Learning Center

Corporations and organizations use several different methods to access their employee's personalities or approach to their work. The Talking Bout, LLC does not endorse any of the personality profiles, but understand the value they may provide. Below are five tests you may consider if your organization is looking to profile its workforce:

  • Myers-Briggs Type Indicator (MBTI)- is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were extrapolated from the typological theories proposed by Carl Gustav Jung and first published in his 1921 book Psychological Types.

    The original developers of the personality inventory were Katharine Cook Briggs and her daughter, Isabel Briggs Myers. They began creating the indicator during World War II, believing that knowledge of personality preferences would help women who were entering the industrial workforce for the first time to identify the sort of war-time jobs where they would be "most comfortable and effective". The initial questionnaire grew into the Myers-Briggs Type Indicator, which was first published in 1962. The MBTI focuses on normal populations and emphasizes the value of naturally occurring
    differences.
  • DISC Profile - is a four quadrant behavioral model based on the work of William Moulton Marston PhD (1893–1947) to examine the behavior of individuals in their environment or within a specific situation (otherwise known as environment). It therefore focuses on the styles and preferences of such behavior.
  • The BIG 5 Personality Test - was originally derived in the 1970's by two independent research teams -- Paul Costa and Robert McCrae (at the National Institutes of Health), and Warren Norman (at the University of Michigan)/Lewis Goldberg (at the University of Oregon) -- who took slightly different routes at arriving at the same results: most human personality traits can be boiled down to five broad dimensions of personality, regardless of language or culture. These five dimensions were derived by asking thousands of people hundreds of questions and then analyzing the data with a statistical procedure known as factor analysis. It is important to realize that the researchers did not set out to find five dimensions, but that five dimensions emerged from their analyses of the data. In scientific circles, the Big Five is now the most widely accepted and used model of personality.
  • Keirsey Temperament Sorter (KTS) - is a self-assessed personality questionnaire designed to help people better understand themselves and others. It was first introduced in the book Please Understand Me. The KTS is closely associated with the Myers-Briggs Type Indicator (MBTI); however, there are significant practical and theoretical differences between the two personality questionnaires and their associated different descriptions.
  • Kolb Learning Style Model - Based on experiential learning theory, the learning style inventory was developed by David Kolb Ph.D. with research that began in 1971. It identifies four phases in the learning process.

Experiencing: learning from experiences, being sensitive to feelings and people.

Reflecting: reserving judgment, taking different perspectives, looking for meaning.

Thinking: logically analyzing ideas, planning systematically, using concepts.

Acting: showing an ability to get things done, taking risks, influencing.

Everyone has a tendency to learn from one of these preferred phases. The Kolb LSI helps your employees understand their unique learning preference and develop a well-rounded approach to their learning and problem solving.