職場和團(tuán)隊(duì)動(dòng)態(tài)指南：通過人格測試實(shí)現(xiàn)動(dòng)態(tài)管理+Your+Guide+to+Workplace+and+Team+Dynamics

YourGuideto

Workplaceand

TeamDynamics

FreshConsulting

TableofContents

3MetricsforIntrospectionandCompanyCulture

4RecommendationsforChoosingTests

5Myers-BriggsTypeIndicator

616Personalities

8BigFivePersonalityTest

9StrengthsFinder

10DISCbehaviorinventory

11PredictiveIndex

12OPQ32

13Caliper

14HoganPersonalityInventory

15OccupationalInterestInventory(a.k.a.HollandCodes)

16Belbin

18TheFiveKeyPersonalityTests

20ApplyingTheFiveKeyPersonalityTests

25ReadingRecommendationsForPersonalityMetrics

27ACompositeViewofIndividualityandTeamDynamics

MetricsforPersonalIntrospectionandCompanyCulture

Oneofthemosteffectivewaysofunderstandingworkplaceandteamdynamicsistostartwithabaselinebenchmark.AtFresh,we’readvocatesforpersonalitytests,inordertobetterunderstandourindividualtraits,behaviors,andcompetencies.

Becausepersonalitiesareabstract,it’snotsurprisingthattherearedozensof

waystocategorizethem.Psychologistsandresearchershavebeenexploringtheevolvingscienceofpersonalitymetricsforcenturies,adiscussionthatfirstbeganinthetimeoftheGreekphysicianHippocrates.

Asaresultofacenturies-oldexplorationintowhatexactlyapersonalityis,

therearedozensoftests.Someexistforthesolepurposeofself-explorationandunderstandingthedynamicsofinterpersonalcommunication.Othertests,suchasthosegiventoanorganization’semployees,areintendedtoevaluateandpredictworkplacebehavior.Whenimplementedproperly,personalitytestscanbeusedtoscreenpotentialemployees,createmoreeffectiveteams,promotecamaraderiebetweenemployees,andboostmoralebyhighlightingeachindividual’sstrengthsandpreferences.Takingmultipletestsandtriangulatingtheresultsiseffective

sinceeachtestprovidesnewinformationandaddsanevendeeperperspective.

Thispaperexploresavarietyoftests,startingbyidentifyingthemostpopularandhighlyregardedpersonalityteststhatapplytotheworkplace.Wethenexplorethewaysdiversepersonalitytestsrelatetooneanother,aswellashowtestresultscanbeappliedtofostercollaborativeworkplacesandstrongerorganizations.

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RecommendationsforChoosingTests

Whenchoosingwhichpersonalitytesttotake,thereareseveralfactorstoconsider:

Credibility

Testsshouldavoidencouragingtest-takerstoanswerina

particularway,whichleadstobiasedresults.Sometestscanyieldfaultyconclusionsbasedonthedata.Beforeplacingyourtrust

inapersonalitytest,it’simportanttoseeifit’ssupportedbythepsychologicalcommunity.

Applicability

Sometestsaregeneralwhileothersarefocusedonworkplace

communicationandinteraction.Thatdoesn’tmeanyoucan’tusea

“general”testintheworkplace;sometests,liketheMyers-BriggsTypeIndicatortest,translatetraitsintoworkplaceinsights.Werecommendchoosingamixofteststhatfocusdirectlyonworkplacebehaviorandafewthathelpdescribeanemployee’spersonalityinbroaderstrokes.

Investment

Testshavewidelyvaryingformatsandlengths.Somearefreeand

otherschargeafeepertest-takerororganization.Beforeinvestingtimeandmoneyintoatest,you’llwanttomakesureitaddstothepicture

you’retryingtobuild.

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Myers-BriggsTypeIndicator

NumberOfUsers:2millionpeopleperyear1Cost:Freeormoredetailedresultsfor$2123

History:Publishedin1962,theMyers-BriggsTypeIndicator(MBTI)isbasedonworkbyCarlJunginthe1920s.ItwascreatedbyKatharineBriggsandherdaughterIsabelMyers.It’spopularinbothpersonalandworkplacesettings.

