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Personality Dimensions Psychology

Pratik Bhandari

Business (BME), Oulton College

MGT (201): Organizational Behaviour

Damian Dyke

7/4/2024

Personality Dimensions Psychology

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This paper aims to take us through a meandering route through the complex personality

traits labyrinth, and thus to comprehend the complexity of people's behavior. Personality, which

we refer to as one the foundations of psychology, consists of a vast spectrum of traits,

inclinations and characteristics that form the way people think, feel and act. While leading

people through the psychology of personality types, we will examine and expose the intricacies

of human behavior and discover how these dimensions influence life in general. My DISC type

Falls under (SI) which is also known as Counselor and My MBTI is ISTP.

Understanding My Type

A counselor (SI) in the DISC framework is an important person as he or she is there to

encourage harmonious relationships and unshakable support to everyone in the system, when

dealing with a person, the inborn ability to relate on an emotional level and perceive the needs of

the other makes one a reliable friend and a good advisor, big or small problem the client faces

with. As concerned experts in the realm of group dynamics, we are well-trained in the facilitation

of a cooperative and cooperative environment. People with DiSC Si personality types bring

strong people skills to their teams. They tend to be motivated more by group accomplishments

than individual egos. They are empathetic. They are trusting, modelling vulnerability, which is

crucial to strong teams. (Harris-Gray, 2023). The personalities form the core of the social life of

each human being – regulations, perception, behavior. Characterized by its focus on relationship

building between the members of the group as well as on unhesitating support of others, the SI

type personal counsellors stand out within the DISC approach. This article will examine the

different ranks of SI, SR, and SD personalities, describing their ad every essential trait, spouse,
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and work relationship as well as the implications of them gradually from the person and business

point of view.

We can

assist

groups

to reach

consensus, resolve disputes, and consider everything each participant must contribute. Our

ability to develop strong, authentic relationships is hard to compete with, since you promote

trustfulness through sincerity and frankness. Besides, though We are familiar with helping

others, we understand that expecting them to realize their true potential is even more critical. We

prefer a peaceful, collaborative, and welcoming atmosphere. Also, they like taking their time

while getting to know people better. They enjoy working in environments that promote the

healthy resolution of conflicts. Si types of dislike unnecessary arguments and are not productive

in emotionally charged situations. Ramesh (2022) Whether it is through verbal motivation or

just creating a conducive environment for personal and professional growth, we always want to

be supportive of anyone willing to grow. Conflict resolution is negotiated with an equitable mix

of sensitivity and impartiality, so that the solutions found not only address the current problem

but also foster the growth of stronger relationships and improved comprehension. Also, the sharp
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emotional intelligence in us encourages people around us to improve their emotional well-being,

advocating for clear communication of feelings and providing a safe place where people can

reflect on their own feelings. The essence of our job is to be empathetic and cooperative, in

addition to empowering our clients and providing them with a nurturing and harmonious

environment where they can grow on a personal and collective level.

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My ISTP nature home has a distinct set of features that enable me to lead my life and

work in a different way than most people. Being an introvert, I find rejuvenation in solitude, and

reflection on our own dominates your inner world, cherishing your space autonomy. Sensing

characteristics such as being careful, and a sharp eye will assist me to stand out at the tasks that

are hands-on and in the practical problem-solving. The environment in which these traits are

honed is where you can harness our analytical skills and logical reasoning to ascertain solutions

to complex issues. Flexibility and spontaneity, which are purchased from the perceiving trait, are

the attributes that facilitate accepting challenges and opportunities with and breezy, enjoying an

edge of getting to define your own path and possibilities. We might be more inclined to careers

that align with your practical coolness under fire, even in stressful situations, is a key attribute as

teams to tackle dynamic work environments where swiftness of judgment and decision-making is

important. Although we are individual-oriented and love to work independently, teamwork is

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also appealing to you especially when you get involved in projects that allow us to utilize the

skills and expertise that you have attained as a craftsman. ISTPs tend to be detached and prefer

the logic of mechanical things to the complexity of human emotions. Independent and reserved,

