Personality models
In the personality models section I deal with the following approaches:
Personality Adaptations according by Vann Joines / Ian Stewart
Original sources of the model:
Developed by Paul Ware and Taibi Kahler.
They both worked independently but eventually combined their ideas.
Basic assumptions of the model:
There are six basic personality adaptations - everyone becomes some combination of these.
Everyone has at least one survival adaptation and one performance adaptation.
In coaching, knowledge of personality adaptations can help to establish rapport, use interventions in a targeted manner and prevent them from getting stuck in the coachee's defences.
Reaction to everyday stress
Every adjustment has a specific behavioural pattern when it feels stressed or "out of sorts".
Every adjustment has a strong connection to one or a combination of drivers ( be compliant, be strong, try hard, be perfect, hurry up).
Therefore, the drivers can be used to diagnose a person's personality adjustment.
Die Persönlichkeitsaspekte im Überblick:
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Enthusiastic Overreactor
Ethusiastisch Überreagierender (histironisch) -
Respnsible Workaholic
Verantwortungsbewusster Workaholiker (zwanghaft) -
Playful Resistor
Verspielt Zurückhaltender (passiv-aggresiv) -
Brilliant Sceptic
Brillianter Skeptiker (paranoid) -
Creative Daydreamer
Kreativer Tagträumer (schizoid) -
Charming Manipulator
Charmanter Manipulierer (antisozial)
Personality aspects in detail:
Enthusiastic overreacting (histrionic)
Enthusiastic and fun - the life and soul of the party.
They enjoy pleasing and helping other people.
They enjoy being the centre of attention and like large groups.
They dress attractively - they make an effort with their appearance.
Driver: be pleasing (try hard or hurry up)
Areas of difficulty:
They were brought up with a focus on keeping those around them happy and learnt to ignore their thinking and anger.
May overreact emotionally and confuse feelings with reality.
Can be dramatic and flirtatious, to their own detriment.
Overly dependent on others.
Reaction to threat:
Their overreactive feelings accelerate.
Responsible workaholic (compulsive)
Responsible, conscientious and reliable - pillars of society.
Make their work their life and are usually successful.
Perfectionists.
They always look neat and well groomed.
They prefer to interact with 1 or 2 people rather than large groups.
Driver: be perfect (be strong)
Areas of difficulty:
Parental emphasis on achievement.
They have very high expectations of themselves and others but cannot enjoy what they have achieved
They do not allow themselves to be playful or relax.
They are anxious if they are not constantly doing something - this hinders socialising with others.
Reaction to threat: becoming "super responsible" and taking care of everything
Playful Reserved (passive-aggressive)
They have a lot of playful energy and want to have fun.
They are very good at noticing what is wrong in a situation and are usually the first to point it out.
They often dress a little sloppily.
They enjoy dealing with large groups, but are not the ones to initiate contact first.
Driver: try hard (be strong)
Areas of difficulty:
Were often over-controlled as children or had competitive parents or siblings.
Resists any instruction - even if it is helpful.
They often make things more difficult than they need to be.
Often passive in problem solving - tend to sulk.
They do not express their needs directly.
They often confuse "arguing" with intimacy.
Reaction to threat: complain, whinge and fight.
Brilliant sceptic (paranoid)
They are the clearest, sharpest thinkers. Very bright, sensitive and perceptive.
They want to make sure they get things "right" so as not to embarrass themselves.
Usually rather conservative and impeccably dressed.
They like to be in charge.
They prefer a relationship with one or two people.
Driver: Be perfect and be strong
Areas with difficulties:
Inconsistent and unpredictable parenting.
Fear that they will make a fool of themselves if they let go and relax.
They may misperceive stimuli and act as if their perception is reality.
Unrealistic expectations of themselves and others - they adopt a blaming attitude.
Mistrust of the motives of others. Closeness feels dangerous.
Reaction to threat: intellectual attack.
Creative daydreamer (schizoid)
Highly sensitive people who are kind and caring towards others.
Creative and deep thinkers.
They may appear unapproachable, but are actually just "shy" or overly sensitive.
They prefer personal relationships in which they can go into depth.
Driver: Be strong (be compliant, try hard)
Areas of difficulty:
Insufficient closeness from parents - the child has learnt to make no or few demands.
They are caught up in daydreams and do not put their thoughts into action.
Being unaffected is equated with being good, so they see their vulnerability as bad.
They can remain silent and appear uninvolved, which those around them often find difficult.
They withdraw when they are stressed.
Reaction to threat: withdrawal
Charming manipulator (antisocial)
Charming and charismatic.
Wonderful prompters
They start new projects.
Often create myths or ideologies in society that people follow.
They love action and excitement - joie de vivre.
They dress to impress, seduce or shock.
Drivers: Be strong or be pleasing
Areas of difficulty:
Competing parental experience. Parents often prioritise their own needs, leading them to the conclusion that "every man for himself".
They often manipulate and take advantage of others - they always want to be one step ahead.
They often seduce and then let others down before they themselves are let down.
Replace intimacy with drama and excitement.
Reaction to threat: taking advantage of the situation
Which two personality adaptations do you identify with the most? You can learn a lot about yourself from this.
