Personality Types and Assessments

Personality Types and Assessments

Introduction to Personality Assessments

One of my favorite ways to connect with others and honestly do a deep dive of yourself is through personality assessments. So, through this training, we're going to look at four different types of personality assessments and let you decide if this is something that will complement your mentorship experience.

There are several benefits of personality assessments and why we would use those in the mentorship experience. This is a great way to build connection with your mentee or mentor. You can really get to know pieces of who they are, how they think, how they perceive the world, and that can be really helpful in driving some of your conversations. If you don't know what to talk about, or if you feel like you're having a hard time connecting because your personalities are so different, this can be a great tool for you to level that playing field have some ideas of where to start in your conversations.

It can be very normal for someone to identify with multiple personality traits and types, even within the same assessment. So especially the in-eagram, I hear different things about a type 9 or a type 7 and I think, oh, that's me, but my dominant personality is a 2 and so be mindful of that as well as we're going through these descriptions of the different personality assessments, you might be a little confused because different things sound like you take the time to take some assessments and explore them a little bit deeper. Some of these seem to resonate with you. It's really fun to dive into this a little bit more. It's also important to mention, don't put people in a box based on their type. It is really important to allow for some individuality. Someone may identify as a disc type. However, they may not fit into that category completely 100%. So this is a great place to start as a baseline but make sure that you're not trying to put someone in a box based on their type.

A few benefits of personality assessments include understanding and connecting with the holistic person. So you can get a sense of what motivates your connection, what they value, what drives them crazy, and then do your best to meet them where they are and make the most out of your mentorship experience. If you know that they are very structured, there a planner you can adjust to meet that. If you know that maybe they're not a planner and it's hard for them to actually focus in on something then you can take a more direct approach whenever scheduling those meetings for example.

Next is to recognize and value differences and so it takes all kinds of people to make the world go around. This is one way that you can explore and get to know people with different ways of thinking. Through personality assessments, you can also define goals. These tests can give you insight into what's important for others. Again, it's so important to allow for some individuality, but also this can kind of be a starting point for what's really important, what you want to work toward. Maybe some skills that you can develop during your time within this mentorship program. Next is acknowledging thought processes and operations.

Before exploring personality assessments, I naively thought everyone had the same big picture view of the world that I do. But there are so many different ways of processing information and accomplishing tasks. So this can be a way for you to explore other ways of thinking and maybe learn something that you can adopt into how you perceive the world and how you accomplish things in your position as well.

And finally, you can identify some expectations. You can find your blind spots and also allow others to voice what they want from your mentorship relationship. So these are the four personality assessments that we're going to dive into. We have the disc, anyogram, Myers-Briggs, and true colors. And don't worry, all of the PowerPoint will be posted at the end. So don't feel like you have to screenshot or take photos, you will be given different resources for each of the personality assessments and links. So if you want to take any of these assessments or explore a little bit deeper, you can absolutely do so. So without further ado, let's dive in!

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DISC Personality Assessment

First, we'll look at the DISC profile. So, the DISC personality assessment was created in the 1950s by Walter V. Clark and was actually modeled from the DISC model of behavior, first proposed by William Multon Marston.

So, this has a human behavior focus. We tend to look for the challenges, influence, pace of which people are looking to work, how they respond to rules, and those kinds of topics.

If you are interested in completing the DISC assessment, you can scan this QR code, and it will take you directly to a free link.

There are four different types within the DISC profile, so we'll be looking at dominance, influence, steadiness, and conscientiousness. First up is dominance, so the dominant personality is tend to be very direct and strong-willed.

They are often results-oriented and focused and always looking for ways to win. So, if you're working with someone who has a dominant personality, if there is a situation where conflict arises, always ask clarifying questions; don't ever make assumptions.

It could just be that they are very much focused on a particular result or a particular project, and they're not really thinking about the possibility of emotions or just kind of personal impact that some of their actions are making.

If you do feel strongly about something, make sure to reiterate the importance and value to you. It may take a few times for a dominant personality to really connect and understand what it is that you're trying to say because, again, their sight is just so set on the end goal and kind of winning.

So another thing is just to be direct and try to formulate all of your questions into the value in the big picture and in the long term.