ISTPs treasure their personal space, and want to be free to be spontaneous and follow their own

lead. ISTPs are selective about their relationships and appreciate others who allow them plenty

of freedom to do their own thing. (ISTP, n.d.) We not only stay focused and calm but prove to

be a team player thanks to your willingness to explore other solutions. With that, I will be able to

contribute significantly to our enterprise. For ISTP, it is the mix of a down-to-earth attitude,

extraordinary flexibility, critical thinking, and practical actions that make us outstanding

personalities. Thriving in flexible settings and your strong desire to adapt and deal with emerging

matters points out your invaluable presence in any team or workforce. By allowing for

weaknesses and learning new skills you will make the most of yourself and bring value to both

our own life and to our career.

The accuracy of personality descriptions, as it is the case in the SI type of the DISC

framework, can be different from one person's point of view to another. SI-style individuals tend

to be team-spirited, encouraging, approachable, generous, and compassionate. They value

acceptance and seek close relationships with others. Furthermore, they are fantastic listeners who

care about identifying other people’s strengths and making sure each team member feels heard.

Collaborators tend to fear facing aggressive conflict. Because of this, they may avoid addressing

any issues and can become overly personal and kind. (SI (Collaborator) - the Career Project,

n.d.)

This information provides some valuable information about general human behavioral

patterns and shared preferences, but that's about it; they still can't show the full complexity of a
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person's inner world. Personal image may be different from what others perceive and the traits of

an individual may change according to the context and situation. Along with this, cultural and

environmental aspects are also very influential in the way personality traits are expressed or

perceived. Personality descriptions, even though they can, in the initial phase of self-reflection

and understanding, be taken as a basis, one should objectively consider their limitations and

subjectivity. They provide overarching patterns of personality, but they do not reflect the

complexity of a person as an individual.

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Through my exploration of the Counselor (SI) personality type, I have realized that I am

able to give high priority to the understanding of my peers’ emotions and needs, often putting

their health above mine. This genuine empathy for others permeates in my interactions, and I

really try

to

establish a

clan of

upbringing

and

understanding.
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I show a nuanced personality profile. Moderately extraverted (32%), I gravitate toward

smaller social settings and prefer deeper interactions over large gatherings. My high

agreeableness (81%) indicates a strong tendency to empathize and cooperate, support

harmonious relationships and a tendency to help others. Although I am moderately conscientious

(44%), I find a balance between organized and spontaneous behavior and demonstrate reliability

and adaptability. With a low emotional stability score (7%), it can be challenging for me to

manage stress and emotions, requiring efforts to regulate my emotions. However, my openness

(68%) reflects a penchant for discovery and creativity, embracing novelty and diverse

perspectives. Along with my ISTP nature, I embody a practical, analytical approach to problem

solving, demonstrating resourcefulness and adaptability in my activities.

Overall, I strike myself as a compassionate, adaptable individual with a creative flair,

albeit with potential emotional regulation issues that could benefit from attention and

development. I thrive in collaboration and building strong relationships with my team (high

agreeableness). I'm adaptable and open to new ideas (ISTP, openness), making me a natural at

brainstorming sessions. However, managing stress can be a challenge for me (low emotional
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stability). No worries though, I'm working on mindfulness exercises to keep myself balanced!

Overall, I believe I have the potential to be a fantastic leader, especially when I leverage the

strengths of everyone on my team.

