We have all worked with people who like to be the social hub of the group: they are outgoing, gregarious, and able to raise the spirits of others. The challenge for these individuals can be when they need to work independently as they feel a lack of energy and inspiration without people around them. There is also the other recognizable group of people who prefer to work alone: feeling less comfortable being in a group and never wanting to be center of attention.
Of course, most of us are somewhere in the middle.
It is useful to understand how candidates and employees are likely to prefer to behave at work as such behavior impacts those around them.
Liveliness is just one of the personality areas measured in our ADEPT-15® questionnaire.
How is Liveliness Seen in Behavior?
Liveliness can be seen in how an individual interacts with others at work and how comfortable they are working alone or taking center stage. Below are some of the leverage points and some of the things to watch out for.
The Leverage Points
Those scoring high on the ADEPT-15 Liveliness scale are likely to be:
- Outgoing and gregarious.
- Energized by being with others.
- Enthusiastic and fun-loving; able to raise the spirits of others.
Those scoring low tend to:
- Be comfortable working independently.
- Prefer to spend time alone or with small groups.
Watch out for the following with high scorers on Liveliness:
- Uncomfortable working or being alone.
- Overly focused on socializing and not being serious enough.
For the low scorers on Liveliness, watch out for:
- A dislike of being the center of attention; quiet and sometimes uncomfortable in social situations.
- Being seen as unenthusiastic or disengaged from the work group.
The Role of Liveliness in the Workplace
Where an individual scores on the continuum between either end of the Liveliness dimension (reserved vs. outgoing) impacts how they will choose to interact with others at work.
Individuals with high Liveliness scores are sociable, outgoing and friendly. As such, they are more likely to build and maintain a large network of individuals with whom they consult for information, resources, and advice.
Since high scorers are jovial, engaging, drawn to collaborative group environments, and create a positive mood/environment for others around them, they commonly excel at building new relationships.
Those high on Liveliness are uplifting and likely to be motivated by social situations, which prompt them to work with and inspire others. Given their increased levels of enthusiasm, they are much more likely to encourage team spirit and motivate others to perform their best.
Compensating for an Individual’s Liveliness Score
As we can see with the leverage points and watch-outs listed above, an individual’s Liveliness is shown in their comfort working with and being around others. As with all personality traits, how Liveliness is manifested in behavior is influenced by scores on others ADEPT-15 dimensions. It means that, by looking at scores on other aspects of one’s personality profile, we can understand how Liveliness is expressed and mitigated.
When Liveliness scores are low, we need to look at other scales:
- Higher Assertiveness and Cooperativeness can help reduce the likelihood of being withdrawn or disengaged.
When an individual scores high on the Liveliness dimension, we may like to look for:
- Higher Awareness may reduce attention-seeking behaviors (e.g., desire to be the center of attention) and a hyper-social nature that can lead others to think they are not serious enough about work.
For more about assessing Liveliness in your candidates and employees, take a look at our personality questionnaire ADEPT-15®.
ADEPT-15® is the most advanced, secure, and award-winning* personality test available. With over 50 years of personality, leadership, and psychometric research combined with an adaptive approach to assessment design, ADEPT-15® measures 15 personality traits critical to successful workplace performance. It looks at our preferences, work styles and tendencies as well as what gives us energy and our possible blind spots. It indicates our strengths and areas for development as well as the leadership style we may use, and how others may see us.
*M. Scott Myers Award for Applied Research & International Personnel Assessment Council Innovations in Assessment Award
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