AI and the 7MTF

Recently an American colleague, Bruce Lewolt, sent this interesting response by ChatGPT to the following question.  Compare the Humm and 7MTF to other personality assessments. Which one is the most accurate?


The Humm-Wadsworth Model (often referred to simply as the “Humm”) and the Seven Motivations Theory Framework (7MTF) are both models for assessing personality traits and motivations. They are part of a broad spectrum of personality assessments that range from those used for personal development to those applied in professional settings for hiring, team-building, and leadership development. Let’s compare these with some of the other popular personality assessments:

Humm-Wadsworth Model:

Based on the earlier work of Wilhelm Reich and was developed in the 1930s.

Consists of seven components that are believed to cover the spectrum of human personality.

Focuses on predicting behavior in commercial situations, such as sales.

Less known and not as widely used or studied as other personality models.


Seven Motivations Theory Framework (7MTF):

Developed by Chris Golis.

A relatively new model and is not yet as widespread as others.

Built on the Humm but refines it to be more applicable to everyday interactions.

Emphasizes seven motivational types and is designed for practical use in understanding interpersonal communication and management styles.

Now, let’s look at some of the more well-established personality assessments:


Myers-Briggs Type Indicator (MBTI):

One of the most popular personality assessments in the world.

Based on Carl Jung’s theory of psychological types.

Classifies individuals into 16 distinct personality types based on four dichotomies.

Widely used in various settings but has been criticized for its reliability and validity.

Big Five Personality Traits (also known as OCEAN or the Five-Factor Model):

Based on empirical research and has a strong foundation in psychological theory.

Measures five broad dimensions of personality: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

Considered by many psychologists to be the most scientifically validated and reliable personality assessment.


DISC Assessment:

Based on William Marston’s theory, focusing on four personality traits: Dominance, Influence, Steadiness, and Compliance.

Popular in business and leadership contexts for understanding communication styles and work preferences.

StrengthsFinder (Now called Clifton Strengths):

Focuses on identifying and developing an individual’s strengths rather than categorizing personality types.

Often used for personal development and team building.

Regarding accuracy, it’s essential to note that “accuracy” in personality assessments can be somewhat subjective and depends on what you are trying to measure or achieve with the assessment. Here’s how we might consider their accuracy:

Empirical Validation: The Big Five is widely regarded as the most empirically validated and therefore could be considered the most “accurate” in terms of predicting certain behaviors and outcomes based on extensive research.

Repeatability: Assessments like the MBTI have been criticized because individuals can get different results when retaking the test, which raises questions about its reliability.

Practical Application: For certain commercial or workplace applications, tools like DISC or even the 7MTF may be considered “accurate” in their usefulness for specific contexts.

Self-Perception vs. External Evaluation: Some assessments, like 360-degree feedback tools, which aren’t strictly personality tests, could be deemed more accurate in assessing how an individual’s behavior is perceived by others rather than how they see themselves.

In conclusion, the “most accurate” personality assessment often depends on the context in which it is used and what it is being used for. The Big Five is generally seen as the most scientifically robust in terms of broad personality research, but for specific applications like sales or leadership styles, models like the Humm or 7MTF might offer practical frameworks for understanding and applying personality theory in a business context.


My comments are as follows:

I have highlighted in bold italics the two errors I noticed.

  • 7MTF stands for 7 Motivational Temperament Factors.. One of the major mantras in the field of emotional intelligence is “People Drive Performance; Emotions Drive People.”  This mantra needs to include a third phrase: “Temperament Drives Emotions.” defined as your genetic emotional bias.   Nearly all EQ experts constantly discuss emotions and occasionally moods.  My new idea is to focus instead on temperament.  I argue that main drivers in your temperament depend on where you are positions on the spectra of the seven most common mental illnesses: neuroticism, mania, depression, autism, paranoia, obsessive-compulsive disorder and psychopathy.
  • The original model used by Humm and Wadsworth was first postulated by Rosanoff not Reich

You will quickly increase your level of EQ in 5 hours (instead of the usual 2 months require by most EQ training programs and coaches) and improve your chances of career success if you learn a temperament model that is trait-based, scientifically valid, and practical.

The scientific validity of the 7MTF rest on the fact that the five most common factors in the 7MTF correspond to the Big 5.

7 items is the limit of short term memory and thus is the limit on the number of items a practical system should contain for maximum granularity.


This is my final blog for 2023.  Merry Christmas and a Happy 2024 to all my readers.  I will resume in February 2024.

This post was first published on LinkedIn on 6 December 2023.


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