Every person develops their personality throughout their life. Some more consciously than others; some more intentionally, some unconsciously. At the same time, we assess other people and infer certain personality traits from their actions. This simplifies our daily lives and helps us categorize individuals more quickly.
Personality Factor models attempt to structure and depict a person’s personality in a model-like manner. Typically, Personality Factor Models encourage self reflection, fostering meta cognition and feedback reception. Individuals learn to leverage their strengths for personal growth. Mismatched strengths can lead to stagnation, friction, and resource depletion. Enhanced self awareness enables more informed, self directed decisions for personal and collective growth.
Personality Factor Models: An Ancient Invention
Portraying the personalities of different people using a system is not a modern invention, but was already popular in ancient times. Theophrastus von Hohenheim, also known as Paracelsus, was one of the first to attempt a typology. However, the true father of the personality models as we know them today is another: Hippocrates. In his theory of temperaments, he describes the relationship between bodily fluids and tempers, laying the groundwork for typologies that bring together physical and mental characteristics. Another well-known approach was coined by Ernst Kretschmer (1888-1964). He designed a constitutional theory that linked personality and physique.
Today, there are a variety of personality tests based on various models and used in different areas: in personnel development, in recruiting, or even in training salespeople. Most models aim to know oneself better and improve one’s perception and understanding of people.
Why?
For instance, to cater to customer needs effectively in sales or to lead employees appropriately as a manager. Understanding what matters to your counterpart is crucial. A car salesman may overwhelm a customer with technical details when all they seek is validation of a car’s trendiness. Conversely, a manager may need to balance providing detailed instructions with avoiding micromanagement. Some models simplify everyday interactions without putting individuals in a box. While each person is unique, these models offer practical guidance for smoother communication and collaboration. Applying such models facilitates adapting to others more readily.
What Types of Personality Factor Tests Are There?
A fundamental distinction is made between objective and projective personality factor tests. Objective or psychometric methods are characterized by the fact that the execution and evaluation follow fixed rules and are compared with a norm sample. Typically, there is a series of questions where the individual ticks the appropriate answers or marks the most and least applicable ones.
Projective tests entail presenting individuals with ambiguous stimuli, like abstract patterns or images, allowing for diverse interpretations. Interpreters bring their emotions, experiences, etc., into analyzing these stimuli. Consequently, test results may vary based on the interpreter’s personality, as complete objectivity is unattainable. The Rorschach test is a notable example. In Germany, projective methods are seldom employed in personnel matters.
Locating the persolog® Personality Model
The persolog® Model czynnika osobowości is positioned today in the field of situational theoretical approaches. The difference from dispositional-trait theoretical approaches is that persolog does not claim to identify and describe distinct personality traits, but rather to describe situational behavior.
Personality Factor Models should not be seen dogmatic. They should not categorize people, but are models. And models never reflect all aspects of reality, but systematically represent differences and similarities. They should be practical, easy to understand, able to transfer, and respectful in dealing with their subject of study, humans.
3 Preconditions for the Successful Use of Personality Factor Models for Personal Development
How can we profitably use Personality Factor Models? Some prerequisites must be met for this:
Be Ready for Change
If the same behaviors were always displayed, leading to the same actions, the same results would be achieved. Creative processes, innovations, and growth would not be possible. Therefore: Without change, there is no progress. This may mean leaving one’s comfort zone and initially diving into the unfamiliar and challenging.
Readiness to Recognize Abilities
Building skills and knowledge is sometimes experienced as strenuous. Being lifelong incomplete yet capable of further development also creates pressure. Skills and competencies are measured and guide actions for remaining in the workforce and career development. Skills are resources that help people cope with their everyday work. Personality models are an invitation to self-development and unfolding.
Readiness to Engage with the Topic
It may be that people do not like the consequences of change. Perhaps the path is rocky. Perhaps successes sometimes come slower than desired. Without people really wanting the changes, these points are often “Game Over”. Even with the help of a personality factor model, people themselves must want the change. Personality Factor Models can only provide assistance for people to dare to experiment and reinvent themselves. The person must decide to take part.
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