Problem Solving Resources


Personality Testing

There are several widely recognized tests, tools, and methods for characterizing personality:

1. Self-Report Questionnaires

  • Myers-Briggs Type Indicator (MBTI): Categorizes individuals into 16 personality types based on preferences for introversion/extroversion, sensing/intuition, thinking/feeling, and judging/perceiving.

  • Big Five Personality Test: Measures five major personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism.

  • 16Personalities: Based on MBTI but incorporates elements of the Big Five for a more nuanced understanding.

2. Projective Tests

  • Rorschach Inkblot Test: Participants describe what they see in ambiguous inkblot patterns, offering insights into their emotions and thought processes.

  • Thematic Apperception Test (TAT): Involves interpreting ambiguous images of people in social situations to explore underlying motives, feelings, and conflicts.

3. Behavioral Observation Tools

  • DISC Assessment: Evaluates behavior in terms of dominance, influence, steadiness, and conscientiousness to better understand workplace behavior and interactions.

  • StrengthsFinder: Identifies an individual's top strengths, providing insights into their natural talents and how they approach challenges.

4. Cognitive and Emotional Style Assessments

  • Emotional Intelligence Quotient (EQ): Measures emotional awareness, self-regulation, empathy, and social skills.

  • Cognitive Style Index (CSI): Examines thinking preferences, such as analytical versus intuitive approaches.

5. Interpersonal and Relationship Tools

  • Enneagram of Personality: Defines nine personality types, each representing a distinct worldview and behavioral pattern, often used to understand relationships and growth areas.

  • FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior): Measures interpersonal needs in the areas of inclusion, control, and affection.

6. Holistic and Reflective Approaches

  • Journaling and Reflection: Encourages individuals to write about their thoughts and experiences to identify recurring themes and patterns.

  • Behavioral Event Interviewing: Structured interviews that analyze responses to past experiences to infer personality traits and tendencies.

7. Neuroscientific and Psychometric Tools

  • Brain Imaging Techniques (e.g., fMRI): Used in research to correlate brain activity with personality traits.

  • Minnesota Multiphasic Personality Inventory (MMPI): A comprehensive test for identifying personality structure and psychological conditions.

8. Situational Judgment and Scenario-Based Assessments

  • Situational Judgment Tests (SJTs): Presents hypothetical scenarios to assess decision-making, values, and problem-solving approaches.

  • Behavioral Simulations: Role-playing exercises designed to observe personality traits in action.

These tools are often used in combination to gain a holistic view of personality, tailored to specific goals like career development, team dynamics, or personal growth.

Learning the Style of Others

There are practical and accessible ways to identify the personality types and styles of those around you. While these methods won’t replace formal assessments, they can provide valuable insights into how people think, behave, and interact.

1. Observe Behavior Patterns

  • Communication Style:

    • Does the person speak quickly and energetically (extroverted) or slowly and thoughtfully (introverted)?

    • Do they focus on facts and details (sensing) or big-picture ideas (intuition)?

  • Decision-Making:

    • Are they logical and analytical (thinking) or empathetic and people-focused (feeling)?

    • Do they prefer structured, planned approaches (judging) or flexible, spontaneous actions (perceiving)?

  • Social Preferences:

    • How do they recharge? By being around others (extroverted) or spending time alone (introverted)?

2. Ask Open-Ended Questions

  • Pose questions about their preferences and habits:

    • “What do you like most about working on a team?”

    • “How do you approach problem-solving?”

    • “What kind of situations stress you out?”

  • Their responses can reveal whether they are collaborative, independent, detail-oriented, or big-picture thinkers.

3. Use Visual and Environmental Cues

  • Workspace:

    • Is it tidy and organized (likely conscientious) or cluttered with creative chaos (possibly intuitive or spontaneous)?

  • Personal Style:

    • Do they dress formally and conservatively (judging and detail-focused) or casually and expressively (open and creative)?

4. Notice Their Conflict and Collaboration Style

  • Conflict Approach:

    • Do they avoid confrontation, compete to win, or aim to find mutual solutions? These reflect personality styles like accommodating, competitive, or collaborative.

  • Collaboration:

    • Are they directive and take charge, or do they listen and adapt to others' ideas?

5. Listen for Their Core Motivations

  • People often reveal their values through what they prioritize:

    • Achievement and efficiency (results-driven, likely pragmatic).

    • Harmony and relationships (people-focused, likely empathetic).

    • Innovation and creativity (visionary, likely intuitive).

6. Look for Patterns in Stress Responses

  • Under stress, people often revert to their core personality:

    • Structured types (judging) may become overly rigid.

    • Flexible types (perceiving) may become indecisive.

    • Logical types (thinking) may focus only on facts, ignoring emotions.

7. Use Casual Versions of Established Tools

  • MBTI or Big Five in Conversations:

    • Without formal testing, discuss concepts like introversion vs. extroversion or logical vs. empathetic thinking.

  • Personality Quizzes:

    • Share informal quizzes or fun team-building activities to spark discussions about personality.

8. Recognize Emotional and Cognitive Preferences

  • Body Language and Energy Levels:

    • Are they animated and outwardly expressive, or reserved and inwardly focused?

  • Listening vs. Talking:

    • Are they more comfortable listening and reflecting, or actively sharing their thoughts?

9. Adapt Your Approach to Test Hypotheses

  • If you suspect someone prefers structure, test by providing clear plans and seeing how they respond.

  • If you think someone is creative, ask for innovative ideas and observe their enthusiasm or discomfort.

10. Use Situational Insights

  • Observe how people act in specific contexts, such as:

    • Decision-making in a group (directive or consensus-seeking?).

    • Handling ambiguity (comfortable or stressed?).

Key Tips for Success

  • Be Respectful and Curious: Avoid making assumptions or labeling; instead, use insights to improve interactions.

  • Stay Flexible: Personality is complex, and people may not fit neatly into one type or style.

  • Focus on Context: Personality traits often manifest differently depending on the environment.

By combining observation, conversation, and thoughtful experimentation, you can build a strong understanding of the personality types and styles of those around you.

Formalized Decision Making

There are several formal methods for decision-making and frameworks for ensuring decision quality (DQ). These approaches provide structured ways to analyze options, reduce biases, and improve outcomes.

Formal Methods for Decision-Making

1. Decision Trees

  • What It Is: A graphical representation of possible options, outcomes, probabilities, and payoffs.

  • Use Case: Helps visualize sequential decisions and their potential consequences.

  • Example: Used in risk analysis or investment decisions.

2. Cost-Benefit Analysis (CBA)

  • What It Is: A method of weighing the costs and benefits of different options to determine the most advantageous.

  • Use Case: Useful for decisions involving financial or resource trade-offs.

3. SWOT Analysis

  • What It Is: Evaluates Strengths, Weaknesses, Opportunities, and Threats related to a decision.

  • Use Case: Common in strategic planning or business decisions.

4. Multi-Criteria Decision Analysis (MCDA)

  • What It Is: Evaluates multiple conflicting criteria to find the best option.

  • Use Case: Useful when decisions involve trade-offs among diverse factors (e.g., cost, quality, time).

5. Analytic Hierarchy Process (AHP)

  • What It Is: Breaks down complex decisions into a hierarchy of sub-problems, assigns weights to each, and uses pairwise comparisons to prioritize.

  • Use Case: Effective for prioritizing tasks or projects with competing goals.

6. Expected Value Analysis

  • What It Is: Calculates the weighted average of potential outcomes, factoring in probabilities.

  • Use Case: Ideal for probabilistic decision-making under uncertainty.

7. Scenario Analysis

  • What It Is: Explores different scenarios to understand how they may unfold and affect outcomes.

  • Use Case: Common in long-term planning or uncertain environments.

8. Six Thinking Hats

  • What It Is: Assigns different perspectives (logical, emotional, creative, etc.) to participants to evaluate decisions comprehensively.

  • Use Case: Effective for team-based decision-making.

9. Root Cause Analysis (RCA)

  • What It Is: Identifies the underlying cause of a problem to make informed decisions.

  • Use Case: Common in problem-solving and quality improvement.

Frameworks for Decision Quality (DQ)

1. Decision Quality Framework

  • Developed by Howard Raiffa and the Decision Education Foundation, this framework emphasizes six elements of decision quality:

    1. Appropriate Frame: Defining the problem correctly.

    2. Creative Alternatives: Generating multiple viable options.

    3. Meaningful Information: Using reliable and relevant data.

    4. Clear Values and Trade-Offs: Understanding priorities and acceptable compromises.

    5. Sound Reasoning: Ensuring logical consistency and avoiding biases.

    6. Commitment to Action: Ensuring the decision is implemented effectively.

2. OODA Loop (Observe, Orient, Decide, Act)

  • What It Is: A cyclical process for decision-making developed by military strategist John Boyd.

  • Use Case: Effective in dynamic and fast-changing environments.

3. PDCA Cycle (Plan, Do, Check, Act)

  • What It Is: A continuous improvement process used to refine decisions over time.

  • Use Case: Common in operational and quality management.

4. DECIDE Model

  • What It Stands For: Define the problem, Establish criteria, Collect information, Identify alternatives, Develop and implement a plan, Evaluate the decision.

  • Use Case: Structured, step-by-step decision-making.

5. Vroom-Yetton Decision Model

  • What It Is: Determines the best decision-making style (autocratic, consultative, or group-based) based on the situation.

  • Use Case: Leadership and organizational decisions.

6. SMART Goals Framework

  • What It Is: Ensures decisions align with Specific, Measurable, Achievable, Relevant, and Time-bound objectives.

  • Use Case: Goal-setting and strategic planning.

7. Prospective Hindsight (Pre-Mortem)

  • What It Is: Imagining that a decision has failed and working backward to identify potential risks.

  • Use Case: Helps anticipate challenges and refine decisions.

By combining these methods and frameworks, you can approach decisions systematically, improve clarity, and ensure better outcome.