Personality is an individual’s internal behavioral tendency, which has the characteristics of uniqueness, integrity, structure, stability and other characteristics. It provides a unified internal explanation for each person’s external behavior. Since Hippocrates’ “Four Liquids Theory” two thousand years ago, humans have never stopped researching “personality psychology”. Up to now, there are many schools of thought, each with its own beauty. “Character determines destiny” has been repeatedly demonstrated, criticized and discussed, but the view of “Character affects behavior” has been generally recognized at present. Through many years of work experience and training experience, I have deeply realized that personality has a profound impact on a person, whether at work or in life. Everything happens for a reason. Personality will affect a person’s career development, work style, leadership behavior, work performance and career development path; and the manager’s personality will directly affect employee satisfaction, which in turn affects their work output. More seriously, the personality of managers will even affect employee turnover rates to a large extent.
This is why in recent years, many companies have introduced personality assessment into employee recruitment and organizational talent development assessment. among them. “Personality assessment” has quietly become one of the evaluation criteria for employee selection and recruitment. Some companies have used it to optimize team configuration to maximize team strengths and reduce internal conflicts and interference. Companies compete to select individuals who blend in with the organization’s “personality” to enter the organization, or try their best to select people with personality traits that meet the job requirements. For example, sales candidates tend to be more extroverted, and finance candidates are more likely to be meticulous and rigorous. of applicants. It has to be said that at the organizational level, the “personality assessment” tool has provided great help to human resources partners to a certain extent. Personality research shows that although each individual has its own unique pursuits, thoughts and interferences, it can be classified into certain basic personality types, and individuals with the same personality type have relatively consistent values and thinking patterns. Whether as managers or employees, understanding and mastering certain knowledge of personality psychology will definitely help our careers develop better and make life more pleasant and relaxed. Now I would like to share the personality learning tools currently widely used in the industry as follows. (Remarks: There are many personality psychology tools, this article only shares a few types that are mainly used by companies) A free assessment website will be attached after each introduction. Interested friends can assess themselves. ##1. MBTI
##This is the earliest personality assessment tool to be contacted and used by enterprises. It was mainly introduced by foreign-funded enterprises in the 1990s. It used to be the dream of many working people to enter a foreign company, because foreign companies have better salaries and benefits, a simple and relatively fair environment, and have many training and learning opportunities. Foreign companies in first-tier cities in China The MBTI assessment was applied to talent development and then spread to many local companies. MBTI is a test that has been widely used in the world for the past 20 years and is known as the “mother of personality assessments”. It is used to examine the individual’s contribution to the organization, leadership style, preferred work environment, potential flaws and other individual characteristics. with potential. MBTI is based on the “Psychological Types” of Swiss psychologist Carl Jung and developed by psychologist Catherine Biss and her daughter. It has four dimensions and 16 types:
Extraversion (extraversion) and introversion (in troversion)——(EI) dimension : Extraversion means that our attention and energy are mainly directed towards external people and things, while introversion means that we focus our attention and energy on the internal world. Extroverts are accustomed to activities with the outside world and are willing to deal with people; introverts are more quiet and reticent, and like to be alone or used to one-on-one interpersonal communication. If an extrovert and an introvert coexist, it may be difficult for them to understand each other. . Sensing and intuition - (SN) dimension: Sensing and intuition are the two ways we perceive the world and obtain information. Sensing people tend to obtain facts and reality about the environment through their five senses. They are practical