Which MBTI types are similar

The dazzling one

The Myers-Briggs type indicator, abbreviated to MBTI, is a type test inspired by Carl Gustav Jung. It was developed almost 100 years ago by the mother-daughter team Katharine Briggs and Isabel Myers - both hobby psychologists. Allegedly, more than 50 million people have already taken this test. According to the MBTI, people differ in their behavior in terms of whether they are introverted (I) or extroverted (E). They perceive either intuitively (N) or reality-oriented (S), think and evaluate emotionally (F) or analytically (T) and decide spontaneously based on their perception (P) or confidently (J) based on preconceived notions. The combination of these dimensions results in 16 rigid personality types, with certain types being suitable for certain professions. Barack Obama is therefore an ENFJ, i.e. extraverted in behavior, with intuitive perception, emotional in thinking and confident in his decisions - and thus a born leader. The fact that the MBTI is so popular despite its lack of scientific knowledge is also due to the so-called Barnum Effect: The description of the types is so vague and flattering, similar to horoscopes, that everyone recognizes themselves in them. A good half of the test subjects, however, achieved a different result the second time the test was carried out, so it is not reliable. At www.16personalities.com you can test yourself and find out which celebrities you share the type with.

The popular one

DISG is the name of the model that is most widespread in Germany. It is based on the theory of William Moulton Marston from 1928 that some people react more dominantly (D), initiative / convincing (I), steadily (S) or conscientiously (G). A color is assigned to each type. Dominant types (red) like competition and challenge and are often leaders. Mostly initiative people (yellow) are enthusiastic, emotional and sociable. You have lots of ideas and like to get bogged down. Those who are steady (green) are loyal and helpful, prudent and shy away from conflicts, but often act as a haven of calm in their department. Conscientious ones (blue) are disciplined, factual, and accurate. With the questions you have to decide which statement or characteristic (e.g. correct, happy, helpful or active) applies best and which is least true. That leaves no room for nuances. In addition, the expression of the characteristics cannot be compared with that of other people. Like the MBTI, the DISG is not scientifically validated.

The serious one

The five-factor model (FFM), also known as the "Big Five", is considered the universal standard model in personality research - the gold standard, so to speak, because this model has been empirically confirmed worldwide. It is based on the knowledge that human characteristics can be broken down into five factors: extraversion (optimistic, sociable), conscientiousness (willing to perform, disciplined), openness to experience (curious, open-minded), compatibility (selfless, compassionate) and neuroticism (unstable, scared). Based on the expression of these characteristics, behavioral patterns can be predicted. For example, it has been scientifically proven that the conscientious perform better and that people with high neuroticism scores are prone to burnout. The best-known representative of an FFM is the NEO personality inventory. It includes questions such as "I try to be friendly to everyone", which can be answered on a five-point scale with strong disapproval to strong agreement.

The scientific one

Bochum's inventory for job-related personality description (BIP) was developed at the University of Bochum and has been scientifically validated according to all the rules of the art. It comprises more than 200 questions, which cover 17 professionally relevant key competences from the four areas of "professional orientation", "social skills", "work behavior" and "psychological constitution". Questions like "I have a balancing effect in discussions" can be more or less agreed on on a six-point scale. This results in a multifaceted, differentiated picture of the test person. Results from different people can be compared with one another. In addition, similar to the five-factor model, GDP can predict aspects such as professional success or job satisfaction quite reliably.

The modified ones

There are also many personality tests that have developed from the models mentioned. Tests such as the Persolog or the Insights MDI are based on the DISG and receive poor grades from researchers. The Hexaco or the Hogan Personality Inventor refer to the "Big Five", but add additional dimensions to them. The Golden Profiler of Personality is based on the MBTI and is considered insufficient by experts from a theoretical, empirical and pragmatic point of view. Scientific evaluations of various tests can be viewed at www.psyndex.de/tests/testkuratorium.