The Personality Type

Inventory

What are Personality Types?

How we continually...

REACT,

LOOK,

DECIDE, and

ORGANIZE

...things

Behavioural responses within

these four characteristic traits

combine to identify

Personality Types.

What can Personality Types tell us?

There are two very

important characteristics

that we can determine by

knowing about

Personality Types

WHAT behavioural functions a

person uses repeatedly and are

becoming more habit forming...

…and in some instances more

importantly...

WHAT opposite behavioural

functions the person is therefore

NOT USING and are being

suppressed into the reservoir of the

unconscious.

What’s the Reservoir all about?

Each behavioural trait has an opposite or alternatebehavioural characteristic.

For example:

Thinking and Feeling are opposite traits for the way we DECIDE things.

However, there’s much more to it than simply looking at one and saying “Objective” or “Subjective”

Consciously choosing one over the other habitualizes the choice and lessens the frequency of the alternate’s performance.

What happens to alternate traits?Two things take place when we use our conscious behavioural traits

• Our choices grow stronger to become more identifiable, and

• Our alternate preferences grow weaker to become more inferior

and less visible within the recesses of our unconscious.

This is a normal process, and when it happens, we are striving to satisfy

our Dominant trait constructively – but we also must endeavour to

separately… eliminate the stresses that provoke our

Auxiliary Reserve © trait to respond openly and negatively.

[Auxiliary Reserve:]

the least developed and most vulnerable trait within the

unconscious reservoir of our personality type.

What differentiates alternate

traits?

The THINKING and FEELING attitudes are alternate

traits for describing the same cognitive process.

What differentiates between them is that THINKING

deals with singular concepts in terms of multiple

outcomes and the FEELING trait deals with

multiple concepts in terms of singular outcomes.

For example:

Thinkers test multiple options in arriving at the best

solution, while Feelers look at situations from the

opposite perspective: by relying on several options

at once in evaluating a new possible solution.

What does this model look like?

?

??

?

?

THINKING

FEELING

What applications come from

Personality Types?

• Personality Types help to identify predispositional behaviours necessary to better understand a person’s likes and dislikes, wants and needs, preferred styles and characteristic behaviours.

• They also guide people in choosing their vocations and life partners, as well as selecting various other personal interests.

• Organizational Alignment that takes Personality Types into account can mean the difference between each level of achievement from failure to success, and from success to even higher performance.

What does Research tell us?Personality Types in various occupational settings

tell us a great deal about the competencies and

skills required to perform a job.

The numbers of Personality Types within an

occupation ordinarily reflect the degree of

satisfaction with that job.

The combination or “mix” of Personality Types

within an organization absolutely dictates how

attractive the culture will be to the most talented

people with the right Personality Types – and

how consistently productive they will be in

achieving the overall success of the organization.

What’s The Personality Type

Inventory?

The Personality Type Inventory is used to identify both the Dominant and the Auxiliary Reserve traits.

Vocational and Occupational research from various typology sources provide the data for Personality Type preferences.

Personality Type surveys within organizations determine the need and the availability of highly talented individuals who will reach the uppermost levels of performance based on their skill level, cultural fit and Personality Type.

What’s My Type?

High Performance Cultures demand two essentials:

– a constructive working environment in which the Dominant Traits of individuals can flourish, and

– the elimination of stressful conditions that provoke the Auxiliary Reserve trait to focus on weaknesses in the system, unresolved problems, performance anxieties, all scarcity mentality issues…

We hire people based on skills, talents and experience but we nearly always fire people based on personality fit. It's time to use the PTI .