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Personality types

Understand others

In our free type descriptions you'll learn what really drives, inspires, and worries different personality types, helping you build more meaningful relationships.

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Free personality test, type descriptions, relationship and career advice | 16Personalities

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Personality types In our free type descriptions you'll learn what really drives, inspires, and worries different personality types, helping you build more meaningful relationships.

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Smooth Talker
Convincing
Joyful
Extroverted
Observant

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Boastful
Bossy

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Good with numbers
Attention to detail
Well paid
Trustworthy
Men
By the book, rigid, inflexible
confident

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Smooth Talker
Convincing
Joyful
Extroverted
Observant

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Empathetic
Caring
Thorough
Brave
Selfless
Resilient/Resistant
Naughty

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Positive:
Gregarious
Idealistic
Hard-working
Clever
Logical / Strategic
Well-dressed

Negative:
Ruthless
Arrogant
Narcissistic
Bullshitting
Greedy

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Tell me why I chose this bit - the first 90 seconds

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The current debate suggests that your nature is more important than environmental factors such as culture, training and experience.
How you 'are' will greatly influence how you behave and understand others.
'We' tend to imagine that everyone is a at least a little like ourselves - that's wrong!
Do you like round table introductions when you participate in a training or meeting?

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We can use MIRO for a collaborative exercise, we nedd to go back to the TEAMs presentation

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Sign up | Miro | Online Whiteboard for Visual Collaboration

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Scalable, secure, cross-device and enterprise-ready team collaboration whiteboard for distributed teams. Join 30M+ users from around the world

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Picture this!   Mark rejects all 12 candidates sent to him by recruitment agency 'fluffy green'...

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Picture this!   Mark rejects all 12 candidates sent to him by recruitment agency 'fluffy green'...

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Picture this!   Mark as a 25 year old first time manager with a team of experienced and older specialists, based in a countryside 18th century 'Hall' converted to a training centre...And Steve

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Picture this!   Mark as a 25 year old first time manager with a team of experienced and older specialists, based in a countryside 18th century 'Hall' converted to a training centre...And Steve

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Challenge - How would you describe these characters?

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Challenge - How would you describe these characters?

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Answer here or in the TEAM chat

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A great model for harmonising team communication is Belbin

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A great model for harmonising team communication is Belbin

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You can pay to have this done as a team or individual, but it works just fine if you use it as a team exercise:
1.  An assistant who is not taking part prints out a sheet with the 9 allowable weaknesses from Belbin iun a random order with no link to the 'type'  or 'role' associated

2 - One person in a round table discussion reads out the first 'allowable weakness' from Belbin's list of 9 - Team members decide if it correlates to their behaviour, Then another person reads out number 2 etc - The goal being that each person selects 2 allowable weaknesses which may correspond

3.  the team discuss and refine the choices

4. Refer back from each of the 2 allowable weaknesses to the corresponding role in the Belbin team roles table to confirm their role
(with experience some members may be able to play different roles)

5. Analyse where each team role performs an essential function in a project cycle

6. individuals identify their 'opposite role' where conflicts may occur and try to understand and empathise

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The nine Belbin Team Roles; their strengths and weaknesses, and how to use the nine Belbin Team Roles when working with a team. To find out your Belbin Team Role profile you need to complete the Belbin Self-Perception Inventory and ask for feedback from those you work with. This generates a Belbin Team Role Report which can be use in a myriad of ways.

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Picture this!   A giant of a man, 'Big Phil', his tiny wife, Mark's Dad and an Austin Mini....

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Picture this!   A giant of a man, 'Big Phil', his tiny wife, Mark's Dad and an Austin Mini....

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Why do we remember 'silly' little events that happened years ago when they are 'insignificant?

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Why do we remember 'silly' little events that happened years ago when they are 'insignificant?

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By using an anology, telling a story with emotional cues, we can trigger the part of the brain in which the listener 'remembers' as though it actually happened!  Three minutes to paint that mental picture...
For the storyteller, using a memory as an analogy, you get to view your 'oldself' with a degree of objectivity which can help you understand the significance of your behaviour and reactions.

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Stories, music models, activities - How to improve our communication at work and build relationships -
Why was I rejected less than 2 minutes into my interview?  Why do I detest that guy? Why doesn't she take me seriously?...

