The Big Five personality test - Quality does not come for free - Much more accurate than a free personality test
Why do we think about personality tests? We have always asked ourselves questions. It was the same thousands of years ago.
Who am I?
What am I like?
Why is that?
There can be so many answers. You can find information on the Internet. But it is up to you to find an answer for yourself. The following will help Coaching.
Ein Charaktertest will Ihnen vermitteln, dass er weiß, wie Sie sind. Er stellt Fragen und macht daraus ein Ergebnis. Das kann auch sehr genau sein. Die häufigsten Fragen haben wir hier aufgelistet. Es ist wichtig zu verstehen, dass ein Test uns helfen kann. Er gibt uns eine neue Perspektive. Doch am Ende sind wir Herr über unser Leben. Und damit auch über das, was wir machen.
Und welche Antwort wir auf eine Farge geben.
Welcher der beste Persönlichkeitstest ist, lässt sich schwer sagen. Wir können aber sagen, dass der Fünf-Faktoren Test der am besten erforschte ist. Vor der Einstellung eines Mitarbeiters werden solche berufsbezogenen Einstellungstests eingesetzt. Damit kann man besser einschätzen, ob jemand für den Job geeignet ist.
Alle Menschen sind gleich. Und doch so verschieden. Die Schwierigkeit liegt darin, Individuen in ein Muster zu pressen.
Der Persönlichkeitstest kann verfälscht sein. Z.B. durch schlechten Schlaf oder ungenügende Fitness. Und man sollte ehrlich antworten. Unser Wunsch-Ich sind nicht wir. Die Antworten sollten aber von uns kommen.
Die kostenlosen Tests sind meistens nicht wissenschaftlich untermauert. Sonst variieren die Kosten massiv. Für Privatpersonen oder The company.
The ability to interact socially is the most common reason why personality tests are used. You want to know whether the new colleague will fit in with the company and the team.
It is difficult to say which is the best personality test. The Big Five personality test is the best scientifically researched test.
Personality tests are regularly used in personnel selection to assess the suitability of candidates.
All people are the same and yet different. The difficulty of a personality test lies in fitting individuals into certain patterns.
External factors such as poor sleep or insufficient fitness can falsify the results of a personality test.
The costs vary massively for private individuals and companies. Unfortunately, free tests are not scientifically substantiated in most cases.
Which personality test is the best?
Persönlichkeitstests gibt es wie Sand am Meer. Doch man sollte aufpassen. Ein großer Teil davon ist nicht wissenschaftlich fundiert. Oder einfach sehr alt. Dann können Sie mit dem Ergebnis oft wenig anfangen. Wenn Sie dem Ganzen aber einen hohen Wert zuschreiben, dann kann er Sie beeinflussen.
Denn, wenn Sie daran glauben, wird es auch nach und nach in die Wirklichkeit treten.
But what is personality? It is the sum of innate and acquired characteristics. You could see it as a combination of self-image and external image. Please also visit our page on the topic Personal development. Zum Persönlichkeitsprofil gehört vieles.
Ängste, Empfindungen, Gefühle oder Bedürfnisse. Dazu auch äußeres, sichtbares Verhalten. Ein Online-Persönlichkeitstest ist aber nur ein Versuch der Normierung von Charakteren.
Charakter lässt sich nämlich nicht an einem Punkt festmachen. Es ist eine Bandbreite von … bis …. Auf dieser Bandbreite basiert der aussagekräftige Big 5 Test.
Deshalb wird er im Coaching often used.
Personality tests at a glance
Advantages, disadvantages and use cases
Different personality tests serve different purposes - from self-reflection to team development - and should be selected depending on the objective and scientific basis.
LINC Personality Profiler
Measures personality, motives and competencies based on the Big Five for holistic coaching.
- AdvantageHolistic - combines personality, motives and skills
- DisadvantageLicense required and cost-intensive
- Use Case: In-depth individual coaching and personal development
MBTI (Myers-Briggs Type Indicator)
Assigns people to one of 16 types based on thinking and behavioral preferences.
