Ocean’s 11 (5).

Remember the legendary movie Ocean’s Eleven? The team in that movie has its unique characteristics and dynamics. Similarly, in psychometrics, there are five key traits that together form the Big Five Model, known as BIG5. These personality dimensions, which make up the acronym OCEAN or CANOE, help us understand ourselves and others more deeply.

In principle, I don't like writing about psychometrics because it often leads to things being taken out of context. However, since this test is frequently available online and people attempt it as preparation for job interviews, it seemed helpful to explain some details rather than leave it misunderstood.

BIG5, BFI, the Big Five Model, is currently the most widely accepted theory of personality, or rather, an instrument in psychometrics. It refers to five dimensions that outline our nature or character, known by the acronym OCEAN or CANOE.

Simply put, each of these traits marks our cognitive part and “speaks” about how we think, our behavior, and how we act.

In order, they are:

• Conscientiousness – impulsive vs. disciplined, careful, or how goal-oriented, persistent, and organized a person is.
• Agreeableness – suspicious, uncooperative vs. trusting, cooperative, or how much a person prioritizes others' interests and needs over their own.
• Neuroticism – calm, self-confident vs. anxious, pessimistic, or how sensitive a person is to stress and how well they manage negative emotions.
• Openness to Experience – prefers routine, practicality vs. imaginative, spontaneous, or how open a person is to new ideas and experiences.
• Extraversion – reserved, reflective vs. social.

BIG5 remains relatively stable for most of a person's life but is significantly influenced by genetics and environment, with an estimated heritability of 50%. These factors also predict certain important life outcomes such as education and health.

BIG5 ranks respondents on a scale between two extremes.

For example, when measuring extraversion, a person will not be classified as completely extroverted or introverted but will be placed on a scale that determines their level of extraversion.

Ranking individuals on a scale allows for effective measurement of individual differences in personality.

Conscientiousness

Conscientiousness describes a person's ability to regulate impulse control to engage in certain activities. It measures elements such as control, inhibition, and consistency in behavior.

Individuals assessed as highly conscientious will often be described as competent, organized, responsible, detail-oriented, self-disciplined, and goal-oriented.

On the other hand, respondents with low conscientiousness may have problems with impulse control, leading to difficulties in completing tasks and achieving goals. They are more inclined towards an “artistic approach” and may not like too much structure in life. They are also more prone to impulsive and careless behavior.

Agreeableness

Agreeableness refers to how respondents treat other people, i.e., interactions with others. Unlike extraversion, which consists of a need for company, agreeableness focuses on orientation and interaction with others.

Highly agreeable people are described as sensitive, trusting, and well-liked. They are sensitive to the needs of others and help and cooperate with them. People consider them reliable and altruistic. They are often modest and empathetic.

Conversely, individuals with low agreeableness may be perceived as suspicious, manipulative, and uncooperative. They can be antagonistic in their interactions with others, making them less liked and less reliable among society or colleagues. They are often less empathetic.

Extraversion

People with high extraversion are described as assertive, social, prone to fun and going out, and open. They enjoy social situations and feel comfortable expressing their opinions.

People with low extraversion are often called introverts. They tend to be reserved and quiet. They prefer listening to others rather than being the center of attention. Introverts often need periods of solitude to recharge, as participating in social events can be very exhausting for them. It's important to note that introverts don't necessarily dislike social events, but rather find them draining.

Openness to Experience

Openness to Experience refers to a person's willingness to try new things and engage in imaginative and intellectually challenging activities. This includes the ability to “think outside the box”.

Individuals with a high assessment of openness to experience are perceived as creative and artistic. They prefer variety and value independence. They are curious, enjoy traveling, and learning new things.

People with a low assessment of openness to experience prefer routine. They are uncomfortable with change and trying new things, and they prefer the familiar over the unknown. Since they are generally practical, it is often difficult for them to think creatively or abstractly.

Neuroticism

Neuroticism describes a person's general emotional stability and how they perceive the world. It takes into account the likelihood of a person interpreting events as threats or difficulties, as well as the tendency to experience negative emotions.

People with highly rated neuroticism often feel anxious, insecure, and tend to feel sorry for themselves. They are often perceived as moody. They are prone to excessive sadness and low self-esteem.

People with low neuroticism are calmer, feel more secure, and are more self-satisfied. They are less perceived as anxious and moody. Such individuals are more self-confident and resilient to stress.

Finally

Feeling weak can be uncomfortable. Feeling mentally weak and vulnerable is very uncomfortable. However, in our achievement-oriented society, this is not always easy for others to understand.

But we must be aware that situations driven by emotions such as fear, uncertainty, or sadness are part of everyday life, and that is precisely what makes us mentally fragile.

Self-reflection can help us understand our own vulnerability, and BIG5 can help our leaders better understand us.

When we talk about self-reflection and self-awareness in the context of perceived weaknesses, we can also consider two key steps:

• Self-regulation: How can we calm and comfort ourselves? How can we encourage ourselves to regain inner strength?
• Self-disclosure: Whom do we trust with our feelings? To whom should we open up or turn to?

And this is where psychological safety comes into play: can an organization be a place where I can be myself? Or is the risk to authenticity simply too great, especially today when everyone is seeking authenticity?

And therefore, psychometric assessments do not have right or wrong answers; they tell us how we think and how we act. They are a path to better mutual understanding and employee retention. Of course, if there is a will to do so…