What Is the Difference Between a Personality Type and a Personality Trait?

Understanding human personality is a central focus in psychology, and two of the most common approaches to describing it are through personality types and personality traits. While these terms are sometimes used interchangeably, they represent fundamentally different ways of thinking about personality.

This article explores the distinctions between personality types and personality traits, their origins, examples, and the implications for understanding ourselves and others.

What is a Personality Type?

A personality type refers to the classification of individuals into distinct categories based on certain patterns of behavior, thought and emotion. Type theories propose that people can be sorted into a relatively small number of broad, non-overlapping groups, each with its own characteristic style of interacting with the world. It's the equivalent of classifying someone as left-handed or right-handed, with no room for overlap or gradation.

The idea of types goes back to ancient models. For instance, the Four Temperaments, which categorized people as sanguine, choleric, melancholic or phlegmatic, is thought to have originated in Greece around the time of Hippocrates (c. 460–370 BC).

More recently, we have the personality test created by Myers and Briggs. A classic example of type theory, this popular system sorts test-takers into one of 16 possible personality types, based on their preferences for four different psychological functions: Introversion/Extraversion, Sensing/Intuition, Thinking/Feeling and Judging/Perceiving. Type A/B theory is another example. Here, Type A individuals are characterized as being highly competitive, ambitious and time-sensitive, while Type B individuals are more relaxed and laid-back. The "types" are described as distinct from one another with no crossover between the two.

Strengths of Personality Type Models

Easy to understand

The main strength of type-based models is they are easy to understand. By grouping people into distinct categories, these models make complex psychological concepts easy to grasp. For instance, knowing you are an INFJ in the 16-type system or a DISC Support style provides a clear label and descriptions that helps you quickly identify your core strengths, motivations and blind spots. This accessibility is a key reason for the widespread use of type theory in team-building workshops and personal development programs.

Tool for self-reflection and awareness

Personality type models can also serve as powerful tools for self-reflection. When people read about their type, they often recognize patterns in their own behavior, preferences and reactions. This can foster a greater understanding of their strengths and potential areas for growth. For many, these models provide a language to articulate aspects of themselves that previously felt nebulous or difficult to describe.

Supports confidence and empowerment

Type-based feedback can be motivating. When people learn about the strengths associated with their type—such as an INTJ’s strategic thinking or an ESFP’s sociability—they may feel validated and empowered to leverage these qualities in their work and personal lives. This sense of affirmation can boost confidence and engagement.

Weaknesses of Personality Type Models

Oversimplifies human psychology

A significant criticism of personality type models is that they oversimplify the rich complexity of human personality. By placing people into discrete categories, these models can ignore the nuances and variability that exist within each individual. Most people do not fit neatly into a single type; rather, they exhibit a mix of characteristics that may change depending on context or over time.

Questionable scientific validity

Some personality type models lack robust empirical support. For example, research has shown that the Myers and Briggs type categories do not always correspond to stable, scientifically validated traits, and that people’s “types” can change when they retake the test. It is also possible for test-takers to "game the system" by giving answers that they think will produce a certain result.

Risk of stereotyping and self-limitation

Assigning people to types can inadvertently promote stereotyping. Individuals may come to believe that their type defines or limits them, leading to self-fulfilling prophecies or resistance to personal growth. For example, someone labeled as an “Introvert” might avoid leadership opportunities, assuming they are not suited for such roles, even if they possess the necessary skills. People may feel pressured to conform to their assigned type.

Lack of flexibility

Type models tend to be rigid, offering little room for the fluidity and adaptability that characterize real-life personalities. In workplaces, for example, there is a risk that personality type models will be used inappropriately to make hiring or promotion decisions, or to pigeonhole employees into certain roles. This can lead to missed opportunities, decreased morale, and even discrimination if not handled thoughtfully and ethically.

What is a Personality Trait?

A personality trait is a lasting quality or tendency that shapes how a person thinks, feels and acts in different situations. People can have more or less of each trait—it’s not just one or the other, but more like a scale. For example, someone might be very outgoing, a little outgoing, or not outgoing at all.

The most widely accepted trait model is the Big Five. This system describes personality in terms of five broad dimensions: Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. Every person has a unique combination of these traits, which influences their behavior and reactions to different situations.

Trait theories are supported by decades of empirical research and are widely used in psychological assessment and research.  Modern psychology increasingly favors trait-based models for their nuance and predictive power—the Big Five, for example, has been shown to predict an array of outcomes from relationship satisfaction to job performance and health outcomes.

Strengths of Trait Theories

Scientific rigor and reliability

Trait theories, especially the Big Five, are among the most thoroughly researched and empirically supported models in psychology. Decades of studies across cultures and languages have confirmed the stability and reliability of these traits, making them a trusted foundation for both academic research and practical applications.

Nuanced and flexible

Unlike personality type models that sort people into rigid categories, trait theories recognize that personality exists on a spectrum. Each person has a unique combination of trait levels, allowing for a much more individualized understanding of personality. This flexibility avoids the oversimplification that comes with binary or categorical labels.

Predictive power

The Big Five traits have demonstrated strong predictive validity for a range of important life outcomes, including academic achievement, job performance, health behaviors and relationship satisfaction. For example, high Conscientiousness is linked to better grades and job success, while high Neuroticism can predict health challenges and emotional distress.

Practical self-understanding

Trait models provide clear, actionable insights for personal growth and self-development. By understanding where you fall on each trait, you can identify your strengths and areas for improvement, leading to more intentional choices in relationships, learning and career.

Limitations of Trait Theories

May overlook cultural factors

While trait theories are more nuanced than type models, they still reduce the rich complexity of human personality to a handful of broad dimensions. Not every aspect of individuality is captured by the Big Five, and some critics argue that important traits or cultural factors may be overlooked. For example, although the Big Five has shown cross-cultural validity, certain societies may value traits or behaviors that the Big Five does not fully address, raising questions about its universality.

Limited practical guidance

While trait scores can provide insight, they don’t always offer concrete steps for personal change or development. Knowing you are high in Neuroticism, for example, may explain certain tendencies but doesn’t automatically provide a roadmap for improvement. It's difficult for personality experts and workshop leaders to deliver improvement advice when every individual has a unique combination of Big Five traits and different underlying factors contributing to their overall personality.

Static perception

Trait theories emphasize stability over time, which can sometimes lead to the mistaken belief that personality is fixed and unchangeable. In reality, people can and do change, especially in response to significant life events or conscious personal growth effort. These changes may be subtle, but they can and do occur.

In Summary

Personality types sort people into distinct categories, while personality traits describe people along continuous dimensions. Modern psychology favors trait-based models because they are empirically accurate, are nuanced, and have predictive value, whereas individuals often prefer type-based models for their simplicity and accessibility. 

Although the original Myers and Briggs' assessment was strictly a type theory, modern versions of the test incorporate aspects of trait theory to open up our view of personality. Truity’s TypeFinder® test, for example, shows exactly where you sit on each of the four scales—not just that you are an Extravert, but how far along the spectrum you sit.  Combining the approaches offers the best of both worlds; a more nuanced understanding of personality with all the simplicity of having a “type.” Ultimately, both systems have valuable insights to offer—it just depends on what you are looking for.