DescriptionoftheTest:Thetestcategorizesone’spersonalityintofourkey

areas,eachofwhichexistsonascale.TheareasareIntrovertvs.Extrovert,Intuitionvs.Sensing,Thinkingvs.Feeling,andJudgingvs.Perceiving.Test-takersaregiven

astatementandaskedtoagreeordisagreewiththatstatementonascaleoffive

degrees(stronglydisagree,disagree,neutral,agree,stronglyagree)todeterminetheirpersonalitytype,with16possiblecombinations.

FocusAreas:MBTIexploresanindividual’spreferences,yieldinginsightsabout

strengthsandareasforgrowth.Italsoprovidesinsightsonlearningpreferences,workingstyles,andotherperformancefactors.

Pros:?Widelyused,possiblythemostpopularpersonalitytestintheworld

?Givestest-takersaquickandeasywaytounderstandthemselvesandothers

?Helpswhenbuildingteamsofpeople,asyoucanmatchpeoplebasedonstrengths,weaknesses,andpreferences

Cons:?Theefficacyofthetestislargelydebated;alargepercentageof

psychologistsbelievethatthetestisnotbasedonanythingconcrete

?Itisn’tcareer-,education-,orlifestyle-focused,soinsteadofexactanswers,itonlyprovidesuserswithgeneralitiesintheseareas.

?Peoplewhotakethetestwillsometimesgetdramaticallydifferent

resultsuponretakesorfeelthattheevaluationisn’taccuratetothem.

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16Personalities

NumberOfUsers:100million4

Cost:Forthesingle-persontest,theinitialtestandresultsarefree.5AneBookprofileonyourtypeis$29.AneBookandcoursesforyourtypeare$79.For$169,youcanaccessthecoursesandeBooksforeverypersonalitytype.Teamtestsare$9permembereachmonth.

History:16PersonalitiesisavariationontheMBTItestthatalsoincorporatesaspectsoftheBig5.InadditiontotheMBTItypes,thistestaddsafifthletter:(A)ssertiveor(T)urbulent,whichmeasureshowconfident,even-keeled,andresistanttostressapersonis.

DescriptionoftheTest:Thesingle-persontestusesa1to5ratingsystemforcertainphrases(“Doesxapplytoyou?”)likethestandardMBTItest;however,thetestisgearedmoretowardslaypeopleandismoreplayful.Uponcompletion,theuserisgivenseveralpagestoreadthroughabouttheirpersonalitytype,coveringseveralaspectsoftheirlife,suchasrelationships,career,andhobbies.Thetestisalsoavailableforteams.

FocusAreas:Thistestisgearedprimarilytowardcasualusebyindividuals.Thefocusisprimarilyonbetterunderstandingoneselfandothersaswellaslearningaboutpersonalstrengths,weaknesses,andpreferences.

Pros:?PairsadeeperversionofMBTIwithamorepersonalversionofBig5

?UnliketheoriginalMBTItest,thistestismuchmorestreamlined

?Itprovidesasubstantialamountofinformationtotest-takersforfree

Cons:?Ahybridtest,it’sunclearhowpsychologicallyaccuratetheresultsare

?Whilethetest-takerisgivenalargeamountofinformationontheirpersonalitytype,muchoftheinformationisspeculativeandgenericand,thus,maydrawskepticismfromsometest-takers

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BigFivePersonalityTest

NumberOfUsers:N/A

Cost:Thetestisavailableonseveraldifferentsites,usuallyforfree.6However,somechargeextraforin-depthresults.

History:ThistestdatesbacktoHippocrates(around400B.C.)andhasbeenaddedtoandmodifiedbypsychologistseversince.Thetestlosttractioninthemid-1900sduetoalackofconfidenceinpersonalitytestsbutregainedimmensesupportintheearly1980sthankstoateamofpsychologists.Theirworkonthetestledtoitbecomingoneofthe

mostwidelyacceptedwaystomeasurepersonality.

