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Dr. Amanda Potter and guest Dr. Stewart Desson, CEO of Lumina Learning, explore the complex relationship between personality testing, neurodiversity, ethical assessment practices, and strengths-based approaches in the workplace.

• The Big Five personality model (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism) remains the most empirically validated framework for understanding personality
• Both experts challenge traditional views of personality as static, suggesting a more dynamic understanding that incorporates conscious choice
• Evaluative bias in psychometrics can lead to one end of personality spectrums being seen as "good" while the other end is viewed negatively
• Profile matching in recruitment creates dangerous homogeneity in organizations, reducing diversity of thought and stifling innovation
• The "shadow" concept from Jungian psychology represents disowned aspects of ourselves that we project onto others
• Personality labeling (like being called "the creative type") can limit career opportunities and development
• Ethical psychometric practice must acknowledge human complexity and avoid oversimplified categorization
• The best assessments expand possibilities rather than constraining them, recognizing we can demonstrate seemingly opposite traits depending on context

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