Recognizing Your Personality Type Is Unbelievably Important For Goal Achievement

Deci & Ryan (2000/2009), Moran (2019), Schnitzer (2020), and Lawrence (2022) share their thoughts concerning the role personality type has regarding goal achievement.



Deci, E. L., & Ryan, R. M. (2000/2009). The “What” And “Why” Of Goal Pursuits: Human Needs And The Self-Determination of Behavior. [Abstract]. Psychological Inquiry, 11:4, 227 – 268. Retrieved from

Lawrence, A. (2022). Myers-Briggs And Temperament Groups: What Are Guardians, Artisans, Idealists, And Rationals? Retrieved from

Moran, G. (2019). How To Set (And Achieve) Goals Based On Your Personality Type. Retrieved from

Schnitzer, K. (2020). If You Have This Type Of Personality, This Is Your Life Goal. Retrieved from

Personality Assessments in the Workplace

“Personality assessments” need to become the norm as a requirement of the pre-employment process in all organizations, not just among those for the safety and emergency workforce.  It’s a controversial issue, but there are precautions which Human Resource Management can establish in alleviating/reducing lawsuits:

  • Write up the policy, place it on Intranet and company website, and on applications which applicants have to check and sign off on before any potential interviews can take place;
  • The policy should emphasize that applicants can be re-examined after 90 days, but with an entirely different Tester, when results from initial assessment are unfavorable;
  • If the applicant refuses to adhere to examination, the process ends immediately. Documentation stating applicant’s refusal is attached with the incomplete application for record-keeping purposes;
  • If second assessment results are also unfavorable, the pre-employment process ends immediately, with these results and the former attached to the application.