DescriptionoftheTest:SimilartoMBTI,usersaregivenashortphraseandaskedtorateitonascaleof1to5basedonhowmuchtheyagreewiththephrase.Thetestcanusuallybecompletedinunder20minutes.

FocusAreas:Thetestgivesabroadmeasureofpersonalityonfivedimensions:

extroversion,openness,agreeableness,conscientiousness,andneuroticism.Theresultsprovidedeepinsightintohowanemployeeinteractswithco-workers,manageswork-relatedstress,andprocessesmanagerialdecisions.

Pros:?Thetestisfairlyshortandoftenfree,sothereislittleinvestmentrequired

?It’sthemostwidelyacceptedpersonalitytestbypsychologists

?Itofferscomprehensiveinsightsintoaperson’spersonality,ratherthangeneralities

Cons:?Thetestdoesn’tshyawayfromdiscussinganindividual’sfaults,which

couldleaveindividualsfeelingdemoralized

?Thepopularityofthetestmeansthatthereisn’tasingleversionofthetesttotake,soresultscanvary

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StrengthsFinder

NumberOfUsers:15million7

Cost:$20forthebasictest(onlydisplaystopfivestrengths),$34forthebookandbasictest,andanadditional$69toseeall34strengthsdisplayed8

History:TheStrengthsFindertestwasinitiallypublishedin2001alongsidetheself-helpbookNow,DiscoverYourStrengthsbyMarcusBuckinghamandDonaldClifton.

DescriptionoftheTest:TheideabehindtheCliftonStrengthsFindertestisthatthere

are34personalitystrengths,andeverypersonhasafixednumberofsomeofthesestrengths.Thetestconsistsof177pairedstatementsthatcontradictoneanother,andtest-takersare

taskedwithchoosingtheonethatbestrelatestothem.Eachpairinggives20secondstoanswerforatotaltesttimeofonehour.Takingthetestdisplaysthetesttaker’stopfivestrengths,althoughit’spossibletopayextratoseeevaluationsofall34strengths.

FocusAreas:Thistestfocusessolelyonaperson’sstrengths,whichcanbenaturaltalents,skillsanindividualdevelopseasily,andfieldstheycansucceedinwithlittlechanceoffailing.It’sprimarilyusedforteambuildingandmotivatingindividuals.Ithasastrictlypositive

outlooksothatindividualsareencouragedandfeelstrongintheircapabilities.

Pros:?Itusespositivereinforcement,makingitidealfortheworkplace

?Theresultsareeasytounderstand

?Thetestprovidessuggestionsonhowtobetteruseeachstrength,providingafoundationforimprovement

Cons:?Becauseitfocusessolelyonaperson’sstrengths,weaknessesare

overlooked,whicharealsoimportanttounderstand

?Manyofthestrengthsdescribedinthetestcaneasilybecome

weaknesses;forinstance,someonewhohasthestrengthof“attentiontodetail”mightbeamicromanager

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DISCbehaviorinventory

NumberOfUsers:1millioneachyear9

Cost:Anywherefrom$30to$70,dependingonwhereitisbeingpurchasedandwhetheritisforanindividualorateam.ThetestisalsoavailableforfreeonseveralsiteslikeTruitywithalimitedfreereport.

History:TheDISCTheorywasfirstpublishedbythepsychologistWilliamMarstonin

1928,andin1956anotherpsychologist,WalterClarke,turnedthetheoryintoapersonalityassessment.Thetestiswellreceivedinthepsychologycommunityandhasbeenaddedtoovertheyears.

DescriptionoftheTest:Thetest-takermustrankstatementsfrom1to5basedonhowmuchthestatementappliestothem.Thetesttakes20minutesorless.

FocusAreas:TheDISCclassifiescandidatesintofourdifferent“styles”basedon

questionsabouttheirbehaviorsatwork.10Ithelpsorganizationsfindoutmoreaboutateammember’stendenciestowarddominance,influence,support,andcontrolintheirwork.

