An Introduction to the Big Five Personality Traits
I reference the big five personality traits (also known as OCEAN or the Five-factor model) often in my writing. I do that mostly because it’s in studies I explore. If the model is new for you, you might gain some value from this little sum-up.
Although there are many different systems of personality, from DISC to MBTI to the Enneagram, the big five is the most commonly cited in behavioural science.
There are several reasons for this. I recall reading the primary reason psychologists and scientists prefer it is that it came about through data. Traits were deduced by analysing loads of data, whereas other personality models come from creating a theory first and then looking to back it up. I’m not sure where I read that, but it sounds right.
I think it’s fair to say many psychologists have a disdain for most personality theories, in part because people are more complex than the simple categorising they suggest. I am a fan of some, in particular DISC which I teach a lot, and the more uncomplicated nature of it means it can translate more efficiently to use in self-development, sales, leadership and communication. This is likely why the corporate world loves DISC and MBTI. At the same time, many who train on DISC and others do so in an oversimplified, and sometimes misleading, way. So I can appreciate the concern.
The big five accounts for more complexity than an A/B split between traits. One lecturer I had at uni (a practising psychologist) spoke of how annoying it is when people say someone is an extrovert or an introvert. He noted that everyone has levels of extroversion in them, so some people are higher in extroversion, and others are lower. Even with high extroversion, some are really high, and some are less high. Everything operates on a spectrum. And, he said with an exasperated tone, that means we technically wouldn’t even put someone into a category of introverted or extroverted, we’d simply ask how extroverted they were. When we say introverted, we really mean ‘a lack of extroversion’.
These are small things, but scientists care about the little things because they have an impact on our conclusions. And if there’s one thing we should be careful about, it’s how we understand and present people’s personalities.
The big five is comprised of five personality traits, and any test you take will tell you how much of each trait you demonstrate. It works with the concept of people having layers – I might score high in conscientiousness (and I do), but I might still be less conscientious than my brother (also correct).
So, here are some common ideas behind each of the big five personality traits:
Conscientiousness:
References someone disciplined, reliable, cautious and organised. High conscientiousness people often set goals and are disciplined and consistent about their achievement. A low conscientiousness score would indicate more flexibility or impulsiveness.
Sub-traits often include cautiousness, self-discipline, self-efficacy, lover of order and duty, and striving for achievement.
Neuroticism:
This trait works with behavioural patterns around emotion management. High neuroticism is often associated with being anxious or cynical. Think more type A: more high strung, moody, tendency to worry. Low levels of this trait are more type B personality – cool, relaxed and chill.
Sub-traits can include self-consciousness, vulnerability, immoderation, anger, anxiety and depression.
Openness:
People high in this trait often love novelty, adventure and new experiences, and may demonstrate more creativity. A score low in openness often reflects a desire for routine and more predictability.
Sub-traits often include imagination, artistic interests, emotionality, liberality, adventure-seeking and openness to learning.
Agreeableness:
This trait links to empathy, compassion, and trust in others. High levels of this trait often mean you collaborate well with others, supportive and enjoy the team environment. Someone with reasonably low agreeableness may be more analytical. They’d focus on facts over emotions. We may perceive someone with extremely low agreeableness as not much of a ‘people person’ – more cold, distant and isolated.
Sub-traits often include altruism, collaboration, modesty, sympathy, morality and trust.
Extroversion:
People high in extroversion seek out external stimuli. That often translates to more socialising but doesn’t necessarily mean they’re the most rambunctious in a room. High extroversion is often demonstrated by someone’s enthusiasm, excitability, and willingness to jump into action. Someone low in extroversion is more likely to be internally stimulated, and therefore less inclined to seek out external things to gain energy.
Sub-traits often include sociability, gregariousness, assertiveness, excitement seeking, cheerfulness and activity.
(Note that sometimes when I discuss extroversion in my writing, it’s more akin to the MBTI system, so I use the word introversion and play with those ideas too).
If you’re interested in doing a quick test, there are many on the net (I use this one).
I last did it about a year ago and here are my results (not that they’re particularly interesting) I’m not too surprised by any except for neuroticism, which I thought would be much higher. Maybe I was having a chill day that day or something:
Keep in mind the explanations above are based on my understanding of the big five personality model. I’m sure an expert would have some critical distinctions to add or change. But I hope it gives you a good gist!
Do you resonate most with one of the big five traits? I’d love to hear about your results.
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