Team Personality Assessment! Building the Ultimate Team

Have you ever thought about “team personality assessment”?

Teams are composed of members with various personalities such as sociable people, serious people, creative people, and cautious people. How does this diversity of personalities affect team performance?

In fact, interesting research results have been reported regarding the relationship between team members’ personality traits and team performance.

For example, one meta-analysis study examined the impact of the mean values and variance of personality traits within teams on performance, based on the Big Five personality assessment.

The results revealed that teams with high mean values of agreeableness and conscientiousness and small variance showed higher performance.

Additionally, another study found that high diversity in extraversion (extroverted and introverted people) tends to produce better results in presentations. On the other hand, diversity in agreeableness and neuroticism was found to have the opposite effect.

Meanwhile, another study reported an inverted U-shaped relationship between the proportion of extraverted members and performance.

In this article, we would like to explore the optimal team composition for enhancing team performance while organizing the research findings to date.

Once again, personality researcher and author of Villain Encyclopedia, Tokiwa (@etokiwa999), will provide the explanation.
※We have developed the HEXACO-JP Personality Assessment! It has more scientific basis than MBTI. Tap below for details.

Team Personality Assessment with the Big Five!

The Big Five is a personality assessment that analyzes personality through five factors. First, let me explain these five factors.

Extraversion

People high in extraversion tend to be sociable, active, and assertive. On the other hand, people low in extraversion are introverted and give a reserved impression. The characteristics of extraversion are as follows:

• Enjoys talking with people
• Enjoys parties and gatherings
• Good at self-assertion
• Has no resistance to attracting attention

On the other hand, if extraversion is too high, one might talk too much or fail to listen to others’ opinions. Moderate extraversion can be said to be important for teamwork. Balance is key.

コミュニケーション能力が高い人の性格は？論文を解説

Agreeableness

People high in agreeableness are compassionate, kind, and cooperative.

They value maintaining smooth interpersonal relationships and prioritize harmony with others. The characteristics of agreeableness are as follows:

• Acts while considering others’ feelings
• Avoids conflict and prioritizes cooperation
• Takes a humble and modest attitude
• Finds good aspects in people

However, if agreeableness is too high, there’s a possibility of being unable to express one’s own opinions or having weak assertions. A balance between self-assertion and agreeableness can be said to be important.

組織市民行動：役割を超えて組織に貢献する性格は？論文解説

Conscientiousness

People high in conscientiousness tend to be disciplined and have a strong sense of responsibility. Their characteristic attitude is to work steadily toward goals. People high in conscientiousness have the following aspects:

• Makes plans and executes them
• Follows rules and deadlines
• Takes work seriously
• Is consistent in words and actions

However, if conscientiousness is too high, there are risks of becoming inflexible or falling into perfectionism. It is also essential to respond flexibly according to the situation.

採用時の性格検査の精度は？実はそんなに外れない研究

Neuroticism

People high in neuroticism tend to feel anxiety and stress easily and become emotionally unstable. Even trivial matters can become major sources of worry for them. The characteristics of neuroticism are as follows:

• Worry excessively
• Prone to anxiety and depression
• Experience intense mood swings
• Sensitive to criticism

On the other hand, moderate neurotic tendencies can lead to avoiding danger through risk management. What’s important is appropriately dealing with stress and anxiety and maintaining emotional balance.

バーンアウト(燃え尽き症候群)とは？なりやすい性格を解説

Openness

People high in openness are curious and show interest in new ideas.

They also tend to be imaginative and creative. People high in openness have the following characteristics.

• Seek new experiences
• Prefer abstract thinking
• Not constrained by existing values
• Have excellent aesthetic sense

However, when openness is extremely high, it may become difficult to make realistic judgments or maintain concentration. Balanced openness will lead to enhancing team creativity.

ビッグファイブ(Big Five)診断とは？概要・遺伝・MBTIとの関連

Team Personality Assessment: Effects of Diversity

Extraversion Diversity and Performance

The relationship between extraversion diversity and team performance can be said to be complex.

