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The secrets of the 'high-potential' personality
Adjustment
People with high adjustment can cope well with anxieties under pressure. Stress doesn't negatively influence their behavior and decision-making.
People with low scores on this scale can suffer from poor performance at work, but reframing a stressful situation as a potential for growth can help.
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Key Ideas
Testing for workplace personality
Workplace personality tests are used to sort people according to various thinking styles, such as into/extroversion and thinking/feeling.
Many psychologists feel that the theory behind the different categories fails to predict performance or to find high-performing candidates. Some critics even claim that it is a pseudoscience.
Traits and workplace success
Recently, six traits were identified that are consistently linked to workplace success: Conscientiousness, adjustment, ambiguity acceptance, curiosity, courage, and competitiveness.
Each trait may have drawbacks at extremes. The relative importance of each trait will be determined by the job you are doing. Knowing the traits can also aid in personal development so that you can identify your own strengths and weaknesses and the ways you may account for them.
Conscientiousness
Conscientious people are committed to plans and ensure they carry them out accurately. They consider the wisdom of their decisions for the long-term.
They are essential for strategic planning but can be too rigid.
Adjustment
People with high adjustment can cope well with anxieties under pressure. Stress doesn't negatively influence their behavior and decision-making.
People with low scores on this scale can suffer from poor performance at work, but reframing a stressful situation as a potential for growth can help.
Ambiguity acceptance
People with a high tolerance for ambiguity can take in many viewpoints before coming to a decision. They find it easier to react to changes and to cope with complex problems.
People with a low ambiguity tolerance may be dictatorial, but this can be useful when a more ordered approach is needed.
Curiosity
People with this trait are more creative and flexible and learn more easily.
But, in excess, curiosity may lead to moving from project to project without completing any of them.
Risk approach (or courage)
People with this trait prefer to avoid potentially unpleasant confrontations.
Dealing with difficult situations in the face of opposition is critical for management positions.
Competitiveness
Competitiveness can be a powerful motivation that leads you to go the extra mile.
At worst, it can lead to unhealthy jealousy of others.
SIMILAR ARTICLES & IDEAS:
6
Key Ideas
The Big Five
- Openness to experiences
- Conscientiousness
- Extraversion
- Agreeableness
Openness to Experience
It describes people who enjoy the arts and new experiences. Possible facets:
- Fantasy: they have a vivid imagination
- Aesthetics: they believe in the importance of art
- Feelings: They experience emotions intensely
- Actions: They prefer variety to routine
- Ideas: they like complex problems
- Values: they tend to vote for liberals.
Conscientiousness
People that score high on this are organized, methodical and tend to keep going and going. Possible facets:
- Competence: they complete tasks successfully
- Order: they like order
- Dutifulness: the follow the rules
- Achievement-striving: they work hard
- Self-discipline: they get chores done right away
- Deliberation: they avoid mistakes.
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6
Key Ideas
The big 5 personality characteristics
- Extroversion
- Agreebleness
- Conscientiousness
- Openness to experience
- Emotional stability
These traits reflect...
Extroversion
It reflects the degree to which people like to be the center of attention in social situations.
Extroverts want that spotlight shown on them, while introverts shun the spotlight (though they typically have many friends and like engaging in smaller interactions).
Agreeableness
It reflects how much people want others to like them and have difficulty delivering bad news, giving criticism, and standing up for themselves to others.
People with agreeable personalities really want others to like them, while disagreeable people do not necessarily care whether others like them.
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"Indifference of the indicator"
Over 100 years ago, Charles Spearman made discoveries about human intelligence. One is that the general factor of intelligence (g-factor) conforms to the principle of the "indiffer...
The dark traits of personality
We all know people who consistently display ethically, morally and socially unreasonable behavior. Personality psychologists refer to these characteristics as "dark traits."
Researchers emphasize that these dark traits are related to each other, so they suggest that a D-factor exists. This is defined as the basic tendency to maximize one's own goal at the expense of others, and believing that one's malicious behaviors are justified.
Scoring high on the Dark factor
- Those who score high on the D-factor aren't always uncooperative, as they can be very strategic in choosing when to cooperate.
- Those scoring high on the D-factor will not be motivated to help others in need without it benefiting themselves.
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