2025-08-16 06:00:16.923

Helene Rutledge, a healthcare executive, has friends representing Type A, hybrid, and Type B personalities. Her Type B friend is spontaneous, sometimes unreliable, but incredibly generous. This highlights the current trend of celebrating Type B personalities on platforms like TikTok. However, experts like Colin DeYoung, director of the DeYoung Personality Lab, explain that personality isn't about types but rather a spectrum of traits. The widely known Type A/B dichotomy, originating in the 1950s, linked personality to heart attack risk, but these findings haven't held up scientifically. Most personality researchers now use the Big Five model (openness, conscientiousness, extraversion, agreeableness, and neuroticism) to describe personality traits. The enduring appeal of Type A/B stems from its simplicity and cultural relevance. In a high-pressure work environment, the Type B personality represents a reaction against hustle culture, offering a more relaxed alternative. While personality typologies can be helpful for self-understanding, they can also be misused by companies in hiring practices and lead to self-criticism. The article concludes that while personality traits are not fixed, understanding the spectrum of traits and their associated strengths can help individuals find a path that fits who they are.

2025-08-16 00:00:21.493

Helene Rutledge, a healthcare executive, has friends representing different personality types, including a "massive type B" friend who is spontaneous but might miss plans. This highlights the recent virality of the Type B personality on platforms like TikTok. However, experts like Colin DeYoung, director of the DeYoung Personality Lab, explain that personality isn't about types but rather a spectrum of traits. The Type A/Type B dichotomy originated in the 1950s, linked to heart attack risk by cardiologists, with research partly funded by the tobacco industry. This early research hasn't held up, and today, personality researchers favor the Big Five model (openness, conscientiousness, extraversion, agreeableness, and neuroticism). Despite its lack of scientific backing, the Type A/Type B concept persists, possibly as a reaction to hustle culture and a desire for a more relaxed mindset. People connect with labels that reflect traits they admire, but these typologies can be misused by companies. While simple, the Type A/Type B dichotomy doesn't capture the complexity of personality; traits are not fixed and can change over time. Ultimately, individuals possess diverse strengths and tendencies, and focusing on traits rather than types allows for a more nuanced understanding of personality and individual potential.

2025-08-15 18:00:22.994

Helene Rutledge, a healthcare executive, has friends who embody both Type A and Type B personalities. Her Type B friend is spontaneous and unpredictable, offering unexpected acts of kindness, even if sometimes unreliable. This highlights the current cultural fascination with Type B traits, fueled by TikTok trends and a reaction against hustle culture. However, experts emphasize that the Type A/Type B dichotomy isn't scientifically valid. Personality is better understood as a spectrum of traits, as described by the Big Five model (openness, conscientiousness, extraversion, agreeableness, neuroticism). The Type A/Type B labels emerged in the 1950s, linked to heart attack risk research (partly funded by the tobacco industry), but these initial findings haven't held up. While popular culture clings to these types, definitions vary, and people tend to highlight the traits they prefer. The current interest in Type B reflects a pushback against intense work culture and a desire for a more relaxed mindset. Individuals like Alexey Novikov, a clown and editor, find freedom and headspace by rejecting traditional Type A notions of success. HR manager Kimberly Williams shares how embracing her Type B traits relieved self-criticism. The persistence of Type A/Type B is attributed to the simplicity and relatable nature of these categories, despite their lack of scientific backing. While not inherently harmful, these typologies can be misused in hiring practices and lead to self-criticism. Experts suggest focusing on a trait-based approach, acknowledging that traits are not fixed and can change over time. Ultimately, individuals should embrace their unique strengths and tendencies rather than conforming to rigid personality types.