This is because while having many extraverted members makes communication more active, there’s also a risk of leadership conflicts. In fact, research titled “Team effectiveness: beyond skills and cognitive ability” shows the following results.

• Too few extraverted members leads to communication deficiency
• Too many extraverted members results in unclear direction
• When extraverted members comprise about half, performance is maximized

In other words, there is considered to be a U-curve (inverted U-shape) relationship between extraversion diversity and performance. Balanced team composition produces high performance.

Impact of Emotional Stability Diversity

Diversity between stable and unstable people may have a positive impact on team performance. This is because having many emotionally stable members can be expected to have the following effects.

• Increased resistance to stress
• Ability to demonstrate calm judgment
• Avoiding emotional conflicts
• Creating a stable atmosphere

However, members with high neurotic tendencies (emotionally unstable) are also considered necessary to some extent. Their cautiousness and sensitivity can sometimes improve the quality of team decision-making.

Moderate diversity will be the key to maintaining team stability.

Agreeableness Diversity as a Negative?

Members with diverse agreeableness values are indicated to potentially have a negative impact on team performance. This is because having members with low agreeableness tends to create the following problems.

• Conflicts and confrontations become more likely
• Disagreements become difficult to resolve
• Self-centered behavior becomes prominent
• Teamwork is damaged

Therefore, it can be said that organizing teams centered around members with high agreeableness is essential for smooth teamwork.

However, if agreeableness is too high, there’s also a risk of falling into groupthink (where diverse opinions are no longer expressed), so caution is necessary.

Relationship Between Conscientiousness Diversity and Productivity

Members with diverse conscientiousness values may affect team productivity. This is because teams with many highly conscientious members are thought to have the following characteristics.

• Seriously work toward goal achievement
• Less cutting corners and negligence
• Pursue high-quality results
• Progress work while meeting deadlines

On the other hand, when there are many members with low conscientiousness, there is a risk of decreased productivity. This is because individual laziness or careless attitudes can drag down the entire team.

Having an appropriate number of highly conscientious members can be said to be the key to improving productivity.

About Diversity in Openness

Diversity in openness can be expected to enhance team creativity. Having members with diverse perspectives and ideas provides the following benefits:

• New ideas are born easily
• Thinking unconstrained by preconceptions becomes possible
• Options for problem-solving expand
• Adaptability to change increases

However, with only members who have excessively high openness, realistic judgment may become difficult. It is believed that a certain number of members with low openness are also necessary.

This is because their realistic perspective plays an important role in materializing ideas.

Team Personality Assessment: Optimal Number Balance

Team Personality Assessment: About Half the Members Should Be Extroverted

The ideal proportion of extroverted members is considered to be about half.

This is because research examining the relationship between diversity in extroversion and performance has shown the following results:

• Too few extroverted members leads to insufficient communication
• Too many extroverted members easily causes power struggles
• Performance is maximized when extroverted members make up about half

In other words, balancing introverted and extroverted members can be said to be the key to smooth teamwork.

A relationship where they can leverage each other’s strengths and compensate for weaknesses would be ideal.

Team Personality Assessment: Gather Members with High Agreeableness

Composing teams centered on members with high agreeableness is essential for teamwork.

This is because low agreeableness may indicate Dark Triad tendencies, which are pointed out as potentially having negative effects on performance.

「ダークテトラッド」の見抜き方！４種類の悪者を論文で解説

Having members with high agreeableness can provide the following benefits:

• Conflicts and confrontations are less likely to occur
• Disagreements are resolved more easily
• Consideration for others and mutual support emerge
• Team cohesion increases

However, with only members who have excessively high agreeableness, there is also the risk of falling into groupthink.

Members who can appropriately assert themselves are also necessary. A balanced team composition would be ideal.

Team Personality Assessment: Keep Neuroticism to a Minimum

It is considered desirable to keep members with high neuroticism to a minimum.

