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Te veel gal? Dan was je bitter of opvliegend. En in de 19e eeuw dacht men dat de vorm van je schedel verraadde of je een crimineel was. Lang geleden waren we dus al bezig met persoonlijkheid en gedrag voorspellen. Gelukkig weten we nu beter en zetten we goede instrumenten in...",[931],{"start":147,"end":932,"type":239},359,{"type":188,"text":934,"spans":935,"direction":175},"Of toch niet? Want waarom neemt de helft van de Fortune 500-bedrijven beslissingen op basis van een test die even wetenschappelijk is als een horoscoop? En welke test kun je dan wel gebruiken om persoonlijkheid te analyseren? In deze blog ontdek je hoe je de persoonlijkheid van jouw doelgroep in kaart brengt, zodat je effectiever gedrag kunt veranderen.",[936],{"start":147,"end":937,"type":239},355,{"type":188,"text":939,"spans":940,"direction":175},"Als gedragsspecialisten willen we gedrag veranderen. Maar om gedrag te veranderen, moeten we het eerst begrijpen. Daarom doen we altijd eerst een analyse. Dan ontdek je al snel dat er enorm veel factoren zijn die ons gedrag voorspellen: de fysieke omgeving, de kennis en vaardigheden die je hebt en bepaalde behoeften en weerstanden die je ervaart beïnvloeden allemaal hoe jij je uiteindelijk gedraagt.",[],{"type":188,"text":942,"spans":943,"direction":175},"Maar waar we weinig naar kijken bij gedrags- en organisatieverandering, is de rol van persoonlijkheid. Zonde, want dat is een gemiste kans.",[],{"type":168,"text":945,"spans":946,"direction":175},"Waarom is de persoonlijkheid van je doelgroep relevant voor gedragsverandering?",[],{"type":948,"text":949,"spans":950,"direction":175},"heading3","Weerstand voorspellen",[],{"type":188,"text":952,"spans":953,"direction":175},"Verandering brengt onzekerheid met zich mee. We kunnen redelijk goed voorspellen welk type weerstanden we tegenkomen bij veranderingen. Denk aan het introduceren van een nieuw afvalbeleid in een wijk. Bewoners zullen mogelijk skepsis ervaren (‘gaat dit wel werken?’) en inertia of verandermoeheid (‘wat een gedoe, dat het nu allemaal anders moet’).",[],{"type":188,"text":955,"spans":956,"direction":175},"Maar toch zullen er tussen of binnen doelgroepen verschillen zijn. Mensen die laag scoren op Openness to Experience (Openheid voor ervaringen) of hoog op Emotionality (Angstgevoeligheid) zullen van nature sneller ‘protesteren’ bij een reorganisatie of een nieuw softwaresysteem. Als je dit vooraf weet, kun je je interventie hierop aanpassen door hen extra structuur en veiligheid te bieden.",[957,960],{"start":958,"end":959,"type":174},93,115,{"start":961,"end":962,"type":174},154,166,{"type":948,"text":964,"spans":965,"direction":175},"Interventies op maat ontwikkelen",[],{"type":188,"text":967,"spans":968,"direction":175},"Als je de persoonlijkheid van je doelgroep in kaart brengt, kun je aan tailoring doen: interventies op maat ontwikkelen. Stel, je doel is om een feedbackcultuur te creëren. Er kunnen allerlei redenen zijn waarom medewerkers nu geen of onvoldoende constructieve feedback geven, die om verschillende interventies vragen.",[969],{"start":970,"end":971,"type":174},71,80,{"type":188,"text":973,"spans":974,"direction":175},"Mensen die een hoge score hebben op Agreeableness (Verdraagzaamheid), zijn zachtaardiger en milder tegenover anderen en behoedzaam om iemand niet te kwetsen. Een interventie kan dan bijvoorbeeld zijn om te oefenen in 1-op-1 gesprekken of een kleinere groep, of om een 'Slechte Ideeën-sessie' te organiseren waarin iedereen verplicht scherpe kritiek moet leveren als onderdeel van een spel. Dit haalt de persoonlijke angel eruit.",[975],{"start":976,"end":977,"type":174},36,49,{"type":188,"text":979,"spans":980,"direction":175},"Maar mensen die laag scoren op Agreeableness kunnen mogelijk hard overkomen vanuit een oprechte behoefte om de kwaliteit te verbeteren. Dit doen ze door kritische opmerkingen te geven. Doorgaans zijn zij minder buigzaam. Het risico is dat dit de psychologische veiligheid in een team schaadt. Je kunt dan bijvoorbeeld de 'Impact = Resultaat' regel introduceren. Hierbij leg je uit: \"Als jij feedback geeft en de ander schiet in de verdediging of klapt dicht, dan is jouw feedback mislukt. Je hebt je doel (het resultaat verbeteren) niet gehaald, want de ontvanger gaat er niet mee aan de slag.