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Psychometric instruments can be split into trait (inferred behavior) and typological (preferred behaviour) tools. A common example of a trait instrument is the OPQ (Occupational Personality Questionnaire) and of a type instrument is the MBTI (Myers-Briggs Type Indicator). Both types of instrument have their place in understanding and improving performance in the work place and other areas of life.
Preferences are qualitatively distinct inborn preferences; a physical example is being right or left handed. Behaviour is considered to be an ‘expression’ of type. Whereas behaviour is ‘caused’ by traits and this is relevant to our lives. Preferences tap into motivation and what we want to do often ends up having an impact at a bigger level on our lives than what we can do! If we like alcohol (preference) we still tend not to drink it (trait) if it is banned where we live. However, that may cause us to change places or countries so we can drink it.
Trait instruments take a `reductive' approach to behavior and have better or worse profiles. They can provide a useful framework for understanding what coaching and developmental systems are needed in an organisation, and can support selection, recruitment and promotion systems in organizations. Whereas typological instruments take a `purposive' approach and have no best profile. They not only provide extensive insights into how best to develop, mentor, teach and coach but they also help to understand how the systems, structures and leadership affect performance more widely in the workplace.
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| 'I was blown away by [the questionnaire's] accuracy and cannot recommend highly enough having a go at this personality questionnaire' - Sally Philips |
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Typological instruments have two very significant advantages over trait instruments (such as the OPQ, etc) when it comes to development, coaching etc. A trait instrument identifies more development for some people than others (the 'better' ones) which often leads to anxiety and 'closes' down the people deemed the 'worse' ones (the ones most important to help to develop) and makes them more resistant to looking at their development areas. With typologies, all 'types' have the same amount of development (there is no better style with less development), and so no reluctance or defensiveness occurs because one participant has 'worse' results than another, and whatever ability the person has, they potentially have an equal amount to learn about themselves as everyone else.
The main difference between the Five Factor Model (also known as the ‘Big Five’ personality traits) and the Myers-Briggs Type Indicator is that the former is a trait model and the latter a typological model. It is important to note that a typology such as the MBTI must never be used as a basis for recruitment, selection or promotion. That is where trait based psychometric instruments, such as PRISM (the Profile Report on Individual Style and Motivation) or OPQ, are both ideal and critical, as they can add much to selecting the best person for any role .
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