and need to obtain accurate information and focus on the present; intuitive people are accustomed to transcending sensory knowledge through imagination, unconsciousness, etc. way to obtain information, they pay more attention to the meaning, symbolism and potential meaning of things. Intuitive people have a clear preference for insights, abstract things, and the future. Thinking and feeling - (TF) dimension: Thinking and feeling are two ways of how we make decisions about the information we acquire and get results. Thinking people are accustomed to making logical and objective conclusions and choices by analyzing data and weighing facts; while emotional people are accustomed to making decisions through their own value judgments, and they usually make personal decisions about information. , subjective evaluation. “Emotion” here does not mean “emotion”, it is a logical way in the process of making judgments. Therefore, thinking people are usually direct and analytical, and they use their brains to make decisions; while emotional people are more convinced of their own values and are accustomed to making decisions with their hearts. Judging and perceiving - (JP) dimension: Judging and perceiving are two attitudes about how we treat the decisions we make and how we act when facing the external environment. A judgmental person or a judgmental attitude means organizing, planning and regulating one’s life through thinking and emotion. Perceptive people, or perceptual attitudes, tend to use feelings and intuition to treat things and make decisions. Their attitudes are usually flexible and open. Judgmental people like to manage things in an orderly manner and are used to living an orderly life; when they make decisions, they make clear plans on how to implement them and consider different perspectives. Perceiving people like to deal with problems spontaneously and casually, and they like to keep their options open. The MBTI score will indicate that your preference for a certain attitude or function may be more obvious than your preference for another attitude on that dimension. A high score - much higher than the score of another option on the same dimension, usually means that your preference is obvious, while a low score, or close to the score of another option on the same dimension, means that your preference may not be consistent for some reason. obvious. But your score does not mean you are good at using or developing a preference (Myers, 1987). Naturally, having dominant preferences in your 4-letter code doesn’t mean you don’t have those preferences that aren’t dominant, for example, an extrovert will also like to be alone sometimes, and an introvert will also like to be alone sometimes. social contact. Dominant preference simply indicates that it is the way a person is most accustomed to. Summary: It must be said here that the advantage of MBTI lies in the depth of its theory. It not only explores personality characteristics, but also deeply analyzes the theory of personality development dynamics, revealing the theory of personality development and functional application. MBTI is very good in this theoretical framework. Complete. However, the evaluation and calculation of MBTI are more complicated. The editor has used MBTI to evaluate trainees during training. Statistics are time-consuming and difficult for ordinary working people to learn. It is difficult to memorize 16 types of personality traits. Basically, it can It’s good to remember the individual, so in terms of flexibility, waiting is a bit inferior. Therefore, in recent years, the use of MBTI has gradually faded out of the public eye. » PsycTest free assessment address: If you want to have a deeper understanding of MBTI personality types, you must not miss PsycTest’s ! Here, you can test your MBTI type for free, and there are also various exciting articles waiting for you to explore. PsycTest’s MBTI section will help you better understand yourself and others, master more interpersonal communication skills, and better move towards success and happiness. Let’s discover more exciting content together! ##2. DISC
##The DISC personality test consists of 24 groups of adjectives describing personality traits, each group containing 4 adjectives. These adjectives are selected based on the four measurement dimensions of D (dominance), I (influence), S (stability) and C (cautiousness) as well as the interference dimension. The candidates are required to choose from each based on their first intuition. Choose the adjectives that best suit you and the ones that least suit you from the four adjectives. Then, by summarizing, you can get a person’s basic personality type to understand the candidate’s management, leadership qualities, and emotional stability.