- Advantage: Understandable and widely used
- Disadvantage: Scientifically unfounded, typification instead of spectrum
- Use CaseTeam development, communication training
DISG (DiSC)
Shows how people act and communicate in typical situations (Dominant, Proactive, Steady, Conscientious).
- Advantage: Practical and easy to use
- Disadvantage: Limited depth, typified behavior without motives
- Use Case: Management coaching, team communication
16 Personalities
A modern, accessible MBTI version with everyday descriptions.
- Advantage: Free, accessible and attractively visualized
- Disadvantage: Less valid, more of an impulse generator
- Use CaseFirst self-reflection, introduction to the topic of personality
Big 5 (OCEAN model)
Scientifically based model with five stable personality dimensions (e.g. openness, conscientiousness).
- Advantage: Scientifically very well documented
- Disadvantage: More abstract, without concrete recommendations for action
- Use Case: Psychologically based coaching and research
Strengths/motivational tests (e.g. CliftonStrengths, Reiss Profile)
Help to make inner drives and personal potential visible in a targeted manner.
- Advantage: Show individual potential and drivers
- Disadvantage: Often focused on individual aspects
- Use CaseCareer coaching, meaning and values work
The scientifically based Big Five Test - meaningful and beyond personality traits
Allport and Odbert laid the foundations back in 1936. Namely for today's five-type model. They searched for thousands of terms. The terms that describe the human personality. And they did so from an English dictionary.
Danach forderten Sie die Psychologie heraus. Sie wollten wissen, in wie vielen Kategorien der Mensch beschrieben werden kann.
Sie wollten ein Modell. Komplexität sollte in ein Muster geformt werden. Erst in den 80er-Jahren konnte man dann effektive Auswertungen machen. Unterstützt durch Software erlangte man erstmals zuverlässige Ergebnisse.
Daraus nehmen wir heute die fünf Gruppen. Es ist der wohl ausschlaggebendste Test auf dem Markt. Seit dem Ende des 20.
Jahrhunderts gibt es dieses Fünf-Faktoren-Modell. Es wird vielfältig angewandt. Besonders aber in der Arbeitswelt. Z. B. beim Coaching, Personalauswahl, Führung und vielen weiteren. Auch international ist der Test Vorreiter. Er gilt als Standard in der Erforschung von Persönlichkeit und ist wie kaum ein anderes Modell.
Schon über 3.000 Studien nutzten und analysierten das Modell.
The LPP from the LINC Institute used this model for itself. To explain personality. All in all, the model shows us our action preferences in certain situations. What we are most likely to want to do. So it answers the question: „How do I behave?“
Free initial consultation
+49 174 1614 254
How is the personality test really structured? Personality types from psychology
The LINC personality test. In addition to the model, it also evaluates a person's motives and skills. We are talking about these five personality traits:
- Cooperation vs. competition (compatibility)
How do you behave in social interactions? This is how it is measured. But it should not be confused with extraversion! - Openness vs. consistency
To what extent are you interested in new things? Are you ready to open up or would you rather keep the tried and tested? - Conscientiousness vs. flexibility
Do you like a lot of structure or are you more of a free spirit? It describes how we approach tasks and our lives. And this dimension has different perspectives. - Extraversion vs. introversion
What do you focus on in your daily life and dealings with others? This gives us information about this dimension. On the one hand, you place more value on your inner experience and your interpretation of the outside world. On the other, you place more value on interaction and the impressions it gives you. - Sensitivity vs. emotional stability (neurocitism)
Emotional sensitivity and psychological resilience are opposed to each other. Can you categorize yourself as one of the two?
These areas are not all. There are further sub-aspects. Each aspect is subdivided into 6 more. Then we can also see in detail what the result is made up of. Cooperation also includes empathy and altruism. Openness also includes imagination and a sense of aesthetics.
Validity through science - what the test can do
Die Motive aus dem Test erklären tiefere Triebfedern. Das „Was“ und „Warum“ unserer Handlung. Und die Begründung für die Richtung, die wir anstreben. Dafür wird das Modell von David McClelland genutzt. Es hat drei Hauptmotive. Beziehung, Leistung und Einfluss. Man kann starke Verbindungen zu den fünf Typen erkennen, doch auch starke Unterschiede.
