People! People Everywhere! A Chronicle of how we act & interact.
I have been studying a behavioral inventory system created by Robert Bolton that focuses on four main behavioral styles. Bolton's book, "People Styles at Work: And Beyond", is a simple tool that can be used simply and easily to identify ones traits. However, once one delves deeper into the behavioral system, it can provide a more complex understanding of ones deeper tendencies. To summarize how the system works I have provided a graph:
To get started, you fill out a simple questionnaire that gathers "tally" marks, afterwards the tally's are added down the columns to get four totals, these totals will act as coordinates for Bolton's "Assertiveness/Responsiveness" chart. Once "moving yourself" according to the coordinates, you will be placed into one of four categories, Analytical, Driver, Amiable, or Expressive. Once you have placed yourself in a quadrant, Bolton's book goes into detail describing traits, tendencies, and commonalities about each "People Style". A very simple yet, practical look at how people act and interact with factors of life around them.
Now, I am sure Bolton's People Styles is not the first "Personality Test" you have stumbled across in your life. People have a fascination about being told about themselves by others, from "Which Disney character are you?" to more scientifically backed models such as DISC and Meyers-Briggs.
The latter two systems are also used widely to help identify peoples traits and tendencies.
Before I delve into what some of these other systems look like and how they function, I want to clarify how systems like Boltons, Meyers-Briggs, and DISC differ from a standard personality test. A "personality test" typically is assessing psychological aspects and focusing on who you are at your core. In contrast, yet in relation to, a "behavioral test" focuses on the tangible traits and actions that one makes based on who he/she is. With that said, I will quickly summarize DISC and Meyers-Briggs so as to provide reference points to contrast with Bolton's People Styles.
DISC is an acronym for the four categories in which a person would fall into using their system. Under the DISC system, people are grouped according to Dominance, Inducement, Submission, and Compliance. This system is used widely in the business field to help co-workers understand and relate to those around them in the work force. Its creator, William M. Marston, originally was publishing his findings in earlier writings before Walter Clarke fully structured the DISC system in 1972. Since then it has been used by over 50 million people. To gain a better understanding of how these four traits relate to everyday behaviors, I have included a list with trait summaries:
Dominance
Perceives oneself as more powerful than the environment, and perceives the environment as unfavorable.
Inducement
Perceives oneself as more powerful than the environment, and perceives the environment as favorable.
Submission
Perceives oneself as less powerful than the environment, and perceives the environment as favorable.
Compliance
Perceives oneself as less powerful than the environment, and perceives the environment as unfavorable. These four categories are then used to identify a person with one or more of 15 "Personality Patterns". More information can be found on the DISC Website.
The Meyers-Briggs system also focuses on categories that are determined through a short questionnaire. This system is unique because rather than choosing a single trait, focusing on only that one, and leaving the others out of the equation; the Meyers-Briggs system identifies everyone with four personalities (of 16 possible) in an order corresponding the ones they identify with most. For example, a person may be described as "ESTJ" which corresponds to "extroversion, sensing, thinking, judgment" By using this system it creates a very diverse range of behavioral styles, allowing for a broad spectrum of individuality amongst users. The following circle chart portrays the 16 behavioral styles within Meyers-Briggs:
Additionally, what makes Meyers-Briggs unique is their delivery method. It is preferred if the test is administered by a "certified MBTI practitioner", this will help you to get the most accurate and thorough understanding of your test results. Although it is not required and the test can be taken online, if you have the opportunity to get in contact with a certified practitioner, it would be to your benefit.
Having never personally used the DISC system, I cannot speak of its accuracy, however, from past experience with both Meyers-Briggs and Bolton's People styles, I have to state that not one is better than the other. These tests should all be used in conjunction with one another to provide one with the most comprehensive and applicable understanding of themselves or others. Meyers-Briggs has interesting insights as to who we, are and why we do what we do; while Bolton's People Styles tends to lean more towards practical application of our traits. Bolton's system may be more effective in assisting workplace human relations, especially due to its quick and easy-to-use format. Whereas, Meyers-Briggs is more optimal for personal use on oneself, family, friends, or significant others.
Sources:
Now, I am sure Bolton's People Styles is not the first "Personality Test" you have stumbled across in your life. People have a fascination about being told about themselves by others, from "Which Disney character are you?" to more scientifically backed models such as DISC and Meyers-Briggs.
The latter two systems are also used widely to help identify peoples traits and tendencies.
Before I delve into what some of these other systems look like and how they function, I want to clarify how systems like Boltons, Meyers-Briggs, and DISC differ from a standard personality test. A "personality test" typically is assessing psychological aspects and focusing on who you are at your core. In contrast, yet in relation to, a "behavioral test" focuses on the tangible traits and actions that one makes based on who he/she is. With that said, I will quickly summarize DISC and Meyers-Briggs so as to provide reference points to contrast with Bolton's People Styles.
DISC is an acronym for the four categories in which a person would fall into using their system. Under the DISC system, people are grouped according to Dominance, Inducement, Submission, and Compliance. This system is used widely in the business field to help co-workers understand and relate to those around them in the work force. Its creator, William M. Marston, originally was publishing his findings in earlier writings before Walter Clarke fully structured the DISC system in 1972. Since then it has been used by over 50 million people. To gain a better understanding of how these four traits relate to everyday behaviors, I have included a list with trait summaries:
Having never personally used the DISC system, I cannot speak of its accuracy, however, from past experience with both Meyers-Briggs and Bolton's People styles, I have to state that not one is better than the other. These tests should all be used in conjunction with one another to provide one with the most comprehensive and applicable understanding of themselves or others. Meyers-Briggs has interesting insights as to who we, are and why we do what we do; while Bolton's People Styles tends to lean more towards practical application of our traits. Bolton's system may be more effective in assisting workplace human relations, especially due to its quick and easy-to-use format. Whereas, Meyers-Briggs is more optimal for personal use on oneself, family, friends, or significant others.
Sources:
- Beamish, G. (2005). How chief executives learn and what behaviour factors distinguish them from other people. Industrial and Commercial Training, 37(3), 138 - 144.
- Sriram, G. "Communications: simple, easy, and stress-free!". Pure Visibility. Retrieved 10 July 2013.
- Marston, W. (1928). Emotions of Normal People. K. Paul, Trench, Trubner & Co. ltd. p. 405.
- Myers, I., & McCaulley, M.(1985). Manual: A Guide to the Development and Use of the Myers-Briggs Type Indicator (2nd ed.). Palo Alto, CA: Consulting Psychologists Press.
- Myers, I., & Myers, P. (1995).Gifts Differing: Understanding Personality Type. Mountain View, CA: Davies-Black Publishing.
- Zeisset, C. (2006). The Art of Dialogue: Exploring Personality Differences for More Effective Communication. Gainesville, FL: Center for Applications of Psychological Type, Inc. p. 13.
- Nettle, Dr. D. "Personality: A user guide". The Open University. Retrieved2013-04-17.
- Tieger, P., & Barron-Tieger, B. (1999). The Art of SpeedReading People.New York, NY: Little, Brown and Company. p. 66.
- Bolton, R., & Bolton, D. (2009). People styles at work-- and beyond making bad relationships good and good relationships better (2nd ed.). New York: American Management Association.
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