PERSONALITY THEORIES

ENNEAGRAM TYPES
Definition and Meaning

The Enneagram is a system of personality which describes people in terms of nine types, each with
their own motivations, fears, and internal dynamics.

The Enneagram is an emotionally focused system of understanding people — honing in on one’s core
emotional motivations and fears. Each of the nine personality types has its own driving force, which
is centered around a particular emotion.

Some Enneagram types experience strong emotions, while other types aim to avoid emotions in one
form or another. However, whether running from emotions or diving into them, each type describes
some aspect of emotional experience.

Type One: The Perfectionist

Type Ones place a lot of emphasis on following the rules and doing things correctly. Type Ones fear
being imperfect and can be extremely strict with themselves and others.

Key Personality Traits of the 1

• Serious and straightforward during conversation

• Attuned to practicality and frugality
• Hardworking and diligent as employees
• High internal standards
• Rigidity in plans and decisions
• Intense ability to concentrate
• Natural talent for teaching and instructing

Type Two: The Giver

Type Twos want to be liked and find ways that they can be helpful to others so that they belong. This
type fears being unlovable.

Key Personality Traits of the 2

• Warm smile and eyes

• Approachable, radiates kindness
• Vocal volunteer or activist
• Excellent team player
• Caring and gentle
• Nurturing and patient
• Smooth, flowing movements
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Type Three: The Achiever

Threes want to be successful and admired by other people, and are very conscious of their public
image. Type Threes fear failure and not being seen as valuable by other people.

Key Personality Traits of the 3

• Acutely aware of social niceties

• Impressive range of accomplishments

• Extremely busy and on the go

• Jam-packed schedules and meetings

• May have interests in improvisation or acting

• Refined taste in outer appearance

• Charismatic; makes good first impressions

Type Four: The Individualist

Fours want to be unique and to experience deep, authentic emotions. Type Fours fear they are
flawed and are overly focused on how they are different from other people.

Key Personality Traits of the 4

• Distinctive inner and outer presentation

• Prominent artistic outlet(s)

• Quirky and endearing

• Melancholic expression

• Strong sense of identity

• May feel a sense of emptiness

• Passionate about self-expression

Type Five: The Investigator

Fives seek understanding and knowledge, and are more comfortable with data than other people.
The biggest fear of the Type Five is being overwhelmed by their own needs or the needs of other
people.

Key Personality Traits of the 5

• Appears lost in thought or absentminded

• Extremely difficult-to-crack inner world

• In-depth knowledge on specific subjects of interest

• Gives insightful, well thought-out responses

• Thinks extensively before speaking

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• Has clear boundaries between family, friends and work

• Withdrawn and extremely independent

Type Six: The Skeptic

Sixes are preoccupied with security, seek safety, and like to be prepared for problems. For the Type
Six, the greatest fear is being unprepared and unable to defend themselves from danger.

Key Personality Traits of the 6

• Strong identification with a social group

• Organized and well-liked

• Good at managing finances

• Excellent team player

• Belongs to a tight-knit group of friends

• Clear communicators

• Detail-oriented and precise

Type Seven: The Enthusiast

Sevens want to have as much fun and adventure as possible and are easily bored. Type Sevens fear
experiencing emotional pain, especially sadness, and actively seek to avoid it by staying busy.

Key Personality Traits of the 7

• Always on the go

• Wide range of interests

• Childlike enthusiasm and energy

• Curious, sparkling eyes

• Many ongoing professional and creative projects

• Upbeat and optimistic; glass-half-full outlook

• Well-liked and popular among peers

Type Eight The Challenger

Eights see themselves as strong and powerful and seek to stand up for what they believe in. The
greatest fear of the Type Eight is to be powerless, so they focus on controlling their environment.

Key Personality Traits of the 8

• Independent and self-sufficient

• Fierce and confident look

• Determination and stamina

• Very energetic and busy

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• Fiery passions and power

• Stubborn and headstrong

• Serious about control over environment

Type Nine: The Peacemaker

Nines like to go with the flow and let the people around them set the agenda. Type Nines fear
pushing people away by prioritizing their own needs, and they tend to be passive.

Key Personality Traits of the 9

• Calm, collected demeanour

• Ability to defuse conflict with ease

• Zen-like presence

• Mellow and soothing voice

• Wide circle of acquaintances

• Generally liked by most people

• Fluid, slow movements and gestures

MYERS & BRIGGS' PERSONALITY TYP E

Personality typing is a system of categorizing people according to their tendencies to think and act in
particular ways. Personality typing attempts to find the broadest, most important ways in which
people are different, and make sense of these differences by sorting people into meaningful groups.

