Nature versus nurture is a debate as old as psychology itself. When it comes to personality traits, however, the scales tip heavily toward nature.
Traits like conscientiousness, extraversion, and agreeableness are inherent qualities that define how we behave in the workplace. So, can these traits be trained? The short answer is no — traits are not trainable in the traditional sense. The long answer is more nuanced, acknowledging the role of training in supporting development but emphasizing the importance of hiring candidates who naturally possess the traits required for success.
Let’s explore the inherent nature of personality traits, the minor ways they can evolve, and how training can play a complementary role in the workplace.
The Stability of Personality Traits
Personality traits are largely stable over time. Research in industrial-organizational psychology shows that while external factors like life experiences or age may cause subtle shifts, the core aspects of our personalities remain consistent. For example, an individual scoring high on conscientiousness at 25 will likely exhibit the same trait levels at 35.
This behavioral stability is rooted in biology and early development. Traits like openness or emotional stability are tied to neural pathways and deeply ingrained patterns of behavior. While an employee may refine their responses to certain situations, their inherent tendencies — such as whether they prefer collaboration or autonomy — are unlikely to change. From a hiring perspective, this means personality assessments are powerful tools. They provide insight into a candidate’s inherent workplace behaviors, helping businesses predict not just how a candidate might perform but whether they’re aligned with the demands of the role.
Training for Developmental Opportunities
While traits themselves aren’t typically trainable, training can still have a meaningful impact. Employees who lack certain characteristics can be taught strategies to manage or compensate for these gaps. For instance, a candidate with lower levels or orderliness might struggle in a sales role requiring careful record keeping. Through training, they could develop techniques to organize their work more effectively, even if it doesn’t come naturally to them.
Similarly, training can help amplify an employee’s strengths. Someone high in conscientiousness might already excel at time management. A development program could teach them how to optimize workflows, enhancing productivity while leveraging their natural tendencies.
Training works best when it aligns with the individual’s existing traits rather than trying to change them. For example, coaching a naturally outgoing and confident individual to take on leadership responsibilities can build on their assertiveness tendencies without requiring them to adopt traits they don’t possess.
Traits: Fixed but Not Limiting
The fact that personality traits are largely fixed doesn’t mean they limit potential. Instead, they provide a framework for understanding how individuals operate and what support they might need. Recognizing that traits are stable allows companies to focus on hiring the right people while offering training that complements their inherent strengths.
For example, an employee with high agreeableness may struggle to set boundaries. While this trait is largely fixed and shouldn’t be expected to change, training in assertive communication can help them navigate workplace challenges more effectively. Similarly, a low-conscientiousness employee might benefit from tools like project management software to stay organized, allowing them to contribute more successfully despite their natural tendencies.
Why Hiring for Traits Still Matters Most
Despite the value of training, hiring candidates who already possess the right traits for a role remains the best strategy for long-term success. A candidate whose personality aligns with the demands of the job is more likely to thrive without constant intervention. For example, a highly adaptable candidate will flourish in dynamic environments without requiring extensive time and resources to adapt to change. This approach also reduces turnover. Employees who fit their roles are often more satisfied and engaged, leading to higher retention rates. A mismatched hire, on the other hand, may struggle despite training, resulting in frustration for both the employee and the employer.
Personality assessments measure traits like conscientiousness, assertiveness, and openness. These insights help employers identify candidates whose personalities align with both the role and the company culture, setting the stage for success.
Traits Are Stable, But Strategy is Key
Personality traits are not trainable, but they are manageable. Hiring candidates who naturally possess the required traits for a role is the foundation of effective workforce planning. Training, when used strategically, enhances strengths and supports areas of development without trying to change who someone is.
By understanding the stability of traits and leveraging tools like Resource Associates personality assessments, companies can make smarter hiring decisions and foster employee growth. Ready to find candidates who are the ideal fit for your organization? Explore our personality assessments to start building a stronger, more cohesive team.