Our next is influence. So our influencers are very high energy and adventurous. They like to engage other people with stories.

They're often optimistic, friendly, and extroverted, and they enjoy persuading or influencing others around some sort of common goal or cause.

If you're working with someone who has the influence personality type, definitely take the time to chat and get to know them on a personal level. That personal connection will really pay off in the long run whenever you're working on different projects and different things.

It'll help with your rapport and just overall morale with your I personalities. Also, make sure to keep a positive atmosphere and attitude. A negative atmosphere can really weigh on an influencer, and so just making sure that everything is always positive and they have space to really connect with others in their environment is so important. And then finally, focus on people-driven stats and impact. These people are normally looking for social change or just influence impact in their vocation.

So if you can high different deliverables to those values, you'll see a lot of increase within their productivity. Next, we have steadiness.

So your steady people are typically your peacekeepers within the office. They're loyal, helpful, modest, and inclusive. They're typically very consistent in their job performance.

So if you're working with someone who has the steadiness personality type, definitely try to avoid competition and promote an atmosphere of cooperation in teamwork.

They don't do very well. They're not very motivated by that sense of competition. Sometimes it can be more stifling to them than anything else.

Always be personal and express interest in knowing them as a person. And then also be clear in expectations and take the time to answer any questions that they may have.

And finally, our last type is conscientiousness. So if you're working with someone who has the conscientiousness personality type, they typically are thorough and analytical, detail-oriented.

Sometimes they can seem a little detached. They're more so focusing on kind of their inner work and kind of in their heads sometimes.

But that doesn't mean that they don't care. So don't let that bother you. Sometimes they can have high standards for themselves and others.

So keep this in mind as well, especially whenever giving feedback. Whenever working with someone with conscientiousness, always allow them to work independently on some projects; having that kind of introverted space can be really good for them.

Also, be patient, persistent, and diplomatic if you do need to give feedback. Just kind of embodying those different values can also be very important.

And then try not to focus on the emotions as much as facts. They're more so driven on data and analytics than human emotion.

And that is the DISC profile.

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Enneagram Personality Assessment

Enneagram - 9 Types Video Transcript

The Enneagram is a synthesis of a lot of different ancient philosophy and ideology combined into a personality assessment.

I think of all of the types that we're talking about today that Enneagram is probably my favorite, um, so let's dive right in.

There are nine different types of, um, the Enneagram and they're all listed here will go through of them individually and kind of explore a few of the different values and character traits of each type and again how to work with each type as well.

So first up is the type 1, which is the moral perfectionist. So typically the moral perfectionist is always looking to do the right thing.

The ethical and responsible is very detailed oriented is really gifted and creating policy and procedure, and then is always the one to follow through and complete tasks.

If you're working with the type 1, it's very important to be clear and precise with your expectations and instructions. Take responsibility if you do make a mistake, make sure to voice that.

Show compassion for drive and perfectionism.

So be kind and empathetic toward that can really go a long way in providing a safe space for a type 1 to work.

Also being sure to show gratitude and value for the quality of work that their presenting is very important and then giving positive feedback and being gentle and giving constructive feedback.

The type 2 is your support of advisor. So this is the helper within your office. If you know someone who's very supportive, service oriented, always going above and beyond to help others complete their tasks, this is your type 2.

They're typically very positive and upbeat, compassionate and caring, and encouraging of their colleagues as well. Whenever working with a type 2, make sure to offer support and then follow through with that.

A type 2 often has trouble asking for help, So if they are coming to you and asking for help or asking for advice, make sure to actually follow through with whatever it is that you say that you're going to do or they may not come to you again for advice or help in the future.

It's also important to give them space to do their best work, match their passion and dedication for the job or the mentorship connection, be upbeat and positive around them and then if have to give feedback, kind of give them the feedback sandwich.

If you've heard it referred to as that, where you give positive feedback, negative feedback, and then follow with more positive feedback.

Next up is our type 3. This is our successful achiever. They tend to be the marketing professionals. They're very task oriented, able to adjust and adapt very quickly.

They are also normally able to execute plans very efficiently. And they also have this innate desire to achieve. So if you're working with the type 3, make sure to trust them and give them space to do their job.