The most popular and well-known system of personality typing was developed by Isabel Briggs Myers
and her mother, Katharine Briggs, in the 1960's. Myers and Briggs built on the personality theories of
Swiss psychiatrist Dr. Carl Jung as outlined in his book, Psychological Types, and developed one of the
world's most popular personality assessments, the Myers Briggs Type Indicator®, or MBTI®.

The Basics of Myers & Briggs' Personality Theory

The Myers-Briggs system describes a person’s personality through four opposing personality
functions, variously known as dichotomies, preferences or scales. The first three preferences are
based on the writings of Jung; Katherine Cook Briggs added the final preference, Judging versus
Perceiving, based on her own observations.

Extraversion vs. Introversion: How do you gain energy? Extraverts like to be with others and gain
energy from people and the environment. Introverts gain energy from alone-time and need periods
of quiet reflection throughout the day.
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Sensing vs. Intuition: How do you collect information? Sensors gather facts from their immediate
environment and rely on the things they can see, feel and hear. Intuitives look more at the overall
context and think about patterns, meaning, and connections.

Thinking vs. Feeling: How do you make decisions? Thinkers look for the logically correct solution,
whereas Feelers make decisions based on their emotions, values, and the needs of others.

Judging vs. Perceiving: How do you organize your environment? Judgers prefer structure and like
things to be clearly regulated, whereas Perceivers like things to be open and flexible and are
reluctant to commit themselves.

The choice of preference is either/or—in Myers and Briggs' system, you’re either an Introvert or an
Extravert, a Judger or a Perceiver.

Once you have decided which style you prefer on each of the four dichotomies, you use these four
preferences to create a four letter code which sums up your personality type. For example, someone
with a preference for Introversion, Intuition, Feeling and Judging would have the code “INFJ" (an
Intuition preference is signified with an N to avoid confusion with Introversion). There are 16 possible
combination, or personality types.

Many people find their type by taking a personality test, however it is also possible to discover your
personality type simply by studying the preferences and your own behaviour.

Myers and Briggs' 16 Personality Types

Myers and Briggs outlined 16 personality types based on the four personality preferences.
Each personality type is designated with a four-letter code, with each letter signifying one of
the personality preferences.

Isabel Briggs Myers stressed that each personality type was more than the sum of its parts,
and her descriptions of each type were intended to explain how all four of the personality
preferences came together to interact, synergize, and form a cohesive type. This gives Myers
and Briggs' personality type descriptions the advantage of showing us how to conceptualize
various combinations of personality traits—for instance, the difference between someone
who is extraverted, kind and compassionate, and a similarly extraverted person who is more
logical and emotionally detached. Other personality systems, such as the Big Five, typically
talk about personality traits in isolation, which is often less helpful when trying to
conceptualize a person as a whole.

Briggs Myers' personality types are described in detail in her book Gifts Differing. Further
research illuminated differences among the types in career selection, work style, and
approaches to relationships. Below is a quick snapshot of each of Briggs Myers' sixteen
personality types. You can click on each type code to explore a type in more depth.

ENTJ
The Commander

Strategic leaders, motivated to organize change

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INTJ
The Mastermind

Analytical problem-solvers, eager to improve systems and processes

ENTP
The Visionary

Inspired innovators, seeking new solutions to challenging problems

INTP
The Architect

Philosophical innovators, fascinated by logical analysis

ENFJ
The Teacher

Idealist organizers, driven to do what is best for humanity

INFJ
The Counsellor

Creative nurturers, driven by a strong sense of personal integrity

ENFP
The Champion

People-centred creators, motivated by possibilities and potential

INFP
The Healer

Imaginative idealists, guided by their own values and beliefs

ESTJ
The Supervisor

Hardworking traditionalists, taking charge to get things done

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ISTJ
The Inspector

Responsible organizers, driven to create order out of chaos

ESFJ
The Provider

Conscientious helpers, dedicated to their duties to others

ISFJ
The Protector

Industrious caretakers, loyal to traditions and institutions

ESTP
The Dynamo

Energetic thrill seekers, ready to push boundaries and dive into action

ISTP
The Craftsperson

Observant troubleshooters, solving practical problems

ESFP
The Entertainer

Vivacious entertainers, loving life and charming those around them

ISFP
The Composer

Gentle caretakers, enjoying the moment with low-key enthusiasm

Myers and Briggs were careful to point out that no one type is any better than another; each
has their own equally valuable gifts, strengths, and contributions. It is also important to
understand that while certain types tend to gravitate naturally towards particular behavior
styles, a person's type cannot absolutely predict their behavior or what they will be good at.
For instance, while ENTJs are often considered to have qualities we associate with
leadership, an individual ENTJ may not be a particularly good leader if he or she has not
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developed related skills. Personality type may predispose a person to being a certain way, but
the ultimate outcome depends on many more factors.

