If you know someone’s personality type, their behavior begins to make sense. ~Tom Butler-Bowden
We all know at least one adrenaline junkie. Someone whose idea of a good time equals that of Evel Knievel. And probably all of us “enjoyed” having someone on a school project or work team who provided entertainment, but didn’t add much to getting the job done. Maybe you have learned to manage your expectations with these people (well done!) or perhaps you are one of those people and it’s everybody else’s problem. You know who you are. You may not know that you’ve been categorized, regardless of what you think of your behavior. We’ll talk about that just a little and you can access the links if you want to get into the proverbial weeds.
- Conscientiousness – organized, goal-oriented, disciplined
- Extraversion – energized by social interaction; seeks excitement
- Agreeableness – trusting, empathetic orienting and interacting with others
- Neuroticism – anxious, vulnerable, prone to stress
- Openness – willing to try new things; imaginative
Qualities listed above reflect the HIGH side of these types. If a person is low in extraversion, i.e., introversion is indicated. Note that while we might be more of one type than another, we probably have other types at play in minor roles.
Tiny bit of history
Scientists have been studying personality traits for a great many years, but it wasn’t until the 1930s that an official study was done by D. W. Fiske. Thomas, a company whose focus is working with companies and HR departments, tells us that originally there were 4000 traits to pare down, then 16 types, and eventually only 5 types. There are still disagreements about the descriptions, but overall, the ones listed above are the ones predominantly used. But what for?
One example given is for team-building, which I would describe this way: If you want to design a full-blown training program, you wouldn’t want the project team comprised of four people with identical skills. You’ll want a writer who is knowledgeable on the topic to create study guides, an instructional designer (ID) for a PowerPoint and case studies, a subject matter expert to review materials, and a presenter who is knowledgeable, personable, and able to manage a group of participants. Just as one person doesn’t usually have all those abilities, one personality type times four will not improve the success of any team.
While personality types aren’t considered a predictor of specific skills, they do make an impact. But how? Let’s look at a couple.
To put a few in practical terms
I know all these types, high and low, but you’ve got coffee to drink and books to read, so I have to keep this short. I’m going to pick two and provide my interpretation of what I’m reading on a few sites I visited.
Let’s start with conscientiousness, which sounds amazing, based on the attributes listed above. And I know a few of those blissfully organized and dedicated people. They say what they will do and then BAM!, they get it done. Understand that positive characteristics attached to any personality type do not necessarily point to a superior individual, not without assessing how that inclination is being applied. The flip side of the high end is, of course, those low in conscientiousness. I know some of them, too. I have observed a lack of fondness for structure (WHAT??? Why?) and some degree of disregard for commitments made.
Another type is agreeableness. People that test high in this area have sympathy for others and are extremely empathetic. They are compliant and love to be helpful. Those who test on the low side of this type have little regard for other people’s feelings and may be show-offs and/or demanding. I don’t think I have personal knowledge of the latter type with the possible exception of two supervisors from the 1980s. My condolences if you’re rubbing elbows with a bunch of them right now. Onward.
Sources from which I drew conclusions: Simply Psychology and Psychology Today.
What's it to you? And what does it have to do with sad movies?
If you are still in the workforce, you may be forced to play the hand you’re dealt, team-wise. Alternatively, if you are retired, you can be more selective in the company you keep. Either way, awareness can be useful. I’ll illustrate.
If I recognize a personality type that is low on conscientiousness, I expect the promise, whatever that is, to be kept only after I see it’s completed. Not before. If I know someone has an affinity for agreeableness, however, I know I’ll find a willing ear and a shoulder to cry on. I also know that if that person and I watch a tear-jerker such as Rudy or P.S. I Love You, the two of us will need tissues handy. Movies like those move agreeable personality types to tears. But then, so do ASPCA commercials, if they can stand to watch them. Anyway, if my friend is high in extraversion instead of agreeableness, he or she will be headed to a live concert and I’ll have to (get to …?) watch a movie alone. Which brings me to a bit of introspection.
While awareness of personality types is useful, it isn’t all I need to know. The person I see in the mirror is the only person I can control, and I can’t do that if I’m ignorant of my own inclinations. As I mentioned in my 2-2-23 post, learning about myself can be enlightening and can inform career and personal choices. I’ve taken a personality test, and I know what category I fall into. What if I’m not entirely happy with it? Can I change my nature? I don’t know. I don’t have any idea whether anyone can intentionally vault over to a different category or go from low to high in one of the five types. However, I do believe that sentient beings can deviate from default settings if they know enough about the wiring.
You?
I would say I’m conscientious. And a little Type A. However, through the years medication 😉 has helped manage both.
I would say you are conscientious, too, but I don’t know if that’s your “type.” Hadn’t noticed the Type A characteristics. Not sure what that says about me. 🤔
As a Plant Manager, it was important that my 7-8 direct staff could work together. I used a Phd. in psychology to coordinate Meyers-Briggs testing and share results to increase the awareness of where the other team members might be coming from. It is easy for the analytical to get frustrated with the intuitive types. I think it was worth while team building. We do process differently.
Dang! I should have asked YOU for an example.
Any links to personality trait questionnaire. I would love to have the people who work with me give me their perspective. I prefer to be honest and immerse myself in truth over having a little bruised ego. Analysing myself I see some of reaching the traits within me. But I am
Biased.
Hey, Walt. I’d prefer to get honest feedback, too. That’s a challenge, though. Your friends don’t want to offend you, and people who don’t like you probably have an agenda and pile on with their grievances. I put some links on FB you might want to check out.