Extroversion

Extroversion (also known as “extraversion”) refers to being focused on the world around you. People
who score high in extroversion are often seen as social because they enjoy being in the company of
others and are assertive, active, and talkative. People who score low are called introverts. These are
people who are more reserved, independent, and quiet, and for whom time to themselves is energizing.

Very high in extroversion

Description
People who score very high in extroversion are assertive and talkative, and enjoy being the center of
attention in a big group of people. They recharge when they have the opportunity to interact with a
wide variety of people and express their passionate, fun, and active style.

In personal relationships
These individuals live for socializing and relationships. When they are not being social, they are probably
planning social outings or activities that will allow them to do what they enjoy: be the life of the party!
Though they are enthusiastic, people with a high extroversion score may often be perceived as attention
seekers or conflict starters.

At work
Those high in extroversion thrive in a group setting, enjoy socializing, and try to avoid alone time at all
costs. They are great communicators and love taking on leadership roles.

In leadership positions, they work best with a team that is looking for guidance and needs stimulation.
Overall, they have a confident, active, and assertive leadership style.

As team members, they can be fun and energizing, and enjoy connecting with their colleagues. They can
feel exhausting to more introverted people, especially if they are not skilled at reading when someone
needs time to themselves.

Their best attributes

These people are open books: Others will know what they are thinking. They are usually action-oriented,
flexible, friendly, and willing to share.

Their main challenges

As these individuals say what is on their mind and speak before they think, they are also more likely to
hurt another person’s feelings. They can find it difficult to take into account someone else’s personal
space and need for privacy or time alone.

Tips for communicating and working with people very high in extroversion
These individuals generally love talking. When communicating with them:

• Be explicit about the fact that they need to listen if you find that they are not making space for
you to speak.
• You may have to set some explicit time limits, whether speaking with them informally or in
meetings.
• Schedule time to meet with them if you have more in-depth questions, as boundaries around
meeting length can be easier to convey than boundaries around informal conversations.
 • Remain positive, even when setting boundaries.
To help them achieve their potential at work:

• When possible, place them in teams or on projects with those who find them energizing.
Understand that, depending on individuals’ personalities and the circumstances, others can find
extreme extroverts energizing or exhausting.
• Place them in teams and/or on projects that allow for spontaneity and assign them work that
regularly changes to help them be most productive.
• Avoid assigning them tasks that require too much solitary work, as they thrive on constant social
interactions.
Possible coaching points:

• They may need coaching to better understand how others respond to them and to change their
behavior if colleagues find their extroversion exhausting.
• It can be helpful to encourage them to check in with colleagues about their needs and
boundaries, especially around time, so they are not distracting others from their tasks.
Discussion points
Use these discussion points during the interview to gain deeper insight into the candidate, and to
provide the candidate with role details that are likely to be important to them.

• To what extent does this role focus on varied tasks and allow for spontaneity?
• To what degree does this role allow for regular interaction with others?
• To what extent does someone in this role lead discussions or other interactive sessions that
require making space for others’ voices? If this is required, how does the candidate ensure that
others have the space to share ideas?

Agreeableness
Agreeableness reflects leniency, or a focus on others and the common good rather than on oneself.
People who score higher in this trait tend to be good-natured, accommodating, courteous, and trusting.
They are typically helpful, pleasant, considerate, and cooperative.

High in agreeableness
Description
People who score high in agreeableness show concern for and interest in others, but can also balance
this nurturing side with their own priorities and needs. They value helping others and are good at
communicating and relating with all sorts of people. Highly emotionally attuned, they are also capable of
spotting a manipulative individual and removing themselves from the situation.

In personal relationships
These individuals are friendly and compassionate. Their helpful nature is attractive to all sorts of people,
so it is no surprise that they often have a lot of friends with whom they maintain balanced relationships.
If their friends experience problems, they will be happy to offer their help. They feel responsible for the
well-being of the people around them.

At work
Driven by harmony, these individuals know how to use their altruistic skills to their advantage by seeking
positions that allow them to care for others.

In leadership roles, they are liked; they are able to inspire a team and make sure they feel connected as
a group. They also know how to motivate individual team members.

In a team, they are friendly and cooperative. They will go the extra mile if they see that doing so is
beneficial for the greater purpose. They ensure that recognition belongs to those who deserve it.