The theoretical basis of DISC comes from the research of American psychologist Dr. William Moulton Marston in the 1920s. Results. Dr. Marston is a famous scholar who studies human behavior. His research is different from the “abnormal” human behavior that Freud and Jung focused on. DISC studies identifiable “normal” human behavior. Basic overview of 4 categories - 👉 Dominant-D: adventurous, competitive, bold, direct, decisive, innovative, persistent, problem solver, self-motivated By. - 👉 Influence-I: Charming, confident, persuasive, enthusiastic, inspiring, optimistic, convincing, popular, sociable, trustworthy. - 👉 Sound Type-S: Friendly, approachable, good listener, patient, relaxed, enthusiastic, stable, team player, understanding, steady- 👉 ** Cautious type-C**: accurate, analytical, cautious, humble, good at finding facts, high standards, mature, patient, rigorous. DISC is widely used in organizational talent evaluation. There is no designated copyright agency for the issuance of DISC. Therefore, many institutions have developed evaluation systems based on DISC theory. The number of questions is small and the theory is simple but effective. In terms of talent recruitment Be widely used. Summary: DISC is relatively easy to learn. It uses four dimensions of analysis to allow the audience to get started quickly, and the evaluation and statistics are also relatively simple. Currently, many companies are also using DISC. There are many training courses on the market that simply involve a little bit of “personality psychology” knowledge. Basically, trainers will use the DISC tool. **» PsycTest free evaluation address: ** ##三、PDP
##PDP (ProfessionalDynametricPrograms) is an analysis of thinking patterns and behavior patterns The system was invented by the University of Southern California and the University of Colorado based on statistical science and behavioral science. It has a research and development history of more than 37 years. It has 8 language versions used in 34 countries around the world and is widely used in the world’s top 500 companies. in enterprise human resource management. It is a system used to measure an individual’s behavioral traits, vitality, momentum, stress, energy and energy changes. PDP divides people into five types based on their natural traits, including: dominant, extroverted, patient, precise, and integrated. In order to visualize these five types of personality traits, according to their respective characteristics, These five groups of people are also called “tigers”, “peacocks”, “koalas”, “owls” and “chameleons” respectively. PDP is a professional system for talent management that can help people understand and manage themselves and help organizations make the best use of their talents.
Five types of basic analysis - 🐯 Tiger—— Dominant: authority-oriented, substantial rewards, goal-oriented , Brave, action-oriented, efficient, practical, focused on things rather than people, and likes to grasp the general direction. - 🦚 Peacock - Communication type: Strong empathy, good at verbal expression, self-promotion, optimistic, positive, fun; likes the team, likes to do things related to people, values the team, and is good at motivation. - 🐨Koala——Patience type: peace-loving, perseverance, good tolerance, perseverance, knowing the strength of the road, discipline and patience, likes long-term thinking, does not like frequent emergencies, hates emergencies interference, does not like conflicts, avoids confrontation, likes a sense of teamwork, is a kind, cordial and friendly listener, and does not be an enemy of others. - 🦉 Owl - Accurate: Like precision, value professionalism, follow rules, focus on planning, organization, precise details, like systems, structures, norms, clear rules of the game, strong principles, perfectionism , pay attention to every detail, do everything personally, be conservative and cautious. - 🦎 Chameleon - Integrated: good coordination, high degree of cooperation, lubricant of the group, good at integrating internal and external resources, inclusive, harmonious interpersonal relationships, not going to extremes Summary: PDP’s credibility and The validity is high, and the assessment accuracy rate is basically 96%. Its biggest advantage is that the test has a total of 60 questions, which generally only takes 5-10 minutes to complete, providing users with fast and accurate data to help them make quick decisions. After the evaluation, you can get a report of about 20 pages, including a comprehensive analysis report including the three-image model of “natural self”, “role me” and “me in the eyes of others”. Of course, you need to pay to obtain this report. In addition, PDP and DISC are relatively similar in that they both assess and analyze people’s behavioral styles. From a learning perspective, PDP is relatively easy to learn, and it adopts the animal code method, which is more lively and interesting, and is more conducive to students’ memory and application**. Currently, there are many consulting and training companies that provide PDP assessment and training services. **» PsycTest free assessment address: ** ##IV. Enneagram
##The Enneagram has a history of 2,500 years and is a A revolutionary theory about personality types, a classic psychological system that provides deep insight into others and yourself. The earliest origin of the Enneagram theory cannot be verified, but researchers agree that its origin is very old, and may be traced back to 2500 BC or earlier. The person who truly promoted this theory was Oscar Itsaso, the founder of Erica Academy. He claims that he learned the Enneagram theory from the Sufi sect while traveling in Afghanistan in the 1950s. Itsaso put the nine human desires into the Enneagram theory and used this theory as a teaching material for human psychological training. This is the most primitive prototype of the Enneagram. The Enneagram is not only a sophisticated personality analysis tool, but more importantly it provides deeper insights into personal cultivation, self-improvement and experience. Unlike other personality taxonomies, the Enneagram reveals people’s deepest values and focus of attention, which are not affected by superficial changes in external behavior.
