Keirsey Temperament Sorter

The Keirsey Temperament Sorter is based on the Keirsey Temperament Theory. It suggests there are four basic temperament groups:

  • Artisans
  • Guardians
  • Rationals
  • Idealists

Each group contains four subgroups. The report includes information on how people communicate with each temperament, how they rebel, what makes them proud, and preferred leadership styles.

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We are drawn to personality tests because we like to find out what makes us who we are, and where we fit in the world.

Hippocrates first suggested personality consisted of four main temperaments.

  • Sanguine - social and optimistic
  • Choleric - short-tempered
  • Melancholic - analytical and quiet
  • Phlegmatic - relaxed or apathetic

Psychologists don't agree on one unifying theory that explains personality, but it might still be worthwhile to explore personality if you regularly interact with people.

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Five major dimensions of personality traits are:

  • Openness to experience
  • Conscientiousness
  • Extroversion
  • Agreeableness
  • Neuroticism

The Big Five is a system that maps which traits go together in people's descriptions of one another. This model is useful in describing personality differences. For example, people who have high agreeableness are more likely to cooperate with group decisions, and those who are low in this trait are more competitive.

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The DiSC personality and behavioral assessment focuses on four different traits:

  • Dominance
  • Influence
  • Steadiness
  • Conscientiousness

Generally, a person will have one trait that is stronger than the other three. These assessments help you to understand your own style and how you react to different traits.

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This assessment was created in the 1950s and is based on perception. It consists of four main perspectives:

  • Motivation
  • Self-perception
  • Social perception
  • Mindset

By knowing how these perspectives influence one another, a person can better understand their emotions and actions, and gain insight into how to work with others.

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  • Make it part of onboarding. Personality assessments can help new hires learn their own work style and how to work well with other styles.
  • Use tools to find personality types, such as Crystal Knows, Good&Co, or WealthDynamics.
  • Strive for a range of personalities within each team as they have a balancing effect during projects.
  • Rotate roles based on project stages. Certain personality traits will lead better during specific phases.
  • Know your own style to increase collaboration and communication.

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MBTI is based on psychologist Carl G. Jung's theory of psychological types that consists of 16 personality types.

MTBI measures the following:

  • Where people get their energy (extraversion vs introversion)
  • How they handle information (sensing vs intuition)
  • How they make decisions (thinking vs feeling)
  • How they structure the outside world (judging vs perceiving).

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Meetings have an intended purpose

Some people try to use meetings to achieve things that meetings won't work for. That can turn an intelligent group into a dull and mean monster.

Types of meetings to avoid:

  • Daily standups or status updates.
  • Anything without an agenda.
  • A meeting with too many people.
  • Brainstorming from scratch.

It's not that all meetings are bad, just that there are better tools to accomplish the job.

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Leaders And Individual Contributors

Success looks different for each person—as does fulfillment.

  • Organizations usually put so much weight and focus on the need to grow into a leader that they're failing to see that individual contributors often lack a unique plan to help them forge their path to success.
  • Making sure your individual contributors are heard and seen is vital. Leaders are great for seeing the big picture and creating a strategy, while your individual contributors are great at understanding the mechanics and nuances within the strategy.

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Our culture is obsessed with work

The phrase "work-life balance" seems to imply that work and life are in balance.

If one imagines an old-fashioned scale, that would mean work is on the one side, and everything else about yourself on the other side - your friends, hobbies, family, relationships, beliefs, sports, etc. It hardly seems like a balance and really points out our obsession with work.

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