(MBTI)
Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator (MBTI) is a personality test that focuses on how people perceive the world and make decisions.
It was developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers and is based on the theories of Carl Gustav Jung.
The MBTI classifies people according to four dichotomous personality dimensions, with each dimension having two possible characteristics. Here are the four dimensions and their respective characteristics:
Energy orientation:
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Extraversion (E): People who are extraverted draw their energy from interacting with the outside world. They are often sociable, talkative and enjoy being in groups.
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Introversion (I): Introverts draw their energy from the inner world of thoughts, feelings and ideas. They often prefer individual activities or small groups and need time alone to recover.
Information intake:
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Sensing (S): Sensing types rely on concrete, actual information that they take in through their senses. They are detail-oriented and focus on the here and now.
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Intuition (N): Intuitive types look beyond the obvious and focus on patterns, possibilities and future potential.
Decision-making:
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Thinking (T): Thinking types make decisions based on logic and objective analysis. They evaluate situations and people impartially and look for justice and fairness.
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Feeling (F): Feeling types make decisions based on personal values and how decisions will affect others. They are often empathetic and consider the feelings of others.
Lifestyle and interaction with the outside world:
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Judging (J): Judging types prefer structure, planning and clarity. They like to make decisions and put plans into action.
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Perceiving (P): Perceiving types are flexible, spontaneous and open to change. They prefer to keep their options open and are often adaptable.
The combination of these four dimensions results in 16 possible personality types (e.g. ISTJ, ENFP, INTJ, etc.). It is important to note that no one type is better or worse than another; each has its own strengths and weaknesses. The MBTI serves as a tool for self-reflection and for improving understanding of others.
Benefits of the MBTI for my work as a coach and executive trainer:
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Self-understanding and self-awareness: By understanding their own MBTI type, individuals can better recognize their strengths, weaknesses, likes and dislikes. This knowledge can help them to be more effective in their role and identify their areas for development.
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Improving communication: Understanding the different personality types can help to break down communication barriers. Managers can learn to adapt their communication styles to better interact with different types of employees.
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Team dynamics and collaboration: The MBTI can help to understand the dynamics within a team and how different types work best together. This can reduce conflict and increase team productivity.
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Leadership development: Managers can use the MBTI to reflect on and adapt their leadership style. They can learn how to effectively motivate and lead different team members based on their personality types.
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Career development and counseling: In coaching, I use the MBTI to help coachees identify career paths that best fit their personality type.
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Change management: Understanding the different personality types can help leaders manage change more effectively by recognizing how different types respond to change and what support they need.
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Stress management: By understanding how different types react under stress, managers and coaches can develop strategies to help employees deal with stress.
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Developing training programs: I use the MBTI to develop customized training programs that are tailored to the needs of different personality types.
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Promoting diversity and inclusion: An understanding and appreciation of different personality types can contribute to a more inclusive work environment where differences are valued and utilized.
The MBTI is a valuable tool to maximize the potential of individuals and teams.
Big Five
by Lewis Goldberg
The "Big Five" personality traits, also known as the Five Factor Model (FFM), were not developed by Lewis Goldberg alone, but he did make early publications on it. The model is based on trait theory and is one of the most widely used and recognised classifications of personality traits.
The five main dimensions are:
Openness to experience (Openness): This trait describes the extent to which a person is open to new experiences, ideas and creative processes. People with high scores in this area are often curious, imaginative and unconventional.
Conscientiousness (Conscientiousness): People who score high in this area tend to be organised, reliable and responsible. They plan ahead and are often very goal-orientated.
Extraversion (Extraversion): This trait refers to how sociable and talkative a person is. Extraverted people are often energetic, sociable and enjoy being the centre of attention.
Agreeableness: People with high scores in this area tend to be compassionate, co-operative and trustworthy. They have a strong need to live in harmony with others and avoid conflict.
Neuroticism (Neuroticism): This characteristic describes a person's emotional stability. People with high neuroticism scores are more likely to experience negative emotions such as fear, anger or sadness and are more susceptible to stress.
It is important to note that these characteristics represent continua and are not categorised. This means that each person lies somewhere on a scale from low to high in each of these five traits.
Use of the "Big Five" personality traits for my work as a coach and leadership trainer:
Self-awareness and self-reflection: by understanding their own personality traits, coachees can better recognise their strengths and weaknesses. This promotes self-reflection and helps them to work more purposefully on their personal and professional development.
Targeted coaching: As a coach, I use the five-factor model to develop customised strategies and interventions that are tailored to the client's specific personality traits.
Team composition and dynamics: Understanding the personality traits of team members can help in the composition of teams to ensure a balanced mix of skills and personalities. It can also help to recognise potential conflicts and develop strategies for effective teamwork.
Communication: An understanding of the Big Five can help leaders adapt their communication styles to better deal with different personality types and communicate more effectively.
Motivation and engagement: By understanding individual personality traits, managers can better recognise what motivates their employees and how best to encourage and support them.
Career development: Understanding one's personality traits can help individuals make career decisions that fit their strengths, interests and values.
Stress management: Recognising tendencies towards neuroticism can help to develop individual stress management strategies and prevent burnout.