assignment on my personality

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How to describe your personality in a paragraph – 7 example answers

The way we ourselves rarely mirrors the reality . We tend to see ourselves better, nicer, and perhaps also more attractive than others do see us- -if they actually care. At the end of the day everything is subjective, and each person sees the world–and each living creature they interact with–with a unique pair of eyes . Nevertheless, you will often face the question about your personality , be it on a job application, in an interview, or even on a dating website. Sometimes they ask you to describe yourself in one word only, sometimes they ask what three words would your friends use to describe you , and sometimes they ask you to describe your personality in one paragraph. What do they want to hear from you in this case?

Hiring manager want to hear that you have a fitting personality for the job . Or at least that you think so :). Of course, some things change from one job to another, but certain phrases will always work, such as that you are enthusiastic about work, show initiative, are attentive to the needs of your colleagues and so on. To make your answer sound more realistic , you should add also some neutral or even negative characteristics–perhaps you get angry easily, lose patience quickly, or are overly talkative at times. Just make sure to mention that you are aware of the issue and how it impacts you at work, and that you try to work on it. You can also opt for a more humble answer, or even for a philosophical one…

Let’s have a look at 7 sample answers right now. I tried to come up with some mix, and hope you will “find yourself” in at least one of the answers . Remember that this question isn’t the most difficult interview question you may ever face, and there’s no point in overthinking it. Just be yourself, show confidence and humility at the same time, and make sure that your personality is at least somehow fitting for the job.

7 example answers to “How to describe your personality in a paragraph” question

I would describe my personality as outgoing, friendly, and talkative. I thrive when surrounded by other people, and find it easy to connect with anyone I meet. Always looking for bridges, not fences . I would also say that I have a good sense of humor, and people generally enjoy my company. Having said all of that, I realize that each coin has two sides, and sometimes I have to be careful to make sure that I do not talk more than work in the job.
I am rather introverted , but that doesn’t mean that I do not like people. Just enjoy keeping things to myself, focusing on the job, and doing my best every day. Having said that, if someone invites me for a conversation or something I won’t say no. I try to be attentive to the needs of my colleagues , and if I feel someone may need a helping hand, I do not hesitate to offer it. Generally I am a hardworking person, but I tend to have a low day once or twice a month , and on such a day I typically do not get much done.
I think what describes me the best is the expression “ creative mind “. Because I always enjoy to come up with new ideas, think outside the box, or even challenge the status quo. Now it doesn’t mean that I find it hard to oblige the rules. I do that. But I do not hesitate twice to share my feedback and suggest improvements . I hope you are looking for someone with this personality, and that’s one of the main reasons why I applied for your job offer.
Energetic, motivated, enthusiastic about work and life. Just someone it is a pleasure to have in the workplace, since such a person always lifts the morale of the entire team . At least that’s the way I see it, and also what my former managers have told about me. Having said that, I understand that enthusiasm is not enough–one needs also skill and precision in this job, but I honestly believe to have both, and am ready to demonstrate it from day one, if you give me a chance in this job.
A team player . That sort of sums it up. Someone who thrives in a team environment. Always interested in my colleagues, their needs and feelings. Always trying my best to not let the colleagues down . Of course, this also have some drawbacks, especially when I should work on something alone I may struggle with motivation. But it is a learning process, and I hope to improve on my weakness soon, and be someone that can thrive working both independently and in a team.
My nickname can be “never gives up” , and that sort of characterizes who I am. Maybe I am not the most talented person in the world–when it comes to any tasks, but you can be sure I always give me 100% effort , and if I fail with something I try again. I am one of those guys who enjoy reinventing themselves, trying new hobbies, learning new skills. For example at the moment I am learning to play saxophone, and I enjoy it greatly. If I should point out something negative –because at the end of the day we all have some weaknesses, I’d say that I sometimes find it hard to bear with negativity at work . But that’s just the current state of things, and I hope to change it.
I would describe myself as a very calm and balanced person . Always try to see the brighter side of things , always looking for the good in people and in events that happen to me. I very rarely complain about everything, and do the job without unnecessary stress. What’s more, people say I am a good companion for the talk about virtually any topic, and that my inner calm help them feel good and relaxed in the workplace . I sincerely believe your team can benefit from having me onboard, and cannot wait to start working here.

Ready to answer this one? I hope so! If you’re still not sure, you can check out 7 sample answers to similar interview questions:

Tell me three your strengths and three areas for improvement .
How would your colleagues describe your personality?
Tell me about a time you used data to make a decision .
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7 Example Answers to Describe your Personality? Interview Question

You can learn a skill, study for an exam, or research a topic, but there is no defined answer to the interview question “Describe your personality.” However, that doesn’t mean you should stop preparing for the question for your interview. Employers will try to get to know you and your personality in any job interview. One of the ways they do this is by asking questions about how you would describe yourself. This article will give tips and examples for answering the question in an interview.

Table of Contents

Why does the interviewer ask about your personality?

Personality is one of the most important factors in determining whether or not you will be a good fit for a company. When interviewers ask about your personality, they usually look for insight into how you work and interact with others and to know if you are outgoing or introverted, if you can handle stress well, and if you can work well with others.

How to describe your personality?

Your personality is who you are as a person. It comprises your values, beliefs, thoughts, feelings, and behavior. It is the sum of all the things that make you unique.

When you are asked to describe your personality in an interview, it is important to be honest, and authentic. Be yourself, and don’t try to be someone you think the interviewer wants you to be. They are trying to get to know the real you so they can determine if you are a good fit for the job.

Think about what makes you unique and what qualities you possess make you a good fit for the job.

To prepare an answer, consider the qualities that make you a good employee and how they align with the company’s values.

For example, if you are a team player who is always willing to lend a helping hand, you would be a good fit for a company that values teamwork and collaboration.

If you are an independent thinker who is not afraid to take risks, you would be a good fit for a company that values innovation and creativity. In your answer, give specific examples of times you exhibited these qualities.

Some qualities that might be relevant include: hardworking, creative, analytical, organized, detail-oriented, etc. Pick a few qualities that best describe your personality and use them to help you answer this question.

Give examples: Whenever possible, back up your claims with examples. If you say you’re a good listener, tell a story about a time when you listened to someone and helped them out. This will help the interviewer see that you’re not just making things up.

Other Resources

List of Common Interview Questions and Answers

The interviewer might ask you the same question in a different way. Some of the questions are

Describe your personality in 5 words

Objects that describe your personality

One word to describe your personality

Colors that describe your personality, the picture that describes your personality.

Let’s discuss all of the questions in brief.

When asked to describe your personality in five words, the interviewer is looking for a snapshot of who you are. They want to know if you have the qualities they are looking for in a candidate. Try to use adjectives that describe your best qualities. For example:

Hardworking
Accomplished
Intelligent
Independent
Interesting
Trustworthy
Detail-Oriented

Objects that describe your personality or What objects would you say describe your personality?

If you are applying for a job requiring a lot of customer interaction, you might want to choose an object representing your outgoing personality. Some examples of objects that might describe your personality include:

A book – You are intelligent and well-read.
A hammer – You are hardworking and good at problem-solving.
A pen – You are creative and have a lot of ideas.
A computer – You are detail-oriented and good at organizing information.
A microphone – You are outgoing and enjoy being in the spotlight.
A camera – You are creative and have an eye for detail.

When choosing your word, ensure it accurately represents who you are and how you would like to be perceived. Some examples of words that might describe your personality include:

Driven: You have a strong sense of purpose and always strive to achieve your goals.
Passionate: You are enthusiastic and committed to your interests and causes.
Innovative: You are creative and always looking for new ways to do things.
Independent: You like to work independently and are very self-motivated.
Resourceful: You are good at finding creative solutions to problems.
Resilient: You can bounce back from setbacks and keep going despite challenges.
Hardworking: You are always willing to put in the extra effort to complete the job.
Dedicated: You are committed to your goals and always follow through on your promises.
Motivated: You are always working towards your goals and achieving success.
Outgoing: You enjoy socializing and meeting new people.
Friendly: You are easy to get along with and make friends easily.
Thoughtful: You are considerate of others and always think about how your actions will affect
Patient: You can remain calm in difficult situations and work well under pressure.
Organized: You are good at keeping track of details and have a
Creative: You have a lot of ideas and are always looking for new ways to do things.
Detail-Oriented: You pay attention to the

This question is another way of asking you to describe your personality. When choosing colors, try to pick ones that represent your best qualities. For example, if you are a creative person, you might choose colors like blue or green. Some other examples of colors that might describe your personality include:

Red: You are passionate and driven.

Yellow: You are optimistic and positive.

Purple: You are creative and unique.

Orange: You are energetic and outgoing.

There are endless possibilities when choosing the colors that describe your personality. So have fun with it and see which ones resonate with you the most.

This question is another way to ask you to describe your personality. For example, if you are creative, you might choose a picture of yourself painting or writing. Some other examples of pictures that might describe your personality include:

A picture of you doing something you love shows you are passionate and dedicated.
A picture of you with friends shows you are outgoing and enjoy being around people.
A picture of you doing something challenging shows you are resilient and up for a challenge.

Again, there are endless possibilities when choosing the picture that describes your personality. So have fun with it and see which one resonates with you the most.

One Line Answers to the interview question.

I am a very outgoing person, and I work well with others. I am also very organized and detail-oriented.
I am a very friendly person. I work well with others, and I am very patient.
I am a very hard worker, and I am very dedicated to my work. I am also very detail-oriented and have a great eye for detail.
I’m a people person. I love working with others and always want to build relationships.
I’m a go-getter. I always strive to achieve my goals and never give up until I reach them.
I’m a creative thinker. I like approaching problems from different angles and coming up with unique solutions.
I’m a team player. I work well with others and always want to contribute to the team’s success.

Example Answer to Interview Question “Describe your Personality?”

Example answer 1.

I would describe my personality as outgoing and optimistic. I love meeting new people and hearing their stories. I’m always looking for the silver lining in every situation. This positive outlook has helped me accomplish a lot in my life.

Example Answer 2

I would describe myself as an ambitious person with a strong work ethic. I’m always looking for new opportunities to learn and grow, and I take pride in my ability to adapt quickly to new situations. I’m also a people person and enjoy building relationships with those around me. I strive to be upbeat and believe collaboration and teamwork are essential for success. Lastly, I am passionate about helping others through my work or simply being there for friends and family when they need someone to lean on.

Example Answer 3

Well, I’d say that I’m an outgoing person who loves to have fun and enjoys spending time with friends and family. I’m also a bit of a gourmet and love trying new restaurants. I work in marketing and am interested in everything digital, so you’ll often find me reading up on the latest trends or watching TED Talks. I like to go for walks or hikes in my spare time, explore new places, and learn new things.

Example Answer 4

I am ambitious and passionate about making a difference in the world. Love to learn and grow, and I am constantly pushing myself to reach new heights. I am not afraid to take risks or to speak my mind. I am a natural leader, and I have a strong sense of intuition. I am compassionate and caring, and I always put others first. I am also fiercely independent and confident. In short, I am the complete package. And I can sum all of that up in just three words: smart, driven, and fun. So if you’re looking for someone intelligent, motivated, and who knows how to have a good time, look no further – you’ve found your match.

Example Answer 5

“I would describe my personality as hardworking and detail-oriented. I pride myself on getting the job done quickly and efficiently. I also have a good eye for detail and always ensure that everything is just right.”

There you have it — our top answers to the interview question, “How would you describe your personality?” We hope these tips have helped give you a better idea of how to answer this question and ace your next job interview. Good luck!

What Are the Big 5 Personality Traits?

Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism

Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Verywell / Catherine Song

Universality
Influential Factors

Frequently Asked Questions

Many contemporary personality psychologists believe that there are five basic dimensions of personality, often referred to as the "Big 5" personality traits. The Big 5 personality traits are extraversion (also often spelled extroversion), agreeableness , openness , conscientiousness , and neuroticism .

Extraversion is sociability, agreeableness is kindness, openness is creativity and intrigue, conscientiousness is thoughtfulness, and neuroticism often involves sadness or emotional instability.

