If something looks like a duck and quacks like a duck, is it a duck? Maybe yes, maybe no.

Practitioners of all stripes are seeing executive and team testing as a “new thing” to add to their services. And, they are offering things that look like testing with results that sound pretty authoritative.

But, that’s where the similarities often end. In fact as a corporate psychologist, I know that a lot goes into creating a test that delivers on its promise. The problem is, many consultants offering testing aren’t psychologists – so they don’t know the things to consider when purchasing tests. And, they don’t know how to interpret the findings beyond what’s provided in the computer print outs.

A typical example is the Myers Briggs Type Indicator. It can be a useful test when used properly. But, you have to understand in which situations a job or succession candidate – intentionally or not – may be faking their responses AND the Myers Briggs won’t be able to detect the faking. What happens is that as a business owner or executive, is that you’ll find yourself basing your decisions (e.g., hiring or promotion) on inaccurate data. Yes, the computer generated report will look official, but as the saying goes, “Garbage in, garbage out” – the test is only as good as what you tell it.

I would advise that whether using testing for selection, or executive development (which can include 360-degree surveys), make sure the person who is managing that for you really understands the following:

1) whether the test is “sound” (they should have read the research generated when creating the test)

2) what are the best ways to interpret and present the results

3) what do you do when the results don’t look as expected

REMEMBER: just because you can buy a test doesn’t mean it’s a good test or the right test for the situation. And, even if it is a good test for the right situation, it doesn’t mean that because you can buy it that you’ll know to use it properly.

REMEMBER: use test practitioners inside and outside your company who have specific expertise selecting and interpreting tests, as well as knowing how to present test data so that people get the most out of the experience.

If you follow these criteria, your people and company will come to see how testing, done well, is one critical element for creating business performance.