Organizational Psychology Blog: Testing Tools For Agile Teams

During the Assessment phase I utilize interview techniques and online questionnaires to help me get a deep understanding of both the organization and the team members and how they work. This allows me to create (a) a customized plan and prescribe specific tools and exercises during coaching. It also (b) helps me in customizing the design of workshops for the client during the training phase.

But what about other testing tools? Psychology and psychological testing tools can address entire teams but really focus on individual assessments. Some are clinical like the MMPI and MMPI-2 and therefore not appropriate for employees. What we are looking for are preferences when it comes to work style or a fit for a particular role in a team or even a position. It is important to note that no decision should be made solely on the results of one test. Tests in conjunction with interviews and performance reviews are a much better way to assess a team member or Agile team.

Below are some commonly used tests that I can offer through partnerships with certified testing administrators. I also include a link by the Society of Industrial/Organizational Psychology (SIOP) for testing in the workplace as it clearly lays out what testing can and cannot do and  lists the advantages and disadvantages of certain tests: Types of Employment Tests

I generally include a combination of  or all of these 4 types in my assessment phase:

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As you can see I heavily rely on interviews during the assessment phase (on average 50%) during the first few days or week on a project. Work samples and simulations can take up to 25% on average as I like to see employees perform in a team if assessing existing Agile teams. Personality tests really only take up to 20% while cognitive ability tests are the smallest measurement tool with only 5%.

It is more common scenario for an existing Agile team that I only rely on interviews (50%) and work samples and scenarios through observation (50%). Newer teams and organizations that are starting with just one pilot project while needing to select appropriate team members can benefit more from the scenario shown above. But then again, every organization and every team is different and the above is only a sample and not to be used a a guideline for all teams as not one size fits all.


Personality Tests:

1. CPI 260 and 434 (close to the MMPI in reliability and validity but with focus on non-clinical and healthy individuals which is why it is appropriate as an employment test)

https://www.cpp.com/products/cpi/index.aspx

2. MBTI Step 1 and Step 2 (16 personality types with list of work style preferences and even career paths)

http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/

3. DiSC (good when looking to improve work productivity, teamwork and communication)

http://www.discprofile.com/whatisdisc.htm

4. 360 Assessments and 360 Degree Feedback (a systematic approach that provides peer feedback on performance)

http://www.ccl.org/leadership/assessments/assessment360.aspx

5. NEO PI-3 (based on the 5-Factor Model (FFM))

http://www.sigmaassessmentsystems.com/assessments/neopi3.asp

6. FIRO-B (Interpersonal Relations Test)

http://www.psychometrics.com/en-us/assessments/firob.htm

7. WPI  (Work Personality, describes work style, strengths and weaknesses)

http://www.psychometrics.com/en-us/assessments/work-personality.htm

8. TKI (Thomas Kilman Conflict Mode Instrument, examines conflict styles and intended to help with team communication and collaboration)

http://www.psychometrics.com/en-us/assessments/thomas-kilmann.htm

Cognitive Ability Test:

1. Wonderlic:

http://www.psychometrics.com/en-us/assessments/wonderlic.htm


Personality tests are really focused on individual's preferences and only one of the factors that should help in determining for example if someone on the team is going to be a successful Scrum Master.

It takes an experienced test administrator and a thorough analysis that goes beyond reading the results to determine how these tests can help Agile teams and an organization. I am the only Agile coach who is also a Ph.D. candidate in I/O Psychology and who has included psychological testing as a result in my systematic approach that includes an assessment-, training- and coaching phases based on sound psychological principles.

The Wonderlic test is the only cognitive ability test that I included to help companies when hiring for and considering existing team members for Agile teams. It might be suitable for teams to find out who is interested in learning a new methodology for example.

Any questions or comments? Please contact me at: patricia@agilemediaconsulting.com

Best,
Patricia Anglano