Their best attributes

Those high in agreeableness are sensitive to the needs of others. They are a pleasure to work with, as
they strike an effective balance between focusing on work and socializing. They are often generally in
tune with the emotions of others.

Their main challenges

These individuals do not like to make unpopular decisions and will try to downplay bad news. This can
mean that they are late with disappointing results and try to cover up negative information, causing
others to blame them for not asking for help or taking action sooner.

Tips for communicating and working with people high in agreeableness

They respond well to most communication styles and are generally easy to talk with. When you
communicate with them:

• Use any neutral-to-positive approach that feels most natural to you.

• Start conversations with some small talk to establish a positive tone and a personal connection.
• If you want to discuss negative issues or must give criticism, be hard on the issue, but soft on the
person.
To help them reach their potential at work:

• Recognize that they work best when they can interact with colleagues and feel that they are
making a valuable contribution to others.
• Avoid attempting to motivate them through competition, but rather use team goals or
emphasize how their work will be helpful for others.
Possible coaching points:

• They may need coaching to better focus on a healthy work-life balance. Agreeable people can
sometimes work so hard in the interest of others that they will forget their own needs. They can
understand, however, that it is also in the interest of others to ensure that they stay healthy and
engaged at work.
Discussion points
Use these discussion points during the interview to gain deeper insight into the candidate, and to
provide the candidate with role details that are likely to be important to them.

• The contribution this role makes to the team, company, and/or larger society
 • How you ensure that you do not take on too much work, especially when helping coworkers

Conscientiousness
Conscientiousness is the tendency to think, feel, and behave in a reliable, thorough, and genuine way
across situations and over time. People who score highly in conscientiousness are reliable, hard-working,
purposeful, well-organized, and careful. It is the opposite of carelessness and being unfocused.

High in conscientiousness
Description
People who score high in conscientiousness enjoy organizing and committing to themselves and others.
They know what they want and often avoid doing something spontaneously.

In personal relationships
They are careful about which relationships they invest their time in. With partners and friends, they
enjoy planning activities, avoid impulses, and are thoughtful in the way they connect with others. They
are generally perceived as reliable.

At work
With a high degree of consistency, coworkers see these individuals as, above all, steady. They are
considered dependable, trustworthy, and easy to rely on due to their commitment and organization.
They are high achievers who accomplish their goals in a timely manner and excel in meeting defined
standards.

They are usually excellent team leaders who provide the team with clear goals and reasonable
deadlines. They have a clear vision of what needs to be achieved and what the steps are toward these
goals.

In a team, they are hardworking and reliable. They are usually highly appreciated by others and will help
make sure the team gets all the work done in time.

Their best attributes

These individuals are great at keeping the balance between organization and structure on the one hand
and creativity and spontaneity on the other. They are adept at organizing tasks efficiently while still
allowing room for innovative thinking.

Their main challenges

At the point when real persistence is needed and a complicated, larger project needs to be structured,
they will grasp the big picture, but leave the details. Striking the right balance between thoroughness
and flexibility can be a challenge, potentially slowing down their progress or making them prone to
perfectionism.
Tips for communicating and working with highly conscientious people
They react well to many styles of conversation, and communication overall tends to be natural and easy.
When communicating with them:

• Use the conversational approach you find most natural.

• Understand that they will ask for the details they need, so allow them time to consider what you
have shared.
To help them reach their potential at work:

• Clearly outline the standards you expect them to meet.

• When flexibility is required of them, explain the extent and type of flexibility as soon as you
know, as well as the reason behind it. Otherwise, they may feel frustrated.
• Actively acknowledge and appreciate their work.
Possible coaching points:

• It can be difficult for these individuals to work with less careful people, as they may be inclined
to do everything themselves so as to not lose control. In this case, help them see how they can
help others without attempting to take control of others’ tasks.
• Because their conscientiousness can lead them to overwork, modeling a healthy work-life
balance and actively coaching them to create it can help them avoid burnout. Mindfulness can
be particularly helpful for these individuals.
Discussion points
Use these discussion points during the interview to gain deeper insight into the candidate, and to
provide the candidate with role details that are likely to be important to them.

• To what degree may spontaneity be required in this role? How does this align with this
candidate’s needs?
• How does this candidate cultivate a healthy work-life balance?