\"",[981],{"start":982,"end":983,"type":174},31,44,{"type":188,"text":985,"spans":986,"direction":175},"Kortom: persoonlijkheidsdata helpen je om een gedragsstrategie te ontwerpen die resoneert met de diversiteit aan karakters van je doelgroep.",[],{"type":168,"text":988,"spans":989,"direction":175},"Welke persoonlijkheidstesten zijn er en wat zijn de risico’s?",[],{"type":188,"text":991,"spans":992,"direction":175},"Als je als gedragsveranderaar persoonlijkheid in kaart wilt brengen, dan heb je een goed instrument nodig. Er zijn evenveel ‘persoonlijkheidstesten’ als dat er mensen zijn. Van de ‘Welk ijsje ben jij?’-test van Libelle en Human Design tot aan fysiologische metingen. Aan mogelijkheden geen gebrek dus. Maar het slechte nieuws is dat mensen door de bomen het bos niet meer zien. We trappen af met twee populaire testen.",[],{"type":948,"text":994,"spans":995,"direction":175},"MBTI",[],{"type":188,"text":997,"spans":998,"direction":175},"De MBTI is waarschijnlijk de bekendste test ter wereld, vooral in het bedrijfsleven. Op basis van vier assen, bijvoorbeeld Introvert versus Extravert, word je ingedeeld in één van de 16 'archetypes' (zoals INFJ of ESTP). De types zijn positief en inspirerend omschreven, wat het toegankelijk en herkenbaar maakt. Een voordeel is dat je ook een gedeelde taal in een team creëert om over verschillen te praten.",[],{"type":188,"text":1000,"spans":1001,"direction":175},"Het nadeel? MBTI rammelt wetenschappelijk gezien. Er is weinig ruimte voor nuance: als je 51 procent Extravert bent, ben je volledig ‘E’. Terwijl je in werkelijkheid zeker geen uitgesproken extravert persoon bent. Geen geschikt instrument dus voor jou als gedragsveranderaar.",[],{"type":948,"text":1003,"spans":1004,"direction":175},"DISC",[],{"type":188,"text":1006,"spans":1007,"direction":175},"De DISC focust zich vooral op communicatie en gedrag en deelt mensen op in vier kleuren: Dominant (Rood), Interactief/Invloedrijk (Geel), Stabiel (Groen) en Consciëntieus (Blauw). Het grote voordeel is dat het simpel te onthouden is. Als jij een sterke projectmanager nodig hebt, ga je al snel zoeken naar een ‘blauw’ profiel. Het werkt daardoor vlot en efficiënt, want je denkt in één oogopslag te zien hoe iemand werkt en communiceert.",[],{"type":188,"text":1009,"spans":1010,"direction":175},"Maar de wetenschappelijke basis van de DISC is matig. Bovendien is het risico dat je persoonlijkheid en gedrag ‘plat slaat’: mensen zijn niet enkel ‘groen’ of ‘rood’, maar vele kleurschakeringen. Als gedragsveranderaar wil je beter weten hoe die facetten van iemands persoonlijkheid zich tot elkaar verhouden.",[],{"type":948,"text":1012,"spans":1013,"direction":175},"De risico's van rammelende persoonlijkheidstesten",[],{"type":188,"text":1015,"spans":1016,"direction":175},"Het grote gevaar is dat mensen elkaar gaan labelen en vastpinnen op hun ‘kleur’ of ‘archetype’. Niemand wil in een hokje geplaatst worden, maar door deze tests doen we het massaal. Ergens logisch, want het maakt dingen simpel en we vinden het nou eenmaal heerlijk om (mentale) energie te besparen. Maar door simplificatie mis je de nuance, die juist in persoonlijkheidsonderzoek zo cruciaal (en voorspellend) is.",[],{"type":188,"text":1018,"spans":1019,"direction":175},"Er is echter een nog veel groter