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Understanding Personality Styles – The “Common” Diversity

Perhaps one of the more common and obvious forms of diversity which has always, and will always exist in the workforce (and everywhere else people gather for that matter), is the differences in personality style or types among various individuals.  Understanding this difference in personality styles or types is helpful for appreciating that while all people are different, everyone has their own unique value, strengths and qualities, and that in building a healthy (diverse) organizational culture, everyone should be treated with care and respect.

Whether your goal is self-development, helping others, or building a collaborative workforce, gaining a better understanding of different personality styles or types and how these different styles or types function individually and/or interact with others is key to building a healthy organization.  While certain individuals within an organization may stand out as exemplary, it is only through collaboration and teamwork that organizations can achieve their stated results and remain competitive in today’s market. Effective leaders need to discover both their team's problem-solving, communication, and conflict management styles, as well as how to help their team work together to achieve extraordinary results. More and more executives are beginning to realize the value of utilizing formal assessments, reports, and support tools to help their teams deal more effectively with clashes between co-workers, communication breakdowns, and power struggles.  While most personality style or type assessments are more similar than they are different, it is important to understand their differences and know what your goal is in wanting to utilize the assessments. 

Two of the more common and popular forms of this type of assessment are the Myers-Briggs Type Indicator® (MBTI®) and the DiSC® Profile Tests: 

The Myers-Briggs Type Indicator® (MBTI®) assessment is probably the most widely used personality assessment in the world. With a proven record of reliability spanning more than 50 years, it offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact. Versatile and dependable, the MBTI tool sets the stage for lifelong learning and development.

The DISC Classic 2, Classic 2 Plus, PPSS,  2800 Series, and EPIC DISC Profile system is used in consulting, coaching, speaking, training, leadership, management development, supervision, counseling, mentoring, education, teaching, and to improve interpersonal relationships. DISC tests and assessments, profiles, surveys, or inventory styles and traits tools are also used as an adjunct in hiring or recruiting, diversity training initiatives, and other HR Initiatives.

In addition to the MBTI® and the DiSC®, several other popular forms of assessment include the Newly Revised Strong Interest Inventory®, the Thomas-Kilmann Conflict Mode Instrument (TKI), the Fundamental Interpersonal Relations Orientation–Behavior® (FIRO-B®) and the California Psychological Inventory™ (CPI™):

For more than 75 years, the Strong Interest Inventory® assessment has helped organizations attract and retain the brightest talent and has guided thousands of individuals—from high school and college students to mid-career workers seeking a change—in their search for a rich and fulfilling career.

The Thomas-Kilmann Conflict Mode Instrument (TKI) is the world’s best-selling instrument for conflict resolution. The forced-choice, self-scorable inventory identifies a person’s preferred conflict-handling style, or mode, and provides detailed information about how he or she can use the five modes—competing, avoiding, accommodating, compromising, and collaborating—effectively. Using the TKI, individuals can learn to move beyond conflict and focus on achieving organizational goals and business objectives.

The Fundamental Interpersonal Relations Orientation–Behavior® (FIRO-B®) assessment helps people understand their own behavior and that of others in interpersonal situations. For more than 40 years, it has been used around the world to clarify human interactions in both business and personal situations. It explores three basic interpersonal needs (Inclusion, Control, and Affection) along two dimensions (Expressed and Wanted).

The exceptional history, validity, and reliability of the California Psychological Inventory™ (CPI™) assessment make it one of the most respected assessments in the world. Its 3 Structural Scales, 20 Folk Scales, and 13 Special Purpose Scales provide a detailed portrait of an individual’s professional and personal styles.

Of equal, or perhaps greater importance to selecting the “right” instrument, is ensuring that the person interpreting the instrument is well trained in both personality theory and the use and interpretation of the specific instrument being used.