Ok, we’ve all done it haven’t we? Taken the MMPI to attend undergraduate or graduate school, endured the DiSC psychometric behavioral model or even filled out a personality test in Cosmopolitan Magazine (sorry, I just had to knock the last one!). But in what I think is the churches most glaring weakness—hiring and firing—comes one more reason to be suspicious or cautious in the use of personality tests. The U.S. Court of Appeals for the Seventh Circuit, in Chicago (Federal Courts are the laws of the land, not just one state) ruled that a personality test used to fill management positions at Rent-A-Center qualifies as a medical exam. This is significant (reported in 3/15/06 issue of The Wall Street Journal (B3A) because you cannot do that unless mental stability is required for public safety—like a police force. The Americans with Disabilities Act prohibits requiring medical examinations prior to making a job offer, and according to the appeals court’s decision, this includes positions filled internally. In addition, and this is amazing, the court ruled that the test, the Minnesota Multiphasic Personality Inventory, was inappropriate for this purpose as it is used to diagnose mental illness (so THAT’S Why BIOLA University and Dallas Seminary used it on me)! It’s interesting that churches in states like Massachusetts and Rhode Island cannot use Integrity and Honesty tests since they are BANNED by state law!
Ok, that’s the bad news, but that only applies to HIRING and PROMOTIONS. Coaching is another thing and the article in the Wall Street Journal clearly favors this approach, or at least reports it’s benefit to teamwork and productivity! One test really intrigues me,
Unlike IQ tests, which tell you what you can do, and personality tests, which tell you what you want to do, Kolbe [a psychometric test used to improve team performance] tells you what you will or won’t do by measuring natural instincts according to Kolbe Corp.’s Web site. Kolbe defines four basic action modes: “Quick Starts” are innovators, who think on their feet; “Fact Finders” enjoy gathering information and becoming experts; “Follow Thrus” are natural organizers who complete tasks in a methodical way; “Implementors” figure things out by building models.
I also like the Mayer-Salovey-Caruso Emotional Intelligence Test (MS-CEIT, for short) which is designed to measure emotional intelligence by assessing a person’s capacity to identify emotions in others. Aptitude in this area is especially critical for Children’s Ministry workers in our Nursery, Greeters, Administrative Assistants, ok, for all of us! So in the words of the late President Ronald Reagan, “trust but verify.” But be careful when you test!