risico: door mensen te labelen, ‘creëer’ je als het ware persoonlijkheid. “Jij bent groen, dus jij kunt goed de harmonie bewaren”. Mensen gaan zich naar hun label gedragen als een soort self-fulfilling prophecy. Je kunt je serieus afvragen hoe ethisch dat is. Daarnaast kan dit labelen ook verandering in de weg staan (“Ik ben nu eenmaal een rood/blauw type, dus ik doe dit zo”).",[1020],{"start":1021,"end":1022,"type":174},219,243,{"type":188,"text":1024,"spans":1025,"direction":175},"Ook zijn er verborgen kosten aan slechte tests. Bedrijven gooien miljoenen weg aan assessments die niet valide zijn. Als gedragsveranderaar wil je sturen op data die écht voorspellend zijn voor menselijk gedrag, of je nou prestaties wilt verbeteren of de integriteit op de werkvloer.",[],{"type":188,"text":1027,"spans":1028,"direction":175},"De conclusie? Populaire tools als de DISC of MBTI kunnen zeker leuk en effectief zijn voor een teambuildingsdag, maar zijn gevaarlijk voor serieuze organisatieverandering en werving van nieuwe collega’s.",[],{"type":168,"text":1030,"spans":1031,"direction":175},"Welke persoonlijkheidstest kun je gebruiken als gedragsveranderaar?",[],{"type":948,"text":1033,"spans":1034,"direction":175},"De Big Five",[],{"type":188,"text":1036,"spans":1037,"direction":175},"Nee, dit gaat niet over de prachtige dieren die je kunt spotten tijdens je safari in Zuid-Afrika; de Big Five werd jarenlang beschouwd als hét model voor persoonlijkheid. Deze test meet de bekende dimensies Extraversie, Verdraagzaamheid, Consciëntieusheid, Emotionaliteit en Openheid. Maar toen psychologen Kibeom Lee en Michael Ashton persoonlijkheidsbeschrijvingen analyseerden in verschillende talen, van Koreaans en Nederlands tot Frans en Pools, zagen ze steeds weer hetzelfde patroon: er was een zesde dimensie. De Big Five was eigenlijk niet compleet en zo werd de HEXACO geboren.",[],{"type":948,"text":1039,"spans":1040,"direction":175},"Waarom de HEXACO?",[],{"type":188,"text":1042,"spans":1043,"direction":175},"De HEXACO meet alle factoren van de Big Five, maar brengt ook een zesde factor in kaart: Humility (H) of Integriteit. Deze factor meet eerlijkheid, oprechtheid en bescheidenheid, en blijkt cruciaal voor het begrijpen van menselijk gedrag. Daarmee is het de meest onderscheidende bijdrage van de HEXACO. Mensen die laag scoren op deze Integriteit-dimensie zijn eerder geneigd anderen te manipuleren, regels te breken voor persoonlijk gewin en zichzelf als superieur te beschouwen. Een hoge score betekent dat je onbaatzuchtig, eerlijk, oprecht en bescheiden bent. Je bent minder snel geneigd om anderen te manipuleren voor eigen belangen en hecht weinig waarde aan status of luxe. Uniek aan de HEXACO is dat de test cross-cultureel gevalideerd is. Dit betekent dat de scores over de hele wereld betrouwbaar zijn, onafhankelijk van je taal of culturele achtergrond.",[1044],{"start":1045,"end":1046,"type":174},89,97,{"type":188,"text":1048,"spans":1049,"direction":175},"De HEXACO ziet dus als enige persoonlijkheidstest de Integriteit-dimensie niet over het hoofd. Diefstal, pesten, fraude en machtsmisbruik worden beter voorspeld door een lage score op deze H-factor dan welke andere factor dan ook. Hoge H-scores voorspellen op hun beurt weer ethische beslissingen in dilemma's en daadwerkelijk prosociaal gedrag. Integriteit geeft ook een indicatie voor betrouwbaar leiderschap en het vermijden van corruptie.",[],{"type":948,"text":1051,"spans":1052,"direction":175},"Voor welke doelen kun je de HEXACO inzetten als gedragsveranderaar?",[],{"type":188,"text":1054,"spans":1055,"direction":175},"Je kunt de HEXACO uitstekend gebruiken voor cultuur- en organisatieveranderingen, werving en selectie, teamontwikkeling, leiderschapstrajecten en het verbeteren van prestaties en communicatie. Zo kun je uitgebreide