When someone hears that I’m a productivity coach, the immediate expectation seems to be that I’ll discuss planners, calendars, tasks, and habits with them. We’ll discuss time management and achieving more with less time. While there’s nothing inherently wrong with that, and we do eventually discuss those things, they are not the first things we cover. I like to start with assessments. Why? Because the most effective and sustainable systems come from the person, not the planner, platform, or tool. And the Big 5 Personality Quiz is one of my favorite places to start!
The Power of Knowing Yourself: Beyond Planners and To-Do Lists
When you first connect with me for a chat or an initial coaching session, the very first thing I ask you to do is take some assessments. You might be wondering why. The answer is simple: the most effective and sustainable systems are built around the person, not the latest planner, app, or tool. My goal is to help you craft customized systems that fit you to a T – systems that feel easy and are incredibly effective because they are uniquely yours.
How do we achieve this? By learning about YOU, first and foremost. This means understanding your strengths, values, and personality before we even think about your calendar or whether Trello is your jam. We explore how you work best, how you interact with the world and with yourself, and what you truly want out of life. Asking these crucial questions first primes your productivity in the most powerful way.
Today, we’re zeroing in on personality because it plays a significant role in determining your productivity levels. When you understand your personality traits, you can leverage that knowledge to work smarter and achieve more.
Unpacking the Big Five Personality Assessment
The Big Five Personality Assessment is one that I use consistently with my clients due to its accuracy. Developed from decades of research analyzing how people describe themselves and others using natural language, it offers a robust self-test. Researchers identified five major personality traits that form the Big Five model. After you hear why I use this assessment and what you can do with your results, I encourage you to take it yourself – it’s free!
You can find a link to the Big Five assessment, along with other assessments I use, in my Positively Productive Toolkit.
Understanding the OCEAN Model
The Big Five model evaluates your personality across five broad categories or dimensions. That’s why you might hear it called the Five Factor or Big 5. You might also see it referred to as the OCEAN assessment, which is how I often remember each trait:
- Openness
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism
Each of these traits connects to a different and significant aspect of how we think and act, and they are completely independent of each other. This means there’s no correlation between them. For example, a highly Extraverted person is no more or less likely to be highly Conscientious.
A quick caution: while I love self-assessments, it’s important to take them with a grain of salt, as many variables can impact your results. One of the primary reasons I favor the Big Five over, say, Myers-Briggs or 16 Personalities (which I’ve taken and appreciate) is that it’s widely considered the most scientifically valid way to describe personality differences. I also love that it uses a sliding scale of percentages rather than rigid categories, which truly shows the shades and nuances of how we interact with the world.
Before we go deeper, I want to be clear that these terms have specific meanings within the context of this model, so please don’t assume what they mean. The first time I heard “neuroticism,” I was a bit taken aback! It’s easy to assign negative connotations, but I want to ensure you understand their true definitions and what scoring high or low in each means. You’ll see that there are benefits to both ends of the spectrum.
The Five Traits Explained
Let’s break down each of the Big Five personality traits:
Openness: Embracing New Ideas and Experiences
People who score high in openness tend to be imaginative, curious, and, well, open to new experiences! They thrive in creative and intellectually stimulating environments. High openness can significantly boost productivity by fostering innovative thinking and a willingness to explore novel approaches to problem-solving. These individuals are often open to feedback and actively seek new knowledge to improve their work. This might sound familiar to many of my clients, who are often multi-passionate creatives and frequently neurodiverse – they tend to score high in openness.
Conversely, individuals who score low in openness might be more traditional, preferring familiarity and routine. While they might struggle with generating fresh ideas or adapting to change, they often excel in structured and predictable work environments. Their strengths lie in their attention to detail and preference for established procedures, which can be invaluable when precision and accuracy are paramount. Not everyone needs to be highly open, and that’s a very good thing, especially for those rule-following, detail-oriented accountants who keep us out of trouble with the IRS!
Conscientiousness: Goal-Directed, Persistent, and Organized
Conscientiousness is a trait strongly linked to productivity. Highly conscientious individuals are organized, detail-oriented, and reliable. They excel at planning, setting goals, and consistently following through on commitments. Their conscientious nature ensures that tasks are completed efficiently and accurately. They are diligent, focused, and rarely procrastinate – sounds like a productivity dream, right?
