At Insight, it’s no question what tool yields the most useful assessments: the Kolbe Wisdom™ system. We’ve used Kolbe for over twelve years now because it’s different from the other indexes; it neither seeks to identify personality style (affective) nor to measure intellect (cognitive), either of which the majority of other tools seek to do.

Dealing with conflict takes self-awareness, respect, careful listening, honesty, and structured dialog in order to be positively resolved. Disrespect breeds an unhealthy approach conflict.

Without neutral observation, effective feedback is nearly impossible, whether that feedback is aimed at a process, a group of people, or an individual. When using feedback to help people improve their processes or change behaviors, follow a few simple guidelines to make that feedback effective.

Most employees will stay within or close to their comfort zones. They’ll use self-assessments to justify their conduct rather than change their behaviors.

Have you ever tried a new diet or committed to a New Year’s resolution only to lose momentum a week or two in? Have you asked a friend to check in on your progress or—even better—to join you? That’s a form of peer coaching that helps with accountability, and it’s just as applicable in the office as in the gym.

For centuries we’ve known that the human mind has three parts, unfortunately most recruiting and hiring processes forget this. Often personality assessments are misused as screening tools, resumes are overused, and interviews are only utilized for assessing whether employers “like” a candidate.

Although the idea is not completely new, Netflix approach is easy to understand. They outline these seven aspects of their corporate culture:

When you plan assessments be sure to address all three parts of the mind to get a more complete picture: