Written by Christian Roach, High-Performance Coach
Christian Roach is a highly sought after Fitness Educator, who is known for transforming the way fitness education courses are delivered. He is the co-founder of Redefining Fitness – a UK based education company and the Author of Becoming Superhuman: 99 Ways To Become Your Own Superhero.
If you’re familiar with emotional intelligence (EQ), you will be aware that there are four stages, and the first stage is knowing oneself. To know oneself you need to know the frameworks of your personality, communication, and leadership styles so that you can effectively navigate the world around you.
Once you start to do this, you then start to set the foundation of learning to manage and lead yourself which then gives you the platform to manage and lead other people. This is down to have the understand of how you operate, your communication preferences and being acutely aware of how you react and respond in certain situations. If you don’t know where to start, the following five tools will help you to start your journey to becoming a better leader and manager.
1. DISC
DISC is a four-letter combination of certain attributes starting with your most dominant, then following in order down to your most inferior. The letters stand for Dominance, Inspiring, Steadiness and Cautiousness/Conscientiousness and a person’s personality will have the four letters in the order explained above. To put this into proper context, I’ll explain what they all mean.
Dominance is about assertiveness, implementation, speed and getting the job done. This doesn’t necessarily mean domineering and controlling however that does often come with the territory if your score high in this trait. Dominance can be a powerful attribute to have in high performance environments as natural implementors get through a lot more work than other people with other dominant functions and they aren’t afraid to speak up.
People with high dominance often have an air of self-assurance and a larger-than-life attitude, often finding a way through sheer will and persistence. They are also very comfortable with confrontation and crises. These things in turn can make for an extremely effective leader however people with a high dominance personality need to be mindful of stamping on others feelings and the damage that can be left over from a win at all costs mentality.
Next is inspiring. People with high inspiring traits are persuasive, energetic, bubbly, charismatic and fun to be around. They are the life and soul of the party and bring a likeability factor that often influences through emotion. They are the type of person that can light up a room with their energy and personality which can be a breath of fresh air in some environments. They are natural performers and are very good with people.
These are all good things but high inspiring personalities are often disorganised, forgetful, clumsy and erratic so they need to be mindful of this when in the workplace. This can often be mitigated by having other personalities around them to make up for these pitfalls as without direction and accountability, high inspiring people may not get a lot done.
Next we have steadiness which are the personality types that value consistency and stability above all else. Just like inspiring types, these types are also people orientated and will do whatever they can to keep the harmony and peace within the group, in other words, they will do what they need to preserve the status quo. This can be a blessing and a curse.
This is a blessing in the sense that these people like structure, amicable people, certainty and steadiness which usually makes them very reliable however this also means they are resistant to change and will often absolve themselves of responsibility in a crisis or when things get tough.
This personality type is the most common in the general population and are often not seen as natural leaders which may hold them back from achievement orientated roles. Having said that, where there is a need to maintain a status quo and nothing to change, they can be very effective leaders in cultures that prioritise keeping harmony and peace across the team.
Finally, we have cautious. Cautious personalities are sticklers for the details and value doing everything right rather than fast. This can be very useful is certain situations such as in accountancy – where errors need to be minimised or environments such as health and safety where there can be severe consequences due to a lack of care and precision in keeping the environment safe.
This personality can also be frustrating for other types with a different dominance because they are slow to act, resistant to change and will question everything. They are also not the best person to go to if you want a decision quickly and if you want advice because you are needing someone to validate your narrative, they may not give you the feedback you are looking for. This ability to find fault and error in things is very important in society and the workplace so these types are extremely valuable, even if sometimes being hard work.
My DISC profile will read as DCSI which means I value speed and efficiency above all else whilst holding the mentality that I’ll find a way to get the job done regardless of the obstacle. Being aware of this has allowed me to take on roles where companies are in crisis and need a turnaround project because I’m comfortable with the chaos and will find a way to succeed. This, however, doesn’t always make me suitable for projects where harmony and placating people's feelings are at the forefront of the job requirements.
Personally, knowing this allows me to filter the right roles but also let me communicate effectively with my teams because I am aware of the strengths and weakness of my DISC profile. If you can do the same in your current and future roles, you will have an edge in your performance and more buy-in from your team.
Source: Astute
Source: CareerAddict
Source: Medium
2. Colour insights
Colour insights is another popular tool that is very similar to DISC, it’s just more or less interpreted in a slightly different way. Colour insights has four colours which are Red, Blue, Greeen and Yellow. This would more or less match up against the DISC profile as below:
High Dominance = Red
High Inspiring = Yellow
High Steadiness = Green
High Conscientiousness = Blue
This variation of test has been pioneered by the work of Thomas Erikson who has written the book “Surrounded by Idiots” (amongst others), and this book will give you a solid insight of how to navigate communication in the workplace.
Being aware of your strengths is the cornerstone for effective leadership and management but when you get to the stage where you can profile the colour types of the people around you accurately, you have a deeper understanding of how to communicate with them better.
People like me who are red value direct communication and often want you to get to the point so directness and even bluntness is welcomed because sugar coating things is seen as a waste of time and often dilutes the message. Reds are clear communicators with a no-nonsense approach to communication.
Yellows usually want you to get them on side first and will often go around the houses to make their point, often not even really making the point at all. This is because yellows value relationships more than tasks, whereas reds are task-orientated. Yellows are fantastic storytellers but often use too many words / aren’t succinct in the way they speak which often irritates other personalities especially reds and blues.
Thirdly we have greens. Greens are all about keeping the peace, hence the high steadiness and they will be very helpful and accommodating towards others, even if they don’t like the other person. This helpful nature is very good at keeping harmony but will do anything they can to avoid conflict. This may sound like a good thing and sometimes it is, until it isn’t.
When greens communicate, they are about feelings and will have a naturally higher EQ than the other types, well at least, sort of. What I mean by that is that a red will argue that getting too feely feely isn’t effective and they lack the EQ to communicate with us the way we want to be communicated to – this arguably shows a lack of EQ because EQ doesn’t have to be super empathetic all of the time, it has to be what suits the person you’re talking to.
Finally, we have blues. Blues are very careful about what they say and will pick up the smallest changes in tone, body language and wording because rightfully so, they understand that small changes do make a difference. Blues are adept at spotting inconsistencies, and they will know if you are being authentic or dishonest because they see details like the other types can’t. Blues are also very precise in how they word things and mean what they say because it's always deliberate. What they need to understand is that other types may not know the difference because they can’t see it and this doesn’t always make them wrong.
What’s important to take away from the colour insights is that we aren’t just one colour but a mix of all. What’s key is the prevalence of the behaviours of those colours in how we show up every day. Being high red doesn’t mean you don’t have some green traits, it just means they are inferior functioning or in other words, less natural. The real key to improving emotional intelligence is learning how to turn up the colours based on the situation because no single trait is better than the others and what matters is what we bring to the table in a certain situation.
This can also be analogised as “having all the tools in the toolbox, knowing when and how to use them whilst also knowing when to put them away.” This is key because dialing up the wrong colours in the wrong situations will only escalate the problems whereas an effective leader will either be able to manage their dials appropriately or remove themselves from the situation to get someone better attuned to act in their place. This isn’t absolving themselves of responsibility, it is acting whilst knowing their limitations.
Below are visual summaries of the different colour personalities and when knowing your own result, remember that we all have a mix of them but some are more at the forefront than others.
Source: Theinsightsco
Source: Media LICD
3. Myers-briggs
Myers Briggs is a personality test that also types four letters like disc but goes into a lot more depth in some areas. This is also the most complex test on here as it takes longer to fill in and has the most critics. My personal view is that it’s a solid starting point and not every person who types a certain way is the same however behaviour is about patterns and from my experience, the test has been accurate enough for me to find it extremely useful.
The critics largely come from a “lack of scientific evidence” however my rebuttal will always be that just because something doesn’t have a plethora of double blinded studies behind it, that doesn’t necessarily make it wrong or invaluable. Does this mean you should treat the results like the gospel? No, however, to dismiss it completely would be naïve, in my opinion.
Myers-Briggs is also known as MBTI and has sixteen, four letter combinations which are:
E/I
S/N
F/T
P/J
These stand for Extroversion/Introversion, Sensing/Intuition, Feeling/Thinking, Perceiving/Judging.
Extroversion and introversion are a measure of how someone recharges their energy or where they get it from which is either other people or themselves and it is not a measure of someone’s confidence. I say this because we need to understand that there are many extroverts that lack confidence and social skills and many introverts that are comfortable in their own skin and have outstanding communication skills.
Sensing and intuition is a complex variable to explain and the way I will explain it may be oversimplified and that is that one is more concerned with the here and now (sensing) and the other is more bigger picture orientated (intuitive). Purists will tell me I have oversimplified this to the point of being wrong and they’d be right but for now, this will have to suffice.
Next we have feeling and thinking. This should be more straightforward as some people prefer making their decisions through feelings whereas others make it through logic. This is not just about decision making but also about how you interpret the information around you which also determines how you process your emotions. People who are naturally or trained stoics tend to be natural thinking orientated which makes it easier and feeling types wear their heart on their sleeve and their decision making often gets them into trouble.
This doesn’t mean that thinking types don’t have emotions or aren’t attuned to them because this is about how someone processes information and then how they act on that information. Thinkers are not an absence of emotion but someone who acts rationally regardless of how they feel. The same applies vice versa.
Lastly, we have perceiving and judging. These traits are largely around structure and planning. This includes how to approach a project, piece of work or how we communicate. Perceiving dominant people are looser with their time, prefer less structure and to be more spontaneous whereas judging dominant people need structure to be effective. For this letter bracket I am a J which shows in the work I carry out my day-to-day work – I’m methodical, structured, and rational in everything I do whether it’s managing a project, sending an email or teaching a fitness class.
In contrast, Ps tend to “do things on the fly”, “make stuff up as they go” and lack strict rules and rigidity. They are also looser with timekeeping and do things in a roundabout way. P’s often change their minds and lack follow through, which can frustrate J-orientated types, so this is something we need to be aware of if we are a P. On the flip side of that, J’s can be rigid, headstrong and lack flexibility to change things if they dig their heels in too much.
I have given an oversimplified explanation of this test above; however, it does get more complex if you really dig into it, as true MBTI enthusiasts will tell you that we have dominant and inferior functions and that our personalities change under certain situations, particularly when we are stressed or aren’t allowed to express our natural selves.
I think of an inferior function as a bit like dealing with our shadow, which you will understand from certain personal development circles. For those of you who aren’t aware, dealing with our shadow is dealing with the parts of us that contrast with our strengths and have been neglected due to preference for dominant traits which essentially tells us that our weaknesses are usually the opposite of our strengths.
I cannot do this test an explanation that does it justice so if you are interested in learning more, head over here for a strong starting point.
Source: Simple Psychology
Source: Discover Magazine
4. The big five
This test is very different to the previous tools mentioned. The Big Five explores personality in a different way and explores the following aspects:
Extroversion
Openness
Agreeableness
Conscientiousness
Neuroticism
We’ve touched upon extroversion and conscientiousness a bit in the previous tests, with extroverts tending to the reds and yellows, with conscientiousness being blue and agreeableness being green; however, we will now look at it from a slightly different lens.
Before we do that, we will explore why the Big Five is useful. It’s useful because it can allude to our level of amicability with our peers (agreeableness), where we get our energy from (extroversion), openness to new experience/propensity for risk (openness), how diligent we are with details (conscientiousness) and how we deal with stress (neuroticism).
There are many advocates that say the people who are high in extroversion, openness and contentiousness whilst being low in neuroticism and agreeableness are the most prevalent types in senior leadership positions. In layman’s terms, these personalities like people, are open to change and risk, care about the details whilst not being easily phased nor are they afraid to assert their opinion.
Common sense would tell us that people who are neurotic, low in conscientiousness, introverted and are too agreeable will often be overlooked for big positions due to being hidden in the shadows and not being able to trust them. Lack of openness is more about being rigid and not wanting to take risks. This can be a pro or a con as we’ve previously explored.
If you’re new to this test, I highly recommend taking it. Below is an example of what some example scores might look like:
Source: Big Five Test
Source: Pinterest
5. The enneagram
Our final tool is the enneagram. Out of the fives tests, this is the testing tool that I have used the least as it is a diagnostic that needs more time than I have been able to give it. I do have a basic understanding of it though and will explain what I know.
According to Wikipedia an enneagram “is a pseudoscientific model of the human psyche which is principally understood and taught as a typology of nine interconnected personality types.” This alludes to the point that this isn’t scientifically backed, which is true however as stated earlier in this article, there is still value in it.
Enneagrams provide us with a deeper understanding of what drives us, our fears, and our values, which all, in turn, influence our decision-making and life choices. This also gives us a strong framework for how we perceive the world around us to work. The image below states the nine possible types we can score.
Source: Health
Out of the nine types, type nine is the most common which loosely translates as green from colours or high agreeableness from the big five as well as steadiness from DISC. Below, I will explain each type and you will also be able to see how some of these link to types from the previous tests.
Type one, the reformer
Also known as the moralizer or perfectionist, a goal-oriented, ethical, and idealistic personality that has a strong conviction in their beliefs and what they perceive to be right or wrong. They need clear direction and good communication from others to be successful and tend to be dependable, have high morals, and are discerning individuals who won’t veer away from what they believe. This makes them dig their heels in and stubborn to a fault.
Reformers can be perfectionists and highly critical of others. Some believe that people who are ones grew up in a home where they were not allowed to make many mistakes and this life experience eventually hardens them, making them high scathing of others in the process.
Type two, the helper
Sometimes known as the giver or the mentor. This Enneagram type is generous and sincere and wants the approval of others because they value peace and harmony amongst all else. They also are unselfish, optimistic, and adapt to situations easily choosing to go with the flow.
When faced with challenges, a helper may be possessive and can use flattery as a defence mechanism. Most likely, this person was raised in home where being helpful was important such as caring for a sick parent or sibling and will often take on the role of the caregiver as an instinct. This can be an endearing trait that will win a lot of friends however this person also runs the risk of becoming a people pleaser, if they don’t learn to set firm and clear boundaries.
Type three, the achiever
This Enneagram type is often called the performer or producer and is someone who tends to be a leader - who is both charming, poised and collected. They also tend to be goal-oriented, authentic, efficient, and hardworking. When faced with challenges, they will persevere and do whatever it takes to succeed because success is a matter of when, not if.
These people are often overachievers in their career and will often sacrifice their personal life to achieve their career ambitions. They value accolades and recognition from their peers and need to be seen as someone who is competent and capable in everything they do.
On the contrary, achievers can become a workaholic, have a poor quality of personal life, and worry about how they are perceived by others, sometimes leading to high neuroticism and a lack of self-worth because their self-worth is tied into their achievements. It's likely that their parents or caregivers valued the perceptions of others, teaching them that what other people think matters.
Type four, the individualist
Type four is known as the dreamer or romantic and is artistic, innovative, passionate, and larger than life. Type fours tend to be creative, self-aware, and inspired, but also can become easily jealous and are prone to emotional vulnerability, and moodiness because they score high in neuroticism.
It is believed that the environment Individualists were raised in may have frowned on overt expression of emotions, especially happiness which causes them to suppress their emotions in later life. Individualists can be very unique and interesting people who don’t follow the status quo however this can lead them to become loners because they don’t fit in with society’s norms.
Type five, the investigator
Fives are usually called the observer or the thinker. This enneagram type is insightful, perceptive, and curious about themselves other people and the world around them. They also tend to be visionaries who have the unique ability to see things in ways others can’t and this sometimes means that they can become isolated, seeking safety through distance and they can be very intense at times which can be hard for others to navigate.
Type six, the loyalist
This Enneagram type is sometimes known as the guardian. It is most known for reliability, consistency, and trustworthiness. They are seen as courageous, stable, and self-reliant and are loyal to the cause.
Sixes can have a rebellious streak, get defensive, act cautiously, and be overly suspicious which can create friction in their relationships. Most experts believe they tended to question authority during their upbringing and are naturally rebellious, making them a challenging personality to contend with.
They can be excellent friends who back you to the hills but also can be difficult to get back on side if you betray them because they are loyal to their values above all else.
Type seven, the enthusiast
Aka the visionary. This enneagram type is fun-loving and spontaneous and is someone with bundles of energy and charisma which is infectious to those around them. They also are usually filled with joy and appreciation and are often satisfied with life, having many friends because they are relationship orientated like the yellow types in colours.
Growing up - enthusiasts likely learned to depend on themselves for happiness and may struggle with commitment and being overextended in adulthood. They tend to start things and not finish them, jumping from one thing to the next making them prone to shiny new toy syndrome.
Sevens are great for team morale and are excellent at getting people on side but the lack of follow through and commitment can be frustrating for a lot of people.
Type eight, the challenger
Sometimes called the boss. This type is bold, assertive, straightforward, resourceful, and powerful. They are also highly likely to take a stand or defend others and will usually win an argument if they dig their heels in. This is akin to the Red or high D from earlier in the article.
Eights are seen as strong and authoritative and take a no-nonsense approach to life. They were likely taught to never be vulnerable and are often stoic and unyielding making them fierce teammates and excellent people to have on side if you are in a sticky situation.
Type nine, the peacemaker
Our final type is sometimes called the peacekeeper and is akin to being green or having high steadiness. This type tends to be trusting, stable, and inclusive. They can embrace multiple types of people and are skilled at bringing people together. However, to promote peace, they may simplify problems, procrastinate, and struggle to make decisions and this absolution of responsibility may not lead to the best outcomes especially when decisions are important and may lead to unfavourable outcomes.
This is a passive type and as children, peacemakers may have been in an environment with a lot of conflict and struggled to cope with it. As a coping mechanism they learned to play the pantomime and learn to keep the peace to keep conflict to a minimum, often at the detriment of their own boundaries and self-esteem
In conclusion, each one of these tests can add a lot of value if we learn how to use them. They my lack the pinpoint scientific accuracy that some people insist on and this is a typical sign of someone who is blue or cautious in nature!
If you are a practising or aspiring leader or manager, these tools can be extremely useful in the hiring process through to getting to know your team better in one to ones or in a group setting, creating the environment for a success team and workplace. They are also immeasurably useful for getting to know ourselves and our peers.
It’s important to remember that they provide a starting point and not every point of a score may apply to each person as there will be variations within people as personalities are very complex in nature and we are a long way from fully understanding them down to a tee.
It’s also important that there is not one better type that applies to every situation as every type brings its own strengths to the table and this is where complementary strengths within the workforce are very important to a company’s long-term success.
If you decide to take any of these tests, make sure you are honest in your answers and you need to answer with what the truth is not what you think you should put or what you want it to be as these things will skew the results. For reliability, you can also take the same test again later, ideally in the same conditions because a repeat result is more likely to be a more accurate representation over a one-off result.
I look forward to you taking the next step on your journey as a leader and hope you have enjoyed this article.
Christian Roach, High-Performance Coach
Christian Roach is the Director of Redefining Fitness – a multi-award winning, UK-based education and consultancy company. He is the Author of Becoming Superhuman: 99 Ways to Become Your Own Superhero and a highly sought-after Fitness Educator and High Performance Coach.
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