Concepts
Johari Window
DISC
Belbin

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Scroll down on the left and select a thumbs up and a thumbs down in each block

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This free DISC personality test lets you assess your DISC type and profile quickly. Find out how the DISC factors, Dominance, Influence, Steadiness and Compliance explain your behavior towards others and everyday things you do.

This DISC assessment is designed to test personality by calculating your personal DISC profile based on your everyday typical behavior. Simply fill out the inventory like you would with other online personality tests. It's quick and without any obligations. The DISC test is, together with a MBTI test, career test and Big Five personality test, one of the most well known personality tests.

In the detailed report you will find a graph depicting your DISC type and a concise textual characterization of your personality profile. Additionally you can even upgrade to an extended report if you like.

DISC assessment instruction

This assessment contains 28 groups of four statements. Answer honestly and spontaneously. It should take you only 5 to 10 minutes to complete.

Study all the descriptions in each group of four

Select the one description that you consider most like you ()

Study the remaining three choices in the same group

Select the one description you consider least like you ()

For each group of four descriptions you should have one most like you and only one least like you.

Sometimes it may be difficult to decide which description to select. Remember there are no right or wrong answers in this DISC personality test, so just make the best decision you can.

Frequently asked questions

What is DISC?

The DISC Personality Test is a behavioral assessment tool designed to help individuals gain insight into their natural behavior preferences and tendencies. It's based on the DISC theory developed by psychologist William Marston, which categorizes behavior into four primary personality traits: Dominance (D), Influence (I), Steadiness (S), and Compliance (C).

What is a DISC assessment?

A DISC assessment is a self-assessment tool or questionnaire designed to evaluate an individual's behavioral tendencies and personality traits. It typically includes a series of questions or statements that respondents answer based on their preferences and reactions to various scenarios. The assessment results are used to create a DISC profile.

What is a DISC profile?

A DISC profile is a personalized report or summary that is generated after taking the DISC personality test. It outlines an individual's specific personality traits, indicating their dominant traits and any secondary characteristics. These profiles provide valuable insights into a person's communication style, work preferences, and behavior in various situations.

What DISC personality types are there?

The DISC model identifies four primary personality types, each associated with its own set of characteristics:

Dominance (D): Individuals with dominant traits tend to be assertive, decisive, and results-oriented. They are often seen as confident and competitive.

Influence (I): People with influential traits are typically sociable, outgoing, and enthusiastic. They excel in interpersonal relationships and communication.

Steadiness (S): Steadiness traits are associated with a calm, patient, and cooperative nature. Individuals with these traits value stability and are excellent team players.

Compliance (C): Those with Compliance traits are detail-oriented, systematic, and methodical. They focus on precision and quality in their work.

Most people have a combination of these traits, with one or two being more dominant in their personality.

Can I take a free DISC personality test?

Many websites offer free or limited versions of the DISC personality test. These free tests can provide a basic understanding of your personality type. However, for more comprehensive and accurate results, it's often recommended to invest in a professional DISC assessment. Paid assessments usually come with more in-depth analysis and personalized feedback. Remember that DISC assessments are a valuable tool for self-awareness and personal development, and they can also be useful in team building and organizational development.

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DISC Personality Test. Free DISC Assessment for Everyone

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The 123test DISC personality test determines your personality profile, based on the DISC types. Find out how you score on dominance, influence, steadiness and compliance by taking the free DISC test at https://www.123test.com/disc-personality-test/. If you enjoy your result, you can upgrade to an extended report afterwards.

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Ferrari
Fiat 500
Volvo
Lexus

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This is a nice little intro video, but it has some serious errors, what are your first thoughts?

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From the 4 lists, in which quadrant would you place each?

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From the 4 lists, in which quadrant would you place each?

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Results driven expert = top right, People driven extravert = bottom right...

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Introvert                                                                          Extrovert

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Task Driven
(Measureable results)

People driven
Positive individuals & team

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Typical Accountant or Airline Pilot

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Typical HR manager or Nurse

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Typical sales professional

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Typical CEO or Military leader

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Break into 4 groups

Write down 5 to 10 adjectives to describe the stereotype at the top of your Post-it
Try to get 5 positive ones first, then 5 negative ones

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If it's okay to classify trees I can classify mamals so I can classify people, right?

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If it's okay to classify trees I can classify mamals so I can classify people, right?

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Tree
Big one with curly leaves
Acorns on it
OAK!
All oaks share characteristics
That's how we understand the world!!!

