To start off, every single person is a unique puzzle shaped by their personality, specific life experiences and background. However, oftentimes we strive to find similarities with other people in the way we think, act, and behave, in order to understand each other and be understood, thrive in our work environment and really feel like we belong. So why is it important to acknowledge our personalities?
Influence of personality traits on communication
Defining and categorizing the different personality traits present in a team helps to predict individuals’ behavior in various work-related situations. Furthermore, knowing the personality types displayed by your employees enables you to favor certain team communication styles over others, in accordance with their individual cognitive performance and the distinctive features of their personality.
Understanding different personalities and seeking ways to avoid personality clashes in a team is extremely important, but first, what exactly do we mean by personality?
There is still a lot of controversy about what defines a personality. One of the main reasons for the lack of consensus is insufficient research tools and hypotheses on the topic. Among the most accepted definitions states "personality is the individual difference that constitutes each person and distinguishes them from others".
Personality models with AI
One of the most widely used methods to understand personality is the Goldberg Big-Five model, which categorizes according to five personality dimensions. There is also the Myers-Briggs model that predominates in the field of HR that categorizes and classifies according to 16 personalities.
In both models, several investigations have been developed together with AI. Among them, with the Goldberg personality model, the University of South Australia conducted a study with Deep Learning in which they demonstrated that there was a relationship between eye movements and personality traits.
Moreover with the Myers-Briggs model, based on the personality theory of Carl Jung and his archetypes, they have shown that together with Deep Learning it is possible to know personality traits.
How can technology support traditional psychology models?
Today innovative psychology analysis is evolving at a higher pace than ever, finding new practices to support and advance traditional psychology models. Although it sounds unfamiliar to most orthodox psychologists, the truth is that the field of personality psychology is taking its first steps towards unprecedented development. With the exponential speed of technological advancement, it is moving to a new mode of analysis and a new way of approaching problems, creating innovative hypotheses and effectively adapting technology to prove them.
It goes without saying that the Big-Five and the Myers Briggs models that exist today, among others, will remain relevant. However, technological advances are giving rise to new dimensions of research and approaches to personality analysis. And most importantly, within the parameters of personality, both the most nomothetic theories (which seek to know the universal, the common, the shared among people), and the most idiographic ones (which focus on the unique nature of an individual human being) of personality can support and adapt high-tech applications, such as the design of intelligent systems to study human personality.
Despite the fact that the AI industry has been displaying exponential progress in recent years, making a greater amount of data available to scientists, it is important to acknowledge that our cognitive capacity and psychological constructs are much more complex and intricate than we may think. Thus, only through conducting more research will we be able to find out whether the interrelation between human mind and technology could help gain an in-depth understanding of these constructs.
Should we ask ourselves if technology is changing the individual's personality? It is probably easy for traditional psychology to answer this question, but the truth is that the world is currently experiencing a big change, thus introducing new concepts, new analyses and new hypotheses. Therefore, personality psychology must keep up with technological progress, constantly evolving and incorporating innovative ways to unravel the unknown about human beings.
Similarly, leaders who deal with managing talent must also stay up-to-date with new findings in order to better understand their people and effectively guide them into achieving their full potential.
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