Understanding Others

Knowing and making the characteristics of the SI to one’s advantage will give an

individual a steppingstone to becoming a great employee, manager, or leader. Through effective

interaction, individuals can create a climate of trust among the teammates, building a stage for

cooperation and conflict management. Building a high-performing team isn’t just about bringing

together a group of people who have the right hard skills and job-related expertise. It also

depends on how those individuals work together. It depends on how they communicate,

collaborate, and navigate team dynamics to overcome challenges, get results, and move forward

as a group. (Wegner, 2024). As a leader, the ability of a Counselor to provide supportive nature

creates a desirable work environment where team players can optimally achieve their potential

and contribute to organizational progress. Mediating skills that are sparked by understanding and

justice help keep team spirit and productivity at an adequate level. Also, as an empathetic leader,

the Counselor can help team-building processes and support employee development. Moreover,

the Counselor (SI) personality is always adaptive and flexible, and this is one of the secrets that

individuals must face the changing work environments with strength and dignity. Eventually, the

servant-leader characteristics can lead to the growth of relationships, build up team spirit and

bring about organizational efficiency.

It is of great importance to understand the personality types of employees and coworkers,

by disc using the DISC framework, since those are indispensable tools for leaders and managers

in determining workforce interpersonal relations within teams. Diverse teams have the edge in
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today’s business world. When everyone has a different approach, view, and personality type, this

can be extremely powerful, fostering innovation and avoiding groupthink. But these differences

mean that diverse teams also experience more conflict, which can be disruptive or destructive.

(Personality Type and Team Interactions, n.d.) The acknowledgment of the uniqueness of

personalities is not sufficient; this calls for understanding the facets of this aspect to be able to

apply it in different situations such as the type of communication, delegation, and the resolution

of conflict in more effective ways. It can become a managerial competence to recognize that the

team member in question is rather an assertive and direct communicator (Dominance dimension

in the DISC) whom they may be prepared to stimulate through clear instructions and

emphasizing the importance of the autonomy approach. Consequently, the manager is able to

avoid a passive-aggressive reaction from someone who may be timid and more cautious in their

actions and decisions This intricate tailoring of perceptiveness guides managers in their effort of

fostering the rapport, trust and communication channels that are a core component in team

building and productivity.

The study of employees and colleagues with the help of the Jung/Myers Briggs types

enhanced with personality dimensions is paramount for most CEOs and managers for a few

reasons. On the other hand, it aids effective communication that exists in the team

environment. By identifying and commending the unique personalities in team members,

managers would be able to personalize their communication styles and methods of interaction in

a way that will suit all personality types. For instance, a manager who appreciates that a team-

member prefers the style of a worker is ensured that they get time for themselves to think and

reflect as a group while feeling like a part of the team. The second fact is that familiarity with

personality dimensions helps build teams and team cohesion. Enabling each team member to
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bring forth their strengths and preferences, managers can design well-balanced groups whose

complementarian abilities would foster innovation and problem-solving. For instance, in the case

of such a team consisting of people with different personalities, for instance, thinkers (T) and

feelers (F), can expect the advantage of the combination of analytical thinking and empathy in

decision-making processes.

On top of that, awareness of personality dimensions gives maneuver space to conflict

resolution and management. The disagreements are often the result of different views and styles

of communication, which may be intensified by people's different personal style preferences.

When small business managers and owners have a deeper understanding of their employees’

inner workings, they’re better equipped to communicate with them effectively and in a way that

reduces misunderstandings. (Watts & Watts, 2022) Consequently, if the managers are familiar

with the Jung/Myers Briggs system, they shall be able to know the source of conflicts and

minimize them using problem-solving methods. Such could be through normalizing dialogue,

playing the role of a mediator, or even giving individual support to help teammates work out

their differences and discover the commonality among them.

Affect on Organizational Behavior and Culture

What’s more, individual recognition of employees' and co-workers' personality type

increases the level of an employee engagement and motivation. When people's opinions, ideas

and genuinely own traits are considered and are thought of as valuable contributors to the team,

they will be more dedicated, trustworthy fellow workers. If you want to improve workplace

culture, DISC can be a helpful tool. By understanding the different personality types of your

employees, you can learn how to better communicate with, motivate, and manage them. You can

also create a more positive and productive environment by promoting respect and valuing
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diversity. (HR Profiling Solutions, 2023) This makes for a work environment where employees

gain the confidence, the self-realization that they are not being shunned for not bringing their

true selves to the workplace, and they contribute to the organization’s achievements.

