Personality Type and Behavior - Big 5
Everyone has a personality type. Everyone's personality type impacts their behavior. The Big 5 personality type assessment helps to put names on the behavior to identify and label the personality types.
A successful leader must evaluate the strengths and weaknesses of each team member in order to ensure the most success in the workplace. Research has shown that an individual's personality TYPE is related to his or her personality STYLE and contributes to how well someone responds to the leadership style.
The Big 5 personality model measures differences between people based on 5 measures of uniqueness.
Big 5 Personality Types include:
Conscientious - disciplined and organized
Neuroticism - susceptibility to emotional stress
Extraversion - assertiveness and talkativeness
Openness - receptivity to a new experience
Agreeableness - helpfulness and sympathetic
Each of the Big 5 Traits represents a continuum. Individuals fall anywhere along the continuum for each individual trait. Trait assessment can be predictive of job success.
Big Five Descriptions:
Standard features of this trait includes high levels of thoughtfulness, good impulse control, and goal-directed behaviors. Highly conscientious people tend to be organized and mindful of details. They plan ahead, think about how their behavior affects others, and are mindful of deadlines. If you are looking for someone to accomplish a task or a job according to your standards, the high scorers in this area are the most reliable choice.
This trait is characterized by sadness, moodiness, and emotional instability. Individuals who are high in this trait tend to experience mood swings, anxiety, irritability, and sadness. Those low in this trait tend to be more stable and emotionally resilient.
This trait is characterized by excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. People who are high in extraversion are outgoing and tend to gain energy in social situations. They thrive in group settings and try to avoid alone time at all costs. They are great communicators and enjoy taking on leadership roles. They are usually motivational speakers, event planners, counselors, or journalists.
This trait features characteristics such as imagination and insight. People who are high in this trait also tend to have broad range of interests. They are curious about the world and the people who live in it and are always eager to learn new things and have new experiences. Individuals who score high in this area are particularly talented leaders and have a lot of creativity and they tend to think outside the box.
This personality trait includes attributes like trust, kindness, affection, and altruism. People who score high in this area tend to be more cooperative while those who score low tend to be more competitive and sometimes even manipulative. They value helping others and are good at communicating and relating with all sorts of people. Driven by harmony, they know how to use their altruistic skills to their advantage, by seeking careers with a focus on caring for others, such as in nonprofit organizations, the healthcare field, or teaching.
When hiring employees, the big 5 personality traits help employers understand behavior in the workplace and accurately predict, in many cases, future performance. Each personality type will have an impact within the working environment and other staff. Being able to identify where there could be a positive or negative impact can help influence decisions around hiring or retaining staff.
The Big Five traits are typically assessed using one of multiple questionnaires. While these tests vary in the exact terms they use for each trait, they essentially cover the same broad dimensions, providing high-to-low scores on each: openness to experience (also called open-mindedness or just openness), conscientiousness, extroversion (the reverse of which is introversion), agreeableness, and neuroticism (sometimes negative emotionality or emotional stability).
One test, the latest version of the Big Five Inventory, asks how much a person agrees or disagrees that he or she is someone who exemplifies various specific statements, such as:
“Is curious about many different things” (for openness, or open-mindedness)
“Is systematic, likes to keep things in order” (for conscientiousness)
“Is outgoing, sociable” (for extroversion)
“Is compassionate, has a soft heart” (for agreeableness)
“Is moody, has up and down mood swings” (for neuroticism, or negative emotionality)
Based on a person’s ratings for dozens of these statements (or fewer, for other tests), an average score can be calculated for each of the five traits.
While the Myers-Briggs and DISC assessments is more well known, the Big 5 model is generally regarded as the most scientifically sound method to conceptualize the differences between people.
Click here to take the Big 5 Personality Type test.
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