Quick post on other personality type approaches

As I noted in an earlier post, the logo-centric metaphor of Myers-Briggs is limiting; other approaches leverage graphical and color metaphors to good effect:

Enneagrams — A friend of mine turned me on to this approach.  I don’t understand the nuances — this site appears to be a good intro  — but three aspects struck me:

  1. Each Enneagram personality type has a coherent narrative.
  2. The confusing type-shifting possible in other tests is precluded.
  3. The visualization makes the type “enrichment” concepts — wings, triads, etc. — easier to understand and relate to.

True Colors — A straightforward approach that presents four basic personality types using a color metaphor.  The biggest advantages are the ease with which the test is administered and how quickly most team members relate to the color concept.  The True Colors organization site is here, a sample quiz is here.

Strength Deployment Inventory — SDI is based on a different psychological paradigm; it looks at motivation for oneself and one’s team (a good basic intro to SDI is here –a summary of some of the differences is here).  I like that:

  1. It identifies personal strengths and motivations, both when things are going well and when facing opposition and conflict.
  2. Both results are mapped on a grid, with a color metaphor to help interpret one’s positions on the grid.
  3. All team members’ results are mapped, so it is very easy to compare and discuss the interrelationships among the group.
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2 Responses

  1. I am a big fan of the MBTI, but recently have discovered the power of Temperaments. A great way to learn the Temperaments is through True Colors. You can take a FREE True Colors test at:
    http://www.PositivelyMary.com

    Thanks for the great article!

    Z.

  2. I have worked with MBTI, Belbin, Insight, Disc, SDI amd TMP they all have their uses and applications. However overall I have tio say that the SDI seems to me to have the best balance of reliability and practicability. It is the one I notice that people use afterwards even before I do follow up work after my training programmes.

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