Basic overview of 9 numbers 1. Perfect type: focus on principles , distinguish between black and white, not easy to compromise, and have a strong sense of self and Others have high demands and pursue perfection. 2. Giver: eager to establish close relationships with others, people-oriented, emotional, and very caring. 3. A doer: A strong competitive spirit, loves competition, emphasizes efficiency, and measures his or her own value by achievements. 4. Romantics: Emotional, most afraid of not having their own unique feelings, and like to be alone and admire themselves. 5. Observer: Likes to think and analyze, has a strong thirst for knowledge, but lacks action and does not have high requirements for material life. 6. Skeptic: Cautious in doing things, not easy to trust others, like group life, loyal, team cohesion. 7. Hedonist: Optimistic, likes novelty, likes to follow trends, does not like to be under pressure, and is a born optimist. 8. Protector: pursues power, emphasizes strength, does not rely on others, and protects the weak. 9. Mediator: Afraid of disputes, has difficulty rejecting others, pursues harmony, and takes a long time to make decisions. Summary: I believe that many units still use the Enneagram to assess onboarding personnel, but I believe that very few can actually use it well. The Enneagram takes the inner world as the research object and inner orientation as the starting point, that is, “people’s intrinsic value orientation” as the core. Since everyone’s inner orientation and starting point are not easy to change in any environment, and are not easily affected by culture, education, and family background, they are relatively easy to accurately grasp and apply. Compared with the 16 categories of MBTI, the Enneagram is easier to master; and compared with the four-point classification of DISC and PDP, the Enneagram is also more rigorous. However, in order to master this tool in depth and use it flexibly, friends still need to have good logic and learning ability. **» PsycTest free assessment address: ** ##五、Character Color
##Personality color science is a branch of practical psychology, China The Personality Color Research Center was founded by Le Jia, which mainly divides people’s personalities into four types: red, blue, yellow, and green. The four-color classification of “FPA® (Four-colors Personality Analysis)” is based on Hippocrates’ four-liquid theory. Dating back to ancient Greece, Hippocrates had theorized that “no two people are exactly alike, but many share similar characteristics.” People in the same group always maintain a certain unified behavior pattern. Other groups, on the other hand, exhibit completely different behavioral traits, even though their behavior appears to be consistent. The “FPA® Personality Color” study replaces “behavioral theory” and “type theory” with “motivational theory”, which marks a formal distinction from all other four-type classification systems. Through the accurate interpretation of “motivation and behavior” and “character and personality”, it solves people’s confusion about “the coexistence and confusion of the four personalities” and proposes a set of feasible ways to cultivate personality. Character color develops and establishes the four professional sections of “insight”, “insight”, “cultivation” and “influence”.
