Personality has to do with individual differences among people in behavior patterns, cognition and emotion. Different personality theorists present their own definitions of the word based on their theoretical positions.
The term personality trait refers to enduring personal characteristics that are revealed in a particular pattern of behavior in a variety of situations.
Individual differences in personality have many real life consequences.
Each personality style or type is rated in terms of four preferences.
E = EXTRAVERSION ------------------- I = INTROVERSION
S = SENSING ---------------------- N = INTUITION
T = THINKING ---------------------- F = FEELING
P = PERCEIVING -------------------- J = JUDGING
You will find that you fall along the line, somewhere in between each of these four scales, leaning more to one side than the other.
You will get a four-letter code, based on where you rate yourself along the lines between these four preferences, by answering a set of questions designed to find out where you are on each scale.
Team working is important to provide holistic care and to enable effective treatment. If you have asked a patients back ground you are more likely to take adequate precautions. For example post menisectomy: Asking the nurse When did they last have pain relief? Have they been up to the loo? Have they eaten? Were there any complications in surgery? As a physio obviously you need to read the notes but the nursing staff often know up to date information on the patient which are all vital in how you will carry out your treatment.
It's a question that asks for a creative response. It's an invitation to the candidate to play the game and see where it goes without worrying about the right answer. By playing along, it tells me a lot about the character, imagination, and inventiveness of the person.
The question, as obtuse as it might sound to the interviewee, is the beginning of a story and in today's world of selling oneself, or one's company, it's the ability to tell a story and create a feeling that sells the brand--whether it's a product or a person.
The way they look at me when the question is asked also tells me something about their like-ability. If they act defensive, look uncomfortable, and pause longer than a few seconds, it tells me they probably take things too literally and are not broad thinkers. In our business we need broad thinkers.
Past performance is usually the best indicator of future success.
If the candidate can't point to a prior accomplishment, they are unlikely to be able to accomplish much at our organization--or yours.
It was a duck, because ducks are calm on the surface and hustling like crazy getting things done under the surface.
My pessimist personality.
I find that this question opens the door to further questions and enables someone to highlight themselves in a specific, non-generic way.
Plus additional questions can easily follow: What position did you hold when you achieved this accomplishment? How did it impact your growth at the company? Who else was involved and how did the accomplishment impact your team?
Discussing a single accomplishment is an easy way to open doors to additional information and insight about the person, their work habits, and how they work with others.
We tend to assume people who have held a role enjoy all aspects of that role, but I've found that is seldom the case.
Getting an honest answer to the question requires persistence, though. I usually have to ask it a few times in different ways, but the answers are always worth the effort. For instance, I interviewed a sales candidate who said she didn't enjoy meeting new people.
My favorite was the finance candidate who told me he hated dealing with mundane details and checking his work. Next!