THE BIG FIVE PERSONALITY TRAITS

The Big Five (also called Five Factor) trait model of personality is the most widely accepted
personality theory in the scientific community. Although it is not as well understood among
laypeople as systems like Myers-Briggs personality typing, it is generally believed to be the most
scientifically sound way of conceptualizing the differences between people.

The Big Five is so named because the model proposes that human personality can be measured
along five major dimensions, each of which is distinct and independent from the others. The Big Five
model is also sometimes called OCEAN or CANOE, both acronyms of the five personality traits.

Openness

Not to be confused with one's tendency to be open and disclose their thoughts and feelings,
Openness in the context of the Big Five refers more specifically to Openness to Experience, or
openness to considering new ideas. This trait has also been called "Intellect" by some researchers,
but this terminology has been largely abandoned because it implies that people high in Openness are
more intelligent, which is not necessarily true.

Openness describes a person's tendency to think abstractly. Those who are high in Openness tend to
be creative, adventurous, and intellectual. They enjoy playing with ideas and discovering novel
experiences. Those who are low in Openness tend to be practical, traditional, and focused on the
concrete. They tend to avoid the unknown and follow traditional ways.

In the brain, Openness seems to be related to the degree to which certain brain regions are
interconnected. Those high in Openness seem to have more connection between disparate brain
regions, which may explain why they are more likely to see connections where others do not.

Conscientiousness

Conscientiousness describes a person's level of goal orientation and persistence. Those who are high
in Conscientiousness are organized and determined, and are able to forego immediate gratification
for the sake of long-term achievement. Those who are low in this trait are impulsive and easily
sidetracked.

In the brain, Conscientiousness is associated with frontal lobe activity. The frontal lobe can be
thought of as the "executive brain," moderating and regulating the more animal and instinctual
impulses from other areas of the brain. For example, while we might instinctually want to eat a piece
of cake that's in front of us, the frontal lobe steps in and says "no, that's not healthy, and it doesn't fit
in with our diet goals." People who are high in Conscientiousness are more likely to use this brain
region to control their impulses and keep themselves on track.

Extraversion

Extraversion describes a person’s inclination to seek stimulation from the outside world, especially in
the form of attention from other people. Extraverts engage actively with others to earn friendship,
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admiration, power, status, excitement, and romance. Introverts, on the other hand, conserve their
energy, and do not work as hard to earn these social rewards.

In the brain, Extraversion seems to be related to dopamine activity. Dopamine can be thought of as
the "reward" neurotransmitter, and is the main chemical associated with our instinct to pursue a
goal. The classic example is a rat in a maze, whose brain pumps out dopamine as he frantically seeks
the cheese. Extraverts tend to have more dopamine activity, indicating that they are more responsive
to the potential for a reward. Introverts have less dopamine activity, and so are less likely to put
themselves out to chase down rewards.

Agreeableness

Agreeableness describes the extent to which a person prioritizes the needs of others over their own
needs. People who are high in Agreeableness experience a great deal of empathy and tend to get
pleasure out of serving and taking care of others. People who are low in Agreeableness tend to
experience less empathy and put their own concerns ahead of others.

In the brain, high Agreeableness has been associated with increased activity in the superior temporal
gyrus, a region responsible for language processing and the recognition of emotions in others.

Neuroticism

Neuroticism describes a person's tendency to respond to stressors with negative emotions, including
fear, sadness, anxiety, guilt, and shame.

This trait can be thought of as an alarm system. People experience negative emotions as a sign that
something is wrong in the world. Fear is a response to danger, guilt a response to having done
something wrong. However, not everyone has the same reaction to a given situation. High
Neuroticism scorers are more likely to react to a situation with strong negative emotions. Low
Neuroticism scorers are more likely to brush off their misfortune and move on.

In the brain, Neuroticism appears to relate to the interconnection of several regions, including
regions involved in processing negative stimuli (such as angry faces or aggressive dogs) and dealing
with negative emotions. One study found an association between high Neuroticism and altered
serotonin processing in the brain.

ABOUT THE DISC PERSONALITY TEST

What is the DISC Assessment?
The DISC assessment is one of the most popular personality assessments available today. It is used by
over one million individuals, businesses and organizations every year to help people find their ideal
career, team up with the right people, and improve communication and productivity in the
workplace.