Pros:?Itislargelyacceptedwithinthepsychologycommunity

?Itisextremelyvaluableintheworkplace,astheresultsarecateredtowardsthingsliketeambuilding,communication,andleadership

?Withonlyfourmeasurements,theresultsareeasytoremember

Cons:?Thereareseveralvariationsofthetest,soresultscanvary

?Testresultsareverylengthy,usuallybetween20and30pages

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PredictiveIndex

NumberOfUsers:18million11

Cost:It’spricedasaplatform,notanindividualtest,soit’sarecurringsubscription

thatdependsonthenumberofemployeesattheorganization.12Thetestismeanttobeusedlong-termbyanHRdepartment.

History:AfterbeingintroducedtopsychometrictestingduringWWII,ArnoldDaniels

developedapassionforsolvingproblemsthroughtheunderstandingofothers’behavior.In1955,hefoundedthePredictiveIndex(thenknownasPIWorldwide),andsincethenithasexpandedtoincludeseveraltalentoptimizationtools.

DescriptionoftheTest:Inthecognitiveassessment,theuserisgiven50questionsin4minutes,ataround15secondsperquestion.Thequestionsaremultiple-choiceandcenteredaroundlogic,numerics,andpatterns.Inthebehaviorassessment,theuseris

given86adjectivesandaskedtoselectallthatapplytothem,andthentheymustselecttheonestheyfeelotherswouldusetodescribethem.Thissectionisuntimed,thoughitcanusuallybecompletedin10minutes.

FocusAreas:Bothtestsareusedtodetermineaperson’saptitudeforcertainroles

withinabusiness,notnecessarilywhataperson’spreferencesormotivationsare.Unliketheothertests,thisoneisstrictlycorporate,withthegoalbeingtoplacepeopleintoajobroleassuccessfullyaspossible.

Pros:?It’soneofthemostaccurateandscientifically-backedtestsofitskind

?Itsfocusontheworkplacemakesitanidealsolutionforcorporatepersonalityevaluations

?ThePredictiveIndexisproprietary,withconsistentmeasurements

?Itcomeswithafully-fledgedevaluationplatform

Cons:?It’sonlyavailableasaservice,notasasingletest

?Becauseitisfocusedsolelyontheworkplace,itmorenichethanothers

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OPQ32

NumberOfUsers:N/A

Cost:Variesbasedonthesizeoftheorganization13

History:TheOccupationalPersonalityQuestionnaire(orOPQ32)wascreatedby

psychologistPeterSaville.ItwasthefirstcommerciallyavailableBig5assessment,anditisusedtodetermineaperson’sbehavioralstyleatwork.

DescriptionoftheTest:Thetestismadeupof104questionsandtakesaround30minutestocomplete,dependingonwhichversionofthetestisbeingtaken.Eachquestiongivesthetest-takerfourstatements,andtheychoosetheonethatbest

representsthemandleastrepresentsthem.Thetestisavailableinseveraldifferentformsthatcoverdifferentindustries.

FocusAreas:The“32”inOPQ32isforthe32personalitycharacteristicsmeasuredbythetest.Thesepersonalitytraitsbreakdownintothreecategories:relationshipwithpeople,thinkingstyle,andemotions.Thetestisspecificallygearedtowardscareer

assessment,makingitavaluabletoolforhiringmanagersandHRdepartments.

Pros:?Beingabletochooseaversionofthetestspecifictoyourindustry/job

positionmeanstestresultswillbeasrelevantaspossible

?Theresultsaredisplayedwithtext,graphs,andsummaries,makingiteasytodigestandanalyze

?Theresultscanbedisplayedintwodifferentformats,oneforthetestadminandanotherforthetest-taker,soyoucansharetheresultswiththetest-takerwithoutgivingawayhowthetestresultsareanalyzed

Cons:?Littleinformationisavailableregardingthetest’svalidityandreliability

?Thetestcanbefoundthroughmultiplesites,makingitdifficulttoknowwhatthedifferencesbetweenthetestsare

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Caliper

NumberOfUsers:4.5millionpeopleand55,400companiesCost:$250butvariesbasedonanorganization’sneeds14

History:TheCaliperProfiletestwascreatedin1961byHerbertM.Greenbergand

DavidG.Mayer.TheteststartedoutasarequesttoaRutgersUniversityprofessor

lookingforatestthatwoulddetermineifapersonwouldmakeaneffectiveinsurance

salesman.Sincethen,thetesthasevolvedintoafull-onassessmentforanycareerfield.