Understanding what each personality trait is and what it means to score high or low in that trait can give you insight into your own personality —without taking a personality traits test . It can also help you better understand others, based on where they fall on the continuum for each of the personality traits listed.

An Easy Way to Remember the Big 5

Some use the acronym OCEAN (openness, conscientiousness, extraversion, agreeableness, and neuroticism) to remember the Big 5 personality traits. CANOE (for conscientiousness, agreeableness, neuroticism, openness, and extraversion) is another option.

History of the Big 5 Personality Theory

Trait theories of personality have long attempted to pin down exactly how many traits exist. Earlier theories have suggested various numbers. For instance, Gordon Allport's list contained 4,000 personality traits, Raymond Cattell had 16 personality factors, and Hans Eysenck offered a three-factor theory.

Many researchers felt that Cattell's theory was too complicated and Eysenck's was too limited in scope. As a result, the Big 5 personality traits emerged and are used to describe the broad traits that serve as building blocks of personality .

Several researchers support the belief that there are five core personality traits. Evidence of this theory has been growing for many years in psychology, beginning with the research of D. W. Fiske (1949), and later expanded upon by others, including Norman (1967), Smith (1967), Goldberg (1981), and McCrae & Costa (1987).

The Big 5 Personality Traits

It is important to note that each of the five primary personality traits represents a range between two extremes. For example, extraversion represents a continuum between extreme extraversion and extreme introversion. In the real world, most people lie somewhere in between.

While there is a significant body of literature supporting these primary personality traits, researchers don't always agree on the exact labels for each dimension. That said, these five traits are usually described as follows.

Openness (also referred to as openness to experience) emphasizes imagination and insight the most out of all five personality traits. People who are high in openness tend to have a broad range of interests. They are curious about the world and other people and are eager to learn new things and enjoy new experiences.

People who are high in this personality trait also tend to be more adventurous and creative . Conversely, people low in this personality trait are often much more traditional and may struggle with abstract thinking.

Very creative

Open to trying new things

Focused on tackling new challenges

Happy to think about abstract concepts

Dislikes change

Does not enjoy new things

Resists new ideas

Not very imaginative

Dislikes abstract or theoretical concepts

Conscientiousness

Among each of the personality traits, conscientiousness is one defined by high levels of thoughtfulness, good impulse control, and goal-directed behaviors. Highly conscientious people tend to be organized and mindful of details. They plan ahead, think about how their behavior affects others, and are mindful of deadlines.

Someone scoring lower in this primary personality trait is less structured and less organized. They may procrastinate to get things done, sometimes missing deadlines completely.

Spends time preparing

Finishes important tasks right away

Pays attention to detail

Enjoys having a set schedule

Dislikes structure and schedules

Makes messes and doesn't take care of things

Fails to return things or put them back where they belong

Procrastinates important tasks

Fails to complete necessary or assigned tasks

Extraversion

Extraversion (or extroversion) is a personality trait characterized by excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. People high in extraversion are outgoing and tend to gain energy in social situations. Being around others helps them feel energized and excited.

People who are low in this personality trait or introverted tend to be more reserved. They have less energy to expend in social settings and social events can feel draining. Introverts often require a period of solitude and quiet in order to "recharge."

Enjoys being the center of attention

Likes to start conversations

Enjoys meeting new people

Has a wide social circle of friends and acquaintances

Finds it easy to make new friends

Feels energized when around other people

Say things before thinking about them

Prefers solitude

Feels exhausted when having to socialize a lot

Finds it difficult to start conversations

Dislikes making small talk

Carefully thinks things through before speaking

Dislikes being the center of attention

Agreeableness

This personality trait includes attributes such as trust, altruism , kindness, affection, and other prosocial behaviors . People who are high in agreeableness tend to be more cooperative while those low in this personality trait tend to be more competitive and sometimes even manipulative.

Has a great deal of interest in other people

Cares about others

Feels empathy and concern for other people

Enjoys helping and contributing to the happiness of other people

Assists others who are in need of help

Takes little interest in others

Doesn't care about how other people feel

Has little interest in other people's problems

Insults and belittles others

Manipulates others to get what they want

Neuroticism

Neuroticism is a personality trait characterized by sadness, moodiness, and emotional instability. Individuals who are high in neuroticism tend to experience mood swings , anxiety, irritability, and sadness. Those low in this personality trait tend to be more stable and emotionally resilient .

Experiences a lot of stress

Worries about many different things

Gets upset easily

Experiences dramatic shifts in mood

Feels anxious

Struggles to bounce back after stressful events

Emotionally stable

Deals well with stress

Rarely feels sad or depressed

Doesn't worry much

Is very relaxed

How to Use the Big 5 Personality Traits

Where you fall on the continuum for each of these five primary traits can be used to help identify whether you are more or less likely to have other more secondary personality traits. These other traits are often split into two categories: positive personality traits and negative personality traits.

Try our fast and free big 5 personality test to find out your most dominant traits:

Positive Personality Traits

Positive personality traits are traits that can be beneficial to have. These traits may help you be a better person or make it easier to cope with challenges you may face in life. Personality traits that are considered positive include:

Considerate
Cooperative
Well-rounded

Negative Personality Traits

Negative personality traits are those that may be more harmful than helpful. These are traits that may hold you back in your life or hurt your relationships with others. (They're also good traits to focus on for personal growth.) Personality traits that fall in the negative category include:

Egotistical

For example, if you score high in openness, you are more likely to have the positive personality trait of creativity. If you score low in openness, you may be more likely to have the negative personality trait of being unimaginative.

Universality of Primary Personality Traits

McCrae and his colleagues found that the Big 5 personality traits are remarkably universal. One study that looked at people from more than 50 different cultures found that the five dimensions could be accurately used to describe personality.

Based on this research, many psychologists now believe that the five personality dimensions are not only universal but that they also have biological origins. Psychologist David Buss has proposed an evolutionary explanation for these five core personality traits, suggesting that they represent the most important qualities that shape our social landscape.

Factors Influencing Personality Traits

Research suggests that both biological and environmental influences play a role in shaping our personalities. Twin studies suggest that both nature and nurture play a role in the development of each of the five personality traits.

One study of the genetic and environmental underpinnings of the five traits looked at 123 pairs of identical twins and 127 pairs of fraternal twins. The findings suggested that the heritability of each personality trait was 53% for extraversion, 41% for agreeableness, 44% for conscientiousness, 41% for neuroticism, and 61% for openness.

Longitudinal studies also suggest that these big five personality traits tend to be relatively stable over the course of adulthood. One four-year study of working-age adults found that personality changed little as a result of adverse life events .

Studies show that maturation may have an impact on the five personality traits. As people age, they tend to become less extraverted, less neurotic, and less open to an experience. Agreeableness and conscientiousness, on the other hand, tend to increase as people grow older.

A Word From Verywell

Always remember that behavior involves an interaction between a person's underlying personality and situational variables. The situation that someone finds themselves in plays a role in how they might react . However, in most cases, people offer responses that are consistent with their underlying personality traits.

These dimensions represent broad areas of personality. But personality is also complex and varied. So, a person may display behaviors across several of these personality traits.

The big 5 personality theory is widely accepted today because this model presents a blueprint for understanding the main dimensions of personality. Experts have found that these traits are universal and provide an accurate portrait of human personality.

The big 5 personality model is not a typology system, so there are no specific "types" identified. Instead, these dimensions represent qualities that all people possess in varying amounts. One study found that most people do tend to fall into one of four main types based on the Big 5 traits:

Average (the most common type, characterized by high levels of extroversion and neuroticism and low levels of openness)
Self-centered (high in extroversion and low in conscientiousness, openness, and agreeableness)
Reserved (low on extroversion, neuroticism, and openness, and high on conscientiousness and agreeableness)
Role models (high on every big 5 trait other than neuroticism)

Power RA, Pluess M. Heritability estimates of the Big Five personality traits based on common genetic variants . Translation Psychiatry . 2015;5:e604. doi:10.1038/tp.2015.96

Jang KL, Livesley WJ, Vernon PA. Heritability of the big five personality dimensions and their facets: a twin study . J Pers . 1996;64(3):577-91. doi:10.1111/j.1467-6494.1996.tb00522.x

Gerlach M, Farb B, Revelle W, Nunes Amaral LA. A robust data-driven approach identifies four personality types across four large data sets . Nat Hum Behav . 2018;2(10):735-742.

doi:10.1038/s41562-018-0419-z

Cobb-Clark DA, Schurer S. The stability of big-five personality traits . Econ Letters . 2012;115(2):11–15. doi:10.1016/j.econlet.2011.11.015

Lang KL, Livesley WJ, Vemon PA. Heritability of the big five personality dimensions and their facets: A twin study . J Personal . 1996;64(3):577–591. doi:10.1111/j.1467-6494.1996.tb00522.x

Marsh HW, Nagengast B, Morin AJS. Measurement invariance of big-five factors over the lifespan: ESEM tests of gender, age, plasticity, maturity, and la dolce vita effects . Develop Psychol . 2013;49(6):1194-1218. doi:10.1037/a0026913

McCrae RR, Terracciano A, Personality Profiles of Cultures Project. Universal features of personality traits from the observer's perspective: Data from 50 different cultures . J Personal Soc Psychol. 2005;88:547-561. doi:10.1037/0022-3514.88.3.547

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

How to Write an Essay About My Personality

Who are you? Why are you here? What is your purpose in life? These are just a few of the existential questions that plague humans on a daily basis. As you get older, these themes will develop into much more complex questions, even prompting you to write an essay about your personality.

What are personality essays?

Importance of Personality Essays

How to get the best essay about my personality, catchy titles for personality related essays, how to start an essay about my personality, tips on writing a personality essay introduction, writing body paragraphs, how to write a conclusion for my personality essays, finalizing essay.

Proofreading

Making Citations

Short example of a college essay about my personality, what are personality essays.

No two people can have the same attitudes, nature, preferences, and traits. However, it is convenient to categorize people into personality types depending on the shared characteristics. When you write to describe your personality essay, you are letting the audience see you in the true light. You are explaining how you are and why you are that certain way. By giving examples from your life experience, you back up the claim you make.

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A personality essay can be quite useful. Not only for the readers to understand you better but also for your own sake. You get the opportunity to reflect upon yourself and figure out what your comfort zone is and how you tackle routine and non-routine challenges. The different types can help you understand what your personality is in the true sense. You can be an introvert or an extrovert, a rational person, or somebody who is influenced heavily by emotions. There are different categories, and you can be a combination of many.

Here is a list of options you can avail for the title of your personality essays:

Everything there is to know about me
A reflection of my personality
My personality traits
What is my personality?
A glance at my personality highlights
My antisocial personality
Narcissistic personality traits
Contributors of an avoidant personality
Self-awareness: A major part of my personality
Feelings vs. Thinking
My protagonist personality

Have you set up your study desk and ready to type away? Hold on, there is another step that some people might consider optional, but you should not. Never dive straight into the writing process without proper planning. Planning here refers to making an effective outline. Here is how:

Outline writing

A good personality essay starts with a great outline. Not sure what to include in it? Let’s find out!

A catchy topic

If you are writing a literary piece all about yourself, you must make sure the person on the reading end is intrigued enough to go through it. Select an attention-grabbing title.

A precise yet enlightening introduction

What does this mean? Introduce yourself. While writing the first part of your personality essay, completely avoid prolonging sentences and using redundant content. Keep this crisp, light, and it should be written so that the audience understands where this essay is headed.

Gripping main body paragraphs

This section would include the central 3-4 ideas that you will be introducing in your essay. Write down the aspects that you will cover about yourself.

A memorable conclusion

It again does not have to be lengthy but has to reinforce the main idea about your personality essay.

After you have written your outline, it is time to write your personality essay introduction. Remember, a fascinating introduction will leave a first good impression on the readers and will be a deciding factor for them to decide whether to move forward or skim through. How can you nail this part? Follow the tips below:

Do not exceed more than five lines when writing the introduction
Use a hook to grab attention
Give a brief description of yourself and what makes you unique
Set a light mood

What is your personality essay? A piece of writing explaining your behaviors, choices, and preferences. Body paragraphs make a major chunk of your essay. It will give the readers a deeper insight into you and your personality traits. Make sure to follow the given instructions:

Three-body paragraphs are more than enough
Introduce a new point in each paragraph
Give examples of real-life experiences to support your claim
This essay should not be very lengthy or can bore the readers
Use transition words like firstly, furthermore, likewise, similarly, to sum it up, in conclusion

It will be the last section of your essay. If you ace this part, you are bound to leave a lasting impression on others. You should want your personality essay to be memorable, and for that, practice the tips below:

Make this no longer than five sentences
Do not introduce a new idea here
Reinstate the purpose of your essay
Do not end abruptly

Are you done with the writing part? Do you feel ready to turn it in? Hold on. Why not take your essay to perfection? Add the last finishing touches to make sure your work is flawless.

Revising Essay

Do not think for a second that you can write an error-free essay in the first attempt. Not if you are a beginner and still not if you are a professional. A valuable piece of advice is to go back to the very start and read between the lines to identify structural or organizational errors.

Proofreading Essay

It is to tackle the surface errors that you might have made while writing. These include spelling errors, typos, punctuation, or grammatical mistakes. You can also take help from editing platforms like Grammarly. Another useful tip is to ask a fresh pair of eyes to review your work before submission.

If this is required, ensure that you are citing the references that you have used. Do this at the very end of your personality essay. Depending on the formatting style, please do not skip this step, leading to score reduction. It can be a little challenging for some people. If you are one of these people, consider taking professional help from essay writing services.

Looking for an ideal personality essay example? Here is one:

An open book

My Name Is Kim Ross. I believe that terms like bubbly, outgoing, funny, friendly, and lively describe me well. Why? Come by my house anytime; chances are, you will not find me there. I might be hanging out on the beach with my buddies or at a bar, enjoying a couple of drinks and dancing like there is no one watching. What makes me unique? Let’s find out.

I have immense compassion for animals. I started horse riding back in grade five, and since then, I have known how much I love spending time with these majestic creatures. Thanks to my father, I have always had an interest in birds too. It is why you will find all sorts of them hanging out in my garden area. I have chickens, ducks, parrots, and doves. For the love of these animals, I have managed to start a foundation at school, which helps me raise funds for the nearest animal rescue organization. It also provides me with an opportunity to bond with different people.

When I say funny, I do not mean to brag, but you will always find my friends smiling and chuckling beside me. I have a couple of jokes up my sleeve which I bring out to play from time to time to lighten the mood. I think my laugh is funnier than the jokes I make, so maybe that cracks up the people listening.

When it comes to decision-making, I would say I am not very proud of my strategy. Well, there is no strategy, and that is the issue. I can be quite impulsive, especially when I am excited, which makes several of my decisions not ideal. Just an example, one time, I was chilling at a poolside with my friends. Keep in mind that I have never had swimming classes and I know nothing about it. I saw my friends climbing up the jump board and diving in. I thought it was pretty fun, and I recklessly followed their lead and tried to replicate them. The next thing I know, I was deep underwater, trying to float to the surface, but I kept failing at it. I passed out. When I woke up, I was on a hospital bed with my family surrounding me. I was informed that I got water in my lungs which had to be removed. I knew I could not swim, I was also aware that the pool was very deep, but just for fun, I went ahead with the stupid idea. Anyways, back to my point, I need to be a little more rational.

With all of this said, you now know a lot about me. I consider myself an open book, so I am sharing important details about my life with you without a worry in the world. I live by the rule that everybody should accept me for who I am. Otherwise, they are not someone worth keeping in your life. Maybe this is why I am content with where I am today.

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Personality Assessments: 10 Best Inventories, Tests, & Methods

Perhaps they respond differently to news or react differently to your feedback. They voice different opinions and values and, as such, behave differently.

If you respond with a resounding yes, we understand the challenges you face.

As more and more organizations diversify their talent, a new challenge emerges of how to get the best out of employees and teams of all personality configurations.

In this article, we embark on a whistle-stop tour of the science of personality, focusing on personality assessments to measure clients’ and employees’ character plus the benefits of doing so, before rounding off with practical tools for those who want to bolster their professional toolkits.

Before you continue, we thought you might like to download our three Strengths Exercises for free . These detailed, science-based exercises will help your clients or employees realize their unique potential and create a life that feels energizing and authentic.

This Article Contains

What are personality assessments in psychology, 4 methods and types of personality assessments, 7 evidence-based inventories, scales, and tests.

Helpful Tools & Questions

Fascinating Books About Personality Assessments

Resources from positivepsychology.com, a take-home message.

Personality is a tricky concept to define in concrete terms, and this is reflected both in the number of personality theories that exist and the lack of consensus among personality psychologists.

However, for this article, we can think of personality as the totality of one’s behavioral patterns and subjective experiences (Kernberg, 2016).

All individuals have a constellation of traits and experiences that make them unique yet simultaneously suggest that there are some generalizable or distinct qualities inherent in all humans.

In psychology, we are interested in understanding how traits and qualities that people possess cluster together and the extent to which these vary across and within individuals.

Now, it’s all very well and good knowing that personality exists as a concept and that your employees and clients differ in their groupings of traits and subjective experiences, but how can you apply this information to your professional work with them?

This is where measuring and assessing personality comes into play. Like most psychological concepts, researchers want to show that theoretical knowledge can be useful for working life and brought to bear in the real world.

For example, knowing a client’s or employee’s personality can be key to setting them up for success at work and pursuing and achieving work-related goals. But we first need to identify or assess personality before we can help others to reap these benefits.

Personality assessments are used for several reasons.

First, they can provide professionals with an opportunity to identify their strengths and reaffirm their sense of self. It is no coincidence that research on strengths is so popular or that strengths have such a prominent place in the working world. People like to know who they are, and they want to capitalize on the qualities and traits they possess.

Second, personality assessments can provide professionals with a social advantage by helping them to understand how they are perceived by others such as colleagues, managers, and stakeholders — the looking glass self (Cooley, 1902).

In the sections below, we will explore different personality assessments and popular evidence-based scales.

1. Self-report assessments

Self-reports are one of the most widely used formats for psychometric testing. They are as they sound: reports or questionnaires that a client or employee completes themselves (and often scores themselves).

Self-report measures can come in many formats. The most common are Likert scales where individuals are asked to rate numerically (from 1 to 7 for example) the extent to which they feel that each question describes their thoughts, feelings, or behaviors.

These types of assessments are popular because they are easy to distribute and complete, they are often cost effective, and they can provide helpful insights into behavior.

However, they also have downsides to be wary of, including an increase in unconscious biases such as the social desirability bias (i.e., the desire to answer “correctly”). They can also be prone to individuals not paying attention, not answering truthfully, or not fully understanding the questions asked.

Such issues can lead to an inaccurate assessment of personality. Self-reports can be completed in both personal and professional settings and can be particularly helpful in a coaching practice, for example.

However, if you are a professional working with clients in any capacity, it is advised to first try out any self-report measure before suggesting them to clients. In this way, you can gauge for yourself the usefulness and validity of the measure.

2. Behavioral observation

Another useful method of personality assessment is behavioral observation. This method entails someone observing and documenting a person’s behavior.

While this method is more resource heavy in terms of time and requires an observer (preferably one who is experienced and qualified in observing and coding the behavior), it can be useful as a complementary method employed alongside self-reports because it can provide an external corroboration of behavior.

Alternatively, behavioral observation can fail to corroborate self-report scores, raising the question of how reliably an individual has answered their self-report.

3. Interviews

Interviews are used widely from clinical settings to workplaces to determine an individual’s personality. Even a job interview is a test of behavioral patterns and experiences (i.e., personality).

During such interviews, the primary aim is to gather as much information as possible by using probing questions. Responses should be recorded, and there should be a standardized scoring system to determine the outcome of the interview (for example, whether the candidate is suitable for the role).

While interviews can elicit rich data about a client or employee, they are also subject to the unconscious biases of the interviewers and can be open to interpretation if there is no method for scoring or evaluating the interviewee.

4. Projective tests

These types of tests are unusual in that they present individuals with an abstract or vague object, task, or activity and require them to describe what they see. The idea here is that the unfiltered interpretation can provide insight into the person’s psychology and way of thinking.

A well-known example of a projective test is the Rorschach inkblot test. However, there are limitations to projective tests due to their interpretative nature and the lack of a consistent or quantifiable way of coding or scoring individuals’ responses.

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Personality assessments can be used in the workplace during recruitment to gauge whether someone would be a good fit for a job or organization and to help determine job performance, career progression, and development.

Below, we highlight a few commonly used inventories and tests for such career assessments.

1. The Hogan personality inventory (HPI)

The Hogan personality inventory (Hogan & Hogan, 2002) is a self-report personality assessment created by Robert Hogan and Joyce Hogan in the late 1970s.

It was originally based on the California Personality Inventory (Gough, 1975) and also draws upon the five-factor model of personality. The five-factor model of personality suggests there are five key dimensions of personality: openness to experience , conscientiousness, extraversion, agreeableness, and neuroticism (Digman, 1990).

The Hogan assessment comprises 206 items across seven different scales that measure and predict social behavior and social outcomes rather than traits or qualities , as do other popular personality measures.

These seven scales include:

Sociability
Interpersonal sensitivity
Inquisitiveness
Learning approach

The HPI’s primary use is within organizations to help with recruitment and the development of leaders . It is a robust scale with over 40 years of evidence to support it, and the scale itself takes roughly 15–20 minutes to complete (Hogan Assessments, n.d.).

2. DISC test

The DISC test of personality developed by Merenda and Clarke (1965) is a very popular personality self-assessment used primarily within the corporate world. It is based on the emotional and behavioral DISC theory (Marston, 1928), which measures individuals on four dimensions of behavior:

The self-report comprises 24 questions and takes roughly 10 minutes to complete. While the test is simpler and quicker to complete than other popular tests (e.g., the Myers-Briggs Type Indicator), it has been subject to criticism regarding its psychometric properties.

3. Gallup – CliftonStrengths™ Assessment

Unlike the DISC test, the CliftonStrengths™ assessment , employed by Gallup and based on the work of Marcus Buckingham and Don Clifton (2001), is a questionnaire designed specifically to help individuals identify strengths in the workplace and learn how to use them.

The assessment is a self-report Likert scale comprising 177 questions and takes roughly 30 minutes to complete. Once scored, the assessment provides individuals with 34 strength themes organized into four key domains:

Strategic thinking
Influencing
Relationship building

The scale has a solid theoretical and empirical grounding, making it a popular workplace assessment around the world.

4. NEO-PI-R

The NEO-PI-R (Costa & McCrae, 2008) is a highly popular self-report personality assessment based on Allport and Odbert’s (1936) trait theory of personality.

With good reliability, this scale has amassed a large evidence base, making it an appealing inventory for many. The NEO-PI-R assesses an individual’s strengths, talents, and weaknesses and is often used by employers to identify suitable candidates for job openings.

It uses the big five factors of personality (openness, conscientiousness, extraversion, agreeableness, and neuroticism) and also includes an additional six subcategories within the big five, providing a detailed breakdown of each personality dimension.

The scale itself comprises 240 questions that describe different behaviors and takes roughly 30–40 minutes to complete. Interestingly, this inventory can be administered as a self-report or, alternatively, as an observational report, making it a favored assessment among professionals.

5. Eysenck Personality Questionnaire (EPQ)

The EPQ is a personality assessment developed by personality psychologists Hans Eysenck and Sybil Eysenck (1975).

The scale results from successive revisions and improvements of earlier scales: the Maudsley Personality Inventory (Eysenck 1959) and Eysenck Personality Inventory (Eysenck & Eysenck, 1964).

The aim of the EPQ is to measure the three dimensions of personality as espoused by Eysenck’s psychoticism–extraversion–neuroticism theory of personality The scale itself uses a Likert format and was revised and shortened in 1992 to include 48 items (Eysenck & Eysenck, 1992).

This is a generally useful scale; however, some researchers have found that there are reliability issues with the psychoticism subscale, likely because this was a later addition to the scale.

6. Minnesota Multiphasic Personality Inventory (MMPI)

The MMPI (Hathaway & McKinley, 1943) is one of the most widely used personality inventories in the world and uses a true/false format of questioning.

It was initially designed to assess mental health problems in clinical settings during the 1940s and uses 10 clinical subscales to assess different psychological conditions.

The inventory was revised in the 1980s, resulting in the MMPI-2, which comprised 567 questions, and again in 2020, resulting in the MMPI-3, which comprises a streamlined 338 questions.

While the revised MMPI-3 takes a lengthy 35–50 minutes to complete, it remains popular to this day, particularly in clinical settings, and enables the accurate capture of aspects of psychopathy and mental health disturbance. The test has good reliability but must be administered by a professional.

7. 16 Personality Factor Questionnaire (16PF)

The 16PF (Cattell et al., 1970) is another rating scale inventory used primarily in clinical settings to identify psychiatric disorders by measuring “normal” personality traits.

Cattell identified 16 primary personality traits, with five secondary or global traits underneath that map onto the big five factors of personality.

These include such traits as warmth, reasoning, and emotional stability, to name a few. The most recent version of the questionnaire (the fifth edition) comprises 185 multiple-choice questions that ask about routine behaviors on a 10-point scale and takes roughly 35–50 minutes to complete.

The scale is easy to administer and well validated but must be administered by a professional.

Helpful Tools & Questions

We share two informative videos on this topic and then move on to a short collection of questions that can be used for career development.

1. Myers-Briggs Type Indicator (MBTI)

Many of us have heard of the Myers-Briggs Type Indicator (Myers & McCaulley, 1985), and for good reason. It is one of the most popular and widely used personality assessments out there.

A mother and daughter team developed the MBTI in the 1940s during the Second World War. The MBTI comprises 93 questions that aim to measure an individual on four different dimensions of personality:

Introversion/extraversion
Sensing/ intuition
Thinking/feeling
Judging/perceiving

The test provides individuals with a type of personality out of a possible 16 combinations. Whilst this test is a favorite in workplaces, there are serious criticisms leveled at how the scale was developed and the lack of rigorous evidence to support its use.

For more information on the MBTI, you might enjoy the below videos:

We recommend that if you employ MBTI, be mindful of its scientific deficiencies and support your personality testing further by completing an additional validated scale.

10 Career development questions

Tell me about what inspires you. What gets you out of bed in the morning?
Tell me about your vision for your career/life.
What aspects of your role do you love? What aspects do you struggle with?
Tell me about a time where you used your strengths to achieve a positive outcome.
Are there any healthy habits you want to build into your work life?
Describe your perfect working day. What would it look like?
Tell me about your fears.
What do you value most about your job?
What goals are you currently working toward?
How would your work colleagues describe you?

If you are interested in learning more about personality and personality assessments, the following three books are an excellent place to start.

These books were chosen because they give an excellent overview of what personality is and how it can be measured. They also illuminate some issues with personality assessments. They provide a good grounding for any professional looking to implement personality assessments in the workplace.

1. Mindset: Changing the Way You Think to Fulfil Your Potential – Carol Dweck

Enter Dr. Carol Dweck and several decades of psychological research she has conducted on motivation and personality.

The main thesis of the book is to explore the idea that people can have either a fixed or growth mindset (i.e., beliefs we hold about ourselves and the world around us). Adopting a growth mindset can be a critical determinant of outcomes such as performance and academic success.

Find the book on Amazon .

2. The Personality Brokers: The Strange History of Myers-Briggs and the Birth of Personality Testing – Merve Emre

If you are interested in the dark side of psychology assessments, this is the book for you.

This book explores how the Myers-Briggs Type Indicator was developed and discusses the questionable validity of the scale despite its widespread popularity in the corporate world.

While many assessments can be helpful for self-reflecting on your own behavior, The Personality Brokers delve into the murky side of how psychological concepts can be used for monetary gains, even when evidence is lacking or disputed.

3. Psychological Types – Carl Jung

This is an excellent book from one of history’s most influential psychologists: Carl Jung.

The book focuses most on extraversion and introversion as the two key types of personality and also discusses the limitations of categorizing individuals into “types” of personality.

For those interested in the science of personality and who prefer a slightly heavier, academic read, this book is for you.

Interested in supplementing your professional life by exploring personality types? Here at PositivePsychology.com, we have several highly useful resources.

Maximizing Strengths Masterclass©

While strengths finding is a distinct and popular topic within positive psychology, we can draw parallels between strengths research and some conceptualizations of personality.

The Maximizing Strengths Masterclass© is designed to help clients reach their potential by looking at their strengths and what energizes them and helping them delve into their authentic selves. As a six-module coaching package, it includes 19 videos, a practitioner handbook, slide presentations, and much more.

17 Career exercises

Designed to help people use their personality and strengths at work, this collection of 17 work and career coaching exercises is grounded in scientific evidence. The exercises help individuals and clients identify areas for career growth and development. Some of these exercises include:

Achievement Story Chart your successes at work, take time to reflect on your achievements, and identify how to use your strengths for growth.
Job Analysis Through a Strengths Lens Identify your strengths and opportunities to use them when encountering challenges at work.
Job Satisfaction Wheel Complete the job satisfaction wheel, which measures your current levels of happiness at work across seven different dimensions.
What Work Means to You Identify how meaningful your work is to you by assessing your motivational orientation toward work (i.e., whether it is something you are called to and that aligns with your sense of self).

If you’re looking for more science-based ways to help others develop their strengths, this collection contains 17 strength-finding tools for practitioners. Use them to help others better understand and harness their strengths in life-enhancing ways.

17 Exercises To Discover & Unlock Strengths

Use these 17 Strength-Finding Exercises [PDF] to help others discover and leverage their unique strengths in life, promoting enhanced performance and flourishing.

Created by Experts. 100% Science-based.

When managing people, it is always helpful to have insight into why they behave the way they do. The same applies to assisting someone on their career path. Having an understanding of the qualities that influence behavioral responses can improve relationships, parenting, how people work, and even goal setting.

But there are some caveats to be mindful of:

When using self-reports, take the scores with a pinch of salt, particularly as we all operate with unconscious biases that can skew results.
Remain open minded about our personality traits; if we are resigned to the idea that they are inherited at birth, fixed, and unchanging, we are unlikely to gain any real discernment into our own evolving identity.
Labels can oftentimes be limiting. Trying to condense the myriad aspects of an individual into a neat “personality” category could backfire.

In the right hands, validated personality assessments are valuable tools for guiding clients on the right career path, ensuring a good job fit and building strong teams.

We hope you enjoyed reading this article. Don’t forget to download our three Strengths Exercises for free .

Allport, G. W., & Odbert, H. S. (1936). Trait-names: A psycho-lexical study. Psychological Monographs , 47 (1), i–171.
Buckingham, M., & Clifton, D. O. (2001). Now, discover your strengths . Simon and Schuster.
Cattell, R. B., Eber, H. W., & Tatsuoka, M. M. (1970). Handbook for the Sixteen Personality Factor Questionnaire . Institute for Personality and Ability Testing.
Cooley, C. H. (1902). Human nature and the social order . Transaction.
Costa, P. T., Jr., & McCrae, R. R. (2008). The Revised NEO Personality Inventory (NEO-PI-R) . In G. J. Boyle, G. Matthews, & D. H. Saklofske (Eds.), The SAGE handbook of personality theory and assessment, Vol. 2. Personality measurement and testing (pp. 179–198). SAGE.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology , 41 (1), 417–440.
Eysenck, H. J. (1959). Manual of the Maudsley Personality Inventory . University of London Press.
Eysenck, H. J., & Eysenck, S. B. G. (1964). Manual of the Eysenck Personality Inventory . University of London Press.
Eysenck, H. J., & Eysenck, S. B. G. (1975). Manual of the Eysenck Personality Questionnaire . Educational and Industrial Testing Service.
Eysenck, H. J., & Eysenck, S. B. G. (1992). Manual for the Eysenck Personality Questionnaire–Revised . Educational and Industrial Testing Service.
Gough, H. G. (1975). Manual: The California Psychological Inventory (Rev. ed.). Consulting Psychologist Press.
Hathaway, S. R., & McKinley, J. C. (1943). The Minnesota Multiphasic Personality Inventory (Rev. ed., 2nd printing). University of Minnesota Press.
Hogan Assessments. (n.d.). About. Retrieved May 8, 2023, from https://www.hoganassessments.com/about/.
Hogan, R., & Hogan, J. (2002). The Hogan personality inventory. In B. de Raad & M. Perugini (Eds.), Big five assessment (pp. 329–346). Hogrefe & Huber.
Kernberg, O. F. (2016). What is personality? Journal of Personality Disorders , 30 (2), 145–156.
Marston, W. M. (1928). Emotions of normal people . Kegan Paul Trench Trubner and Company.
Merenda, P. F., & Clarke, W. V. (1965). Self description and personality measurement. Journal of Clinical Psychology, 21 , 52–56.
Myers, I. B., & McCaulley, M. H. (1985). Manual: A guide to the development and use of the Myers-Briggs Type Indicator . Palo Alto Consulting Psychologists Press.

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Big Five Personality Traits: The 5-Factor Model of Personality

Annabelle G.Y. Lim

Psychology Graduate

BA (Hons), Psychology, Harvard University

Annabelle G.Y. Lim is a graduate in psychology from Harvard University. She has served as a research assistant at the Harvard Adolescent Stress & Development Lab.

Learn about our Editorial Process

Saul Mcleod, PhD

Editor-in-Chief for Simply Psychology

BSc (Hons) Psychology, MRes, PhD, University of Manchester

Saul Mcleod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.

On This Page:

The Big Five Personality Traits, also known as OCEAN or CANOE, are a psychological model that describes five broad dimensions of personality: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These traits are believed to be relatively stable throughout an individual’s lifetime.

Conscientiousness – impulsive, disorganized vs. disciplined, careful
Agreeableness – suspicious, uncooperative vs. trusting, helpful
Neuroticism – calm, confident vs. anxious, pessimistic
Openness to Experience – prefers routine, practical vs. imaginative, spontaneous
Extraversion – reserved, thoughtful vs. sociable, fun-loving

The Big Five remain relatively stable throughout most of one’s lifetime. They are influenced significantly by genes and the environment, with an estimated heritability of 50%. They also predict certain important life outcomes such as education and health.

Each trait represents a continuum. Individuals can fall anywhere on the continuum for each trait.

Unlike other trait theories that sort individuals into binary categories (i.e. introvert or extrovert ), the Big Five Model asserts that each personality trait is a spectrum.

Therefore, individuals are ranked on a scale between the two extreme ends of five broad dimensions:

For instance, when measuring Extraversion, one would not be classified as purely extroverted or introverted, but placed on a scale determining their level of extraversion.

By ranking individuals on each of these traits, it is possible to effectively measure individual differences in personality.

Conscientiousness

Conscientiousness describes a person’s ability to regulate impulse control to engage in goal-directed behaviors (Grohol, 2019). It measures elements such as control, inhibition, and persistence of behavior.

Facets of conscientiousness include the following (John & Srivastava, 1999):

Dutifulness
Achievement striving
Self-disciplined
Deliberation
Incompetent
Disorganized
Procrastinates
Indiscipline

Conscientiousness vs. Lack of Direction

Those who score high on conscientiousness can be described as organized, disciplined, detail-oriented, thoughtful, and careful. They also have good impulse control, which allows them to complete tasks and achieve goals.

Those who score low on conscientiousness may struggle with impulse control, leading to difficulty in completing tasks and fulfilling goals.

They tend to be more disorganized and may dislike too much structure. They may also engage in more impulsive and careless behavior.

Agreeableness

Agreeableness refers to how people tend to treat relationships with others. Unlike extraversion which consists of the pursuit of relationships, agreeableness focuses on people’s orientation and interactions with others (Ackerman, 2017).

Facets of agreeableness include the following (John & Srivastava, 1999):

Trust (forgiving)
Straightforwardness
Altruism (enjoys helping)
Sympathetic
Insults and belittles others
Unsympathetic
Doesn’t care about how other people feel

Agreeableness vs. Antagonism

Those high in agreeableness can be described as soft-hearted, trusting, and well-liked. They are sensitive to the needs of others and are helpful and cooperative. People regard them as trustworthy and altruistic.

Those low in agreeableness may be perceived as suspicious, manipulative, and uncooperative. They may be antagonistic when interacting with others, making them less likely to be well-liked and trusted.

Extraversion

Extraversion reflects the tendency and intensity to which someone seeks interaction with their environment, particularly socially. It encompasses the comfort and assertiveness levels of people in social situations.

Additionally, it also reflects the sources from which someone draws energy.

Facets of extraversion include the following (John & Srivastava, 1999):

Energized by social interaction
Excitement-seeking
Enjoys being the center of attention
Prefers solitude
Fatigued by too much social interaction
Dislikes being the center of attention

Extraversion vs. Introversion

Those high on extraversion are generally assertive, sociable, fun-loving, and outgoing. They thrive in social situations and feel comfortable voicing their opinions. They tend to gain energy and become excited from being around others.

Those who score low in extraversion are often referred to as introverts . These people tend to be more reserved and quieter. They prefer listening to others rather than needing to be heard.

Introverts often need periods of solitude in order to regain energy as attending social events can be very tiring for them.

Of importance to note is that introverts do not necessarily dislike social events, but instead find them tiring.

Openness to Experience

Openness to experience refers to one’s willingness to try new things as well as engage in imaginative and intellectual activities. It includes the ability to “think outside of the box.”

Facets of openness include the following (John & Srivastava, 1999):

Imaginative
Open to trying new things
Unconventional
Predictable
Not very imaginative
Dislikes change
Prefer routine
Traditional

Openness vs. Closedness to Experience

Those who score high on openness to experience are perceived as creative and artistic. They prefer variety and value independence. They are curious about their surroundings and enjoy traveling and learning new things.

People who score low on openness to experience prefer routine. They are uncomfortable with change and trying new things, so they prefer the familiar over the unknown.

As they are practical people, they often find it difficult to think creatively or abstractly.

Neuroticism

Neuroticism describes the overall emotional stability of an individual through how they perceive the world. It takes into account how likely a person is to interpret events as threatening or difficult.

It also includes one’s propensity to experience negative emotions.

Facets of neuroticism include the following (John & Srivastava, 1999):

Angry hostility (irritable)
Experiences a lot of stress
Self-consciousness (shy)
Vulnerability
Experiences dramatic shifts in mood
Doesn”t worry much
Emotionally stable
Rarely feels sad or depressed

Neuroticism vs. Emotional Stability

Those who score high on neuroticism often feel anxious, insecure and self-pitying. They are often perceived as moody and irritable. They are prone to excessive sadness and low self-esteem.

Those who score low on neuroticism are more likely to calm, secure and self-satisfied. They are less likely to be perceived as anxious or moody. They are more likely to have high self-esteem and remain resilient.

Behavioral Outcomes

Relationships.

In marriages where one partner scores lower than the other on agreeableness, stability, and openness, there is likely to be marital dissatisfaction (Myers, 2011).

Neuroticism seems to be a risk factor for many health problems, including depression, schizophrenia, diabetes, asthma, irritable bowel syndrome, and heart disease (Lahey, 2009).

People high in neuroticism are particularly vulnerable to mood disorders such as depression . Low agreeableness has also been linked to higher chances of health problems (John & Srivastava, 1999).

There is evidence to suggest that conscientiousness is a protective factor against health diseases. People who score high in conscientiousness have been observed to have better health outcomes and longevity (John & Srivastava, 1999).

Researchers believe that such is due to conscientious people having regular and well-structured lives, as well as the impulse control to follow diets, treatment plans, etc.

A high score on conscientiousness predicts better high school and university grades (Myers, 2011). Contrarily, low agreeableness and low conscientiousness predict juvenile delinquency (John & Srivastava, 1999).

Conscientiousness is the strongest predictor of all five traits for job performance (John & Srivastava, 1999). A high score of conscientiousness has been shown to relate to high work performance across all dimensions.

The other traits have been shown to predict more specific aspects of job performance. For instance, agreeableness and neuroticism predict better performance in jobs where teamwork is involved.

However, agreeableness is negatively related to individual proactivity. Openness to experience is positively related to individual proactivity but negatively related to team efficiency (Neal et al., 2012).

Extraversion is a predictor of leadership, as well as success in sales and management positions (John & Srivastava, 1999).

Media Preference

Manolika (2023) examined how the Big Five personality traits relate to preferences for different genres of movies and books. The study surveyed 386 university students on their Big Five traits and preferences for 21 movie and 27 book types.

Results showed openness to experience predicted liking complex movies like documentaries and unconventional books like philosophy. This aligns with past research showing open people like cognitively challenging art (Swami & Furnham, 2019).

Conscientiousness predicted preferring informational books, while agreeableness predicted conventional genres like family movies and romance books.

Neuroticism only predicted preferring light books, not movies. Extraversion did not predict preferences, contrary to hypotheses.

Overall, the Big Five traits differentially predicted media preferences, suggesting people select entertainment that satisfies psychological needs and reflects aspects of their personalities (Rentfrow et al., 2011).

Open people prefer complex stimulation, conscientious people prefer practical content, agreeable people prefer conventional genres, and neurotic people use light books for mood regulation. Extraversion may relate more to social motivations for media use.

Critical Evaluation

Descriptor rather than a theory.

The Big Five was developed to organize personality traits rather than as a comprehensive theory of personality. Therefore, it is more descriptive than explanatory and does not fully account for differences between individuals (John & Srivastava, 1999). It also does not sufficiently provide a causal reason for human behavior.

Cross-Cultural Validity

Although the Big Five has been tested in many countries and its existence is generally supported by findings (McCrae, 2002), there have been some studies that do not support its model. Most previous studies have tested the presence of the Big Five in urbanized, literate populations.

A study by Gurven et al. (2013) was the first to test the validity of the Big Five model in a largely illiterate, indigenous population in Bolivia. They administered a 44-item Big Five Inventory but found that the participants did not sort the items in consistency with the Big Five traits.

More research on illiterate and non-industrialized populations is needed to clarify such discrepancies.

Gender Differences

Differences in the Big Five personality traits between genders have been observed, but these differences are small compared to differences between individuals within the same gender.

Costa et al. (2001) gathered data from over 23,000 men and women in 26 countries. They found that “gender differences are modest in magnitude, consistent with gender stereotypes, and replicable across cultures” (p. 328). Women reported themselves to be higher in Neuroticism, Agreeableness, Warmth (a facet of Extraversion), and Openness to Feelings compared to men. Men reported themselves to be higher in Assertiveness (a facet of Extraversion) and Openness to Ideas.

Another interesting finding was that bigger gender differences were reported in Western, industrialized countries. Researchers proposed that the most plausible reason for this finding was attribution processes.

They surmised that the actions of women in individualistic countries would be more likely to be attributed to their personality, whereas actions of women in collectivistic countries would be more likely to be attributed to their compliance with gender role norms.

Factors that Influence the Big 5

Like with all theories of personality , the Big Five is influenced by both nature and nurture . Twin studies have found that the heritability (the amount of variance that can be attributed to genes) of the Big Five traits is 40-60%.

Jang et al. (1996) conducted a study with 123 pairs of identical twins and 127 pairs of fraternal twins. They estimated the heritability of conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion to be 44%, 41%, 41%, 61%, and 53%, respectively. This finding was similar to the findings of another study, where the heritability of conscientiousness, agreeableness, neuroticism, openness to experience and extraversion were estimated to be 49%, 48%, 49%, 48%, and 50%, respectively (Jang et al., 1998).

Such twin studies demonstrate that the Big Five personality traits are significantly influenced by genes and that all five traits are equally heritable. Heritability for males and females does not seem to differ significantly (Leohlin et al., 1998).

Studies from different countries also support the idea of a strong genetic basis for the Big Five personality traits (Riemann et al., 1997; Yamagata et al., 2006).

Roehrick et al. (2023) examined how Big Five traits (extraversion, agreeableness, conscientiousness, neuroticism, openness) and context relate to smartphone use. The study used surveys, experience sampling, and smartphone sensing to track college students’ personality, context, and hourly smartphone behaviors over one week.

They found extraverts used their phones more frequently once checked, but conscientious people were less likely to use their phone and used them for shorter durations. Smartphones were used in public, with weaker social ties, and during class/work activities. They were used less with close ties. Perceived situations didn’t relate much to use.

Most variability in use was within-person, suggesting context matters more than personality for smartphone behaviors. Comparisons showed context-explained duration of use over traits and demographics, but not frequency.

The key implication is that both personality and context are important to understanding digital behavior. Extraversion and conscientiousness were the most relevant of the Big Five for smartphone use versus non-use and degree of use. Contextual factors like location, social ties, and activities provided additional explanatory power, especially for the duration of smartphone use.

Stability of the Traits

People’s scores of the Big Five remain relatively stable for most of their life with some slight changes from childhood to adulthood. A study by Soto & John (2012) attempted to track the developmental trends of the Big Five traits.

They found that overall agreeableness and conscientiousness increased with age. There was no significant trend for extraversion overall although gregariousness decreased and assertiveness increased.

Openness to experience and neuroticism decreased slightly from adolescence to middle adulthood. The researchers concluded that there were more significant trends in specific facets (i.e. adventurousness and depression) rather than in the Big Five traits overall.

History and Background

The Big Five model resulted from the contributions of many independent researchers. Gordon Allport and Henry Odbert first formed a list of 4,500 terms relating to personality traits in 1936 (Vinney, 2018). Their work provided the foundation for other psychologists to begin determining the basic dimensions of personality.

In the 1940s, Raymond Cattell and his colleagues used factor analysis (a statistical method) to narrow down Allport’s list to sixteen traits.

However, numerous psychologists examined Cattell’s list and found that it could be further reduced to five traits. Among these psychologists were Donald Fiske, Norman, Smith, Goldberg, and McCrae & Costa (Cherry, 2019).

In particular, Lewis Goldberg advocated heavily for five primary factors of personality (Ackerman, 2017). His work was expanded upon by McCrae & Costa, who confirmed the model’s validity and provided the model used today: conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion.

The model became known as the “Big Five” and has seen received much attention. It has been researched across many populations and cultures and continues to be the most widely accepted theory of personality today.

Each of the Big Five personality traits represents extremely broad categories which cover many personality-related terms. Each trait encompasses a multitude of other facets.

For example, the trait of Extraversion is a category that contains labels such as Gregariousness (sociable), Assertiveness (forceful), Activity (energetic), Excitement-seeking (adventurous), Positive emotions (enthusiastic), and Warmth (outgoing) (John & Srivastava, 1999).

Therefore, the Big Five, while not completely exhaustive, cover virtually all personality-related terms.

Another important aspect of the Big Five Model is its approach to measuring personality. It focuses on conceptualizing traits as a spectrum rather than black-and-white categories (see Figure 1). It recognizes that most individuals are not on the polar ends of the spectrum but rather somewhere in between.

Frequently Asked Questions

Is 5 really the magic number.

A common criticism of the Big Five is that each trait is too broad. Although the Big Five is useful in terms of providing a rough overview of personality, more specific traits are required to be of use for predicting outcomes (John & Srivastava, 1999).

There is also an argument from psychologists that more than five traits are required to encompass the entirety of personality.

A new model, HEXACO, was developed by Kibeom Lee and Michael Ashton, and expands upon the Big Five Model. HEXACO retains the original traits from the Big Five Model but contains one additional trait: Honesty-Humility, which they describe as the extent to which one places others’ interests above their own.

What are the differences between the Big Five and the Myers-Briggs Type Indicator?

The Big Five personality traits and the Myers-Briggs Type Indicator (MBTI) are both popular models used to understand personality. However, they differ in several ways.

The Big Five traits represent five broad dimensions of personality. Each trait is measured along a continuum, and individuals can fall anywhere along that spectrum.

In contrast, the MBTI categorizes individuals into one of 16 personality types based on their preferences for four dichotomies: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. This model assumes that people are either one type or another rather than being on a continuum.

Overall, while both models aim to describe and categorize personality, the Big Five is thought to have more empirical research and more scientific support, while the MBTI is more of a theory and often lacks strong empirical evidence.

Is it possible to improve certain Big Five traits through therapy or other interventions?

It can be possible to improve certain Big Five traits through therapy or other interventions.

For example, individuals who score low in conscientiousness may benefit from therapy that focuses on developing planning, organizational, and time-management skills. Those with high neuroticism may benefit from cognitive-behavioral therapy, which helps individuals manage negative thoughts and emotions.

Additionally, therapy such as mindfulness-based interventions may increase scores in traits such as openness and agreeableness. However, the extent to which these interventions can change personality traits long-term is still a topic of debate among psychologists.

Is it possible to have a high score in more than one Big Five trait?

Yes, it is possible to have a high score in more than one Big Five trait. Each trait is independent of the others, meaning that an individual can score high on openness, extraversion, and conscientiousness, for example, all at the same time.

Similarly, an individual can also score low on one trait and high on another. The Big Five traits are measured along a continuum, so individuals can fall anywhere along that spectrum for each trait.

Therefore, it is common for individuals to have a unique combination of high and low scores across the Big Five personality traits.

Ackerman, C. (2017, June 23). Big Five Personality Traits: The OCEAN Model Explained . PositivePsychology.com. https://positivepsychology.com/big-five-personality-theory

Cherry, K. (2019, October 14). What Are the Big 5 Personality Traits? Verywell Mind . Retrieved 12 June 2020, from https://www.verywellmind.com/the-big-five-personality-dimensions-2795422

Costa, P., Terracciano, A., & McCrae, R. (2001). Gender Differences in Personality Traits Across Cultures: Robust and Surprising Findings . Journal of Personality and Social Psychology, 81 (2), 322-331. https://doi.org/10.1037/0022-3514.81.2.322

Fiske, D. W. (1949). Consistency of the factorial structures of personality ratings from different sources. The Journal of Abnormal and Social Psychology, 44 (3), 329-344. https://doi.org/10.1037/h0057198

Grohol, J. M. (2019, May 30). The Big Five Personality Traits . PsychCentral. Retrieved 10 June 2020, from https://psychcentral.com/lib/the-big-five-personality-traits

Gurven, M., von Rueden, C., Massenkoff, M., Kaplan, H., & Lero Vie, M. (2013). How universal is the Big Five? Testing the five-factor model of personality variation among forager-farmers in the Bolivian Amazon . Journal of personality and social psychology, 104 (2), 354–370. https://doi.org/10.1037/a0030841

Jang, K. L., Livesley, W. J., & Vemon, P. A. (1996). Heritability of the Big Five Personality Dimensions and Their Facets: A Twin Study . Journal of Personality, 64 (3), 577–592. https://doi.org/10.1111/j.1467-6494.1996.tb00522.x

Jang, K. L., McCrae, R. R., Angleitner, A., Riemann, R., & Livesley, W. J. (1998). Heritability of facet-level traits in a cross-cultural twin sample: Support for a hierarchical model of personality. Journal of Personality and Social Psychology, 74 (6), 1556–1565.

John, O. P., & Srivastava, S. (1999). The Big-Five trait taxonomy: History, measurement, and theoretical perspectives. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (Vol. 2, pp. 102–138). New York: Guilford Press.

Lahey B. B. (2009). Public health significance of neuroticism. The American psychologist, 64 (4), 241–256. https://doi.org/10.1037/a0015309

Loehlin, J. C., McCrae, R. R., Costa, P. T., & John, O. P. (1998). Heritabilities of Common and Measure-Specific Components of the Big Five Personality Factors . Journal of Research in Personality, 32 (4), 431–453. https://doi.org/10.1006/jrpe.1998.2225

Manolika, M. (2023). The Big Five and beyond: Which personality traits do predict movie and reading preferences? Psychology of Popular Media, 12 (2), 197–206

McCrae, R. R. (2002). Cross-Cultural Research on the Five-Factor Model of Personality . Online Readings in Psychology and Culture, 4 (4). https://doi.org/10.9707/2307-0919.1038

Myers, David G. (2011). Psychology (10th ed.) . Worth Publishers.

Neal, A., Yeo, G., Koy, A., & Xiao, T. (2012). Predicting the form and direction of work role performance from the Big 5 model of personality traits . Journal of Organizational Behavior, 33 (2), 175–192. https://doi.org/10.1002/job.742

Riemann, R., Angleitner, A., & Strelau, J. (1997). Genetic and Environmental Influences on Personality: A Study of Twins Reared Together Using the Self‐ and Peer Report NEO‐FFI Scales . Journal of Personality, 65 (3), 449-475.

Roehrick, K. C., Vaid, S. S., & Harari, G. M. (2023). Situating smartphones in daily life: Big Five traits and contexts associated with young adults’ smartphone use. Journal of Personality and Social Psychology, 125 (5), 1096–1118.

Soto, C. J., & John, O. P. (2012). Development of Big Five Domains and Facets in Adulthood: Mean-Level Age Trends and Broadly Versus Narrowly Acting Mechanism . Journal of Personality, 80 (4), 881–914. https://doi.org/10.1111/j.1467-6494.2011.00752.x

Vinney, C. (2018, September 27). Understanding the Big Five Personality Traits . ThoughtCo. Retrieved 12 June 2020, from https://www.thoughtco.com/big-five-personality-traits-4176097

Yamagata, S., Suzuki, A., Ando, J., Ono, Y., Kijima, N., Yoshimura, K., . . . Jang, K. (2006). Is the Genetic Structure of Human Personality Universal? A Cross-Cultural Twin Study From North America, Europe, and Asia. Journal of Personality and Social Psychology, 90 (6), 987-998. https://doi.org/10.1037/0022-3514.90.6.987

Keep Learning

Minnesota Multiphasic Personality Inventory (MMPI)
McCrae, R. R., & Terracciano, A. (2005). Universal features of personality traits from the observer’s perspective: data from 50 cultures. Journal of Personality and Social Psychology, 88 (3), 547.
Cobb-Clark, DA & Schurer, S. The stability of big-five personality traits. Economics Letters. 2012; 115 (2): 11–15.
Marsh, H. W., Nagengast, B., & Morin, A. J. (2013). Measurement invariance of big-five factors over the life span: ESEM tests of gender, age, plasticity, maturity, and la dolce vita effects. Developmental psychology, 49 (6), 1194.
Power RA, Pluess M. Heritability estimates of the Big Five personality traits based on common genetic variants. Transl Psychiatry. 2015;5 :e604.
Personality Theories Book Chapter
The Cambridge Handbook of Personality Psychology

Assignment 4: Your Traits, Values, and Attitudes

The purpose of this assignment is to help you understand your personality traits, values, and overall attitude. For this assignment, you will work independently.

Learning Objectives

LO1. Compare and contrast Psychodynamic, Learning and Cognitive, Biological, Inherent drives, and Sociocultural factors that influence personality.

LO2. Discuss how culture and society influence personality.

LO4. Apply personality traits, values, and attitudes to personal and workplace experiences.

The time estimated to complete this activity is 45-60 minutes.

Instructions

You will be completing three short surveys to learn more about personality, values, and attitudes. Please use the links below to complete each survey. Make sure you save a copy of your results for each survey.

The Big Five Personality Test (OCEAN)

This online survey is meant to determine your levels of each of the five major personality traits. It has 120 items and will take about 10-15 minutes to complete.

Personal Values Assessment

This online assessment is meant to determine what you value the most. You will select at least 10 values from the list (you can select more). Then the test will have you rank the values. It takes about 5 minutes to complete.

Work Values Matcher

This online assessment is meant to determine what you value most about work. You will sort 20 statements into a ranking of most to least important. It takes about 5 minutes to complete.

Attitude Test

This online assessment is meant to determine whether your overall attitude is positive or negative. It has 12 items and will take about 2 minutes to complete.

After you have completed these surveys, please address the following questions in a 200-400 word written response. Follow formal writing conventions using complete sentences and checking spelling, grammar, and punctuation.

Which factors (Psychodynamic, Learning and Cognitive, Biological, Inherent drives, or Sociocultural) do you think have been most influential on your personality traits? Why?
What aspects of your own cultural upbringing do you think have impacted your personality? Why?
How can you use the information learned in the surveys to improve your interactions with others in the workplace?

Optional Surveys

These surveys were not included in the assignment, but if you are interested in learning more about your personality, you can also complete these.

Cattell’s 16 personality factors

This online survey is meant to determine your levels on Cattell’s 16 personality factors. It has 164 items and will take about 20 minutes to complete.

The SAPA Project

This online survey is meant to determine your levels on 27 different personality traits. It covers the Big Five traits as well as factors from the 16PF. You should complete at least 100 items to get a good sense of each factor, however if you want to complete the entire survey, it has 200 items total. It will take about 25-30 minutes to complete.

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Resources: Course Assignments

Assignment: Personality

Assessing personality.

STEP 1 : Take at least two of the personality tests mentioned in this module (or other legitimate tests):

Big Five personality test: http://www.outofservice.com/bigfive/
Kiersey Temperament Sorter http://www.keirsey.com/sorter/register.aspx . This test is very similar to the Myers-Briggs Type Indicator.
Another Myers-Briggs type test: http://www.humanmetrics.com/cgi-win/jtypes2.asp
Cattell’s 16PF questionnaire: http://personality-testing.info/tests/16PF.php
Basic version of the color personality test: http://www.colorcode.com/choose_personality_test/

STEP 2 : Analyze your results. Discuss the results with at least one other person who knows you (preferably someone who knows you well) and decide if you believe the results accurately describe who you are. Write a short essay (150-250 words) describing the tests and analyzing both their validity and reliability.

CC licensed content, Original

Assessing Personality Assignment. Provided by : Lumen Learning. License : CC BY: Attribution

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USING A PERSONALITY TEST IN THE CLASSROOM

It’s the end of the first week of school. The back-to-school jitters have worn off, the class expectations are clear, and the get-to-know-you activities are coming to a close. This can only mean one thing: Teaching content is near! But even after all of your games and icebreakers, you don’t know all of your students’ names and you definitely don’t know all of their strengths, goals, quirks, passions, and dreams! It’s almost time to teach your first ~real lesson~ but you feel like something is missing. You want to get to know your students on a deeper level and build some real class community before you dive into your content.

Can you relate? If so, I get it. This was precisely how I felt my first few years of teaching…before I found my favorite way to start the school year strong and really get to know my students.

THE SOLUTION: A PERSONALITY TEST

The solution: A Personality Test. No, not one of those ridiculous “What does your favorite pizza topping say about your personality? ones you can find on Buzzfeed. (I’m a pepperoni gal, so I’m caring and fun?? if you’re wondering.) Instead, I’m talking about a research-based personality test designed to help you understand yourself and how you fit in (or stand out) to the world around you.

Facilitating a personality test in the classroom is the perfect way to get to know your students as the complex, unique, and incredible human beings that they are. It’s also a great opportunity for students to become more self-aware as they reflect on who they are and who they want to be. You’ll find that the students’ reflections give you better “data” that any standardized test ever could. By the end of the process, your students will feel validated, understood, and celebrated, and your class will feel more like a community.

If you’re ready to get started, I recommend taking a few tests yourself (after reading the rest of this blog post, of course)! Specifically, I love using the online 16 Personalities test , but I’ve used others, like Personality Perfect. I have used the former in a high school setting, and the latter in middle school, because it’s short and simple. Please be aware that if you facilitate the 16 Personalities version, the results include a section on “Romantic Relationships,” so you’ll want students to skip that.

A QUICK NOTE ON USING A PERSONALITY TEST IN THE CLASSROOM:

I do not use personality tests to label, categorize, or define my students. Rather, I use the personality test to facilitate introspection. In other words, I use it to help students understand themselves and each other. I make all of this very clear before we begin the activity. I remind them that there are no right or wrong answers and no superior personality types. And I warn them that the results might be freakishly accurate, or they might be a little off. Either way, my goal is to help them think about who they are as human beings. And since that introspective process can be a little intimidating, we are just using the personality test as a springboard to help us do it!