Be mindful of their fast pace and timelines. If they say something has to be done at a certain time, try to make adjustments within your schedule or be amenable to those things is that will really help them and really help you maintain that connection with them.

If you do need some time to just chat with them, make sure to get on their calendar. That's the best way to get their attention and recognize their efforts and achievements as they come up.

Type 4 is our romantic individualist, so these types are very emotionally intuitive and their emotions are more important than logic and analytics often times, so if you're wanting to connect or wanting to motivate, make sure to tap into that emotional side.

They're often very discerning, they are often very creative and it's very important for them to be authentic and true to themselves as they show up in the workplace and just on a personal level.

They are also very sensitive to the acceptance of others, so if they are accepted for their authentic self, that is the best place for a type 4 to be.

If you're working with a type 4, make sure to let them express their feelings and emotions without trying to fix them.

Let them know that you value them and their unique contribution to the workplace. If you're working with a type 4 and they seem to be stuck in their thoughts and in this place of, oh, there's so many bad things happening, try not to tell them to look for a silver lining.

That can be really detrimental to their process of trying to figure things out. Rather ask meaningful questions and try to get them thinking to the next level and at the next depth.

Always allow them to be authentic and truthful and for you personally, showing up authentic and truthfully to your connection is also very important to them.

And then also try connect with them in a meaningful and personal way. Our type 5s are our investigative thinkers, so this type tends to be very independent, they're typically humble and very kind, intellectually understanding, and they love gathering information.

So to be very analytical and they also do very well with others. So they tend to give their time to others as well.

If you're working with the Type 5, make sure to respect their space and time. Always checking quickly if the meeting could have been an email, send the mail.

That is a huge area of contention for them. So do your best to manage your time and theirs effectively. Always be straightforward but thoughtful whenever you're interacting with the Type 5 and try to avoid personal life in work situations.

A lot of the times the Type 5 is very focused on getting things done and efficiency and so bringing personal life can kind of cloud that a little bit.

Also be sure to use clear concise and effective communication. Our Type 6 is the Loyal Guardian, so our Loyal guardians tend to be analytical, a team player, very insightful, loyal and trustworthy, and a problem-solver.

Our types, sixes tend to have some anxious tendencies, so it's very important for you to show up in a trustworthy, honest, and consistent manner with our type sixes.

It's also important for you to be patient with your questions and take the time to answer those in their entirety.

Our type 6 is also really value being understood and respected. So taking time to listen to their point of view is also very important here.

Our type 6s are also very good at assessing risk and so seeing their value in their ability to assess that risk is also really important.

And then giving time for them to gather all of the information and then helping them to identify the action steps once they have all of the information possible to make that decision and to make that an execute that plan is also very helpful for our type successes.

Sevens are our entertaining optimist. So if you know anyone in your office who has that kind of yellow mentality, you only live once, you have this one opportunity to experience this one thing and do this one thing.

That's your type seven. These are typically the really fun personalities in the office. So they're often very optimistic. their excellent multitaskers, excellent handling, many items, and many projects that once.

They're very high energy and innovative and very supportive of their colleagues. So, in working with the Type 7, it's very important to achieve mutual respect and appreciation, avoid negativity and criticism.

This is the quickest way to deflate a Type 7. So, making sure to always be positive, allowing them to independently as much as possible, they're not someone who does well with micro-managing.

So, definitely giving them some space to work independently is important, and then giving them space to process new ideas and avoid controlling or confining them.

Here are their ideas, see if there's something that you can implement into your new workflow her process that they have come up with.

That will be the biggest pat on the back that you could ever give a type 7. Type 8's along with force.

They're often very misunderstood. So the protective challenger is very confident, a very big picture, thinker, action oriented, unafraid of conflict, but also is really good with empowering others to make decisions.

I've heard of type 8's referred to as snowplows. So basically snowplows whenever there is a blizzard, they have a very specific purpose and process and they're pushing all of this snow out of the way and clearing away for other people.

However, if you just see a snowplow on the side of the road, you're like whoa that's a really big she and that's a little scary.

That's XYZ. However, type eights are some of the kind of people. They're just very task oriented and very comfortable managing conflict.