Person
Skinny one with glasses      x   The African one    x    The geeky one  x
Job?
Social level?
Personality traits?
If it's positive and helpful to group people into 'classifications' for certain purposes, then why not?
If it can cause upset or injury, then why bother?

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Can we classify types of people even though we are all unique individuals?

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By talking and sharing we reduce the 'Hidden' pane.  By listening and accepting we reduce the 'Blind' pane.  By doing stuff we've never done before we make the unknown pane smaller. 

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By talking and sharing we reduce the 'Hidden' pane.  By listening and accepting we reduce the 'Blind' pane.  By doing stuff we've never done before we make the unknown pane smaller. 

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Each player reveals his 5 adjectives and the group discuss with examples of supporting behaviour.

I was amazed, I thought everybody would have the same as me, they all had the same forme, but I agreed with none!

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1st bit

Write down the word 'ME' at the top of a piece of paper
Underneath select the 5 adjectives that apply to you, must be 5 only and only from the list of 57!

2nd bit
Now choose a 'Victim' from the group present, it could be somebody you really like or really know or someone who interests you, the word 'victim' is just for fun!  Now write their name and 5 adjectives from the same list that best apply to them

3rd bit - the playing - Round 1
A volunteer is selected at random, they become 'Player 1'
Player 1 reads his list of 5 adjectives for their VICTIM, without naming the victim!
Then we go around the table, each persion saying who they think the victim is.
Player one reveals the victim and each person scores themself

Round 2 starts immediately for Player 1 - He repeats again the adjectives and the Victim listens to all before saying how many of player 1s adjectives are on his list (WITHOUT revealing which!)
Player 1 and victim add scores for round 2

Now player 2 plays both rounds...

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Round Table Round
Player 1 - You get 5 points for each person who agreed with your choice
Other Players - you gat 3 points if you agreed
'Victim' bonus of 10 points if you correctly identified yourself
Round 2,
5 point bonus for player and victim for matching adjectives

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To show how this could work in your groups I'd like to play my Johari game

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To show how this could work in your groups I'd like to play my Johari game

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Let's use this as an example to illustrate how it works and have a bit of fun!
It only really works if you are honest, but if you are uncomfortable, you can play along but be dishonest!

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One of the foundations of good team relations and dynamics is trust. Your team must foster an atmosphere of trust and healthy communication in order to promote the growth of the group and of each individual. In your group, you must feel comfortable enough to open up with your team members, and they must also feel comfortable providing you with constructive feedback

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able

accepting

adaptable

bold

brave

calm

caring

cheerful

clever

complex

confident

dependable

dignified

empathetic

energetic

extroverted

friendly

giving

happy

helpful

idealistic

independent

ingenious

intelligent

introverted

kind

knowledgeable

logical

loving

mature

modest

nervous

observant

organized

patient

powerful

proud

quiet

reflective

relaxed

religious

responsive

searching

self-assertive

self-conscious

sensible

sentimental

shy

silly

smart

spontaneous

sympathetic

tense

trustworthy

warm

wise

witty

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Mamma Mia Here We Go Again - Knowing Me, Knowing You

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There are 2 axes, What you know (or don't) about yourself and what others now about you or don't...

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It's actually just a 2x2 matrix, you can imagine it as a window with 4 panes, each pane can be expanded therefore reducing the size of the other panes. Each pane is a view of yourself from a different angle

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Santa Esmeralda "Don't Let Me Be Misunderstood" | Archive INA

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For this exercise we are going to target positive outcomes only

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For this exercise we are going to target positive outcomes only

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I'm going to use stetreotypes in a fun way to help understand why I don't understand some people and how I can change that!

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At the bottom of each column you can add your own comments, observations, links etc.
Double click to create a post it, right click for options such as adding arrows to other post-its or adding images, left click and hold to drag into position

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The individual sections will be adressed from left to right in columns

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The individual sections will be adressed from left to right in columns

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I would say that 80% of business problems stem from communication problems, the majority of which are interpersonal communication issues. I discovered a great tool in the 1990s (created in fact in 1955) which I've used in my teams and courses since then. It's called Johari's window.

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Today's L4L aims at exploring one of my favorite subjects; communication.  Principally it's because I've never been good at the interpersonal type so I've been studying it for the last 30 years and I've had a couple of 'Bingo!' moments which have helped me to survive.  I'd like to share a couple with you today, maybe youve seen them both before but I like to add my own little twist...

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What is the product of 1 x 31 x 10 / 7?

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Getting to know them...

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Johari's Window