Motive geben eine Richtung vor. Die großen Fünf einen persönlichen Stil. Die Motive sind das „Was“. Eigenschaften eher das „Wie“.
Actually, skills can only be measured by performance tests. Like an IQ test. There you have to show competence. With the LINC test wird es vom Charakter abgeleitet. Es besteht eine starke Korrelation.
Man schläft also zwei Fliegen mit einer Klappe.
„Each area of the Big Five dimensions contains a variety of different career opportunities that can be associated with it.“ (Howard &Howard2002, p. 138).
The prerequisite for success in the Coaching ist immernoch Bereitschaft für Veränderung. Und das Vertrauen von beiden Seiten.
Mit dem Test kann man dieses aufbauen. Und es ist eine Möglichkeit, den anderen wirklich kennenzulernen.
Die Selbstreflexion wird angeregt. Und das auf natürliche Art uns Weise. Und all diese Eigenschaften lassen sich im Prozess weiter vertiefen. Oder es kommen Veränderungen vor.
Gemeinsam mit dem Coach leiten Sie Ihr Leben in die gewünschte Richtung.
The great thing is that we don't evaluate you. Instead, we analyze you together and give you space. So that you can develop and find yourself. Because you only exist once. You are unique.
The LINC Personality Profiler in use: a case study
Coachee: Lisa, 35 years old, team leader in a medium-sized company
Topic: Better leadership - understanding your own strengths and resolving team conflicts
Lisa ist 35 Jahre alt und seit einem Jahr Teamleiterin in einem mittelständischen Unternehmen im Bereich Marketing. Sie gilt als verantwortungsbewusst, gewissenhaft und bei ihrem Team grundsätzlich beliebt.
Trotzdem fühlt sie sich in ihrer Führungsrolle oft unsicher:
Sie hat das Gefühl, nicht „dominant genug“ zu sein, um Autorität auszustrahlen, meidet Konflikte, und ist häufig erschöpft nach intensiven Arbeitstagen.
Ihr Wunsch: eine klare innere Haltung, um souveräner führen und sich selbst besser verstehen zu können.
Im Coachinggespräch beschreibt Lisa immer wieder ein Gefühl des „Sich-Zerreißens“ zwischen den Anforderungen des Unternehmens, den Bedürfnissen ihres Teams und ihrem eigenen Wunsch nach Harmonie.
Sie möchte lernen, sich selbst treu zu bleiben, aber dennoch durchsetzungsfähig und klar aufzutreten.
The LINC Personality Profiler is used early on in the coaching process to create a sound basis for the next steps. Lisa receives a detailed personality profile with three core areas:
🧠 1. personality (Big Five)
- High compatibility: Lisa is cooperative, harmonious and considerate.
- High level of conscientiousness: She plans in a structured manner, is conscientious and very reliable.
- Low extraversion: She tends to be reserved, prefers small groups and reflects a lot.
- Medium openness: Creative, but rather within the existing framework than starting from scratch.
- Medium emotional stability: Tends to be calm, but susceptible to stress under high pressure.
🎯 2. motifs
- Strong expression of harmony and safety: Lisa avoids confrontation and prefers clear, predictable structures.
- High recognition motif: She strives for positive feedback and wants to be appreciated.
- Low power motive: No strong desire for control or influence.
💪 3. competencies
Development potential: Assertiveness, stress resistance, ability to deal with conflict
Strengths: Empathy, sense of responsibility, structural thinking
The LINC profile provides Lisa with a few aha moments:
Leadership identity: Together with the coach, Lisa develops a personal leadership model that suits her personality and gives her orientation.
Self-image: Sie erkennt, dass ihr Bedürfnis nach Harmonie kein „Fehler“ ist,
sondern ein wesentlicher Teil ihrer Persönlichkeit – und gleichzeitig eine Quelle innerer Spannung in ihrer Führungsrolle.
Permission for authenticity: Instead of comparing herself with extroverted colleagues, she begins to define her own management style - calm, clear, approachable.