So if there's a task that they're working toward and there's something in the way they have no problem pushing through to clear the snow.

However, sometimes in a work environment that can come off as abrasive or any number of things. So keeping this in mind, understanding that they're not meaning ill, they're actually just trying to get things done can really help you understand their goals and their motivations here.

If you're working with the type eight, it's very important for you to be direct. Give them all of the information and bullet points, time is money, give them everything they need as direct and concise as possible.

Support them whenever they take action, inform them of updates as they come up. That will help them be able to make all of their decisions and wrap their head around what all is going on in the workplace and in their projects.

And then approach them with any issues that may come up. Again, they're not afraid of conflict. They would much rather have the conversation and then move forward.

And finally, our type 9 is the peaceful mediator. Our type 9s are typically very supportive. They always see the best in people.

They're friendly. Always focused on equality. Making sure that everyone has space. Everyone feels welcomed and appreciated. And they are skilled and conflict resolution.

If you're working with the type 9, make sure to build a personal connection with them. This will help their overall morale and help them feel included within the workplace.

It's also important that you value everyone's opinion, including theirs. Again, looking through an equity lens there, is very important to our type 9s.

They are very sensitive to conflict and criticism, so they are someone that you want to help resolve conflict, but if they're in conflict, they get very uncomfortable.

So keep that in mind if you are giving feedback, negative feedback, it's very important to do so with tact and kindness to make sure that you don't alienate them or cause them to kind of shut down.

Also it's very important for them to feel like their voices, thoughts, and opinions matter, so ask them for their opinions.

And whenever they do contribute something very meaningful to the team, make sure to tell them about their contribution and how much it's valued.

If you're interested in taking this assessment, you can scan the QR code here and it will take you to a free version.

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Myers Briggs Personality Assessment

Myers Briggs was actually my introduction into this world of personality assessments. It was the first one I ever took in a psychology class in my undergrad.

And so really excited to talk with you a little bit more about the Myers Briggs or NVTI personality assessment. This was created by Katherine Briggs and Isabelle Myers.

They have four different categories of this or that that yield 16 different Combinations or personality types. If you would like to take this assessment, feel free to use your camera to scan the QR code here and it will take you to a website with a free assessment.

Our first category within the Myers-Briggs is ease versus ice. The ease stands for extrovert, which means that people tend to get their energy from being around people.

An extrovert is typically someone that you'll see going from group to group at a party, typically the life of the party, um, and they're very much fueled by being around others.

Where introverts typically refuel and re-energize just from being by themselves. So these, the introverts are typically a little more reserved.

You may think of them as shy, but they're often just conserving their energy. Our next category is sensing versus intuition.

Our sensors are typically very realistic, they like to focus on facts and details, and then apply common sense and past experiences to assess a situation.

Versus those who are more intuitive. They tend to focus on possibilities, the big picture, um, what could be coming in the future, and they often are really good at recognizing different patterns and being extremely innovative.

The next category is thinking versus feeling. Our thinkers are the ones who typically use logic and rationale behind all of their Decisions where our feelers typically use more emotion and kind of think with their heart rather than their mind.

And that's how they make big decisions. And finally, our last category is judging versus perceiving. Judging typically means not really that someone is judging you, but they're more structured.

In their approach to life, they love checklists and, and making and sticking to plans and following rules, where your perceivers tend to be more spontaneous, they live on the edge, they like keeping their options open and are extremely flexible when making plans.

So if you have someone who calls you last minute to say, hey, let's go to the movies or let's grab dinner tonight.

Typically, they're more of a perceiver. Each type is made by taking one letter from each category, so you're either an extrovert or an introvert, a sensor for intuition, you're either thinking or feeling, judging or perceiving, and so you could Basically choose one from each of these columns, so ENTP , ISFJ, so on and so forth. So there are 16 different types that we will explore today. ISTJs are your responsible realists.

They- Really enjoy routines, they tend to be quiet and reserved are in our extremely reliable.

When working with an ISTJ, it's very helpful to email them and to do list at the beginning of the week, and it will always be completed by your deadline.

INFJs are insightful visionaries, so these are your creatives and deep thinkers, and they're always aware and mindful of their colleagues' feelings.

