Why Are We So Different? Your Guide to the 16 Personality Types - ebook

PREFACE

It was with the dawn of history that thinkers, philosophers and common-or-garden observers of life first became interested in the phenomenon of the human personality. What intrigued them was the way that some people display a marked similarity in their behaviour and attitudes despite their very different life stories and often disparate upbringings.

Observing this, the thoughts of many turned to reflections upon types of personality. One of the fruits of these musings which remains popular to this day is the typology devised by Hippocrates. That remarkable doctor and thinker of ancient times distinguished four fundamental temperaments; the sanguine, the choleric, the phlegmatic and the melancholic. History has seen many another, equally interesting endeavour to identify and describe recurring personality types. Although some of those attempts may seem oversimplified when viewed from a contemporary perspective, they played an extraordinarily important role in their time, paving the way for subsequent, more extensive cogitations on the human personality.

The theory developed by Carl Gustav Jung (1875-1961), a Swiss psychiatrist and psychologist, came as a breakthrough in the field. It was instrumental in popularising the notion of personality types and, as of the twentieth century, it became the foundation both for the formulation of what is now known as Jungian typology and for creating personality tests grounded in that typology, the ID16TM© test being a case in point1.

Nowadays, personality typologies drawing on Jung’s theory are widely used in teaching, training, coaching and human resource management, as well as in career and relationship counselling. They also form a basis for numerous programmes geared towards supporting personal development and improving interpersonal relationships. The majority of global businesses employ Jungian personality tests as a standard tool in their recruitment and vocational development processes. This practice was initially applied primarily in corporations of American origin; however, in recent years, it has been enjoying a steadily growing popularity in Europe as well.

Every year, thanks to Jungian personality tests, millions of people around the world are able to obtain a more profound knowledge of themselves and of others and, as a result, their lives and their relationships are changed for the better.

We sincerely hope that your exploration of personality types, with our ID16TM© tools as your compass, will lead to positive transformations of exactly that kind.

¹ More information on this topic can be found in the ID16TM© and Jungian Personality Typology section.ID16TM© AND JUNGIAN PERSONALITY TYPOLOGY

ID16TM© numbers among what are referred to as Jungian personality typologies, which draw on the theories developed by Carl Gustav Jung (1875-19161), a Swiss psychiatrist and psychologist and a pioneer of the ‘depth psychology’ approach.

On the basis of many years of research and observation, Jung came to the conclusion that the differences in people’s attitudes and preferences are far from random. He developed a concept which is highly familiar to us today: the division of people into extroverts and introverts. In addition, he distinguished four personality functions, which form two opposing pairs: sensing-intuition and thinking-feeling. He also established that one function is dominant in each pair. He became convinced that each and every person’s dominant functions are fixed and independent of external conditions and that, together, what they form is a personality type.

In 1938, two American psychiatrists, Horace Gray and Joseph Wheelwright, created the first personality test based on Jung’s theories. It was designed to make it possible to determine the dominant functions within the three dimensions described by Jung, namely, EXTRAVERSION-INTROVERSION, SENSING-INTUITION and THINKING-FEELING. That first test became the inspiration for other researchers. In 1942, again in America, Isabel Briggs Myers and Katherine Briggs began using their own personality test, broadening Gray's and Wheelwright’s classic, three-dimensional model to include a fourth: JUDGING-PERCEIVING. The majority of subsequent personality typologies and tests drawing on Jung's theories also take that fourth dimension into account. They include the American typology published by David W. Keirsey in 1978 and the personality test developed in the nineteen seventies by Aušra Augustinavičiūtė, a Lithuanian psychologist. Over the following decades, other European researchers followed in their footsteps, creating more four-dimensional personality typologies and tests for use in personal coaching and career counselling.

ID16TM© figures among that group. An independent typology developed by Polish educator and manager Jaroslaw Jankowski, it was published in the first decade of the twenty-first century. ID16TM© is based on Carl Jung's classic theory and, like other contemporary Jungian typologies, it follows a four-dimensional path, terming those dimensions the FOUR NATURAL INCLINATIONS. These inclinations are dichotomous in nature and the picture they provide gives us information regarding a person’s personality type. Analysis of the first inclination is intended to determine the dominant SOURCE OF LIFE ENERGY, this being either the exterior or the interior world. Analysis of the second inclination defines the dominant MODE OF ASSIMILATING INFORMATION, which occurs via the senses or via intuition. Analysis of the third inclination supplies a description of the DECISION-MAKING MODE, where either mind or heart is dominant, while analysis of the fourth inclination produces a definition of the dominant LIFESTYLE as either organised or spontaneous. The combination of all these natural inclinations results in SIXTEEN POSSIBLE PERSONALITY TYPES.