Emotional stability
Emotional stability refers to being calm and resilient. People who score high in emotional stability
perceive life with optimism and are able to regulate their emotions, keeping them within acceptable
ranges. Low scorers, on the other hand, are easily upset. They have a pessimistic view of life and worry a
lot. These people show fluctuating emotions and find it difficult to adequately regulate these emotions.

High in emotional stability

Description
People who score high in emotional stability can handle stressful situations readily and do not get
anxious often. However, they acknowledge triggers that can threaten or eliminate the stability of their
moods. When they get upset, they bounce back quickly and do not linger long on negative feelings.
In personal relationships
Validating, confident, and sure of themselves, these are people who others enjoy having around. They
will provide support to others if needed. They rarely get upset and will usually be optimistic and
cheerful.

At work
These individuals are preferred due to the control they have over their emotions. They are often police
officers, surgeons, or social workers. They can remain calm in times of great stress and can experience
positive as well as negative feelings attached to their jobs.

They make great, stable leaders. They usually have a good understanding of the team and the
organization. They will take action when problems arise, providing the team with sensible directions and
making sure there is no panic.

In a team, they are optimistic about achieving positive outcomes, and so are quite active. They will
stimulate others.

Their best attributes

These individuals show optimism and resilience.

Their main challenges

These individuals regulate their emotions well and are reliable for others. Yet, if they suffer from
challenging circumstances in life, it can be more difficult for them to find the emotional support they
need because others will typically search for support in them rather than see how they may also need it.
That being said, if they communicate their needs, others will be happy to provide support.

Tips for communicating and working with highly emotionally stable individuals
These people appreciate clear, honest communication. When you communicate with them:

• Feel free to communicate spontaneously, without the need to be particularly sensitive.

• Present feedback in a polite and positive way, clearly identifying what they should change.
To help them reach their potential at work:

• Be fair and communicative, and they are likely to work effectively.

• If they are working on tasks that may need a greater passion or an emotional approach, pair
them with people who are more passionate.
Possible coaching points:

• They may need coaching to communicate their needs, especially when they are experiencing
challenges at work.
Discussion points
Use these discussion points during the interview to gain deeper insight into the candidate, and to
provide the candidate with role details that are likely to be important to them.

• To what extent is someone in this role expected to share their emotional responses?
• How does this candidate communicate their needs when they are struggling with projects?
Openness to experience
Openness to experience refers to the willingness to be exposed to a variety of experiences that can
include a range of views, ideas, and thoughts. People who score high in openness to experience will
actively explore and try new ideas. People with low scores, on the other hand, will prefer to stay
practical and like their routines.

High in openness to experience

Description
People who score high in openness to experience are vulnerable, honest, open to change, and flexible.
They rely on their intuition and value creativity and originality of ideas.

In personal relationships
Their willingness to be honest and open to others’ vulnerabilities allows these individuals to be highly
emotionally attuned. Their relationships are deeply meaningful, emotional, and oftentimes adventurous.

At work
They seek to experience and try different things daily while staying grounded in the importance of
having a steady job.

In a leadership position, they will have an abstract vision and will stimulate the team to come up with
creative ideas that meet this vision.

In a team, these people are the ones who find novel, innovative solutions.

Their best attributes

These individuals are able to respond to change and even create necessary changes. Their ideas are
often intellectual and original. They are curious and can make many discoveries.

Their main challenges

It can be difficult for these individuals to stay focused and follow through, especially when routine kicks
in and persistence is needed.

Tips for communicating and working with people who are highly open to experiences
They react best when you keep the conversation exciting. When you communicate with them:

• Be ready to show your own enthusiasm.

• Challenge these individuals by using metaphors and abstract ideas.
• Ask open-ended questions that require creative thinking to answer.
To help them reach their potential at work:

• Provide them with tasks where they can use their imagination and curiosity and work with some
autonomy.
• Regularly ask about their ideas and play the devil’s advocate, or team them up with someone
who is more conservative. This way, you can ensure that major risks are avoided.
• To avoid limiting their creative flow, respond positively to their ideas and ask follow-up
questions—even if at first the ideas seem unwise or impossible.
Possible coaching points:

• They can benefit from coaching to first work out their ideas in detail before presenting them to
others.