Strategies for dealing with conflicts: Lisa entwickelt im Coaching Methoden,
um Kritik konstruktiv zu äußern und dennoch in Verbindung zu bleiben – z. B. durch Ich-Botschaften, klare Strukturen in Gesprächen und bewusste Vorbereitung.
Strengthen resources: She begins to work specifically on her stress regulation - with short breaks in everyday life, clear prioritization and the inner permission to say „no“ from time to time.
Lisa reports a noticeable change. She feels clearer, more relaxed and has the confidence to approach difficult conversations more actively. Her team perceives her communication as „more honest and at the same time more approachable“.
Der LINC Personality Profiler war dabei der Schlüssel, um Lisa nicht in eine neue Rolle zu „pressen“,
sondern ihre Stärken sichtbar zu machen und gezielt an Entwicklungspunkten zu arbeiten – individuell, praxisnah und auf Augenhöhe.
What are the Big Five? A comprehensive insight into the five pillars of your personality
The Big Five, also known as OCEAN model, form the foundation of modern personality psychology. This model describes five basic dimensions that significantly influence our nature and behavior:
1. openness to experience (openness): Diese Dimension kennzeichnet Menschen, die neugierig und wissbegierig sind.
Sie schätzen neue Erfahrungen, denken kreativ und unkonventionell und sind offen für komplexe und intellektuelle Herausforderungen.
2. conscientiousness (Conscientiousness): Gewissenhafte Personen zeichnen sich durch ihre Organisation, Pflichtbewusstsein und Zielstrebigkeit aus. Sie sind strukturiert, diszipliniert und verfolgen ihre Ziele konsequent.
Zuverlässigkeit und Genauigkeit spielen in ihrem Leben eine wichtige Rolle.
3. extraversion (extraversion)Extraverted people are energetic, sociable and assertive. They enjoy social interactions, are not afraid of new challenges and like to get actively involved.
4.
Verträglichkeit (Agreeableness)This dimension describes cooperative, helpful and friendly people. Compatible people are diplomatic, in need of harmony and willing to compromise. They value good cooperation and enjoy building relationships with others.
5.
Neurotizismus (Neuroticism)This dimension reflects emotional stability and resilience. People with high neuroticism are prone to anxiety, nervousness, mood swings and emotional vulnerability. They can quickly become overwhelmed in stressful situations.
How does the Big Five Test work? Decide on your unique personality profile
Der Big Five Test basiert auf einem Fragebogen, der verschiedene Items zu den fünf Persönlichkeitsdimensionen umfasst. Du beantwortest diese Items auf einer Skala von „trifft überhaupt nicht zu“ bis „trifft voll und ganz zu“.
Die Auswertung des Tests erstellt ein detailliertes Profil deiner Persönlichkeit, das deine Ausprägung in jeder der fünf Dimensionen aufzeigt.
This will give you a comprehensive picture of your strengths and weaknesses, your behavioral patterns and your preferences. This knowledge can help you to understand yourself better and develop your personality further.
Our team is there for you
Heinrich von Pierer
Heinrich von Pierer, the architect of Siemens' globalization, led the company to the top of the world with clear leadership.
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Psychological depth meets systemic strategy. Sound methods for sustainable change processes in top management.
LAURA BAXTER
I have been studying the effects of the voice and the body for around twenty-five years.
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Qualität statt Quantität im Professional-Services-Umfeld. Diskrete Gewinnung von Top-Talenten für Kanzleien und strategische Begleitung bei der beruflichen Neuorientierung.
HOLGER BRÖER
Sales is not a game of chance, it's psychology. I help companies and leaders to get their horsepower on the road - through communication that sells without persuading.
DR. CARLOS DAVIDOVICH
I don't just draw on my medical training and deep understanding of the brain. I use neuromanagement coaching to contribute to obvious, sustainable changes in clients.
LILLY FRITZ
As a judge and president, I am familiar with leadership under pressure. I support you in resolving conflicts confidently and exuding authentic authority.
