How Personality Tests Are Useful

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.

Cayden X. (@cay_xx65) - Profile Photo




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).

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.

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.

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.

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.

  • 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.
Conflict At Work

Having a debate with your boss or your colleague is normal or a disagreement. However, fighting is not.

There are several forms of conflict that may manifest as:

  • People who pretend that there is no problem when clearly there is;
  • People who are outright aggressive and competitive; and
  • People who are knee-deep passively-aggressive.
  1. Personal insecurity. We work with a diverse group of people and many of their characteristics may leave us feeling insecure. When insecurity gets triggered we behave in ways that we are not proud of.
  2. The desire for more power and control. People who have this goal want to position themselves above others and don't really share goals or credit.
  3. Habitual victimhood. These people often place themselves in a position where they can be the victims so that they won't be held accountable.
  1. Admit that conflict at work is real and can get pervasive. There's no use denying this because denial never makes the problem go away.
  2. Cultivate empathy and compassion for others. Try to understand their drive, their passion, or the reason behind why they're acting in such a way. Don't let your biases get in the way.
  3. Attend first to yourself, your feelings or emotions, and deal with the conflict with self-awareness. Know that what they do to you is a reflection of the way they treat themselves.
Book Clubs

A book club is a reading group who read and talk about books based on a topic or an agreed-upon reading list.

The book club can meet monthly. That will give members enough time to read the book, think about key ideas, and prepare for the meeting.

  • It improves how a group or department does what it's intended to do. All departments have problems that they don't understand. By reading books that improve how the department does what it does, the team gains insight that they would've missed otherwise.
  • Reading similar books ensures all team members are aligned.
  • Decide when to meet and for how long. For example, a monthly one-hour meeting so that each team member can read the book, write a book summary, and give their inputs.
  • Choose a book selection.
  • Decide on a meeting format. During the meeting, each team member will share their feeling about the book - what they liked, disliked, how the department could benefit from its idea, how it relates to other books you've read as a department.
  • Assigning one person to take notes can be a good idea. Every person will give unique perspectives about what is relevant.
Socially acceptable internet stalking

If you are going to a club or a meeting, it helps to check online and on the event's page about the people that are going and touch base with a few of them.

When you arrive at the event venue, you can meet those persons and can avoid loitering alone there.

Put the effort to connect
It pays off eventually.ย Efforts to connect may not pay off right there and then,ย  or even in a fair way, but they do pay off.

Even if this effort pays off half the time, it is worth it.

Find the result ratio and improve it

If you reach out to 50 people on email and only one real connection happens in your networking, it is worth the effort, and the learning.

You can fine-tune your ways to get better results as you progress.


Practice networking daily, making the right efforts with patience,ย  and you will see your network growing, as you become more comfortable and confident.

Going all-in on remote work: benefits for businesses

Remote work can be costly or cost-saving, depending on how well-equipped you are to really support it.

  • When done right, assessing the appropriateness of remote work for all your employees and implementing the necessary changes will save money.
  • Savings will be primarily in overhead categories: rent, utilities, facility upkeep costs, in-person IT labor, satellite office networking costs, maintenance, property insurance, etc.
  • The point to aim for is where the investment will bear return. Setting up employees for remote work might initially be higher, but can be balanced out by not paying for expensive desk space.
  • Remote workers may enjoy more flexibility, which may translate into increased productivity.

Businesses can categorize employees:

  • Location-independent. Knowledge workers are not dependent on location and don't need to be in an office.
  • Location-frequent. These people spend half their time in an office and half remote. They need an in-person base to use for coordination and physical meetings. These are often salespeople, marketing people, back-office services (IT, HR, finance), and creative jobs.
  • Mandatory in-office jobs. These involve specialized equipment that you can't put in an employee's home, such as manufacturing jobs.

Far more job functions can be done remotely if company leadership will accept it. But, remote work is not for everyone. Some jobs are tied to physical locations or equipment. Some people also do not want to work from home.

In-office employees that transition to remote work need to be equipped. Spending recommendations are:

  • A one-time stipend to purchase some office furniture and other miscellaneous work equipment.
  • Basic ergonomic training.
  • The same class of laptop or workstation they'd get in the office.
  • A monthly stipend to offset some or all home broadband costs.
  • IT support costs.
  • Basic, yet complete tech loadout, such as laptop, secondary monitor, mouse, keyboard, wired earbuds, USB hub, chair that meets ergonomic needs.

When an in-office worker moves to a remote role, it's very common for that worker to relocate. However, different states have different employment laws, and businesses are responsible for knowing and following these laws. Taxes are also not the same. Some cities require a percentage wage tax directly payable to the city. Hiring international employees may require a lot more paperwork.

But, hiring remotely can be a huge strength, knowing that you can appoint the perfect person regardless of where they live.

Corporate leadership must understand the need to make changes to the company culture that supports everyone.

  • Remote work means trusting employees and giving them more autonomy.
  • Trust does not mean ignorance. Leadership needs to establish clear goals and performance metrics that can be tracked objectively. Data-driven intelligence and project tracking are essential.
  • Onboarding a new batch of remote workers is challenging. You need firm onboarding procedures in place so everyone knows what tools are available and how to use them.
  • Employees should feel that they work at home rather than live in the office.
  • Encourage employees to use their calendar software to establish breaks.
  • Employees should know when they are "on" and "off." It's unfair to expect a remote employee to address a problem at 9 p.m.
  • Don't drop email bombs. Friday at 6 p.m. is not the time to announce major changes.
  • Make work calendars visible to all.
  • Create regularly scheduled team check-ins.
  • When a meeting includes in-office and remote workers, do not treat the remote workers as an afterthought. Using one microphone for many people in a conference room, all talking at once will alienate the remote worker who will perceive it as indistinct loud noises.
  • When holding video meetings, not everyone will feel comfortable with cameras in their private space. Be accepting of green screens and/or avatars.
  • Bring your teams together once or twice a year.
  • Remote employees should check in with in-office people to keep up to date.
  • Encourage employees to connect in online conversations or hangouts.

ยฉ Brainstash, Inc

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