On the other hand, individuals with low conscientiousness may struggle with time management, organization, and staying on track. They might find it challenging to prioritize tasks, meet deadlines, or pay attention to the finer details. However, they can excel in roles that demand flexibility and quick adaptation to changing circumstances, which is incredibly valuable in our fast-paced world. Many of my clients score lower in this trait. While the word “conscientious” might suggest a lack of caring, I know for a fact that those who score low care deeply. This trait is less about caring and more about consistency. So, we work together to find alternative strategies where they can lean into their strengths of flexibility and use the power of variety to still achieve their goals.
Extraversion: Energized by the Outside World
Extraversion relates to our level of sociability and energy. It’s often misunderstood as simply being a “people person,” but it’s more nuanced than that. Highly extraverted individuals are outgoing, energetic, and derive energy from interacting with others. That energy component is key. They thrive in collaborative environments and often excel in roles that involve teamwork, sales, or public speaking. Their ability to engage and inspire others can significantly boost productivity through effective communication and motivation. Their willingness to interact with others can be a huge asset to them and their teams.
In contrast, introverted individuals, who score low in extraversion, tend to recharge by spending time alone. They often prefer quieter environments that allow them to focus deeply on tasks without distractions. While introverts might need solitude to recharge, they possess unique strengths, such as their ability to think deeply and critically, which can lead to incredibly insightful and impactful work. I work with many introverts, and I know they often love collaborative work and can offer similar abilities in terms of teamwork and presentations. They simply might need some accommodations, such as more one-on-one interactions versus large group settings, or extra recovery time after presentations.
Agreeableness: Prioritizing Others’ Interests and Needs
Agreeableness reflects our interpersonal tendencies. Highly agreeable individuals are cooperative, compassionate, and deeply value harmony in their interactions with others. They excel in roles that require teamwork, collaboration, and conflict resolution. Their ability to build strong relationships and foster a positive, collaborative environment can significantly enhance productivity, largely by minimizing conflicts. However, we need to be mindful here and ensure their boundaries are protected. Are they avoiding conflicts at the expense of fully sharing their ideas? Is keeping the peace coming at a cost to other important aspects?
Conversely, individuals who score low in agreeableness may be more assertive, direct, and focused on achieving results. While they might be more comfortable making tough decisions and asserting their ideas, they may need to pay extra attention to maintaining positive relationships and considering others’ perspectives to ensure a healthy and productive work environment. Again, it’s all about balance, isn’t it? We all want to be liked, but some of us seem to care less about it than others. Some prefer to play well with others, while some like to go rogue. The key is understanding where you play best and then placing yourself in the right environment.
Neuroticism: Sensitivity to Stress and Negative Emotional Triggers
Finally, let’s delve into Neuroticism. As I mentioned earlier, it can feel negative to describe yourself as “neurotic,” but this trait actually measures our emotional stability and resilience to stress. Individuals who score low in neuroticism tend to be calm, composed, and handle stress exceptionally well. They maintain a stable emotional state even in challenging situations, enabling them to focus and perform at their best. Their ability to stay level-headed and manage pressure can lead to consistent productivity and high-quality work. Unfazed, mellow, blithe, even-tempered – these are the people you want around in high-stress situations.
On the other hand, individuals who score high in neuroticism may be more prone to anxiety, worry, and mood swings. They might find it challenging to concentrate and maintain productivity during stressful periods. However, their heightened awareness of potential risks and attention to detail can be incredibly beneficial in roles that require careful analysis or risk management. They are a wonderful counterpoint to the “don’t worry, be happy” crowd. As long as you work to address the stress in and around them, they can function quite well.
Applying Your Personality Insights
It’s important to remember that the Big Five assessment isn’t about finding weaknesses or giving you a reason to judge yourself. Instead, it’s a powerful tool to understand how you work best.
Also, personality traits aren’t fixed; they can be developed and modified over time. By recognizing your own traits and understanding how they impact your habits, you can make intentional choices and create an environment that truly supports your productivity.
I consider this assessment to be just one aspect of understanding yourself. It’s important to use these findings in conjunction with other assessments and anecdotal information, which is precisely what we do during coaching sessions. Ultimately, you know yourself best, and this is simply a fantastic way to kickstart your self-awareness journey.
So, what do you think? Are you ready to try the assessment? I highly encourage you to take the quiz and perhaps even explore other assessment options. Go to https://positivelyproductive.com/toolkit to request the toolkit for free. You’ll receive a collection of workbooks, including the Assessments one, which has a link to the Big Five personality test. Plus, you’ll receive follow-up email support where we can continue the conversation and help you explore what your personality means for your unique productivity approach. Once you take the assessment, I would absolutely love to know your results! Please reach out and connect with me on social media or reply to an email and let me know!