With the right purpose, using a personality test in the classroom can be powerful, rewarding, and productive, especially at the beginning of the year. Thoughtfully-designed reflection activities, well-structured discussions, and purposefully-planned lessons will make all the difference. If you’re looking for a print- and digital-ready personality test reflection resource, you can find mine HERE. For more tips, ideas, and my top 10 reasons for using a personality test in the classroom, read on:

1. PROMOTE INTROSPECTION

A personality test provides the perfect opportunity for students to engage in self-reflection, a skill that’s especially important for adolescents who often forget to set aside time to think about themselves on a deeper level. To take advantage of this, I give my students a reflection activity to complete after they take the test. The reflection prompts them to consider their strengths and how they will nurture them and their weaknesses that they aim to improve. It also asks them to analyze the way their personality affects their approach to school, collaboration, and more. After students complete their individual reflections, I facilitate small-group and whole-group discussions so students can identify with their like-minded peers and learn more about how to work with those different from them. More on how I facilitate a personality test in the classroom in #9!

2. STRENGTHEN STUDENTS’ SOCIAL-EMOTIONAL SKILLS

Because a personality test prompts students to examine their emotions, traits, tendencies, relationships, and identity, reflecting on the results is a great exercise in social-emotional learning. This kind of learning is more important now than ever, as students return to school with increased social and emotional needs in the wake of the pandemic. According to the American Journal for Academic Health , social-emotional skills are linked to “key young adult outcomes across multiple domains of education, employment, criminal activity, substance use, and mental health.” While a personality test reflection is not a substitute for an SEL program, it’s a great opportunity to help students become more self-aware, a key component to social-emotional well-being.

3. ENCOURAGE GROWTH MINDSET AND GOAL-SETTING

While you can facilitate a personality test lesson year-round, I find that they work well at the beginning of the year because they help students embrace a growth mindset and set better goals for the rest of the year. The personality test results do a great job of offering practical advice for improving on personality-specific weaknesses and capitalizing on one’s strengths. With a new sense of self-awareness, students will be more encouraged to set achievable but challenging goals for themselves. I often follow-up my personality test reflection activity with goal-setting (or include goals in my back-to-school learning stations ).

4. VALIDATE STUDENTS’ EMOTIONS & CELEBRATE THEIR UNIQUE PERSONALITIES

When the personality test gets it right (and it usually does), the results can be incredibly validating. All of the personality tests I’ve seen (but especially 16 Personalities) do a great job embracing one’s strengths and offering practical solutions for areas of growth. The results often let students know it’s okay to be who they are. It reminds them that it’s okay to be sensitive, introverted, independent, strong-willed, etc. and it shows them how their traits can be used as strengths. Oftentimes students realize that what they previously thought of as flaws can actually be considered strengths in certain areas or situations…which brings me to my next point.

5. HELP STUDENTS REALIZE THEIR POTENTIAL

The cool part about administering the personality test to students who are still learning and growing is that it can help them realize their full potential. The results may point to “hidden” or developing personality traits that students don’t even know they have. While I noticed this while teaching high school, I saw it even more with my 7th graders. I heard my fair share of students say things like, “The test said I’m a leader, but I don’t think I am” or “What?! I am NOT creative.”

Here’s the thing. The student who claimed she isn’t a leader? I can see that she is one of those quiet, natural leaders who leads by example…perhaps a future captain of her soccer team, always ready to exemplify good sportsmanship. The student who argued he isn’t creative? He totally is — just not in the traditional “artsy” view of creativity. Instead, he’s an innovator, a problem-solver, a creative thinker.

When I hear these exclamations, I try to help students see what they can’t see in themselves. All it takes is one person to help a student see themselves in a new light…like my 4th grade English teacher who told me I would write a book one day. (Guess who’s writing a book for Keeping the Wonder? )

6. GET TO KNOW YOUR STUDENTS ON A DEEPER LEVEL

I love facilitating get-to-know-you activities and fun icebreakers (like these virtual ones ), but I also love to know more than what my students’ favorite colors, foods, and sports are. I want to know what they love, how they think, what energizes them, how they view the world, what they are passionate about, etc. In other words, I want to get to know them as the complex, incredible human beings they are. The problem is that most icebreakers (while fun and valuable in their own right) don’t go beyond the typical surface-level questions. Those icebreakers have their place, but a personality test can take things further so that you can really begin to understand your students.

7. BUILD CLASS COMMUNITY

In addition to building individual relationships with students, the personality test activity helps me cultivate classroom community from the start. Students not only learn about themselves, but they learn about how they fit into something bigger than themselves.

Because students are analyzing their personalities, it requires everyone to be a little bit vulnerable. While the personality test results do a great job of celebrating each individual’s strengths, they also highlight potential weaknesses, too. Admitting our weaknesses takes strength, vulnerability, and openness. But this kind of courage leads to growth, bonding, and community. I find that when I model this vulnerability and share my weaknesses with my students, they are more likely to open up. Before I have them take the test, I like to take time to share my results, what I learned, and how my personality impacts my teaching.

8. INFORM YOUR INSTRUCTION WITH QUALITATIVE DATA

Understanding who my students are as complex human beings gives me more meaningful data than any traditional assessment could. That’s why I love using a personality test at the beginning of the year. It helps me plan my instruction and tailor my lessons to my students. Here are some questions I can often answer better after facilitating a personality test in the classroom:

What motivates my students? How can I find a way to reach all of the learners in my room?
Which students/classes are more extroverted? More introverted? How can I use this information to tailor my instruction to the students in the room? Are students in Period 1 more introverted? Is 8th period full of extroverts? Can I adjust my instruction accordingly?
How will my students approach group work? How can I use this knowledge to structure small-group work and other collaborative activities?

9. SPARK POWERFUL CLASS DISCUSSIONS

While the test itself is a valuable tool, what’s even more valuable are the rich class discussions that come after it. Once students take the test, they immediately want to talk about their results, compare them to their peers, and share out what they’ve learned. So I always promise them ample discussion time after they finish the independent reflection. This year, here’s how I framed that class discussion:

First, students added their results and one important thing they learned to a class Padlet. The Padlet was organized with columns corresponding to the 4 personality groups (according to 16 Personalities). This provided a great visual representation of our class personality types and served as a springboard for our discussion.
Then, I gave students 1-2 minutes to turn and talk to the people around them about what they learned.
After that, I asked the class a few questions about what they learned and what was surprising to them. We talked about how we could apply our newfound insight. I also posed somewhat of a trick question to get students thinking and discussing! Should we work with people whose personality types are similar to ours, or people whose types are different? This generated a great discussion, and my students concluded (as I hoped) that we should do both. We might gravitate toward those who are similar and work with them on occasion, but we will challenge ourselves and learn even more when we combine our strengths with those who are different.

10. PRACTICE ESSENTIAL LITERACY SKILLS

Whether you teach English or another subject, taking & reflecting on a personality test requires students to exercise essential literacy skills. First, students have to read questions & think critically to answer them. Then, they have to read & comprehend the results, while taking note of what is most relevant to them. After that, they have to summarize the results, connect them to their personalities, and cite relevant evidence from the results. Then, students have to reflect on what they have learned and how it will impact them. And finally, students have to flex their speaking and listening skills during a class discussion. As you can see, the entire process covers multiple skills and standards, so it’s a great way to sneak in some content during the first few days of school.

I hope this post inspires you to try using a personality test in the classroom. Please let me know if you have any questions about using personality tests by leaving a comment below. If you’d like to check out my digital- and print-ready personality test reflection, you can find that HERE.

If you’re looking for other engaging, student-centered back-to-school ideas, then check out this post about flexible lessons that work for virtual or in-person learning. You also might be interested in this post with ideas and examples of what to include in a digital “Investigate the Teacher” activity.

You may also enjoy:

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Yankees’ phenom starts rehab assignment with bang, but future in pinstripes is uncertain

Updated: May. 08, 2024, 3:03 p.m. |
Published: May. 08, 2024, 8:33 a.m.

Oswald Peraza played in a game with Class-A Tampa on Tuesday, his first in-game reps since he was shut down with a shoulder strain at the beginning of March. AP

Max Goodman | NJ Advance Media for NJ.com

NEW YORK — If Oswald Peraza went 0-for-4 on Tuesday with Class-A Tampa — the first game of a rehab assignment — it still would’ve been encouraging.

Peraza hadn’t played in a game since March 6, his third game of the spring and his final appearance in Grapefruit League play before getting shut down with a subscapularis strain.

Oswald Peraza Everyone 👏 #MLB Rehab Assignment ✔️ #tampatarpons #Yankees pic.twitter.com/HaovEM0N3C — Tampa Tarpons (@TampaTarpons) May 7, 2024

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The top 5 personality traits essential for a successful business.

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5 Personality Traits Of Successful Entrepreneurs

Entrepreneurship isn't merely about launching a business; it's a lifestyle, a mindset, and a test of character. What sets successful entrepreneurs apart from the rest? Is it strategy? Hard work? Well, those are essential without a doubt, but there are specific personality traits that form the backbone of those overnight successes we often hear about.

Let’s explore the five personality traits that consistently stand out in the profiles of prosperous entrepreneurs. Whether you're considering entrepreneurial ventures or just want to understand the mind behind the startup, these insights can provide invaluable guidance.

1. Resilience: The Ability to Bounce Back

The lifeblood of any startup is its ability to adapt and thrive in the face of adversity. Almost all successful entrepreneurs have a story about a time they were on the brink of failure but managed to turn things around. Resilient entrepreneurs view setbacks not as the end but as a challenge to overcome. Their response to failure is to course-correct and press on with an even greater determination.

Resilience is not something you're born with but a muscle that you can strengthen over time. It's about maintaining perspective and not letting failures consume you. Instead, they take it as a learning opportunity that propels them forward, stronger and wiser. They understand that failure is an inherent part of the entrepreneurial process and not something to be feared but anticipated.

2. Vision and Passion: The Heart of Innovation

A successful entrepreneur's vision is their ability to see a future that doesn't yet exist. It's about identifying needs and problems in the world and coming up with innovative solutions. This vision enables them to set clear, far-reaching goals and not be deterred when others can't see what they see. They aren't just passionate about their idea; they are passionate about the change that their idea can bring to the world.

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Passion is contagious. It's what inspires a team, attracts investors, and builds a loyal customer base. Successful entrepreneurs have an unwavering belief in their vision, and this belief fosters the commitment and hard work necessary to turn that vision into a reality. For these individuals, entrepreneurship is more than a career choice; it's a calling to make their vision manifest.

3. Adaptability: The Willingness to Shift Course

The world of business is unpredictable, and what works today might not work tomorrow. This is why adaptability is crucial. Successful entrepreneurs are open-minded and willing to pivot their strategies as new information comes to light. They know how to listen to their market, learn from their mistakes, and evolve with the changing landscape.

Adaptability requires a willingness to take calculated risks and the humility to admit when a path isn't working. It also calls for a high degree of curiosity and a desire to keep learning. Entrepreneurs who are adaptable remain relevant and often find opportunities in change that others may miss.

4. Tenacity: The Refusal to Quit

Starting a business is often glamorized, but the day-to-day reality is far from glamorous. It's filled with long hours, hard work, and moments of self-doubt. What sets successful entrepreneurs apart is their tenacity—their dogged determination to keep going even when the going gets tough.

Tenacious entrepreneurs are those who, in the absence of obvious solutions or resources, keep trying different approaches until they find a breakthrough. They are persistent in the pursuit of their goals, and their resilience enables them to sustain passion and maintain vision over the long haul.

5. Risk-Taking: Calculated and Informed Decisions

Entrepreneurship is inherently risky. It involves stepping into the unknown, making decisions that have the potential to fail, and risking one's financial stability . Successful entrepreneurs understand this but are not reckless. They are rather strategic in their approach to risk, taking calculated steps based on thorough research and informed decisions.

Taking risks doesn't mean gambling with your future but rather being comfortable with uncertainty and not letting the fear of failure paralyze you. It's about making bold moves when the potential rewards outweigh the potential losses. This kind of risk-taking is an essential element of innovation and growth in business.