One remarkable feature of the ID16TM© typology is its practical dimension. It describes the individual personality types in action – at work, in daily life and in interpersonal relations. It neither concentrates on the internal dynamics of personality nor does it undertake any theoretical attempts at explaining or commenting on invisible, interior processes. The focus is turned more toward the ways in which a given personality type manifests itself externally and how it affects the surrounding world. This emphasis on the social aspect of personality places ID16TM© somewhat closer to the previously mentioned typology developed by Aušra Augustinavičiūtė.

Each of the ID16TM© personality types is the result of a given person’s natural inclinations. There is nothing evaluative or judgemental about ascribing a person to a given type, though. No particular personality type is ‘better’ or ‘worse’ than any other. Each type is quite simply different and each has its own potential strengths and weaknesses. ID16TM© makes it possible to identify and describe those differences. It helps us to understand ourselves and discover our place in the world.

Familiarity with our personality profile enables us to make full use of our potential and work on the areas which might cause us trouble. It is an invaluable aid in everyday life, in solving problems, in building healthy relationships with other people and in making decisions relating to our education and careers.

Determining personality is a process which is neither arbitrary nor mechanical in nature. As the ‘owner and user’ of our personality, each and every one of us is fully capable of defining which type we belong to. The individual’s role is thus pivotal. This self-identification can be achieved either by analysing the descriptions of the ID16TM© personality types and steadily narrowing down the fields of choice or by taking the short cut provided by the ID16TM© personality test (see next chapter). The role played by each ‘personality user’ is equally crucial when it comes to the test, given that the outcome depends entirely on the answers they provide.

Identifying personality types helps us to know both ourselves and others. Nonetheless, it should not be treated as some kind of future-determining oracle. No personality type can ever justify our weaknesses or poor interpersonal relationships. It might, however, help us to understand their causes!

ID16TM© treats personality type not as a static, genetic, pre-determined condition, but as a product of innate and acquired characteristics. As such, it is a concept which neither diminishes free will nor engages in pigeonholing people. What it does is open up new perspectives for us, encouraging us to work on ourselves and indicating the areas where that work is most needed.THE ID16TM© PERSONALITY TEST

The ID16TM© Personality Test is a set of eighty-four questions concerning your reactions and behaviour in normal, everyday situations. The answers make it possible to determine your personality type.

Essential information!

The test consists of three parts. Each part contains twenty-eight questions about your personal preferences or behaviour patterns. The questions take the form of sentences which you need to complete by choosing one of two options.

The test is designed to determine your personality type and NOT your intelligence, knowledge or skills. The results are not in the least a value judgement! There are no ‘good' or ‘bad’ answers and no ‘right' or ‘wrong’ ones. So please don’t try to work out which answer is ‘the proper one’ and choose that. Each of the ID16TM© personality types is different, but they all have the same worth. No particular personality type is ‘better’ or ‘worse’ than any other.

Select each of the answers in line with the way _you behave_ in the situation being described and NOT in the way _you would like_ to behave or in the way that, in your opinion, _one ought_ to behave. If you have never been in a given situation, then give some thought to what your natural reaction would be if you did find yourself in those circumstances. When a question concerns preferences, choose the answer which reflects your real inclinations and NOT the one which seems to be ‘correct’ or ‘desirable’.

You will need to answer _all the questions_. In the event that you can’t fully identify with either of the available choices, select the one which is closer to the way you think you would react or behave.

There is no time limit, so you don’t need to rush. On the other hand, don’t spend too long pondering your answers, either.

Each of the answers is followed by a letter in brackets: E, I, S, N, T, F, J or P. As you do the test, make a note of the letter which follows the answer you’ve chosen. When you’ve answered all the questions, count how many times you chose each of the letters. As an example, your results might look like this:

- E: 18;
- I: 3;
- S: 7;
- N: 14;
- T: 4;
- F: 17;
- J: 0;
- P: 21.

