Self-other agreement has been the subject of much research in the last fifteen years. This study examined the effects of target manager personality on the level of agreement between self and boss ratings on a multisource feedback instrument. It was hypothesized that specific aspects of the target manager's personality, as measured by the 16PF® Questionnaire, would be related to whether or not agreement or discrepancies existed between their self ratings of leadership performance and their boss' ratings of their leadership performance. Managers from a variety of organizations across the United States completed a multisource feedback instrument and the 16PF® Questionnaire following participation in a public, fee-based leadership development program. The results indicated that only a few of the hypothesized personality factors (Extraversion, Emotional Stability, and Rule-Consciousness) were related to agreement, but that other personality factors were also associated with agreement (Warmth, Vigilance, and Tension). In addition, several personality factors had effects on self ratings (Warmth, Emotional Stability, Social Boldness, Privateness, and Tension), as well as on boss ratings (Vigilance, Self-Reliance, and Perfectionism). Two factors were associated with both self and boss ratings (Dominance and Sensitivity). Differences in results were also found when comparing two difference methods of measuring self-boss agreement: absolute profile differences and algebraic difference scores. More significant correlations were found between personality and the algebraic difference scores than with the absolute profile differences (18 correlations versus 3, respectively). Additional research in this area is needed to further examine the relationships between target manager personality and self-other agreement.