the short term and longer term perspectives. (The ops folks have to live with the franchisee long after the recruitment folks have handed them over, so to speak).
And I agree, using profiling tools for onboarding, coaching and improving communications is very useful.
Mary Clapp's comments are, in my view, all spot on.
Mariel Miller "The Franchise Advisor" I've been in organizational devel for franchisors since 2000, have seen many products in this space...I'd be happy to discuss my experience & share with you an objective workshop I've delivered to USA franchisor groups about this topic - firstname.lastname@example.org 732 4811-5188
Ron Bender, CFE I have used (and taken!) many, including MBI, DISC, Wunderlic, ProvenMatch and Spot-On, and I think your development staff can be trained to get great use out of all of them.
I love the newer, more 'workstyle and communication-related' programs like ProvenMatch since they become very useful for better training and coaching after they become franchisees.
Greg Nathan Mariel - I just looked through this. It looks fascinating but is a bit hard to follow. Can you explain the context?
Thom Crimans Check out Proven Match. DISC, Myers Briggs and such are fine, but they are off the self products used for a wide variety of purposes. Proven Match is specifically designed to determine a prospects fit to your business model.
Here is the link from the IFA website:http://www.franchise.org/proven-match-supplier Or contact email@example.com
Craig Slavin The oldest and most reliable franchise profile is the Franchise Navigator.
Launched in 1997, after 7 years of research, Franchise Navigator has had incredible success with its clients. http://www.franchisenavigator.com.
Fred Berni Greg - Thanks for the mention.
Craig Slavin Let me know if anyone would like to "test-drive" the Navigator. It was built from the ground up for franchise application. It is also not a "generic "psychometric" assessment but actually becomes customized to each brand that uses it.
Mariel Miller "The Franchise Advisor" Certainly, I was asked to present an objective picture of assessments in the franchise space and discussed several valid and reliable instruments and how they would fit inside the recruitment process - The focus was how to work with an instrument and how to have a better process including "fit" even without an instrument. The key issue is how valid the assessment is and can it, in fact, predict future behavior.
There are a good number of valid tests out there, but a franchisor should ask a lot of questions about how long the instrument has been used, how long specifically in the franchise sector, and ask for white papers, studies, etc. to insure the tool is appropriate for selection.
Contrary to some commentary, personality has been proven to predict "job performance" in many studies. So has an individuals Value System. Tons of research is out there supporting this. Hope that helps put my work in a bit of context.
Daniel Alberto Bernard Here in Brazil we use our own Teste Aldeia Gaulesa.
It was based upon studies developed by professor Yves Enrègle, Ph.D. on Psychology and Sociology from Harvard and my professor at Groupe ESSEC in France in the early 90´s.
We selected more than 10,000 franchisees by using this very accurate assesment test. It represents an evolution from PEAI and considers laboral relations later from the digital revolution from the mid 80´s.
Just check the portuguese version at http://www.netplanconsultoria.com.br/principal/home/?sistema=conteudos|conteudo&id_conteudo=2
Dave Sullivan I currently use SpotOn by Zoracle. It has proven to match my candidates with concepts that line up with their competencies and compatibility.
When I match a franchisee who shares a company's Values, Stages of Growth, Culture and Work Style they perform better and ramp-up quicker.
Jan-Marie Hall Hello Everyone - Proven Match is a scientific based assessment since 1987, designed specifically for Franchising to help you know the characteristics of your to top performing franchisees which helps you measure your candidates to their attributes/
Proven Match also help you with talking styles to get the best out of all your franchisees plus where to market to attract those top players. I would be happy to give a demo or connect you with a franchisor using Proven Match www.provenmatch.com
Craig Slavin Since 1987? I would check on your statistics. Proven Match was launched 5 or 6 years ago at best according to the creator.
Craig Slavin Spot-On is less than 2 years old.