In a team or an organization, people have different personality types, so they see a

problem from different angles which are obviously based on their preferences and personality

within the 16 Personality Dimensions classification developed by Jung and Myers. The likes of

thinkers, with all their logical and systematic traits, often make objective analysis and rationality

their approach to decision-making, prioritizing exploitable facts and evidence in this process. On

the opposite side, Feelers will discuss in more detail the interpersonal dynamics and the

emotional impact allowing them to make an informed decision and maintain the team harmony

and integrity. Sensors, who are data goofy and practical, use actual data and historical facts as

the bases of their decisions. Intuitive, known for their creative thinking, are attracted by abstract

concepts and future risks, and they usually find creative solutions. Judgers, by contrast, prefer

organized settings, so they want to set destinations and limitations to define their decisions'

trajectories. On the contrary, Perceivers usually value spontaneity, so, for this reason, they like to

keep options open and to modify their choices after taking the fresh air. Introverts like to spend

time alone with themselves, taking their time to process and gather their thoughts before making

decisions publicly, unlike Extroverts who enjoy and flourish in teamwork and interactions with

other people, hence, they constantly seek for opinions, information, and support from others to

meet their need. Information from personality tests help companies better understand their

employees’ strengths, weaknesses and the way they perceive and process information. There are

16 Myers Briggs personality types and once that is determined, an employee usually has a better
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understanding of the best way to approach work, manage their time, problem solve, make

decisions and deal with stress. Bajic (2022)

Developing an awareness of personality types will greatly help to increase the workers'

motivation and productivity at the workplace by creating a much needed common ground to

align individual needs and strengths with the company's vision and values. Similarly, managers

can use the information obtained from workplace personality testing to lead teams better. They

can understand exactly what motivates each team member and better assign enjoyable tasks to

employees based on this knowledge. For training, it can also help leaders identify different ways

to train to maximise engagement and outcome. Overall, all these various workplace personality

test benefits have a direct impact on the bottom line, which we talked about above. You have

happier, more engaged teams who can communicate better and work more productively together.

(How to Use Workplace Personality Tests to Improve Team Productivity, n.d.)

However, when leaders understand personalities, they can spot out strong points as well

as likes and dislikes in their team members. According to the principle of individual

development, managers assign activities that reflect the employee abilities in their natural

inclinations and talents. This, in turn, boosts job satisfaction and motivation thus demand for

work performance improvement. Therefore, giving a detail-oriented Sensor a position in which

data is the main focus for analysis can bring a feeling of fulfillment and engagement because the

employee would do a good job, showed expertise and got their value for it.

An organization's knowledge of its employees' personality types in DISC not only takes

an impact on the corporate culture but also affects its behavior and attitudes. With such diverse

personality-based typologies in place, companies hence become equipped enough to tune their

culture in a manner that accommodates different motivations and working styles. This in turn
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gives birth to the suitable environment that staff themselves desire. For example, the culture of

the organization may develop around the strengths of its employees so that those roles play on

DOS such as focusing on results and being competitive. In these cases, rapid, decisive actions,

and strong leadership are the results. On the other hand, a higher proportion of careful (C)

individuals, whose accuracy and complete attention to detail is important, can cause the company

to rely even more on this group, forcing the organization to focus on perfection, thoroughness

and strict observance of practices. This is done by the organization's internal alignment and

creating of environment where the staff can resonate with the values and practices that would, in

turn, make them feel at home and engaged.

Besides, through the DISC personality types, trained supervisors and colleagues alike

know how to participate in the workplace effectively. By identification of collective collocations

as well as peculiarities and communication styles for each DISC profile, organization can exploit

the synergy and complementarity among team members. Applying such a strategy of full

participation between the teammates increases the effectiveness of collaboration, as the team gets

able to perform in the best way and improve productivity levels.