DISC is an acronym for Drive, Influence, Support and Clarity. Because there are only four basic
behavioral styles in the DISC system, it is easy to learn. Yet, despite its simplicity, the DISC personality
assessment describes some of the most fundamental differences between individuals so it is very
powerful in terms of understanding why people do what they do — and then using this knowledge to
reduce conflict and improve working relationships.
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The four DISC personality types
There are four basic personality types in DISC. The following is a quick overview of the four primary
styles.

Drive. Drive relates to control, power and assertiveness. People who are high in Drive like to get
things done and are results-oriented. They tend to be ambitious, competitive and persuasive. If you
have a lot of Drive, you're likely to enjoy taking on new challenges and being in charge.

Influence. Influence relates to people, interaction and communication. People who are high in
Influence are interested in relationships, networking and persuasion. If you have a lot of Influence,
you're likely to enjoy social situations and working with people.

Support. Support relates to patience, thoughtfulness and harmony. People who are high in Support
are warm and accepting of others, and they like structure and organization. If you have a lot of
Support, you're likely to enjoy working hard behind the scenes and being part of a team.

Clarity. Clarity relates to structure, organization and correctness. People who are high in Clarity are
detail-oriented, quality-conscious and cautious when making decisions and taking action. If you have
a lot of Clarity, you're likely to enjoy working intentionally to solve challenging problems.

HOLLAND CODES FOR

CAREER PLANNING
The Holland Code system is one of the most widely used frameworks for career assessment in the
world. The system was developed by Dr John L. Holland, an academic psychologist. His theory
proposes that there are six broad areas into which all careers can be classified. These same six areas
can be used to describe people, their personalities and interests.

What are the six interest areas?

There are six interest areas in the Holland code. These are often referred to as “RIASEC” which is an
acronym for Holland's original six types: Realistic, Investigative, Artistic, Social, Enterprising and
Conventional. However, because these names may not be obvious to everyone, we use different and
more self-explanatory terminology.

REALISTIC or Doers

Realistic types are “doers” who like working with their hands and bodies, tools and machines, plants
and animals, and working outdoors. They enjoy building and crafting things and many love sports.
Most Builders prefer to work with “things” over people. They are practical, no-nonsense types who
like to get the job done with a minimum of fuss.

Key personality traits of Builders: Practical, structured, independent, realistic, sensible, mechanical,
traditional, down-to-earth

INVESTIGATIVE or THINKING: Thinkers like working with ideas and concepts, and enjoy
science, technology and academia.
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They typically are intellectual and rational people who enjoy searching for facts and understanding.
Thinkers often choose careers that involve research, theorizing, experimentation, problem-solving
and intellectual enquiry. They do not enjoy working with people as much as they like working with
ideas.

Key personality traits of Thinkers: Intellectual, curious, logical, analytical, scholarly, independent

ARTISTIC or CREATING
Creators are energized by using their imagination. They like to express themselves and produce
something unique. As such, they are most likely to find fulfillment in jobs that involve creativity and
originality such as careers in the arts, design, performance, music, writing and language. Most
Creators shy away from routine work in favor of unstructured environments where they have the
freedom to express themselves and create something original to them.

Key personality traits of Creators: Original, creative, independent, intuitive, sensitive, imaginative,
spontaneous

SOCIAL or HELPING
Helpers are “people-persons” who work cooperatively to improve the lives of others. They are
compassionate, caring individuals who like to see the impact of their work on others' lives. Helpers
place a high value on relationships and dislike working alone. They prefer jobs that involve assisting,
teaching, coaching and serving people in an environment where they can work closely with others to
make a positive impact.

Key personality traits of Helpers: Compassionate, patient, helpful, friendly, generous, cooperative

ENTERPRISING or PERSUADING
Persuaders like working in positions of power and gravitate towards jobs that involve leading or
motivating people in some way, such as careers in business, management, sales, politics and the law.
They typically are energetic, dominant people who enjoy a certain amount of risk in their work. Most
Persuaders dislike working in isolation. They prefer to team up with others and use their considerable
influence and networking skills to achieve results.

Key personality traits of Persuaders: Assertive, energetic, confident, ambitious, adventurous

CONVENTIONAL or ORGANIZING
Organizers like to work in structured environments to complete tasks with precision and accuracy.
They prefer jobs that involve working with data, information and processes, such as careers in
business, administration, accounting, information technology and office management. Organizers are
typically orderly, methodical people who like to follow procedures and complete tasks efficiently and
with great attention to detail. They value predictability and dislike unstructured work environments
that lack clear expectations and require you to make things up as you go. Key personality traits of
Organizers: Orderly, precise, detail-oriented, conservative, thorough.

All the Best!