Personalities can impact on performance. Project directors, for example, should work with individual staff members to identify how their personality traits / strengths can lead to improved motivation and output levels. For project directors, this process can act as an enabler for getting the best out of their employees through empowerment - by providing them with knowledge and resources that may assist them to grow into and flourish in their roles. Moreover, this knowledge is likely to heighten employee awareness about how their behaviour impacts on other team members. The requirement for such learning could be incorporated into employee skills appraisals / development plans which should be conducted every six months (or at the end of the three month probationary period for new employees). Personality compatibility testing could also be undertaken by prospective candidates who seek to be employed in key roles (e.g. positions that interface with senior private partner representatives). This activity could be incorporated into existing recruitment practices to create / maintain positive workplace dynamics.