The TQ Personality questionnaire is an example of a modern psychometric tool designed for the real-world workplace. It is based on the HEXACO model of personality, which is an evolved version of the traditional Big Five model. A sixth factor, Honesty-Humility, has been added. The HEXACO model, developed by Ashton and Lee, builds on earlier personality research by McCrae, Costa, and Goldberg, and has been validated across multiple cultures, making it generally applicable.
HEXACO is an update of the Big Five model and is also known as Big Five Plus, which has recently gained popularity due to its deeper insight and breadth in the personality factor of Honesty and Humility.
By including this dimension, you capture critical personality traits such as authenticity, modesty and status avoidance, all of which greatly influence work life and particularly highlight the individual’s interaction and communication with others.
With this factor, you also gain insight into whether the person is comfortable being in the spotlight, how honest and straightforward they are with others, and their sense of rule compliance – behaviors that are especially central to the qualities of a leader.
HEXACO offers a more nuanced picture of personality, which is crucial for understanding individuals on a deeper level. The Honesty-Humility factor is particularly unique and relevant in an era where ethics and transparency are becoming increasingly important in corporate culture and leadership.
The advantages of including Honesty-Humility in the personality model are clear. By measuring this factor, you obtain a more complete picture of an individual’s prosocial behavior, while also getting an indication of the individual’s need for recognition and status.
People on one side of the H-factor tend to avoid manipulation for personal gain, preferring to be very honest and straightforward, as well as incredibly humble and unpretentious in their demeanor. People on the other side of the scale, however, are more comfortable with flattering others and bending rules to advance in their work, and are also more prestigious in their interactions with others, appreciating status and recognition to a greater extent.
Emphasizing Honesty-Humility in personality assessments enables a more fair and nuanced evaluation of an individual’s character and values. It contributes to a deeper understanding of how personality affects behavior and interactions in the workplace, which in turn can lead to more effective leadership, better team dynamics, and improved job performance.
So, let’s talk about the foundation of personality and how it can be measured. The Big Five model has been the primary method for measuring personality traits. It can be described as a psychological theory that outlines five main dimensions of human personality.
However, science has taken a step forward with the HEXACO model which expands on the Big Five by adding a sixth factor: the H-factor. By using the HEXACO model, you can thus gain an even deeper understanding of personality traits.
HEXACO consists of 6 dimensions:
Honesty-Humility (H)
Emotionality (E)
Extraversion (X)
Agreeableness (A)
Conscientiousness (C)
Openness (to experience) (O)
All personality traits are classified under one of these 6 dimensions, and each trait is on a scale with opposite ends.
Let’s take a closer look at the different personality scales within these 6 dimensions.
Starting with the H-factor, or the honesty-humility factor, it can be described as, on one end of the scale, individuals may be comfortable with flattery and manipulation to achieve goals or gain advantages. They tend not to be completely honest when expressing their opinions or giving feedback, have a strong sense of self-importance, like to be the center of attention, talk about their own achievements, and appreciate getting attention for their contributions and successes.
On the other end of the scale, people tend to communicate directly and honestly, express their opinions truthfully even if it does not lead to anything positive. They avoid manipulating or flattering for personal gain, do not break rules, do not focus on wealth or status, and are unwilling to highlight their own contributions or successes. These individuals prefer to be treated like others, regardless of social or professional status, and are very humble about their own achievements, do not seek attention from others, and are usually quite unassuming.
The emotionality factor shows, on one end of the scale, people who may experience fear and anxiety in response to life stressors. They tend to be more pessimistic, anxious, or worried, show their emotions, and can lose their temper from time to time. They take time to recover from stressful periods and need emotional support and empathy from others. On the other end of the spectrum, we see individuals who recover quickly from stressful periods, respond positively to challenges, and have control over their emotions. They remain calm and stable even in stressful situations and likely need little support from others.
Extraversion is about how energetic and enthusiastic one is. At one end, there are individuals who are energetic, enthusiastic, like to have a lot to do, work at a fast pace, respond quickly in risky situations, and have a positive attitude towards themselves. These people thrive in social settings, are self-assured and decisive, comfortable communicating and influencing others, and create useful relationships and networks.
At the other end, there are those who tend not to regularly attend social events or have much contact with others, prefer to connect with like-minded people and likely have a small group of reliable friends rather than a large professional network. They follow instructions from others, are uncomfortable needing to persuade or influence others, and prefer a stable pace.
Looking at the agreeableness scale, at one end, we see individuals who may prefer to work alone rather than cooperate within a group. They are more task-oriented, less likely to compromise or let other people’s feelings affect their decisions and might find it tiresome to listen to other people’s problems. At the other end of the scale are those who describe themselves as tolerant and warm towards others, forgiving without judging, which helps them to quickly establish good relationships. They control their temper, understand different viewpoints, place great importance on feelings and opinions from others, and like working in teams.
Conscientiousness is about how organized and disciplined one is. At one end of the scale are those who are flexible and spontaneous, prefer to take things as they come rather than setting and achieving specific goals. They are less worried about making mistakes or missing deadlines and can become bored with mundane tasks.
At the other end are those who are organized, disciplined, methodical, and always deliver high-quality results within timelines. They control their impulses, work methodically to achieve goals even in the face of distractions, and follow rules and guidelines.
Finally, we have the openness scale. Those who are at one end tend to not be naturally curious about new approaches or perspectives, prefer more conventional methods, develop stable and predictable patterns of activities, and may struggle to come up with new ideas or adapt to new situations. At the other end, we find those who may be more open-minded, think outside the box, use their imagination freely, have a complex personality and great intellect. They are curious about different areas of knowledge and use a creative approach to finding new solutions.