Keirsey Temperament Sorter: Idealist Profile in the Workplace

Overview of the Keirsey Temperament Sorter

The Keirsey Temperament Sorter (KTS-II) is a well-established psychological instrument commonly used by human resources professionals to assess applicant or employee strengths and optimal placement strategies. Although "there is little information available to support the validity of the KTS-II," it nevertheless can be used to "identify work environments congruent with one's personality" (Kelly & Jugovic, 2001, p. 49). Therefore, the test can demonstrate not necessarily aptitude at tasks, but how well an individual might fit into a specific organizational culture. The test is typically a fee-based service offered through psychologists or human resources departments, but a free sample assessment is available on the company's website. The free sample test is brief, consisting of about fifty questions with simple binary responses.

My results on the Keirsey Temperament Sorter indicate that I fall within the Idealist category. However, there are four types of Idealists, and the free assessment does not narrow down which of the four types I might be: Champion, Counselor, Healer, or Teacher. Each of these subcategories corresponds to Myers-Briggs Type Indicator assessments — for example, ENFP for Champion or INFJ for Counselor. It would be helpful to know which of these four Idealists I most resemble in order to receive a more accurate self-portrait.

Idealist Temperament Results and Subtypes

Generally, however, all Idealists favor harmony in social relationships and dislike conflict and confrontation. They tend to be dedicated to personal growth and development, and can be romantic in nature. Some of these qualities may not seem conducive to corporate culture, although some Idealists can prove to be effective visionary leaders who inspire others to reach beyond their self-imposed limitations. Similarly, an Idealist can help reframe ideas and encourage creative, out-of-the-box thinking.

Another feature of Idealists that may be particularly useful in the workplace is the emphasis on ethics and integrity. As Akyeampong et al. (2014) found, the Keirsey Temperament Sorter may be used to assess other factors relevant to job performance, such as cultural competence. It would seem that Idealists are most suited to diverse workplace environments because of their strong tendencies toward diplomacy, good will, and respect for other people. Idealists do not rely on rigidity or closed-mindedness; they instead value the complexities of all situations and are willing to work hard with others to reach mutually beneficial solutions to problems.

Idealists in the Workplace: Strengths and Cultural Fit

For this reason, Idealists often thrive in social work, education, and counseling, but they can be equally effective in fields like journalism or anything involving human interest. Many Idealists would seem to do best in creative enterprises or pursuits that require continual reflection. Unfortunately, Idealists do tend to fantasize and might experience low job satisfaction because of an ongoing tendency to seek change.

The primary feature of Idealists, according to the Keirsey Temperament sample report, is diplomacy. Idealists do not tend to criticize others, but would rather focus on how people can improve themselves in ways meaningful to them. They would make superb life coaches. On the other hand, Idealists might not thrive in environments with a high degree of interpersonal conflict, or where rigid rules characterize the workplace. Hierarchical organizational structures would be anathema to the Idealist worldview.

Conclusion: Flexibility and Capacity for Growth

Generally I believe I offer a balanced set of assets that can be applied flexibly to a multitude of workplace environments. As an Idealist, I do believe that I am also capable of change. Even if our temperaments remain relatively stable over time, we can change based on our environments and if we are surrounded by supportive people.