I’m starting with the man in the mirror. I’m asking him to change his ways. And no message could have been any clearer. If you wanna make the world a better place, take a look at yourself and make a change. Michael Jackson. Self-­‐awareness begins with you making a pledge to be willing to look in the mirrror – and then take in what you see. One of the ways we get you started or continuing on the path of self-­‐
awareness is to take a battery of assessment tools that seek to categorize you. Our favorites are The Leadership Compass Points and the Myers-­‐Briggs Type Indicator. We are also fans of Strengths Finders and find we learn similar things about our apporach to work, life and people using True Colors, DISC and Objectives Staff will be able to: o Identify your compass point and the compass points for your team. o Discuss the eight preferences and the 16 types. o Understand your own Myers-­‐Briggs type and how it impacts your team. o Understand how your colleagues approach work based on their Myers-­‐Briggs. o Explain the importance of self-­‐awareness. o Explore any patterns or relationships between the MBTI and the Leadership Compass. 5 min. Getting Started What gives you energy? Sign your name________________________________________ What did the difference feel like? Who’s the famous person you are most proud to share your Myers-­‐Briggs type with? _____________________ Sign your name________________________________________ (Wait for instructions!) 5 min. 10 min. 20 min. Session Objectives / Norm-­‐Setting Activity: Compass Points Affinity Groups / Beyond your primary direction Mini-­‐Lesson: The Myers-­‐Briggs Type Indicator (MBTI) ENERGY – Extraversion / Introversion INFORMATION – Sensing / Intuition DECISIONS – Thinking / Feeling LIFESTYLE – Judging / Feeling Self-­‐Assessment & Group Share: Analyzing Your MBTI Results Share something from your self-­‐reflection notes with your small group that is most relevant in the workplace. Team Assessment I: Who Are We? -­‐ The 16 Types Team Assessment: So What? / Now What? Closing: Name someone you got to know better and one 10 min. 15 min. 10 min. 5 min. thing you learned about that person. The Leadership Compass 1. What’s your first inclination when you get a new project? 2. What seems most comfortable? 3. What’s your tendency when you’re under pressure? 4. What feedback have you been given about yourself? North: Action
Like to be in control; comfortable in the lead
•
Quick and to the point
•
•
Enjoys challenges and newness
•
Perseveres; not easily deterred
•
•
•
•
•
•
•
•
•
•
•
defensive
Can grow
Can overlook details, logic and strategy
• Can produce hasty, incomplete work
West: Analysis
East: Vision
May take too much responsibility
Understands and analyzes
• Sees the big picture
information well
• Creative and idea-oriented
Practical, logical and thorough;
• Understands mission and purpose
notices problems
• Looks for main themes
Resourceful and helpful
• Great at solving problems
Sees all sides of an issue
• Likes to try new things
Examines needs
• May put too much emphasis on the
May get stuck with too much
future and lose track of time
information to analyze
• May burn out over time
Can be stubborn or indecisive
• May become easily frustrated,
May become aloof or uncaring of
especially when working on
others
something they don't consider
contributing to main goals
South: Empathy
•
•
Understands others' feelings and capabilities
Heeds and integrates work and thoughts of others
Use relationships to progress
•
•
Willingness to trust others
•
Supportive and receptive
MBTI Basics
The purpose of the Myers-Briggs Type Indicator® (MBTI®) personality inventory is to make the
theory of psychological types described by C. G. Jung understandable and useful in people’s
lives. The essence of the theory is that much seemingly random variation in the behavior is
actually quite orderly and consistent, being due to basic differences in the ways individuals
prefer to use their perception and judgment.
"Perception involves all the ways of becoming aware of things, people, happenings, or ideas.
Judgment involves all the ways of coming to conclusions about what has been perceived. If
people differ systematically in what they perceive and in how they reach conclusions, then it is
only reasonable for them to differ correspondingly in their interests, reactions, values,
motivations, and skills."
In developing the Myers-Briggs Type Indicator [instrument], the aim of Isabel Briggs Myers,
and her mother, Katharine Briggs, was to make the insights of type theory accessible to
individuals and groups. They addressed the two related goals in the developments and
application of the MBTI instrument:
The identification of basic preferences of each of the four dichotomies specified or implicit in
Jung’s theory.
The identification and description of the 16 distinctive personality types that result from the
interactions among the preferences.”