teamalyses draaien en weet je precies wat de uitdagingen zijn in samenwerken, wie voor welke taak geschikt is, en op welke manier je het beste feedback of leiding kunt geven.",[],{"type":188,"text":1057,"spans":1058,"direction":175},"Daarnaast is de HEXACO reuze interessant voor je eigen (persoonlijke en professionele) ontwikkeling! Als gedragsveranderaar ben je uiteindelijk zelf het belangrijkste instrument. Des te belangrijker om te snappen hoe je zelf in elkaar zit.",[],{"type":188,"text":1060,"spans":1061,"direction":175},"Wil je meer weten over de HEXACO en wat de test voor jouw veranderopgaven kan betekenen? Kijk eens op deze pagina.",[1062,1064],{"start":147,"end":1063,"type":174},114,{"start":1065,"end":1066,"type":194,"data":1067},102,113,{"link_type":455,"url":1068,"target":1069},"https://www.persoonlijkheid.behaviorchange.group/","_blank","text_content$711a08bd-30ee-4c2a-99f7-702ecda3e85e",{"variation":1072,"version":322,"items":1073,"primary":1074,"id":1076,"slice_type":1077,"slice_label":5},"aboutAuthor",[],{"title":1075},"Over de auteur","about_team_members$31cb2084-a918-497a-b475-e39cad910924","about_team_members",{"variation":321,"version":322,"items":1079,"primary":1080,"id":1198,"slice_type":669,"slice_label":5},[],{"title":1081,"button":1090,"button_position":1094,"has_margin_bottom":32,"background_color":1095,"columns":1096,"items":1097},[1082],{"type":168,"text":1083,"spans":1084,"direction":175},"Onze inzichten en opleidingen brengen je verder",[1085,1087],{"start":1086,"end":237,"type":174},5,{"start":1088,"end":1089,"type":174},18,29,{"id":667,"type":197,"tags":1091,"lang":13,"slug":669,"first_publication_date":670,"last_publication_date":671,"uid":669,"url":672,"link_type":30,"key":1092,"isBroken":32,"text":1093},[],"6ac2ad59-0073-4413-ac04-fec0532d8e27","Ontdek meer","with-title","dark-blue","4",[1098,1129,1151,1179],{"item":1099},{"id":1100,"type":1101,"tags":1102,"lang":13,"slug":1103,"first_publication_date":1104,"last_publication_date":1105,"uid":1103,"url":1106,"data":1107,"link_type":30,"key":1128,"isBroken":32},"Z9vNYhMAACcA85RP","course",[],"postacademische-opleiding-tot-gedragsveranderaar","2025-03-20T08:10:22+0000","2026-05-26T12:27:55+0000","/academy/opleidingen/postacademische-opleiding-tot-gedragsveranderaar/",{"featured_image":1108,"title":1116,"type":1123,"description":1124},{"dimensions":1109,"alt":1112,"copyright":5,"url":1113,"id":1114,"edit":1115},{"width":1110,"height":1111},2048,1365,"Postacademische opleiding tot gedragsveranderaar","https://images.prismic.io/behavior-change-group/aEF97Lh8WN-LVpoT_2019_11_18_ChangemakersLR25-2-.jpg?auto=format,compress","aEF97Lh8WN-LVpoT",{"x":147,"y":147,"zoom":148,"background":149},[1117],{"type":327,"text":1118,"spans":1119,"direction":175},"Postacademische opleiding tot Gedragsveranderaar",[1120],{"start":1121,"end":1122,"type":174},30,48,"Opleiding",[1125],{"type":188,"text":1126,"spans":1127,"direction":175},"De eerste en meest complete opleiding over gedragsverandering",[],"9d61ca1d-d063-491f-9420-61ea4691d89b",{"item":1130},{"id":1131,"type":669,"tags":1132,"lang":13,"slug":1134,"first_publication_date":1135,"last_publication_date":1136,"uid":1137,"url":1138,"data":1139,"link_type":30,"key":1150,"isBroken":32},"aH9egBEAACgAnMyI",[1133],"interview","een-verborgen-parel-voor-coaches-die-bezig-zijn-met-persoonlijke-ontwikkeling-meer-mensen-zouden-hiervan-moeten-weten","2025-07-22T13:55:24+0000","2026-05-29T13:20:47+0000","het-model-van-mcadams-dekt-alle-wetenschappelijke-inzichten-over-persoonlijkheid-die-coaches-en-psychologen-moeten-weten","/insights/blogs-en-videos/het-model-van-mcadams-dekt-alle-wetenschappelijke-inzichten-over-persoonlijkheid-die-coaches-en-psychologen-moeten-weten/",{"description":1140,"featured_image":1141,"title":1148,"type":1149},"Per jaar komen er