There are a dime a dozen possibilities for a personality test, but which one is the right one?

As early as 1936, Allport and Odbert laid the foundation for today's Big Five model. They identified several thousand terms describing human personality in an English dictionary. They then challenged psychology as a science to determine how many categories can be used to uniquely describe a matter as complex as an individual's personality. It was not until the 80s that it finally became possible to effectively support evaluations using software programs in order to obtain reliable results. Finally, "five groups of synonymous terms could be shown with which the individual differences in personalities can largely be recorded" (Howard & Howard2002, pp. 23-25).

Today, these word groups form the five dimensions of the Big Five model, probably the most decisive personality test on the market.

The so-called Big Five or five-factor model for describing human personality has existed since the end of the 20th century. It is used in many ways and especially in the working world, for example in the coaching process for Teamdevelopment, management, personnel selection and many other areas. Since then, the Big Five personality test has been internationally regarded as the universal standard model in personality research and has been researched and confirmed better than almost any other model in psychology (application in over 3.000 scientific studies).

The Big Five personality test LPP from LINC Institute uses this by far the best model to explain personality. In summary, the Big Five personality test explains which behavioral preferences one shows in certain situations based on one’s personality profile (“how do I behave?”).

The motives explain underlying drivers such as the "what" and the "why" for the direction in which a person strives. The test draws on David McClelland's well-established motive model with the three main motives of relationship, achievement and influence. There are strong interactions between the Big Five and the motives, but they also differ significantly. Motifs provide a direction, the Big Five define personal style. The exact expression of competencies can only be measured by performance tests in which competency has to be shown, such as an IQ test. With the LINC personality test, the user's competency profile can be derived from their character traits in the Big Five, since there is a strong, verified correlation between the Big Five and the specific competencies. In this way you kill two birds with one stone.

"Each area of ​​the Big Five dimensions has a variety of different career opportunities that can be associated with it." (Howard & Howard2002, p. 138). The prerequisite for successful coaching is and remains the willingness to change and trust on both sides. With the personality test of the Big Five there is a scientifically founded and effective possibility to put yourself and the other person in the frame to get to know the coaching and to build trust.Reflection is thus stimulated in a natural way, which is an essential part of any coaching.

In coaching, tendencies and changes in personality can be crystallized over time, and motives and skills can be determined together. Together with your coach, you can steer the coaching process in your desired direction - sometimes through the results and analysis of your personality test. The nice thing is, we don't rate you on the Big Five personality test. In coaching, we analyze your unique dynamic personality together and leave room for development, creativity and self-discovery.

Motives are the driving forces behind character traits and competencies that drive us to want to achieve a specific goal. Motives are thus an integral and essential part of personality. Everyone has all nine motives. Each motive is differently pronounced in everyone. Some of the motives drive your behavior more than others. Therefore, it is important to know the personal structure of the nine basic motives. Motives can also be seemingly contradictory. This is a sign of competing drivers and usually a useful starting point for personal reflection.

An essential added value for you is the structure, the significance and the possibility of interpretation of the Big Five personality test. In addition to an in-depth, well-founded analysis, you will receive an overview of the proportions of your motives. Here you can see very quickly which motifs are in the foreground. Accordingly, you will determine to what extent you correspond to the expression of the respective motive or not.

This represents the actual added value. Because the reflections that come to light through the well-founded results are of use to you as much as you deal with them. That's what we're here for, asking the right questions at the right time. What we see particularly often after a Big Five personality test are aha moments. Aha experiences are small insights that are extremely important for the further path of life.