Excerpted with permission from the MBTI® Manual: A Guide to the Development and Use of
the Myers-Briggs Type Indicator®
Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is
called Extraversion (E) or Introversion (I).
Information: Do you prefer to focus on the basic information you take in or do you prefer to
interpret and add meaning? This is called Sensing (S) or Intuition (N).
Decisions: When making decisions, do you prefer to first look at logic and consistency or first
look at the people and special circumstances? This is called Thinking (T) or Feeling (F).
Structure: In dealing with the outside world, do you prefer to get things decided or do you
prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).
Your Personality Type: When you decide on your preference in each category, you have your
own personality type, which can be expressed as a code with four letters.
The 16 personality types of the Myers-Briggs Type Indicator® instrument are listed here as they
are often shown in what is called a “type table.”
Type tables can also be used to gather and facilitate analysis of information about teams or
specific groups of people.
All types are equal: The goal of knowing about personality type is to understand and appreciate
differences between people. As all types are equal, there is no best type.
The MBTI instrument sorts for preferences and does not measure trait, ability, or character. The
MBTI tool is different from many other psychological instruments and also different from other
personality tests.
The best reason to choose the MBTI instrument to discover your personality type is that
hundreds of studies over the past 40 years have proven the instrument to be both valid and
reliable. In other words, it measures what it says it does (validity) and produces the same results
when given more than once (reliability). When you want an accurate profile of your personality
type, ask if the instrument you plan to use has been validated.
The theory of psychological type was introduced in the 1920s by Carl G. Jung. The MBTI tool
was developed in the 1940s by Isabel Briggs Myers and the original research was done in the
1940s and '50s. This research is ongoing, providing users with updated and new information
about psychological type and its applications. Millions of people worldwide have taken the
Indicator each year since its first publication in 1962.
MBTI At Work
The Myers Briggs Type Indicator® instrument and knowledge of personality type are used by
many organizations, large and small. “Since type provides a framework for understanding
individual differences, and provides a dynamic model of individual development, it has found
wide application in the many functions that compose an organization," write Gordon
Lawrence and Charles Martin in Building People, Building Programs (CAPT 2001).
Type and Organizations
Type can be introduced into an organization to support many different functions and
situations including managing others, development of leadership skills, organizing tasks,
creation and management of teams, training for management and staff, conflict resolution,
motivation, executive coaching, diversity, recognition and rewards, and change management.
Type and Your Work
When you understand your type preferences, you can approach your own work in a manner
that best suits your style, including how you manage your time, problem solving, best
approaches to decision making, and dealing with stress. Knowledge of type can help you deal
with the culture of the place you work, the development of new skills, understanding your
participation on teams, and coping with change in the workplace.
If your work involves selling, knowledge of type can be helpful in understanding what clients
need from you, especially how they best like to learn about products and services and how
they like to interact during the process of gathering information and making decisions.
Resources
Introduction to Type® in Organizations by Sandra K. Hirsh and Jean M. Kummerow (CPP
1998)
Looking at Type® in the Workplace by Larry Demarest, Ph.D. (CAPT 1997)
Type and Retention by Allen L. Hammer (CPP 2003)
Using Type® in Selling: Building Customer Relationships with the Myers-Briggs Type
Indicator® by Susan A. Brock (CPP 1994)
Work it Out: Clues for Solving People Problems at Work by Sandra Krebs Hirsh and Jane A.
G. Kise (Davies-Black 1996)
WorkTypes: Understanding Your Work Personality—How It Helps You and Holds You Back,
and What You Can Do to Understand It by Jean M. Kummerow, Nancy J. Barger, and Linda
Kirby (Warner Books 1997)
Our Team Where do you receive your energy? How do you gather information? How do you make decisions? How do you manage your life? Extraversion Sensing Thinking Judging Introversion Intuition Feeling Perceiving Personal Goals My name / MBTI / Compass point: Goals Hold me accountable by… Hold us accountable by… Team Goals Team members: Goals Personal Triggers We all have them…situations, expectations and competing demands on our time that can trigger an automatic response from us. Make a list of your personal triggers below and resulting emotions. Triggers Emotions Team Triggers With a colleague next to you, brainstorm a list of potential triggers and the resulting emotions that your team members may experience. Write your collective list below: Triggers Emotions