honderden nieuwe boeken over persoonlijkheid uit. Maar ze vertellen nooit het hele verhaal. Volgens dr. Mattheis van Leeuwen is er één model dat alle wetenschappelijke inzichten over het onderwerp dekt: de persoonlijkheidstheorie van Dan McAdams.",{"dimensions":1142,"alt":5,"copyright":5,"url":1145,"id":1146,"edit":1147},{"width":1143,"height":1144},6000,4000,"https://images.prismic.io/behavior-change-group/aH9gLVGsbswqTH7n_DSC01674.jpg?auto=format,compress","aH9gLVGsbswqTH7n",{"x":147,"y":147,"zoom":148,"background":149},"Een ‘verborgen parel’ voor coaches die bezig zijn met persoonlijke ontwikkeling: 'Meer mensen zouden hiervan moeten weten'","Blog","2f2e4949-a24f-45a7-9ecf-c13db909039a",{"item":1152},{"id":1153,"type":1101,"tags":1154,"lang":13,"slug":1155,"first_publication_date":1156,"last_publication_date":1157,"uid":1155,"url":1158,"data":1159,"link_type":30,"key":1178,"isBroken":32},"Z-ztsBEAACsAi_WD",[],"postacademische-opleiding-persoonlijke-ontwikkeling","2025-04-02T07:56:45+0000","2026-05-14T14:25:14+0000","/academy/opleidingen/postacademische-opleiding-persoonlijke-ontwikkeling/",{"featured_image":1160,"title":1168,"type":1123,"description":1174},{"dimensions":1161,"alt":1164,"copyright":5,"url":1165,"id":1166,"edit":1167},{"width":1162,"height":1163},1842,1476,"Intensieve lesdag tijdens de postacademische opleiding persoonlijke ontwikkeling","https://images.prismic.io/behavior-change-group/aC2QvCdWJ-7kSYqr_postacademischeopleidingpersoonlijkeontwikkeling.jpg?auto=format,compress","aC2QvCdWJ-7kSYqr",{"x":147,"y":147,"zoom":148,"background":149},[1169],{"type":327,"text":1170,"spans":1171,"direction":175},"Postacademische opleiding Persoonlijke Ontwikkeling",[1172],{"start":1173,"end":273,"type":174},26,[1175],{"type":188,"text":1176,"spans":1177,"direction":175},"Word een onderbouwde begeleider en verdiep je in de wetenschap van persoonlijke ontwikkeling.",[],"4c1dbd09-2b07-4699-8609-7b6bd2dd91b2",{"item":1180},{"id":1181,"type":669,"tags":1182,"lang":13,"slug":1183,"first_publication_date":1184,"last_publication_date":1185,"uid":1186,"url":1187,"data":1188,"link_type":30,"key":1197,"isBroken":32},"afBxiBIAACcAatC5",[],"gedragsverandering-voor-beginners--aflevering-1--wat-is-gedragsverandering","2026-04-28T09:32:08+0000","2026-04-28T09:54:57+0000","gedragsverandering-voor-beginners-aflevering-1-wat-is-gedragsverandering","/insights/podcasts/gedragsverandering-voor-beginners-aflevering-1-wat-is-gedragsverandering/",{"description":1189,"featured_image":1190,"title":1195,"type":1196},"In deze podcast duikt onze collega Mart Megens in de wereld van gedragsverandering. 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Leer hoe je met de HEXACO-test wél stuurt op data die gedrag voorspelt.",{"dimensions":1202,"alt":5,"copyright":5,"url":1205,"id":906,"edit":1206},{"width":1203,"height":1204},2400,1260,"https://images.prismic.io/behavior-change-group/ah2B6AeQX7-eWfLU_Dienst-CR-ACDRQuickscan-7-.jpg?auto=format,compress&rect=0,426,6016,3158&w=2400&h=1260",{"x":147,"y":1207,"zoom":148,"background":149},426,[1209,1211],{"tag":1210},"index",{"tag":1212},"follow","2026-06-01",{"id":698,"type":699,"tags":1215,"lang":13,"slug":701,"first_publication_date":702,"last_publication_date":703,"uid":704,"url":705,"link_type":30,"key":1216,"isBroken":32},[],"1dfeecaf-04e4-44ea-9828-66da27d16def",6,{"id":1219,"type":1220,"tags":1221,"lang":13,"slug":1222,"first_publication_date":1223,"last_publication_date":1224,"uid":1222,"data":1225,"link_type":30,"key":1234,"isBroken":32},"aBkLGRMAACsAHQS1","author",[],"marenne-vlieg","2025-05-05T19:01:47+0000","2025-06-05T18:25:58+0000",{"description_text":1226,"full_name":1227,"image":1228},"Marenne straalt enthousiasme uit wanneer ze anderen leert werken met gedragsinzichten. 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