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Self-Assessments: The Myth of Personality Types

Or: Mind the Bell-Curve

First off, here’s a fun article about the Myers Briggs (MBTI) that I wish I had written myself. It speaks from my heart.

But even apart from the Myers Briggs, any theory claiming that people come in distinct personality “types” (e.g., the “Eneagram”, “True Colors”, “Are you a dog or a cat person?”, etc.) has a very fundamental problem: none of those types make sense, for two simple reasons. (Geoffrey Miller explains them in more detail and eloquence in his book “Spent”, which I had reviewed earlier on this blog.)

1. Personality traits have been documented in a huge body of research. After decades of studies by a multitude of independent groups, and after many data-driven revisions of initial theories, one dominating model suggest that there are five distinct factors, also known as the “Big Five”. They have been labeled Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. There’s also a newer model that finds six dimensions (adding the factor of Honesty/Humility to the other slightly modified five factors).

In those models, each of the dimensions is normally distributed, along a bell-curve (as is the case for  almost any other conceivable human trait). This means that most people find themselves somewhere in the middle of each of those dimensions, being moderately conscientious, agreeable, etc, with fewer people having extreme traits. The dichotomies of typologies (such as feeling vs thinking; or judging vs perceiving in the Myers Briggs) simply don’t make sense if the underlying traits have a bell-curve distribution.
The bell curve also explains why these tests are notoriously unreliable, meaning that most people fluctuate between different types if they take the tests repeatedly.

personality traits

2. The five or six personality factors are statistically independent of each other. That is to say, knowing a person’s score on some of those factors gives you no information whatsoever about all the other aspects of their personality.

Together, points 1. and 2. are what statisticians call a multivariate normal distribution: each dimension shows a normal distribution with most people near the middle, and each dimension is independent of the others.

Together, they also tell us that distinct personality types are an illusion.

Why, then, are we so fascinated by them, and why do we find it so intriguing to be assigned to a specific type? I’m assuming it has to do with our talent for story-telling and pattern-seeking, but I would welcome other people’s thoughts on that topic.

With regard to the Myers Briggs, I also take issue with the idea that different people should be “thinking” vs “feeling”, or “sensing” vs “intuitive” types. I believe we all need to do all of the above, not either/or. But that would be a topic for a whole new post. In fact, it’s the topic of a whole book we already wrote.

by Ursina Teuscher (PhD), at Teuscher Decision Coaching, Portland OR



Interest Profiler for Career Choice and Development

Im my last post, where I discussed a free personality self-assessment, I promised to write more about self-assessments, in particular provide information about a test that is more geared towards career development.

Here is a website that offers several free career-oriented self-assessments and a neat way to explore information about hundreds of occupations: http://www.cacareerzone.org.

The interest profiler, for example, is based on the six Occupational Themes (developed by the psychologist John L. Holland). His idea assumes that people thrive most in career environments that fit their personality, and that jobs and career environments are classifiable in that way. The model classifies jobs and career along six occupational themes or “types”, and all the different combinations of those:

  • Realistic (Doers)
  • Investigative (Thinkers)
  • Artistic (Creators)
  • Social (Helpers)
  • Enterprising (Persuaders)
  • Conventional (Organizers)

As an acronym of those themes, Holland’s model is sometimes also referred to as RIASEC. The interest profiler is a self-test that helps you figure out which three of those six themes are your strongest suits, and gives you suggestions for careers that require predominantly those skills and personalities.



Just for Fun: Assessing Your Personality

My clients sometimes ask me if I could do a personality assessment with them. Although I don’t think that’s usually necessary, I understand that learning more about our own personality, and how we compare to other people, can be fascinating and may inform our choices. And the answer is yes, I can. But so can you, if you want.

We are living in a wonderful open-source age, where the best things (especially the most scientific things) may be free, if we know where to find them.

Here, for example, is a short version of the IPIP-NEO personality test:
http://www.personal.psu.edu/j5j/IPIP/ipipneo120.htm.

It looks at 5 broad dimensions (also known as the “Big Five” in the field of personality research), and 30 subdomains of personality. This short version has 120 items to complete. If you feel intrigued or ambitious, you can also do the original long version, which has 300 items: http://www.personal.psu.edu/j5j/IPIP/

These questionnaires fully rely on your own honesty and self-awareness, they do not claim to reveal any hidden, secret information.

A word of caution: When you look at your results, read the explanation of each dimension and sub-facet carefully. Some concepts (e.g., “morality”; “intellect”) are used differently than in our everyday language!

Coming up: I’ll review another free self-assessment soon – one that will be career oriented, based on Holland’s Occupational Themes.

 

Update to this post (9/24/14):

Psychology Today also offers a free short version of the Big Five Personality Test.

by Ursina Teuscher at Teuscher Counseling, LLC



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