When working with INFJs, it's really important to relate to them personally and try to build that personal relationship as that will help you in the future whenever navigating challenges or dealing with conflict.

Our next type is INTJ. These are your conceptual planners. They tend to be perfectionists but are brilliant with innovation. And whenever working with INTJs, it's very important to send a chat or email when possible and remind them to pause and think things through.

Typically, they can rush through their deliverables, so reminding them to take a breath can be very helpful for them. Our ISFJs are practical helpers.

They are kind of known as that extroverted introvert, so On the exterior, you would think they were more extroverted, but they do need that time to recharge.

They're always a team player and have a very strong work ethic. And whenever you're working with ISFJs, it's important to provide deadlines and parameters for the projects and use real-world experiences to explain why things are the way they are.

Next up is our ISTPs. These are our loyal pragmatists. They are very direct in their communication. However, they can be unpredictable.

They're the perfect blend of logical, rational, spontaneous, and enthusiastic. So you never know which direction they're going to go. When working with ISTPs, it's very helpful to schedule one-on-ones and check in with them regularly, just to make sure that they're keeping focus and actually accomplishing the tasks they hand. For ISFPs, these are versatile supporters, so they tend to make decisions based on personal experience and intuition.

They're also great communicators, and they work well with limited supervision. With ISFPs, it's important to note that they are confrontation averse, so rather than coming into a situation, um, And being accusatory, it's very important to approach conversations with curiosity and kindness.

And then also make sure that they are prioritizing their needs and their action items and not always focusing on those for their colleagues or helping other people out.

Next up, we have INFP. These are our thoughtful idealists. They're typically very laid back creative and rely heavily on feelings to make decisions.

When working with INFPs, it's really important for you to take an inventory whenever they're speaking about their personal values and, um, things that they really care about.

Try to take note of those and don't say anything to offend them as that can really hurt your rapport with the INFP.

Also allow them opportunities to run with big ideas and initiatives. Try not to deflate any ideas or any areas where they're really excited about something new.

IMTPs are objective analysts. They love patterns and logic and tend to make quick decisions.

And identify discrepancies within different systems.

When working with INTPs, find projects that they can do with minimal supervision, and then give them a chance to brainstorm a new and innovative solution.

Next up, we have our extroverts. So, our extroverts again tend to gain energy from being around people. So, typically you'll see Larger personalities in this group.

Our extroverts, our ESTP is where we'll get started today. These are energetic problem solvers.

So they tend to solve big problems at a very fast pace.

They can have a short attention span and be impatient. With this, It's kind of no pain, no gain, very high risk, high reward situation in the workplace.

When working with ESTPs, it's important to keep projects fun and fast paced so that they aren't getting bored and then allowing them space for creativity and innovation.

ESFPs are the enthusiastic improvisers. These Types are typically very energetic and enthusiastic, they love the spotlight, and they're very warm and generous.

When working with ESFPs, it's important to recognize and commend the job all done, and then try to find an opportunity for them to be in the spotlight, whether it's presentations, leading discussions, filming videos, whatever the case may be, maybe doing a social media campaign, um, just giving them an opportunity to be in the spotlight. Next up is ENFP. This is my personality type. Um, ENFP's are imaginative motivators.

So, they tend to be extroverted, charming, people pleasers. They like to engineer solutions and will passionately defend them in their superiority over other projects and other solutions that may be proposed.

They're very emotional and tend to make decisions based off of emotions over logic and could have some trouble meeting deadlines and seeing projects through to completion.

When working with ENFPs, they may need general managing to reach their full potential. If they missed an email, definitely follow up because chances are they just got distracted by something else that was going on.

However, they aren't asset for brainstorming and big picture ideas, so look for opportunities to use that skill set. ENTPs are enterprising explorers.

ENTPs are typically logical and objective, very charismatic, and make a great impression with customers or clients. So when working with them, allow them opportunities to work on challenging and complex tasks, and avoid the repetitious mundane tasks.

Give them freedom to create new processes and ways of doing things can also be very helpful for ESTPs. Next up are our ESTJs.

ESTJs are efficient organizers. They tend to be traditional, organized, hardworking, and loyal, and tend to be great managers and supervisors.