You’ll find the rest of the instructions at the end of the test.Part 1 of 3

1. I often wonder about the meaning of life:

- yes.
- no.

2. The solutions that appeal to me more are:

- tried and tested.
- innovative and creative.

3. I like working:

- as part of a team.
- on my own.

4. I more often:

- take the advice of others.
- advise others myself.

5. In order to maintain good relations with people, I often make concessions to others, even when it doesn’t suit me to do so:

- yes.
- no.

6. I relax best when:

- I’m on my own or in a small group, in a quiet and peaceful spot.
- I’m in a crowd, in a spot where something’s always going on.

7. I often finish a job before the deadline or do more than is strictly necessary:

- yes.
- no.

8. The following description fits me better:

- I like to have my day planned out and I’m not very keen on sudden and unexpected changes of plan.
- I dislike rigidly planned days and view sudden changes as variety.

9. When I’m in company, I normally say:

- more than the other people.
- less than the other people.

10. I prefer authors who:

- make use of interesting comparisons and invoke innovative ideas and concepts.
- write in a sober style and focus on facts.

11. When I’m solving a problem, I try, above all:

- to remain objective, even at the cost of being liked by people.
- to preserve people’s liking for me, even at the cost of my objectivity.

12. I would rather be involved with:

- tasks similar to ones I've carried out before.
- new tasks that I’ve never encountered before.

13. When I want to sort something out and put it behind me, I often make decisions prematurely:

- yes.
- no.

14. The following description fits me better:

- I’m capable of concentrating on one thing for a long time.
- I’m easily distracted and often break off what I’m doing.

15. I’m more irritated by:

- dreamers who mainly think about the future.
- realists who are interested in the here and now.

16. I’d rather attend classes or training sessions given by lecturers or instructors who are:

- cold and sometimes discourteous, but highly logical, conveying their knowledge in an orderly fashion.
- vague, with a rather chaotic teaching style, but really likeable and warm-hearted.

17. When I have to do something within a fixed time limit, I usually:

- try to get the job done as fast as I can, so that I can turn to more pleasant things.
- deal with more pleasant things first and only get down to the job when the deadline is looming.

18. I believe that:

- objective and warranted criticism is desirable in the majority of situations and that it helps people to perceive their oversights and errors.
- criticism, even when it’s objective and warranted, often does more harm than good, since it damages interpersonal relations.

19. I like to make a note of the dates and times of future meetings and get-togethers, trips and matters that need sorting out:

- yes.
- no.

20. I often wonder whether what people say contains hidden allusions or comments directed at me:

- yes.
- no.

21. If I were investing my savings, I’d prefer:

- a higher profit earned over a longer period of time.
- a lower but faster profit.

22. I’d rather:

- learn new things.
- improve my current skills.

23. I’m more irritated by people who:

- are poor organisers and lack any predilection for order.
- are too inflexible and can’t adapt readily to new circumstances.

24. I believe that it’s worse to:

- treat people unjustly.
- lack understanding for people who find themselves in a difficult situation.

25. I more often regret:

- saying too much.
- saying too little.

26. When I’m carrying out a task, I usually:

- split it into smaller parts and work on them steadily, systematically pressing on with the job.
- I have moments when the ideas flow and moments of intensive work and thanks to that I move ahead with the job.

27. I often wonder why people:

- don’t think about others.
- behave illogically.

28. I find it hard to put up with:

- hubbub, confusion and the presence of large numbers of people.
- quietness, boredom and solitariness.Part 2 of 3

1. I feel more comfortable psychologically when:

- I still haven’t made a final decision and have room to manoeuvre.
- I’ve made a final decision and the matter is closed.

2. I’m normally one of the first to phone and comfort someone who’s in a difficult situation:

- yes.
- no.

3. I’m often moved when I see reports about people who have met with misfortune:

- yes.
- no.

4. When I’m beginning a job:

- I often prepare a plan of action or list what needs to be done.
- I don’t usually waste time on drawing up a plan of action, but get to work straight away.

5. When I want to learn how to use a new device, I usually:

- read the instructions carefully first and only then try starting it up.
- have a look at it and then start it up, only having a look at the instructions if there’s a problem.

6. Once I’ve completed a task, I get more satisfaction from:

- my own awareness that I've done a good job.
- praise and recognition from other people.