FRANK GOTTHARDT
We make the best decisions based on our values. Overcoming complex challenges offers me fantastic opportunities to develop and gain experience in many areas.
PROF. DR. HABIL. FRANK KEUPER
Recognizing the essentials is the most challenging task on the path to sustainable, healthy and relevant corporate growth. I therefore open up the space for the search for a suitable growth design.
DR. MIRIAM KLINKE
Mediation and conflict resolution
As an experienced mediator with a legal background, I have always focused on constructive dispute resolution throughout my international career.
PROF. DR. KARSTEN MACHHOLZ
Winning people over is the key to any successful transformation. With more than 25 years of practical experience, I can support you in developing strategies and implementing them successfully together with your employees.
TOBIAS RIEGGER
I am driven by the desire to inspire people in such a way that previously unachievable things can be achieved. Be it in sport, as a lecturer at universities and academies or in my professional environment as a management consultant.
CLAUDIA SCHICK
Passionate coach, motivator, networker. I combine over 20 years of TV experience at ARD as a presenter and interviewer with targeted voice and media training.
REGINA KAROLINE SCHÜLLER
For me, an effective corporate culture, clear communication and value-oriented leadership are key factors for the successful implementation of the mission, objectives and strategy of any company.
FREDRICK SPALCKE
Every consolidation crisis is an opportunity for companies to take a close look at the competitiveness of their value chain.
DR. BERND STENKAMP
Developing products FOR people together WITH people inspires me. More than 25 years of experience in developing products.
TIM S. TABRIZI
I love dealing with what moves people. I treat my clients with respect for their individual situation, with a great deal of motivation, inspiration and the clear intention to help.
Michael Klenk
Führung in komplexen Systemen erfordert Klarheit, Entscheidungsstärke und den souveränen Umgang mit Konflikten. Ich begleite Führungskräfte in genau diesen Situationen –
auf Top-Level.
RALPH M. RIXNER
As a long-standing manager in the IT sector, I have 35 years of experience in setting up and managing international projects.
DR. THOMAS MEININGHAUS
Change, quality and transformation processes are a recurring theme in my professional life.
KARSTEN SCHMIDT
For more than a decade I have been supporting managers of multinational companies in intercultural management and emphasizing the importance of culture in the business world.
ROLF GLUNZ
Ich mache aus komplexen Angeboten klare, überzeugende Geschichten – und schaffe die Vertrauensbasis, auf der nachhaltige Geschäftsbeziehungen entstehen.
JENNIFER BAUMANN
Female Leadership Excellence. I show female managers how to not only survive in male-dominated structures, but how to shape the game.
What are the benefits of the Big Five Test? Use your self-knowledge for a more fulfilling life
The Big Five Test offers you many benefits for your personal development and well-being:
- Increased self-awareness: The test will give you a deeper understanding of your personality, your strengths and weaknesses as well as your behavioral patterns and motives.
- Improved decision making: The insights you gain can help you make important decisions in life, such as choosing a career or finding a partner.
- Strengthened personal development: With the knowledge of your personality profile, you can work specifically on your strengths and overcome your weaknesses.
- More successful relationships: A better understanding of yourself and your needs can lead to more harmonious and fulfilling relationships in your environment.
- Increased well-being: Increased self-awareness and the opportunity for personal development contribute to a greater sense of well-being and greater life satisfaction.
Where can I take the Big Five test? Find the right test for you
Numerous providers offer online Big Five tests. Most tests are free, but some providers charge a fee. Pay attention to the following points when choosing a test:
How are personality tests used? And what kind of result do we get?
Due to the wide range of applications, we can use the results in many different ways. At the beginning, in the middle or at the end of the coaching. At any point, the best of it can help. Namely the knowledge.
Wenn er mehrmals angewendet wird, können auch verschiedene Ergebnisse entstehen. Persönlichkeit ist dynamisch.
Sie ist nie zu 100 Prozent greifbar.
It can also be used to map development goals. And of course we can also check them. A second check after a longer period of time gives us insight into changes in our lives. And our self-image.
Are you dominant? Conscientious? Take the test now! Myers-Briggs, DISG etc.