The personality test of Jung/Myers Briggs which is associated with personality

dimensions that have a significant influence on leadership styles in the workplace, as they

determine how the leader connects with his/her team, makes decisions, and communicates

effectively. Extraverts at the helm will likely be outgoing and domineering, performing well in

positions that involve networking and leading big teams, while introverts may choose a more

contemplative attitude, analyze strategies and function better with individuals. Recognizing

leaders’ function on operational and detailed aspects of the job, easily doing planning, managing

processes and troubleshooting, whereas intuitive are creative thinkers being good at strategic
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visions, innovations, and finding new solutions. Thinking leaders are logic-oriented and

analytical - they work using objective criteria - while feeling leaders dedicate more attention to

relationships, negotiation and teamwork. Leaders of an organization can gain insights into

themselves and their colleagues’ personality traits and hence can amend their leadership

approach to offer the proper motivation and encouragement that can lead to success at

workplace.

The knowledge about how DISC personality types beam on the process of conflict in

organizations could to some extent be a move that can lead to the development of effective

conflict resolution as it gives a glimpse in individuals' communication styles, preferences, and

behaviors when conflict arises. By considering the specific conflicts management strategies, the

leaders can see the DISC attributes a person possesses and can take the steps needed to manage

the given conflict in an appropriate way. Moreover in meetings with the leaders, communication

styles and emphasis can be adapted and adjusted for better relatability with each person

involved. Through identification of key trigger points or sources of disagreement based on DISC

profiles leaders can be proactive and look to resolve raging problem areas before they are

unleashed to high level conflicts. Speaking of DISC personality types, knowledge of which will

enable leaders to build up a peaceful work environment and the conflicts occur there with

constructive approach advantages team cohesion and organization prosperity.

Finally, knowledge of DISC personality types of aids in conflict resolution and problem-

solving within teams, as leaders implement strategies that navigate differences constructively,

providing opportunities for brainstorming and structured problem-solving that appeal to different

personality types. Reframing conflict as an opportunity to engage has the potential to yield

positive outcomes and foster stronger relationships. An essential aspect of this approach is
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recognizing that everyone involved in the conflict has a unique perspective shaped by their

experiences and backgrounds. Acknowledging and respecting these differences can help

individuals find common ground and work towards a shared goal. (Santoro, 2024). In essence,

leveraging knowledge of DISC personality types empowers leaders to build cohesive and

productive teams, harnessing each team member's unique strengths to achieve organizational

success.

The long-term impact of incorporating DISC and Jung/Myers Briggs assessments into

organizational processes leads to significant results that are reflected by an improvement in

employee retention, and organizational success. Such assessments deliver accurate information

about the individual personality, communication styles, and attitude to work so that leaders can

determine how to structure the work in a way that optimizes the use of employees' unique skills

and capabilities. This alignment provides job satisfaction and encourages work engagement, thus

reducing workforce turnover, and cultivating a productive workforce that is loyal and

committed. Furthermore, the appraisals are of the nature of fostering general awareness and

comprehension among employees of the organization. Employees who participate in such

programs develop an understanding of their personalities. This helps them communicate better,

collaborate for success and also deal with conflicts. Workers with healthy social relations and

teams can build trust, humor, and safety nets resulting in overall happiness and desire to

succeed.

Conclusion

The next step in question is the consideration of DISC and Jung/Myers Briggs

assessments as the job standards for replacement of candidates during employment and job

promotions. No guarantees, but it will be interesting to find out what happens in the future of
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such a use. Though these tests bring you good information concerning people's verbal habits,

personal preferences and possible advantages, several difficulties should be overcome for these

tests to be applied in general practice. These issues, such as, subjectivity of self-reporting and the

stylization of complicated human behavior through typical personality features are some of the

problems associated with the MBTI. Besides this, there must be the skill in understanding and

applying these tests and as a result, the need of the professionals being trained on this process

cannot be overemphasized, too. In addition, being overly dependent on personality examinations

may underestimate important aspects like skills, experience, and on the job performance. In

conclusion, although DISC and Jung/Myers Briggs assessments are useful as compliment to the

existing scrutiny process, their incorporation into a multi-dimensional assessment context would

go a long way in ensuring unbiased evaluation. Through this approach of balancing biases and

enhancing the accuracy of the hiring and promotions decisions, the organization can align its

operational and ethical objectives while maintaining a level playing field for everyone.