This is because their anxiety and stress may worsen the team atmosphere. When there are many members with high neuroticism, the following disadvantages may arise:

• Negative emotions spread
• Conflicts arise over trivial matters
• Stress tolerance weakens
• Decision-making tends to be delayed

However, members with moderate levels of neuroticism are also necessary. This is because their cautiousness and sensitivity can sometimes enhance the quality of team decision-making.

A balanced team composition without extremely high neuroticism would be ideal.

Team Personality Assessment: Small Individual Differences in Conscientiousness is ◎

It is considered desirable to keep individual differences in conscientiousness small.

This is because composing teams centered on members with high conscientiousness can provide the following benefits:

• Everyone seriously works toward goals
• Negligence and laziness decrease
• High-quality results are more easily produced
• Work progresses while meeting deadlines

On the other hand, many members with low conscientiousness carry the risk of decreased productivity. Large differences in conscientiousness among members may also lead to feelings of unfairness and stress.

Gathering members with high conscientiousness can be said to help improve team performance.

Team Personality Assessment: Diversity in Openness is OK

Openness is considered to be fine with a certain degree of diversity.

This is because the following benefits can be expected when members with high and low openness are mixed in a well-balanced way.

• New ideas and realistic perspectives merge
• Creativity and feasibility are balanced
• Options for problem-solving expand
• Adaptability to change increases

In other words, diversity in openness can be expected to enhance team creativity.

However, if there are many members with extremely high or low openness, there is also a risk of losing balance.

Moderate diversity can be said to be the key to drawing out a team’s creative thinking ability.

Differences by Team Type and Task

In the Case of Project Teams

In project teams, personality traits corresponding to the type of task are required. For example, in projects where creativity is emphasized, members with the following characteristics would be suitable:

• High openness
• Some degree of extraversion
• High conscientiousness

On the other hand, for projects where speed is required, members with the following characteristics are considered desirable:

• High extraversion
• Some degree of agreeableness
• Low neuroticism

In other words, it can be said that it’s important to consider the optimal member composition according to the purpose and nature of the project. The matching of tasks with members’ personality traits determines the success of the project.

Traits Required for Management Teams

Management teams require personality traits that can demonstrate leadership. Specifically, members with the following characteristics would be suitable:

• High extraversion
• Some degree of agreeableness
• High conscientiousness
• Low neuroticism

Additionally, decision-making ability and communication skills are also considered important. These abilities can be said to be related to the following personality traits:

• Some degree of openness
• High agreeableness
• High conscientiousness

In other words, management teams require members who combine leadership, decision-making ability, and communication skills.

Assembling members with well-balanced personality traits will lead to improved team performance.

ナルシストCEOとは？ダークリーダーの良し悪しを論文で解説

What Autonomous Teams Require

Autonomous teams require cooperation and sense of responsibility among members.

Members with high self-management abilities who can act autonomously are necessary. Specifically, members with the following personality traits are suitable:

• High conscientiousness
• Some degree of agreeableness
• Some degree of openness
• Low neuroticism

Additionally, problem-solving ability and communication skills are also considered important. These abilities would be related to the following personality traits:

• Some degree of extraversion
• High agreeableness
• High openness

In other words, autonomous teams require members who combine self-management ability, problem-solving ability, and communication skills.

Structuring the team centered around members with these abilities can be said to be the key to enhancing team autonomy.

Considering the Type of Task

The required personality traits differ depending on the type of task. For example, for creative tasks, members with the following characteristics would be suitable:

• High openness
• Some degree of extroversion
• Some degree of agreeableness

On the other hand, for routine work, members with the following characteristics are considered desirable.

• High conscientiousness
• Low neuroticism
• Some degree of agreeableness

In other words, it can be said that it is important to consider optimal member composition according to the nature of the task.

The matching between members’ personality traits and task requirements determines team performance.

How to Utilize Team Personality Assessment

Importance of Personality Testing During Hiring

Conducting personality tests during hiring is useful for team building.

This is because understanding the personality traits of applicants can provide the following benefits.