DescriptionoftheTest:Thisisamultiple-choicetestmadeupof180questions.Thereisnowaytofailthetest,thoughitdoesgradethetest-takerondifferentareasofwork-lifeandcanbeusedtogivesomeoneanaptitudescoreforagenericrole,likeasalesperson.Thetestisuntimed,thoughitusuallytakesonetotwohourstocomplete.

FocusAreas:Theevaluationcoversseveralareasrelatedtoworkplacecapabilities:

Leadership:Assertiveness,aggressiveness,ego,empathy,andresilienceInterpersonalSkills:Flexibility,openness,skepticism,andsociability

ProblemSolving:Creativity,originality,abstractproblem-solving,andrisk-taking

TimeManagement:Approachtorisk-taking,degreeofmotivation,andthoroughness

Pros:?It’sbackedbystrongscienceanddevelopedbypsychologists

?Thetestisextremelyaccurate,astheresultsdeterminingaperson’sefficacyforacertainroleusedatafromindividualsintheworkplaceperformingthatrole

?Thereareno“right”answers,justanswersthatarerightforthepositionyou’retestingfor

Cons:?Thereisnofreeversion

?It’safairlynicheproduct,marketedprimarilytowardshiringmanagers

?It’snotaswidelyusedasothertests,sotherearefeweronlineresourcesanditcanbedifficulttocompareyourresultsandexperienceswith

otherorganizations

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HoganPersonalityInventory

NumberOfUsers:2million15Cost:Variesbyaudience16

History:TheHoganPersonalityInventorywasfoundedin1987byDrs.Joyceand

RobertHoganasoneoftheearlymethodsformeasuringpersonalityinaworkplace

context.Thetestisavailablein47languages,56countries,andhasbeenusedbytheFBIandotherUSgovernmentagencies.

DescriptionoftheTest:Thetestcomesindifferentvariationsdependingonwhoistakingthetest,whoisevaluatingthetest,andwhatthetestisbeingusedfor.Itconsistsof206questionsaboutthetest-taker,eachwithanswersonascaleof1to5(Iagree,I

don’tagree).Thetestisuntimedandusuallytakesabout20minutestocomplete.Beforetestingcanbegin,HPIrequiresthatanyoneadministeringoneoftheirtestsiscertifiedtoadministerthetest.

FocusAreas:TheHPIisusedtoevaluateaperson’sleadershipabilities,styleof

working,andoccupationstheyarebestsuitedfor.Ittestsforqualitieslikeadjustment,ambition,sociability,interpersonalsensitivity,prudence,inquisitiveness,service

orientation,stresstolerance,reliability,salespotential,andmanagerialpotential.

Pros:?It’screatedbyscientists,backedbythescientificcommunity,andhasa

teamofresearchersconstantlyperfectingthetestandevaluatingitsROI

?Testadministratorsmustbecertified

?Thecompanyisglobalandpassionateaboutscienceasawhole,sothemoneyspentonthetestgoesintoresearchandglobalinitiatives

Cons:?It’soneofthelesspopularpersonalitytests,sothereisn’tmuch

informationonitotherthanwhatisofferedbyHogan

?It’sdifficulttopredictpricingasitwillvaryforeachbusiness

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OccupationalInterestInventory(a.k.a.HollandCodes)

NumberOfUsers:35million17Cost:Free18

History:Thistest,createdintheearly1990s,hasitsrootsinresearchconductedinthe1950s.Themodelthatthetestisbasedon(RIASEC)wascreatedbyJohnHolland,whobelievedaperson’svocationalchoicewasanindicatoroftheircharacter.

