The Responsible Citizen

Trustworthy with a high moral and ethics.
Among these brand archetypes, the 'responsible citizen' are the serious and quiet ones, interested in security and peaceful living. Are not pleased to be breaking rules and respect law. Take time to understand the rules but never with an intention of finding logical loopholes in the process. Extremely thorough, responsible and dependable. They are friendly and easy to approach. They are good listeners and demonstrates a genuine concern for and interest in others. In a conversation, they listen with an interest in understanding the thoughts and feelings of the other. Usually gifted with welldeveloped powers of concentration. They act ethically; treat people fairly regardless of race, gender, cultural differences. The 'considerate carer' accepts accountability for personal actions and is considered trustworthy by others. They are interested in supporting and promoting traditions and establishments. Well-organised and hardworking, they work steadily towards identified goals. They can usually accomplish any task once they have set their mind to it.

Putting Personalities To Work

Knowing your own psychological type preferences can give you valuable insight into your weaknesses and strengths, and provide a starting point when relating to your co-workers. Understanding yourself is key to working better with other people. Are you a perception-focused person on a team of judging types? You might want to start scheduling more meetings instead of relying on random hallway conversations to get your work done. And if you’re a manager with an employee who skews toward judging, it might make sense to place her in a leadership role to keep a team on track.

Understanding the personality preferences of your employees can be the difference between a smoothly running, well-oiled machine of a team and a disorganized mess. One way to help manage this is to create a table with each team member’s personality type to help you identify advantages and work with potential problems due to those types. Simply classifying your employees as introverts or extroverts might help you spot issues. For example, an extravert might be less happy and productive working remotely, while an introvert might thrive in the same position.

It’s also important to keep in mind that the test can be inconsistent. There have been studies showing that up to 50% of people arrive at a different result the second time they take a test, sometimes as little as five weeks later. And that makes sense – many of us might see ourselves as logical one day, and impulsive the next. That’s why it’s important to make use of validations. Use friends, peers and your professional seniors to ask about your personality because you brand is not what you think it is but what other feel it is. The more feedback you take the accurate the averages come. Nonetheless you will definitely find out some commonality which may even surprise you about your own character. Use the personality test to find out your blind spots and hidden strengths that you may not be aware of yourself. Sometimes we overwork on qualities that we already possess just because we were never able to validate them.