Basic Analysis of Personality Color - 💡 **Red: “Vitality Clan” **, happy and outgoing team leader. The motivation for doing things is largely for happiness, and happiness is the biggest driving force for these people. They are positive, optimistic, charismatic, spontaneous and sociable. - 💡 Blue: “Scheming Snake”, Best Executive. Occasionally so serious that they can count time by the second, long-lasting and deep relationships are what people like them are dedicated to building and maintaining. They have valuable qualities, are loyal and sincere to their friends, and care and communicate deeply in their thoughts. - 💡 Yellow: “King of the Mountain and Forest”, powerful and radical command! The deep-seated driving force of this type of people comes from the realization and completion of goals. They generally have forward-looking and leadership skills. Even if they encounter many troubles, they will be the first to find a way to solve them. They usually have a strong sense of responsibility, decision-making ability and self-confidence. - 💡 Green: “Peacemaker”, the promoter of peace. Their core is the pursuit of harmony and stability, lacking sharpness and edges. They are tolerant and transparent, generally friendly, adaptable, and good listeners. There are four biggest functions of personality color: “insight”, “insight”, “cultivation” and “influence”. The so-called “insight” refers to how to discover the true self, which is to fully understand “who I am” A problem that has troubled countless people; “insight” refers to how to distinguish their true character from their superficial illusions when four different personality traits in others are obvious and strongly confused; “cultivation” refers to how to change one’s own shortcomings, to expand the strength that you lack, so that you can achieve the balance of the four colors; and “influence” is how to get along harmoniously with others in a way that suits them and achieve a common goal. Summary: “Character color” has become more and more well-known as Lejia has become famous in recent years. Especially when Lejia used personality psychology to comment on If You Are the One as a guest, her sharp and unique language style left a great impression on everyone. deep impression. The classification and analysis of “Character Color” are similar to DISC in many places, but the biggest difference is that “Character Color” emphasizes motivation theory and accurately interprets “motivation and behavior” and “character and personality”. In terms of learning, “Character Color” uses color symbols, which is simple, vivid, and easy to operate, and is a good introduction for the general public. It is easy to attract the attention of the audience. The editor once relied on “character color” to overcome obstacles and won the first place in the group’s good lecturer competition. He also applied “character color” to the company’s new employee induction training, which was widely praised. **» PsycTest free assessment address: ** In general, “personality psychology” is generally recognized by the public, especially in the workplace. . It is undeniable that when a person has a clearer understanding of himself, he can manage himself better; when you can “read” others through some skills, you will naturally be able to cope with interpersonal interactions better and become a better person. A master of love, flowers blooming, and cars getting flat tires. In fact, there are many “personality psychology” tools, such as CPI, 16PF, EPQ, etc. I will not introduce them one by one here. Each company has different choices based on its own needs, and each person also has different choices based on their individual needs. Choose to understand the differences and preferences. Personality psychology has a wide range of applications. Whether it is introduced above or not, as long as you are good at learning, you can apply it to all aspects of life or work. Almost all of the current mainstream assessment tools can be applied to the following Aspects: For individuals: A. Improve self-awareness, enhance self-confidence and self-acceptance; B. Avoid excessive use of strengths and bring negative pressure to others; C. Improve interpersonal relationships and understand how to communicate more effectively with others. Get along with bosses, colleagues, subordinates, customers and friends with different personalities; : D. Understand others, enhance mutual understanding and respect, and improve tolerance; : E. Promote communication between people who are completely different from yourself; : F. Self-management and development; : G. Improve communication skills and abilities; : H. Choose a career that can give full play to your strengths; : I. Improve family relationships: … For corporate/professional managers: : A. Employee recruitment Interview, select suitable talents; : B. Team coordination and assessment, timely identification and solution of problems; : C. Talent development, help employees’ career advancement; : D. Team management, know how to use people’s strengths and formulate talent retention strategies; : E , Job matching, putting the right people in the right positions; : F. Stress analysis and resignation management: G. Improving interpersonal and working relationships; : H. Management conflicts, including between employees and between employees and the company Conflicts between; : I. Improve sales skills and build a sales team focused on customer needs; : J. Coordinate and promote teamwork, improve productivity and cohesion; : K. Stimulate organizational potential and improve performance: … The most important thing in learning and using the tools of “Personality Psychology” is to first understand yourself, and then understand others, because different individuals have different strengths and weaknesses, and are more sensitive to certain personality types. For an individual, it is a “motivating factor”, but for people with other personality types, it may be a disturbance. As the ancients said: “People’s wine is my honey.” When you can change from “tolerating” to “enjoying” someone with the opposite personality to you, then you are already a winner in life.
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