DescriptionoftheTest:Thetest-takerrates48tasksbasedonhowmuchthey

wouldenjoyperformingeachtaskonascaleof1to5.Ittakes10-15minutestocomplete.

FocusAreas:Thistestistypicallycompletedbystudentsorjobseekersandisusedtocomeupwithanideaofthekindsofjobsapersonmightenjoy.Itbreaksaperson’spersonalityintosixcategories,whichmakeuptheRIASECacronym:

Realistic:Practicalproblemsolvingandhands-oncraftsmanship.Investigative:Research,theorizing,andscientificdiscovery.

Artistic:Self-expressionorcreativity,withoutclearguidelines.Social:Workingwithpeople,fromteachingtosocialservice.

Enterprising:Projects,leadership,decisionmaking,andriskmitigation.

Conventional:Data-based,mathematicalworkflows,andlogicaldecisionmaking.

Pros:?Thetestiseasyandquicktotake,andalmostalwaysfree

?Unlikemostcareer-focusedpersonalitytests,theresultsaregeared

towardsthetest-taker,notahiringmanager.Thismeansthatthepersontakingthetestwillalwaysbenefitfromtheresultsasopposedtobeinggradedbythem

Cons:?Itisn’townedbyanyonecompany,sothereareseveraldifferent

versionsofthetestonline

?Thestudyhasn’tbeenupdatedmuchsinceitsinception,andatthetimeitwascreateditwasalreadyusingolddata

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Belbin

NumberOfUsers:40million19

Cost:$50perindividualreport,additional$110forteamresults2021

History:ThistestwascreatedbyMeredithBelbininthe1960s.ThemajorfindingofBelbin’sresearchwasthatteamsuccessisbasedonchemistryratherthanintellect.

DescriptionoftheTest:It’samultiple-choicequestionnaire,withquestionsfocusingonself-reflection.Thetesttakes15-20minutestocomplete,yieldingareportthatanalyzesthestrengthsandweaknessesofateamandtheindividualsintheteam.

Action-OrientedRoles:

Shaper(SH)-Challengestheteamtoimprove.Implementer(IMP)-Thepeoplewhofinishtasks.

Completer-Finisher(CF)-Seesthatprojectsarecompleted.

People-OrientedRoles:

Coordinator(CO)-Atraditionalteam-leaderrole.

TeamWorker(TW)-Providessupportandensureeffectivecollaboration.ResourceInvestigator(RI)-Exploresoptionsandnegotiates.

Thought-OrientedRoles:

Plant(PL)-Comesupwithnewideasandapproaches.

Monitor-Evaluator(ME)-Analyzesandevaluatesteamideas.

Specialist(SP)-Providesspecializedknowledgetocompletethejob.

Pros:?Anaffordabletesthelpfulforcreatingandstructuringteams,increasing

employeeengagement,andhelpingworkersunderstandoneanother

Cons:?Thetestisheavilycopyrighted,sothereislittleinformationonitoutside

ofwhatthesiteprovides

TheFiveKeyPersonalityTests

Whileeverypersonalitytesthasitsmerits,therearefivethatstandoutfromthe

rest:TheMyers-BriggsIndex,StrengthsFinder,TheBigFive,theDISCBehavior

Inventory,andthePredictiveIndex.Allofthesetestsarewidelyusedandacceptedpersonalitymetricsacrossprofessionsandapplications.

Thesetestseachcategorizeindividualsindifferentwaysthatcontributetoamoreholisticviewofthetest-taker.Thismeansthatsomeonetakingthesetestswouldbenefitfromtakingallofthem,asthesumoftheirresultswouldofferthemost

comprehensiveviewoftheirpersonalitypossible.

Despitebeingdifferent,thesefivetestsalsooverlapininterestingways.Thisallowstest-takerstoseewhichoftheirpersonalitytraitsrecuracrosstestsandunderstandhowthosetraitscanbeinterpreteddifferentlyfromdifferentperspectives.