When working with ESTJs, it's important to remind them Of tacked with others, especially in virtual communications, they can come off as very direct and, um, very concise, so it can be hard for them to understand how they're coming across to others on the receiving end of those emails.

If you want to see mountains move in your organization, pairing them up with a creative can be a huge reward for any project that you're working on.

Our ESFJs are supportive contributors, so they are organized, social, kind and considerate, and they care deeply about their colleagues. When working with ESFJs, it's very important to connect with them personally, pull them in for collaborations, and use a friendly tone when speaking to them.

ENFJs are your compassionate facilitators. They're very driven and empathetic when working on a team. They typically make friends wherever they go and tend to use feelings over logic to make decisions.

When working with them, it's very important to make time and space for them to voice their needs and then support them in whatever those needs may be and then emphasize the importance of their presence, duties and responsibilities.

Sometimes they need a reminder that the things that they're working on are important to the overall vision of the organization or company.

So having that little pat on the back can really boost their morale and help them to keep their motivation high.

And lastly, Our ENTJs are decisive strategists. They're charismatic and confident, value-knowledge and efficiency, and can be very motivational in leadership roles.

When working with ENTJs, it's important to be prepared for meetings, come in with agendas, structure, and you'll see them light up.

They will be very excited to work with you in that setting. If the meeting could be an email, cancel the meeting and send the email.

They will value this sense of efficiency in your work. These slides will be made available to you in Qooper, so you can always go back and refer to these, very quickly and find the personality type of your match so that you can use some of these things to make sure that you're meeting their needs and being intentional was some of the things that they value in your mentorship connection.

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True Colours Personality Assessment

The true colors personality assessment was developed in 1978 by Don Laury, so this personality assessment focuses on temperament and personality and offers four distinct colors with different attributes.

This test typically takes a smaller time commitment than some of the others, so if you're looking for a more broad approach, this could be the test for you.

Our green personalities are typically more analytical, curious, big picture, and creative problem solvers. Working with green personalities, you want to be sure to avoid repetition, tell them once, tell them directly, and then move on, give them space and time to think independently and come up with a process on their own. And then also be sure to explain the why behind processes and any changes that are happening.

That will help them connect the dots and see value in the project that they're working on and the changes being adopted by your company.

Our next color is blue. Our blue personalities are more relationship oriented. So they value friendships and connection. They are always striving for harmony in the workplace and within their connections around them and they're very caring, working with blue personalities.

It's really important to make sure that they feel a sense of belonging, that you are promoting healthy work culture and dynamics, you're not feeding into any drama behind the scenes or any sort of dysfunctional workplace behavior.

It's also important to listen to their concerns and offer support. And then, of course, voicing appreciation for their, for their contributions in the workplace.

Next we have our gold personalities. Our gold personalities are very organized, their detailed oriented, extremely practical. They tend to have a very strong work ethic, and they always meet your deadlines.

Your goal of personalities are very dependable. So whenever working with gold personalities, it's important to provide clear directions and allow opportunities for their questions, provide feedback, and positive affirmation for tasks well done, and then give them space to think through their plans and processes and support them as needed. And finally, we have our orange personalities, our orange personalities, our action oriented. So these are typically your adventurous employees, they're very hands-on, innovative and creative, natural negotiators as well.

So if you have a conflict that needs resolution, it's great to have an orange person on your team to come in and assist with that.

They can be competitive and impulsive sometimes, so it's important to keep that in mind as well as you are working with an orange personality.

If tensions rise with oranges, make sure to bring humor into the situation that can relieve some of the tension and bring them back down.

So that can be very helpful. Also just like with all the other types giving recognition for a job well done goes a very way.

Also, look for opportunities for them to lead a project or a team. They're great in leadership roles and tend to provide a sense of camaraderie and morale.

That's really beautiful in a work environment. And then also provide freedom and mobility allow them opportunities to get creative and potentially move within their with our orange personalities, typically, with that adventurous spirit.

If there's stuck in the same project or in the same position for too long, it could be problematic for them, so allowing space for some mobility within their career is also helpful.

If you would like to contact us here some information. You can reach out via email or phone if you would like.

And thank you for listening.