The bottom line is that understanding and developing these personality traits is crucial for those who aspire to succeed in the world of entrepreneurship. They form the foundation upon which great leaders build their businesses. By honing these attributes, you can increase your chances of not just launching a startup, but seeing it through to success.

Melissa Houston, CPA is the author of Cash Confident: An Entrepreneur’s Guide to Creating a Profitable Business and the founder of She Means Profit . As a Business Strategist for small business owners, Melissa helps women making mid-career shifts, to launch their dream businesses, and I also guide established business owners to grow their businesses to more profitably.

The opinions expressed in this article are not intended to

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Michelle Lally Confesses She Needed Jesse to "Change" His "Personality" to Save Marriage

Jesse Lally is willing to "try anything" to make his marriage to Michelle work — including psychedelics.

Jesse Lally has been willing to pull out all the stops on his journey toward self-improvement as he tries to mend his crumbling marriage to wife Michelle on The Valley .

How to Watch

Watch The Valley on Bravo Tuesdays at 9/8c and next day on Peacock . Catch up on the Bravo app .

But — at least, according to Michelle — he could be his own biggest “obstacle” to becoming the best version of himself.

“You’re a very good person at heart, but you’re your own obstacle,” she told him just as Jesse was preparing to make one last “hail Mary” attempt to save the marriage.

Why did Jesse Lally go to a spiritual retreat?

After traditional options like counseling failed to make any significant headway in their marriage, Jesse agreed to go to a “spiritual retreat” that uses natural psychedelics like ayahuasca and psilocybin to get back in touch with himself and see his ego “on the inside.”

Jesse Lally from The Valley on the red carpet for Sparkle's Drag Spectatular

“The idea of doing something like this is so against my personality, but I’ll try anything to make myself the person that Michelle wants to be with,” he admitted in his confessional.

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Jesse confessed he had “no idea” what to expect from the overnight retreat, which instructed participants to bring a sleeping bag, pad, and “comfortable clothes.”

“I don’t know what to expect once we get in the house,” the real estate agent told Michelle as he packed. “For all I know, it could be a huge orgy.”

Jesse was hoping to walk away from the experience as a changed man.

“What do you want to get out of it?” Michelle asked.

Michelle Lally smiling with Aaron Nosler outdoors.

“We’re working on our marriage and one of the fundamental issues is that you always say like ‘The Jesse Show’ and the idea is to be that guy who walks into the room without an ego, who naturally draws people to them,” he replied.

While Jesse saw his foray into the use of “plant-based medicine” as a way to win back his wife’s affections, Michelle reminded him that he should really want to be on a path of self-improvement for himself.

“What do you want to come out of it?” Jesse asked her.

“I hope that you can change a little bit,” she said with a sigh, before adding, “Change your personality.”

The blunt response had Jesse a little on edge. Before leaving for the retreat, he asked if Michelle would be willing to discuss any “real things” that came out of the experience.

“I want you to be a good husband, I want you to be a good father, so of course I’m going to support you,” she replied.

But Michelle voiced more skepticism in her own confessional.

“What do you think of this spiritual journey that Jesse’s going to go on?” a producer asked.

“I mean, part of me thinks it’s bullsh-t. I don’t see how one night can change a person drastically,” she replied. “It’s a process, it’s time, it’s effort. You have to put in the work.”

Are Jesse and Michelle Lally still together?

Just days before The Valley was set to premiere in March, the couple announced they were parting ways .

“There’s a major storyline about our life where I try to work on myself throughout the entire summer to be the best version of myself,” Jesse told U S Weekly at the time. “And if the best version of myself aligned with the best version of herself, then our marriage would make it. People evolve. If your marriage and relationship doesn’t evolve with it, it will never work, no matter how bad you want it.”

Michelle revealed this month that she is now dating “someone amazing,” while Jesse was spotted out on a red carpet with a mysterious blonde on his arm at Sparkle's Drag Spectacular Benefitting the Leukemia and Lymphoma Society.

To find out how the relationship’s end plays out, watch The Valley on Tuesday night on Bravo or available streaming on Peacock.

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Personality Test Assignment
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Personality Assignment
My personality
Personality Essay

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PERSONALITY DEVELOPMENT ASSIGNMENT 1 TOPIC:GLOBAL WARMING
Task: Assignment

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Describe your personality in a paragraph
I would describe my personality as outgoing, friendly, and talkative. I thrive when surrounded by other people, and find it easy to connect with anyone I meet. Always looking for bridges, not fences. I would also say that I have a good sense of humor, and people generally enjoy my company. Having said all of that, I realize that each coin has ...
How to Masterfully Describe Your Personality in an Essay: A Step-by
By connecting your personality traits to these fundamental values, you create a more comprehensive understanding of yourself, providing a solid foundation for your essay. Step 3: Gathering evidence and examples. To effectively describe your personality, draw upon specific instances where your traits were on display.
My Personality Essay
My Personality Essay: The personality of a person is the reflection of their good and bad habits. One should always develop good habits in himself/herself and avoid the bad ones. These habits make the personality of one person different from another. Your personality is what your character is. It comprises various trademark qualities and ...
How to Masterfully Describe Your Personality in an Essay
Personality paragraph examples: 1. My inclination to explore diverse cultures led me to embark on a solo backpacking trip across Asia, immersing myself in various traditions and lifestyles. This adventure refined my adaptability and broadened my worldview, reinforcing my penchant for learning and discovery. 2.
Personality: Definition, Theories, Traits, & Types
Type theories suggest that there are a limited number of personality types that are related to biological influences. One theory suggests there are four types of personality. They are: Type A: Perfectionist, impatient, competitive, work-obsessed, achievement-oriented, aggressive, stressed. Type B: Low stress, even- tempered, flexible, creative ...
7 Example Answers to Describe your Personality? Interview Question
Thoughtful: You are considerate of others and always think about how your actions will affect. Friendly: You are easy to get along with and make friends easily. Patient: You can remain calm in difficult situations and work well under pressure. Organized: You are good at keeping track of details and have a.
How to Write About Yourself in a College Essay
Focus on a specific moment, and describe the scene using your five senses. Mention objects that have special significance to you. Instead of following a common story arc, include a surprising twist or insight. Your unique voice can shed new perspective on a common human experience while also revealing your personality.
Free Personality Test
Learn how your personality type influences many areas of your life. Unlock Your Potential Grow into the person you want to be with your optional Premium Suite. 1.5M. Shares ©2011-2024 NERIS Analytics Limited Contact ...
Personality Theories: 6 Models That Aim to Explain Human Behavior
6 theories. Controversy. Recap. Psychodynamic, humanistic, and evolutionary are just a few of the many personality theories that have attempted to explore and explain human personality traits ...
Big 5 Personality Traits: The 5-Factor Model of Personality
Influential Factors. Frequently Asked Questions. Many contemporary personality psychologists believe that there are five basic dimensions of personality, often referred to as the "Big 5" personality traits. The Big 5 personality traits are extraversion (also often spelled extroversion), agreeableness, openness, conscientiousness, and neuroticism .
How to Write My Personality Essay: Example Included!
Gripping main body paragraphs. This section would include the central 3-4 ideas that you will be introducing in your essay. Write down the aspects that you will cover about yourself. A memorable conclusion. It again does not have to be lengthy but has to reinforce the main idea about your personality essay.
Personality Types
ESFP-A / ESFP-T. Spontaneous, energetic and enthusiastic people - life is never boring around them. Extensive, research-backed profiles of 16 personality types: learn how different personalities approach romantic relationships, career choices, friendships, parenthood, and more.
PDF PERSONALITY
3. Personality doesn't include fleeting states like hunger, arous-al, or mood. Just because a person happens to be happy at a given moment doesn't mean it is part of his/her personality; that is why the "characteristic patterns" part of the definition is so important. C. Personality includes prominent consideration of diversity because
Personality Assessments: 10 Best Inventories, Tests, & Methods
2. DISC test. The DISC test of personality developed by Merenda and Clarke (1965) is a very popular personality self-assessment used primarily within the corporate world. It is based on the emotional and behavioral DISC theory (Marston, 1928), which measures individuals on four dimensions of behavior: Dominance.
Big Five Personality Traits: The 5-Factor Model of Personality
Openness to Experience. Neuroticism. Behavioral Outcomes. Critical Evaluation. The Big Five Personality Traits, also known as OCEAN or CANOE, are a psychological model that describes five broad dimensions of personality: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These traits are believed to be relatively stable ...
Personality Test
Stand with your arms folded. Have your hands clasped. Have one or both of your hands on your hips. Touch or push the person to whom you are talking. Play with your ear or hair, touch your chin, or ...
Assignment 4: Your Traits, Values, and Attitudes
These surveys were not included in the assignment, but if you are interested in learning more about your personality, you can also complete these. Cattell's 16 personality factors. This online survey is meant to determine your levels on Cattell's 16 personality factors. It has 164 items and will take about 20 minutes to complete. The SAPA ...
Assignment: Personality
Assignment: Personality. STEP 1: Take at least two of the personality tests mentioned in this module and listed below (or other legitimate tests). Kiersey Temperament Sorter. This test is very similar to the Myers-Briggs Type Indicator. Another Myers-Briggs type test. Cattell's 16PF questionnaire. Basic version of the color personality test.
Assignment: Personality
Takes 2 personality tests: Takes and shares the results of at least two personality tests and analyzes the personal results: Takes the tests but does not describe or analyze the results or takes only one test: Does not take two personality tests or analyze the results __/10: Validity and Reliability
Using a Personality Test in The Classroom
2. STRENGTHEN STUDENTS' SOCIAL-EMOTIONAL SKILLS. Because a personality test prompts students to examine their emotions, traits, tendencies, relationships, and identity, reflecting on the results is a great exercise in social-emotional learning. This kind of learning is more important now than ever, as students return to school with increased ...
Personality Psychology Theories
Assignment of Personality Psychology. Dec 9, 2018 • Download as DOCX, PDF •. 8 likes • 12,556 views. AI-enhanced description. F. Fakhar Razzaq. This document provides an overview of personality psychology and various theories of personality. It discusses major approaches including type theories, psychoanalytic theories, behaviorist ...
Assignment: Personality
Takes 2 personality tests: Takes and shares the results of at least two personality tests and analyzes the personal results: Takes the tests but does not describe or analyze the results or takes only one test: Does not take two personality tests or analyze the results __/10: Validity and Reliability
Assignment: Personality
Assignment: Personality. Step 1: To view this assignment, click on Assignment: Personality. Step 2: Follow the instructions in the assignment and submit your completed assignment into the LMS.
Yankees' phenom starts rehab assignment with bang, but future in
NEW YORK — If Oswald Peraza went 0-for-4 on Tuesday with Class-A Tampa — the first game of a rehab assignment — it still would've been encouraging. Peraza hadn't played in a game since ...
The Top 5 Personality Traits Essential For A Successful Business
5 Personality Traits Of Successful Entrepreneurs. getty. Entrepreneurship isn't merely about launching a business; it's a lifestyle, a mindset, and a test of character.
The Valley: Michelle Lally Wants Jesse to "Change Personality"
"I hope that you can change a little bit," she said with a sigh, before adding, "Change your personality." The blunt response had Jesse a little on edge. Before leaving for the retreat, he ...

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What Are the Big 5 Personality Traits?

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History of the Big 5 Personality Theory

The Big 5 Personality Traits

Conscientiousness

Extraversion

Agreeableness

Neuroticism

How to Use the Big 5 Personality Traits

Positive Personality Traits

Negative Personality Traits

Universality of Primary Personality Traits

Factors Influencing Personality Traits

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Fascinating Books About Personality Assessments

1. Self-report assessments

2. Behavioral observation

3. Interviews

4. Projective tests

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1. The Hogan personality inventory (HPI)

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5. Eysenck Personality Questionnaire (EPQ)

6. Minnesota Multiphasic Personality Inventory (MMPI)

7. 16 Personality Factor Questionnaire (16PF)

Helpful Tools & Questions

1. Myers-Briggs Type Indicator (MBTI)

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1. Mindset: Changing the Way You Think to Fulfil Your Potential – Carol Dweck

2. The Personality Brokers: The Strange History of Myers-Briggs and the Birth of Personality Testing – Merve Emre

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