7. I often tell others about my experiences:

- yes.
- no.

8. I usually act:

- impulsively.
- after deliberation.

9. When I’m working in a group of people, I prefer it if:

- minor disagreements and conflicts occur within the group, just as long as there are clear and transparent rules in place.
- there are no clear and transparent rules within the group, just as long as a good, friendly atmosphere prevails.

10. I’d rather do a job which demands:

- imagination and the ability to predict.
- adherence to a number of detailed procedures.

11. I often wonder what the future will bring:

- yes.
- no.

12. I prefer tasks which:

- require me to work by myself.
- require contact with people.

13. I like watching programmes:

- which present original theories and stimulate the imagination.
- are of the ‘how-to’ ilk and proffer instructions which can be put into practice.

14. I often interrupt people while they’re speaking:

- yes.
- no.

15. I prefer people whose decision-making is guided by:

- internal conviction and fellow-feeling or compassion for others.
- logic and an objective analysis of the situation.

16. I like:

- playing a major role.
- operating in the background.

17. I more often:

- listen to the opinions and viewpoints of other people.
- present my viewpoints and opinions to others.

18. I believe that it is worse:

- to be overly critical.
- to be overly lenient.

19. I often make a note of the things I have to do during a given day:

- yes.
- no.

20. When I’m given a larger task to perform, I’d rather:

- receive concrete instructions explaining how I should do it.
- have the opportunity of doing it in line with my own ideas.

21. When I’m discussing a problem that needs solving with others, I usually:

- start by considering the issue in question and only enter the discussion once I have an idea.
- enter the discussion spontaneously, with new ideas coming into my mind as we talk.

22. Conflict resolution depends first and foremost on:

- calming the situation down and achieving a compromise.
- clarifying who was in the right and who was in the wrong.

23. When I’m asked about something, I usually:

- reply at once.
- need a moment to think.

24. When I’m solving a problem, I’m capable of:

- seeing the wider context of the issue in question and predicting its consequences.
- focusing on all the details concerning the issue in question.

25. When I have a task to do, I usually:

- put off finishing it, so as to have the chance to make any changes which might be needed.
- try to finish it as quickly as possible, so that it’s over and done with.

26. I’d rather work with people who are:

- practical, precise and meticulous.
- creative, inventive and resourceful.

27. My mood and emotional state are usually:

- difficult to discern.
- easy to discern.

28. Some people would judge me to be:

- disorganised.
- too inflexible.Part 3 of 3

1. I prefer people who:

- are capable of thinking logically.
- are able to empathise with other people’s situations.

2. I like:

- a life full of changes and surprises.
- a well-ordered life where everything happens according to plan.

3. When I’m in a large group, I usually:

- talk to a handful of people, mainly those I already know.
- talk to a lot of people, including those I don’t know.

4. I’d be more bored meeting someone who:

- proffers huge amounts of detailed information and asks a great many practical questions.
- floats a sweeping vision of new solutions, but one devoid of details.

5. A decision is worse when:

- it’s illogical.
- it brings harm to a large number of people.

6. Others would judge me to be reserved and say that I rarely show my emotions:

- yes.
- no.

7. When I’m on holiday, I often plan what I’m going to do the next day in advance:

- yes.
- no.

8. I’d rather be praised because:

- it’s pleasant spending time with me.
- I’m capable of making the right decisions.

9. I prefer:

- solitary walks.
- meeting new people.

10. Others would judge me to be someone who:

- acts as previously planned.
- acts spontaneously.

11. If I’m looking for a job, my main focus is on:

- the terms and conditions of employment on offer.
- the future potential of the position in question.

12. The following description fits me better:

- I frequently fail to be prepared in time and get myself out of trouble by improvising.
- I’m normally well-prepared and I don’t need to improvise.

13. Being amongst people normally:

- drains me.
- gives me an added boost.

14. I feel uneasy when I’m the centre of attention:

- yes.
- no.

15. The following description fits me better:

- I’m often late when I’ve arranged to meet someone.
- when I’ve arranged to meet someone, I generally arrive punctually or early.

16. If I’m searching for someone to collaborate with, my main focus is on:

- whether our personalities are suited and we’ll be able to work together harmoniously.
- if a given person has the necessary qualifications and abilities for the tasks in question.

17. Others would say that I’m:

- practical.
- ingenious.

