TLDR;
- it's not fixed -> but can vary over time with new jobs, new teams
- it's based on the measurement of what matters to you (your norms), not WHO you are acc. to a personality test
- it's also more recent research
16 personalities is a typical personality test, based on a trait-based approach: Myers-Briggs (originally based on Jung's theory). The Stanford model we use is based on the work of Prof. Charles O'Reilly, who was studying team and company culture and how that relates to performance and satisfaction at work.
So the model we used in the product basically measures more "what's important to you at work" and what your priorities are rather than "who you are" based on a pesonality model.
That also means that your mindset can change over the course of even just a few weeks, while personality is something more stable.
16 personalities is a typical personality test, based on a trait-based approach: Myers-Briggs (originally based on Jung's theory). The Stanford model we use is based on the work of Prof. Charles O'Reilly, who was studying team and company culture and how that relates to performance and satisfaction at work.
So the model we used in the product basically measures more "what's important to you at work" and what your priorities are rather than "who you are" based on a pesonality model.
That also means that your mindset can change over the course of even just a few weeks, while personality is something more stable.