• Identify talent with the personality traits needed for the team
• Predict personality compatibility between members
• Enable placement of the right person in the right position
• Detect potential trouble risks in advance

However, making judgments based solely on personality test results should be avoided. It is important to comprehensively evaluate interview impressions, experience, and skills as well.

It can be said that personality tests are desirably used as one piece of material for hiring decisions.

退職・離職をする性格！採用時点で除くために論文解説

Regular Implementation of Team Personality Assessment

Regularly diagnosing team personality traits is useful for team management.

This is because it allows you to understand changes in members’ personality traits and identify problems with team balance. Based on the diagnostic results, the following measures can be taken.

• Review role distribution among members
• Improve communication styles
• Hire new members or make position transfers
• Prevent conflicts within the team

Regular team diagnosis can be said to be a good opportunity to objectively understand the team’s condition.

It is important to utilize diagnostic results to develop the team’s strengths and reinforce weaknesses. Team management tailored to members’ personality traits will be the key to improving performance.

Using Team Personality Assessment for Member Matching and Placement

It is important to decide placement and role distribution within the team by considering members’ personality traits.

Based on personality compatibility and balance, the following matching can be performed.

• Pairing extroverted and introverted members
• Placing highly agreeable members as leaders
• Assigning highly open members to creative tasks
• Assigning highly conscientious members to managerial roles

Additionally, by combining members with different personality traits, it is possible to create relationships where they can leverage each other’s strengths and compensate for weaknesses.

Placing the right person in the right position by utilizing members’ personality traits leads to improved team performance.

性格と職業は関連するのか？科学的根拠に基づいて紹介

Using for Communication Improvement

Understanding members’ personality traits is useful for improving communication.

By understanding communication styles for each personality trait, the following considerations can be made.

• Face-to-face communication for extroverted members
• Email or chat communication for introverted members
• Actively seeking opinions from highly agreeable members
• Stress management for members with high neuroticism

Additionally, the following initiatives are also considered effective for deepening understanding between members with different personalities.

• Conducting study sessions on personality traits
• Setting up dialogue opportunities between members
• Planning team building activities

Maintaining communication that matches the personality traits of members can be said to be the key to enhancing team unity. It is important to deepen mutual understanding and build relationships based on respect for each other.

職場の繋がりと成果は関係している？好かれる人の研究紹介

Tips for Demonstrating Leadership

Leaders understanding the personality traits of their members is helpful for demonstrating leadership.

By matching the personality traits of members, it would be possible to differentiate between the following leadership styles.

• Show vision to extroverted members
• Speak individually to introverted members
• Ask for cooperation from highly agreeable members
• Give detailed instructions to highly conscientious members

Additionally, to bring out the strengths of members with different personalities, the following approaches are considered effective.

• Listen to members’ opinions
• Recognize each individual’s strengths
• Show an attitude that respects diversity

When leaders understand the personality traits of their members and demonstrate appropriate leadership, it leads to improved team performance.

It would be required to unite the strengths of diverse members and lead the team toward achieving its goals.

良いコーチングの条件とは？効果的ではない人もいる

Summary: Leveraging Diversity Through Team Personality Assessment

To enhance team performance, it is important to skillfully leverage the diversity of members’ personality traits.

While considering the balance of the Big Five traits (extraversion, agreeableness, conscientiousness, neuroticism, openness), let’s aim for the optimal team composition.

The key points are as follows.

1. Center the composition around members with high agreeableness and conscientiousness
2. Keep extroverted members to about half
3. Keep members with high neuroticism to a minimum
4. Diversity in openness is OK

Additionally, maintaining communication and leadership that matches members’ personality traits is also important.

Let’s use different approaches according to personality, such as face-to-face communication for extroverted members and email or chat for introverted members.

Conducting regular team personality assessments and utilizing them for member placement and matching is also effective. Let’s strive for appropriate placement by referring to personality test results.

Respecting diversity and leveraging each individual’s strengths holds the key to team success.

By understanding members’ personality traits and utilizing that diversity, you can maximize team performance.