Robert Glazer

I know Adam Grant, some people have said, look, I don't really see them as personality as much as they are your styles or your preferred form of communication or the way you kind of operate.

Yeah, they can go to corevaluescourse.com.

I don't look to put someone in a hole, but they are incredibly, we've done the why stuff with Gary Sanchez.

And when two people are in like a real argument, I first go to that information.

What are your whys?

I'm like, oh, this is why you're doing this.

Yeah, so I've taken all of these and I'm not a fan of them.

Understand this because there's some just natural conflict points between those two different profiles.

I actually, I love them, whether it's Disc or Values or Colby or any of these things.

I just don't think they should be used for interviewing because what happens is you have this bias where people go for the same as them and you actually want a team that's different.

And yeah, we've done a lot with Gary Sanchez and his why archetypes.

I have found those to be the most accurate as to the behavior that drives people at their core.

But it's super helpful for me to know that you are an S or I am a D or other, because it helps with all the communication stuff.

He took Simon Sinek's Now Find Your Why.

So I don't think you should use them for hiring.

So Simon got everyone convinced that they should know their why.

I know Adam Grant, some people have said, look, I don't really see them as personality as much as they are your styles or your preferred form of communication or the way you kind of operate.

But then going to figure out your why is like not an easy thing.

And Gary developed archetypes, nine specific why archetypes by interviewing thousands of people.

And so I feel like Simon kind of wound it up and Gary actually made it doable for people because he gives you an archetype and the strengths and weaknesses and all that stuff.