18. When I’m listening to other people’s problems:

- I often wonder what their objective cause was and whether the person concerned wasn’t responsible for the current state of affairs.
- I usually feel a heartfelt sympathy for them and wonder how I can help them.

19. I’m more interested in:

- people’s actual behaviour and real events.
- the general principles driving people’s behaviour and events.

20. When criticising other people, the most crucial thing is:

- to remain objective.
- to take care not to hurt their feelings.

21. A pleasant weekend is one spent:

- relaxing at home with a good book or film.
- meeting friends, talking or enjoying ourselves together.

22. I get more joy from:

- finishing work on a task.
- beginning work on a new task.

23. Established procedures, instructions and guidelines:

- are usually a practical aid and make the job easier.
- often restrict creative ideas and make the job more difficult.

24. I often put off making a decision, wanting to gather more and more information or think things over:

- yes.
- no.

25. When I hear about an unusual venture, I’m usually:

- fascinated by the idea or concept itself.
- interested in the way it was or is being accomplished.

26. The following description fits me better:

- I’m reluctant to make adverse comments to others and, if I have to, then I do it tactfully.
- I’m direct; if I don’t like something, then I’ll say so.

27. I’d rather work:

- by myself or with two close colleagues.
- in a new, ten-person team.

28. Once I’ve completed a form or questionnaire, then I usually go back and check that I’ve filled in all the details or answers properly:

- yes.
- no.

And that’s it … the end of the test! Now it’s time to interpret the results.

This is a sample of the e-book. Purchase the full version to continue reading.THE ADMINISTRATOR (ESTJ)

THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

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THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

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THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

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THE ID16™© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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The Personality in a Nutshell

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General character traits

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Socially

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Potential strengths and weaknesses

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The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Socially

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General character traits

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Socially

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Potential strengths and weaknesses

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The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

This is a sample of the e-book. Purchase the full version to continue reading.THE PRESENTER (ESFP)

THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

This is a sample of the e-book. Purchase the full version to continue reading.THE PROTECTOR (ISFJ)

THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

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Well-known figures

This is a sample of the e-book. Purchase the full version to continue reading.THE STRATEGIST (INTJ)

THE ID16TM© PERSONALITY TYPOLOGY

The Personality in a Nutshell

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General character traits

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Socially

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Work and career paths

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Potential strengths and weaknesses

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Personal development

This is a sample of the e-book. Purchase the full version to continue reading.

Well-known figures

This is a sample of the e-book. Purchase the full version to continue reading.BIBLIOGRAPHY

- Arraj, Tyra & Arraj, James: _Tracking the Elusive Human, Volume 1: A Practical Guide to C.G. Jung's Psychological Types, W.H. Sheldon's Body and Temperament Types and Their Integration_, Inner Growth Books, 1988
- Arraj, James: _Tracking the Elusive Human, Volume 2: An Advanced Guide to the Typological Worlds of C. G. Jung, W.H. Sheldon, Their Integration, and the Biochemical Typology of the Future_, Inner Growth Books, 1990
- Berens, Linda V.; Cooper, Sue A.; Ernst, Linda K.; Martin, Charles R.; Myers, Steve; Nardi, Dario; Pearman, Roger R.; Segal, Marci; Smith, Melissa: _A. Quick Guide to the 16 Personality Types in Organizations: Understanding Personality Differences in the Workplace_, Telos Publications, 2002
- Geier, John G. & Downey, Dorothy E.: _Energetics of Personality_, Aristos Publishing House, 1989
- Hunsaker, Phillip L. & Alessandra, Anthony J.: _The Art of Managing People_, Simon and Schuster, 1986
- Jung, Carl Gustav: _Psychological Types (The Collected Works of C. G. Jung, Vol. 6)_, Princeton University Press, 1976
- Kise, Jane A. G.; Stark, David & Krebs Hirsch, Sandra: _LifeKeys: Discover Who You Are_, Bethany House, 2005
- Kroeger, Otto & Thuesen, Janet: _Type Talk or How to Determine Your Personality Type and Change Your Life_, Delacorte Press, 1988
- Lawrence, Gordon: _People Types and Tiger Stripes_, Center for Applications of Psychological Type, 1993
- Lawrence, Gordon: _Looking at Type and Learning Styles_, Center for Applications of Psychological Type, 1997
- Maddi, Salvatore R.: _Personality Theories: A Comparative Analysis_, Waveland, 2001
- Martin, Charles R.: _Looking at Type: The Fundamentals Using Psychological Type To Understand and Appreciate Ourselves and Others_, Center for Applications of Psychological Type, 2001
- Meier C.A.: Personality: _The Individuation Process in the Light of C. G. Jung's Typology_, Daimon Verlag, 2007
- Pearman, Roger R. & Albritton, Sarah: _I'm Not Crazy, I'm Just Not You: The Real Meaning of the Sixteen Personality Types_, Davies-Black Publishing, 1997
- Segal, Marci: Creativity and Personality Type: _Tools for Understanding and Inspiring the Many Voices of Creativity_, Telos Publications, 2001
- Sharp, Daryl: Personality Type: _Jung’s Model of Typology_, Inner City Books, 1987
- Spoto, Angelo: _Jung's Typology in Perspective_, Chiron Publications, 1995
- Tannen, Deborah: _You Just Don’t Understand_, William Morrow and Company, 1990
- Thomas, Jay C. & Segal, Daniel L.: _Comprehensive Handbook of Personality and Psychopathology, Personality and Everyday Functioning_, Wiley, 2005
- Thomson, Lenore: _Personality Type: An Owner’s Manual_, Shambhala, 1998
- Tieger, Paul D. & Barron-Tieger Barbara: _Just Your Type: Create the Relationship You've Always Wanted Using the Secrets of Personality Type_, Little, Brown and Company, 2000
- Von Franz, Marie-Louise & Hillman, James: _Lectures on Jung's Typology_, Continuum International Publishing Group, 1971NOTES

