A Lifetime of Psychometric Profiling
- Marina Shearer
- May 6
- 3 min read
When Self-Awareness Was Based on Guesswork
Have you ever filled in a questionnaire asking whether you prefer watching TV or reading books?
Most people have, at some point, completed a self-analysis questionnaire, only to receive a neatly packaged “insight” about who they are and how they operate.
And if we’re honest… many of those insights are about as useful as a horoscope prediction.
“You will face a challenge this week” OR “Someone important is about to enter your life.”
In other words, low value data dressed up as personal insight.
The Problem: Unreliable Data
Before online psychometrics became sophisticated, I worked in an era where assessments were manual. I handed out a paper and people answered 60–80 questions.Then they counted columns, tallied scores, and delivered “the big reveal.”
And here’s the uncomfortable truth: For many respondents, their data was wrong.
Not because they lacked self-awareness, but because they curated their answers.
They answered based on:
Who they wanted to be
Who they believed they should be
Or how they wanted to be perceived
There was no system checking for consistency. No algorithm testing the integrity of responses.
So people locked onto outcomes that reinforced their preferred identity, even when it wasn’t accurate.
I saw results like:
Bullies identified as peace-loving
Dominant communicators labelled as “great listeners”
Conflict-avoidant individuals described as “courageous decision-makers”
The intention behind psychometrics was powerful, but the reliability was deeply flawed.
When “Gaming the System” Stopped Working
Everything shifted when psychometrics moved online. With the introduction of algorithms, response patterns could be tested against each other. Inconsistencies became visible. Statistical reliability entered the equation.
Suddenly, it wasn’t so easy to “game” the system.
If someone answered in a contradictory way, the system flagged it:
Invalid profile – inconsistent responses detected.
That wasn’t failure.That was quality control. Modern tools such as Extended DISC now deliver far more robust behavioural insights. They don’t claim to define who you are; they identify patterns of behaviour, sources of stress, and where energy is gained or lost.
Understanding whether someone is more task-oriented or people-oriented, fast-paced or reflective, assertive or reserved; this is actionable intelligence.
It benefits:
Individuals
Team leaders
Recruiters
Organisations as a whole
When done properly, psychometric profiling works.
What Most People Still Don’t Understand
Here’s the part that rarely gets talked about: The profile itself is only a small part of the value. The real impact comes from two critical elements:
1. The Individual’s Willingness to Engage
A profile is just data. Transformation happens when the individual chooses to:
Be curious rather than defensive
Reflect rather than justify
Explore patterns rather than protect identity
Self-awareness is not delivered by a report. It is developed through engagement with it.
2. The Skill of the Debriefer or Coach
This is where the real leverage sits. A skilled debriefer doesn’t just “read out” a report. They:
Translate data into meaningful insight
Challenge thinking without triggering defensiveness
Create psychological safety for honest reflection
Connect behaviour patterns to real-world impact
They hold the space between information and transformation. Because without that bridge, even the most accurate data sits unused.
The Bottom Line
Psychometrics didn’t fail in the early days because the idea was flawed.
They failed because:
The data lacked integrity
The interpretation lacked depth
Today, the tools are significantly more reliable.
But the real differentiator is still human:
The willingness of the individual
The capability of the coach
Get those two right, and psychometric profiling becomes one of the most powerful tools available for leadership, development, and self-awareness.
I've been profiling, debriefing and certifying new practitioners for 30 years. If you are curious about psychometric profiling, feel free to reach out for a conversation.
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DIRECTOR PROFILE Coaching Ltd
BSc.psychology
Diploma Professional Coaching
Certified Practitioner and Accreditation Coach
Marina Shearer is a seasoned leader, educator, and innovator with over 30 years of experience across various industries in New Zealand. Holding a Bachelor of Science in Psychology from the University of Canterbury and a Diploma in Professional Coaching from the Southern Institute of Technology, she has dedicated her career to empowering others. As the Director of PROFILE Coaching NZ, Marina specialises in certifying coaches and HR professionals in psychometric profiles, enhancing their ability to understand and develop talent effectively. Her passion for teaching and commitment to personal growth have made her a respected figure in the coaching community. Marina facilitates the PROFILE Coaching Coaches Collective and the NZ Coaching Collective, places where professional coaches connect, collaborate and grow.
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