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How to make rational decisions
The role of biases in decision-making
The impact of social norms on decision-making
Personality tests can be fun to take, but they can also be frustrating. They’re black and white. Most popular personality tests assume that people can be classified into distinct personality types. But, people don’t fit into neat boxes. Most people aren’t entirely introverted or entirely extroverted, for example.
But despite the fact that many of these tests rely on a flawed framework, they’re still widely used by employers of all sizes. It’s easy to see why: We want to be able to understand how people can work better together.
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Myers-Briggs was developed in the 1940s, and there have been lots of advancements in the field of personality research since then. But the assessment, and ones like it, have staying power—especially in workplaces—because it feels like an easy way to match “types.”
However, the test has a l...
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Many personality assessments end with your being labelled as a certain “type.” For these tests, you are put on one pole or the other of one of these dimensions.
But in fact, chances are, you’re probably in the middle of most of those core personality characteristics. And so it gives you a f...
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Other curated ideas on this topic:
The most popular personality tests falsely assume that people can be classified into personality types—a theoretical framework that has been thoroughly discredited. These tests—the Myers-Briggs, the DiSC, the Color Test, and the Enneagram—all attempt to categorize people into con...
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