Absolutely, in my case, for my organization, I will apply DISC and Jung/Myers Briggs

examination techniques and systems. These evaluations give rise to many useful information

about the employees’ personalities, ways of communication, and job preferences that will then

both unify and improve the specific fields of organizational management. Through the evaluation

of employees' personal characteristics and inclinations, the company can make sure that

employees are assigned precisely to job positions where those personal traits and inclinations are

made advantageous, so their happiness and job performance level will increase. Besides, it

allows the groups to have better communication among themselves by gaining a fact that people

preferred different style and ways to learn which led to a harmonious and cohesive work

environment. Moreover, applying such assessments is of value for conflict resolution and its
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impact on teamwork structure because of the possibility of identifying conflicts and their

solutions quickly. Therefore, utilization of DISC and Jung/Myers Briggs tools in the treatment of

our employees would help in having a good understanding as well as support for our staff

members, and this will in turn result in great performance, improvement in their retention and

therefore organizational success.

Yes, it was valuable. The utility of DISC and Jung/Myers Briggs type assessments as

study tools has been thoroughly appreciated during the training period of this project. Through

these topics, I became aware of different layers that personality components use to influence the

systems of interaction among people and to build up communication within the organizational

communities. Through these appraisals, I discover the profoundness of personality, the

usefulness of self-awareness to development of oneself as well as a person's self-esteem at the

workplace and in their social life. Through the recognition and absorption of the tangled

intricacies of DISC and Jung/Myers Briggs evaluations I received a valuable skill, which can be

effectively applied, during team building activities, conflict resolutions as well as in leadership

development. Lastly, examining these forms of assessment has fostered logical thinking and

reflection; most importantly on taking people's characters into consideration during

organizational practices. Indeed, this topic has made my learning activity colorful, has widened

my views, and has raised my ability to overcome the complicatedness of people in the differing

institutional structures in which I work.

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References

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https://www.forbes.com/sites/elenabajic/2015/09/28/how-the-mbti-can-help-you-build-a-

stronger-company/?sh=3caddf3ad93c

Harris-Gray, A. (2023, February 6). What is the DiSC Si type? discprofiles.com.

https://www.discprofiles.com/disc-si-type/

How to use Workplace Personality Tests to Improve Team Productivity. (n.d.). Rostone

Operations.

https://www.awardaroo.io/blog/how-to-use-workplace-personality-tests

HR Profiling Solutions. (2023, December 9). How DISC can Influence Workplace Culture.

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#:~:text=If%20you%20want%20to%20improve,promoting%20respect%20and%20valuing

%20diversity.

ISTP. (n.d.). True You Journal.

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Personality type and team interactions. (n.d.). Main.

https://www.td.org/atd-blog/personality-type-and-team-interactions

Ramesh, A. (2022, November 18). DISC SI personality – the counselor. ThePleasantPersonality.

https://thepleasantpersonality.com/disc-si-personality/
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Santoro, M. (2024, April 5). How to Handle Conflict using Everything DiSC Assessments.

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santoro/

SI (Collaborator) - the career project. (n.d.). The Career Project.

https://www.thecareerproject.org/personality-type/si-collaborator/

Wegner, A. (2024, March 18). Why understanding personality types is the key to more effective

teamwork in 2024. Babbel for Business.

https://www.babbelforbusiness.com/us/blog/why-understanding-personality-types-is-the-key-to-

more-effective-teamwork/

Watts, S., & Watts, S. (2022, December 21). How to determine different personalities in the

workplace (+ Tips to manage them). Homebase.

https://joinhomebase.com/blog/3-tips-for-communicating-with-different-personality-types-on-

your-team/
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