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What this means is not that all the residents of the USA fall within this personality type, but that American society as a whole possesses a great many of the character traits typical of the _administrator_.

What this means is not that all the residents of Canada fall within this personality type, but that Canadian society as a whole possesses a great many of the character traits typical of the _advocate_.

What this means is not that all the residents of Australia fall within this personality type, but that Australian society as a whole possesses a great many of the character traits typical of the _animator_.

What this means is not that all the residents of China fall within this personality type, but that Chinese society as a whole possesses a great many of the character traits typical of the _artist_.

What this means is not that all the residents of France fall within this personality type, but that French society as a whole possesses a great many of the character traits typical of the _counsellor_.

What this means is not that all the residents of Holland fall within this personality type, but that Dutch society as a whole possesses a great many of the character traits typical of the _director_.

What this means is not that all the residents of Italy fall within this personality type, but that Italian society as a whole possesses a great many of the character traits typical of the _enthusiast_.

What this means is not that all the residents of Thailand fall within this personality type, but that Thai society as a whole possesses a great many of the character traits typical of the _idealist_.

What this means is not that all the residents of Israel fall within this personality type, but that Israeli society as a whole possesses a great many of the character traits typical of the _innovator_.

What this means is not that all the residents of Switzerland fall within this personality type, but that Swiss society as a whole possesses a great many of the character traits typical of the _inspector_.

What this means is not that all the residents of India fall within this personality type, but that Indian society as a whole possesses a great many of the character traits typical of the _logician_.

What this means is not that all the residents of Norway fall within this personality type, but that Norwegian society as a whole possesses a great many of the character traits typical of the _mentor_.

What this means is not that all the residents of Singapore fall within this personality type, but that Singaporean society as a whole possesses a great many of the character traits typical of the _practitioner_.

What this means is not that all the residents of Brazil fall within this personality type, but that Brazilian society as a whole possesses a great many of the character traits typical of the _presenter_.

What this means is not that all the residents of Sweden fall within this personality type, but that Swedish society as a whole possesses a great many of the character traits typical of the _protector_.

What this means is not that all the residents of Finland fall within this personality type, but that Finnish society as a whole possesses a great many of the character traits typical of the _strategist_.ABOUT THE AUTHOR

Jaroslaw Jankowski holds a Master of Education degree from Nicolaus Copernicus University in Toruń, Poland and an MBA from the Brennan School of Business at the Dominican University in River Forest, Illinois, USA. The research and development director of an international NGO and an entrepreneur, he is also involved in voluntary work. He is not only committed to promoting knowledge about personality types, but is also the creator of ID16TM©, an independent personality typology based on the theory developed by Carl Gustav Jung.