What if I don't feel the results represent me?
It is not unusual to feel the results don’t fully represent how you see yourself. Few people have a high level of insight into all aspects of their personality. The GreyScale is a self-reporting tool that relies on your responses to 173 test questions, which is then used to compile a summary of the level of personality traits, virtues, motivations, and relationship attachments. The test can only report back the summary of the answers given, and it provides only general advice that can't encompass the unique situation of the test-taker.
What if I don't understand the results?
The GreyScale deals with complex aspects of personality traits, virtues, motivations, and relationship attachments. To enhance your understanding of these complex elements, utilize the videos and resources, ‘information’ icons, sample reports, articles, and insights on our site to understand the results better and take action. We always recommend working with an experienced coach to develop a deeper understanding of your results and take action specific to your situation.
Why are my assessment results different each time I take the assessment?
It's important to note that psychometric tests can sometimes produce varying results due to several factors, including your current mood, stress levels, or the specific environment in which you took the test. The GreyScale is a tool that provides insights, but it only provides a summary of the answers given by the test-taker. Even slight variations in the answers can lead to varying results, and consistency typically comes from taking the test under similar conditions. If you're seeing different results, it might be worth reflecting on when you were most relaxed, responding naturally, and not overthinking the questions. This is likely to deliver the most accurate results.
Are my assessment results saying that toxic behavior is acceptable?
It's important to clarify that psychometric tests, including those assessing traits such as psychopathy or narcissism, are diagnostic tools used to understand, but not endorse, behavior patterns and their likely impact on psychosocial safety in the workplace. The GreyScale assessment is designed to help leaders better understand themselves and provide strategies for more effective leadership, psychosocially safe teams, and better business performance.
Why are some of the questions strange, uncomfortable, or weird?
As a test that measures personality, a deep construct of the mind, the GreyScale needs to ask questions that may seem unusual to ensure low face validity. Conversely, any test with high face validity means that people can know exactly what is being asked and, therefore, what answer to give to manipulate the results. Effectively, they know the ‘right’ answer, making the test of little value. Asking questions with high face validity (obviously acceptable answers) renders a test unreliable. Therefore, a reliable and ethical test will have less obvious, somewhat unusual, and potentially uncomfortable questions.
Who sees my assessment results?
The assessment results are held securely and can only be accessed by the individual or organization that requested them. GreyScale follows strict data protection laws (e.g., GDPR), ensuring your information is secure. If you have any questions, please refer to our Terms and Conditions and contact us for clarification. Your privacy is our priority.
What if someone else sees my assessment results and tells my colleagues I am a psycho or narcissist?
Another person's psychometric test results should never be read without their consent, and if shared, they should never be used to label someone negatively. The GreyScale is a tool for self-understanding, not judgment. We urge everyone to approach these assessments with empathy and professionalism, fostering an environment of support and respect.
The assessment results are held securely and can only be accessed by the individual or organization that requested them, so please keep your results secure. GreyScale follows strict data protection laws (e.g., GDPR), ensuring your information is secure. If you have any questions, please refer to our Terms and Conditions and contact us for clarification. Your privacy is our priority.
Aren't 360-degree leadership assessments better for insights?
While 360 leadership assessments can provide perspective by gathering feedback from peers, subordinates, and supervisors, it's essential to recognize that they reflect subjective perceptions. Psychometric assessments, on the other hand, are grounded in scientific rigor and standardized methods, ensuring consistency, reliability, and validity. Both tools can complement each other. However, psychometric assessments offer a more objective measure of leadership potential, personality traits, and cognitive abilities. Relying solely on feedback-based assessments can lead to bias, while psychometric tools provide a deeper, data-driven understanding of leadership qualities.
What if the assessment results negatively impact my career prospects?
It is understandable for people to feel disappointed when they aren't successful in applying for a role. However, leadership assessments are just one tool used in the decision-making process and don’t define any individual's full potential or worth. Leadership is multifaceted, and no test can capture everything you bring to the table.
What if I don't see any value in the assessment results?
While assessment results can offer valuable insights, they're one of many tools a leader should use to become effective. For the best results, we recommend you utilize the videos and resources, ‘information’ icons, sample reports, articles, and insights on our site to understand their results better and take action. We always recommend working with an experienced coach to develop a deeper understanding of your results and take action specific to your situation.