Free initial consultation
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Another bonus for you
The added value for you? Structure, informative value and interpretation options. In addition to the analysis, you receive an overview of your motives. You immediately recognize which ones are in the foreground. You can then determine the extent to which one motive suits you. And to what extent another does not fit.
Hier ist der eigentliche Bonus.
Die Informationen nutzen Ihnen so viel, wie Sie sich damit auseinandersetzen. Dafür sind wir da. Wir stellen die passenden Fragen zum richtigen Zeitpunkt. Daraus entstehen Aha-Erlebnisse. Kleine Erkenntnisse, die für das weitere Leben notwendig sind. Und in Zukunft besonders hilfreich sein werden. Wir geben Ihnen keine Antworten. Die finden Sie ganz für sich selbst.
Why not test yourself with a free personality test?
You can try it. Every result will Questions und Reflexion auslösen. Es ist aber Vorsicht geboten. Die Ergebnisse sind eher Hinweise. Sie sind niemals ganz genau, da wir Menschen uns ändern. Über kurz oder lang. Selbst wenn Sie unzählige Persönlichkeitstests gemacht haben.
Ihre Selbsteinnschätzung und Handlungen im Hier und Jetzt sind das, was Sie wirklich ausmacht. Sie haben danach ein besseres Verständnis, aber niemals die 100 %ige Sicherheit für etwas. Um charakterliche Stärken und Schwächen zu erkennen müssen Sie sich ausprobieren. Ein Test ist so genau wie möglich.
Doch Ihre Selbsteinschätzung und Erfahrung geht über den in mUster gepressten Persönlichkeitstyp hinaus. Die Ausprägung von Charaktereigenschaften lässt sich nicht von kostenlosen Persönlichkeitstests vorhersagen. Es ist ein Tool. Sie können daraus lernen. Am Ende kennen aber nur Sie Ihre einzigartigen Eigenarten.
About the author
Tim S. Tabrizi is the founder and managing director of the Your Coaching Institute in Frankfurt am Main. As a certified executive coach (ICF, DBVC, DGSF) with over 15 years of experience, he manages a network of 35 coaches throughout Germany. LinkedIn profile | Your coaching institute on LinkedIn
Find out what makes coaching special.
What is the 16 personality test?
1 The Myers-Briggs test has 16 types. It distinguishes between all of these.
2 Scientists have been arguing for years about how accurate it is. Different results always emerge when it is repeated.
3. personnel decision-makers also disagree. Many see it more as a pastime or similar to a horoscope.
What is the five-types test?
1. it is fundamentally different from its competitors.
2. it focuses on analysis. In addition, the five behavioral dimensions of personality and three basic motives.
3. you should expect about 120 questions.
What are the 16 types of MBTI?
1. below which the Myers Briggs type indicator distinguishes.
2. there are four categories: Analysts, Diplomats, Guardians, Researchers.
3 From our experience, such a test is only an indication.
The types:
-Architect, logician, commander, debater
-Advocate, mediator, protagonist, activist
-Logistician, Defender, Executive, Consul
-Virtuoso, adventurer, entrepreneur, entertainer
What other tests are available?
1. we use the Linc Personality Profiler of the Leuphana University of Lüneburg.
2nd Bochum Inventory and Persolog Personality Profile are others.
3. the DiSG model has four styles as a classification.
Dominant
Initiative
Steady
Conscientious
But with the DIN 33430 process standard, the five-type test meets the highest standards and requirements. This sets it apart from the crowd.
What is the theory of temperaments?
1. in temperament theory there are 4 types of people.
2. the melancholic, the choleric, the sanguine and the phlegmatic.
3. this type of personality test is based on the four-element theory of Empedocles (ancient Greek Philosopher) on.
Which personality test is the best for coaching?
For coaching purposes, we recommend the LINC Personality Profiler or Big Five-based tests, as they are scientifically validated and provide directly actionable insights for personal development.
Are online personality tests reliable?
Scientifically based tests such as the Big Five or LINC are also valid and reliable online. Professional evaluation by a certified coach who classifies the results is important.