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Tobenefitfromthedifferentwaysthatthetestsworktogether,it’simportanttounderstandhowthey’rerelated.TheMBTIandBigFivetests,forexample,arebothfocusedonan

individual’spersonalitymorethananythingelse.Theyalsohaveoverlappingpersonality

traits;extroversionappearsonbothtests,andtheconscientiousnesstraitofBigFivebearsastrongsimilaritytothejudgingtraitofMBTI.Similarly,thePredictiveIndexandDISC

BehaviorInventoryarebothcareer-oriented,makingthemhelpfulforunderstandingwhatbehaviorspeopletendtodisplayintheworkplace.

Understandingtheseoverlapsmeansyoucancombinetestsforthemostusefulresults

possible.ItmightnotbethebestideatoonlytakeTheBigFiveandMBTItests,sincethe

resultswillmostlikelybeverysimilar.TakingtheMBTIandStrengthsFindertests,however,

willgiveyouanideaofaperson’soverallpersonalitywithanemphasisontheirstrengths.

YoucouldalsocombinetheDISCInventoryandTheBigFivetestforamorein-depth,

traditionalviewofaperson’spreferences.Ifyou’relookingforthemostcomprehensiveviewpossible,takingallfivetestsisthewaytogo.

ApplyingTheFiveKeyPersonalityTests

Thebenefitsoftakingthesetestsdon’tendatunderstandingyourselforothersbetter(thoughitdefinitelyhelps!).Afteryou’vereadthedifferentresultsfromeachtest

andhaveabetterideaofhowyourpersonalityworks,youcanapplytheseresultsindifferentareasofyourlife.

It’simportanttoremember,though,thatpersonalitytestsaremeanttobeusedasatool,notaprescription.They’renotperfector100%accurateatdescribingeachperson.Sowhenitcomestoapplyingthesetestsinyourdailylifeandcareer,onlyapplyitinwaysthatmakesenseandarebeneficial.

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ComparingPersonalityTraitsAcrossTests

Eachpersonalitytestbreaksdownanindividual’spersonalityintodifferentcategories,types,andstrengths.Thesedifferentcategoriesarewhat’sknownastraits,orthe

qualitiesapersonpossessesthathelpmakeupwhotheyare.Thesetraitsarewhatseteachtestapartfromoneanother;notwotestsidentifyexactlythesametraits.

Despitedifferencesinhowsimilartraitsarelabeledorevaluated,thereisalottogainfromlookingathowtestresultsoverlap.Whenyouseecorrelationsintraitsacross

multipletests,it’sagoodsignthatresultsareaccurate.It’salsopossibletodraw

valuableconclusionsabouthowtraitsrelatetoorenhanceeachotherbylookingatresultsacrossmultipletests.

HowTraitsRelatetoBehaviors

Mostpersonalitytestsfocusonanindividual’spersonalitytraits-thecharacteristicsthatmakeupwhotheyare,whattheirpreferencesare,andthethingstheyhavea

tendencytowards.Otherpersonalitytests,liketheStrengthsFindertest,focuson

behavior.Behaviordescribeswhatapersonislikelytodoorfeelindifferentsituations,aswellastheirstrengthsandweaknesses.

YourPersonalityTraitScores

Whiletraitsandbehaviorsaredistinctfromoneanother,thereisatightlyknit

relationshipbetweenthetwo.Traitsinfluenceaperson’sbehavior.Forexample,if

someoneisstrongatempathy(abehavior),thiscanbetracedbacktotheir“feeling,”and“agreeableness,”traits.Similarly,someonewho“ideates,”mightdosobecauseoftheirtendencytowards“thinking,”and“openness.”Someonewho“commands”

mayalsohave“extroversion”,“judging”,and“dominance”intheirothertestresults.

UnderstandingPersonalityArchetypes

Somepersonalitytests,liketheMBTIandPredictiveIndex,usesomethingknownaspersonalityarchetypes.Personalityarchetypesareasnapshotofbehaviors

thatapersonmightexhibitbecauseoftheirpersonalitytraits.Youcanthinkofapersonalityarchetypeasanimaginarypersonwhosharescharacteristicswithyouandothers,