Pages Navigation Menu
Categories Navigation Menu

Most Recent Articles

Anderson University Career Services Finds Success with Strong Tool

Apr 29, 2016 in Eye on Edu | 0 comments

Ranked as one of the best regional colleges in the South by both U.S. News and World Report and The Princeton Review, Anderson University in South Carolina is a comprehensive institution offering bachelor’s, master’s and doctoral degrees in 36 majors and 38 concentrations. In addition, Anderson recently announced the creation of a new college to expand education in their health care programs with the College of Health Professionals, emerging June 2016, and including distinct areas of study in Nursing, Human Performance, and Physical Therapy. Anderson University is committed to the success of its many diverse students who have just as many diverse interests. In her position as Director of Career Services, Kelly A. Bell manages the offering of many of the services that Anderson University offers in its Career Services Center and ensures they’re continuing availability to students and alumni. Anderson University offers assessments to aid students in their career path and interest exploration in addition to other services such as: – Resume and Cover Letter Preparation Assistance – Job Search Techniques and Assistance – Interviewing and Networking Skills – Recruitment Activities (On and Off Campus) – Graduate School Information – Internship Information – On Campus Interviews Read below how Kelly and Anderson University have found the Strong Interest Inventory to be a valuable part of their Career Services Center offering.                                                               To learn more about the Strong Interest Inventory, visit If you’re already using the Strong Interest Inventory, check out the free resources at the Career Ready, Career Strong page here. TechValidate is a third party research firm that collects information from verified CPP customers, checks the accuracy and authenticity of the data and publishes statistics, deployment facts, and the unfiltered voice of the end-user, without any editorial/analyst commentary, to a research portal open to the public. Click here to access CPP’s customer research...

Read More

Type at the Family Conference Table: Extraverted Thinking

Apr 28, 2016 in MBTI Talk | 0 comments

Written by Mathew David Pauley, JD, MA, MDR In my previous post I discussed how I’ve found type to be a useful tool for working with individuals who need to make difficult decisions or who are in conflict. When discussing matters such as whether to continue aggressive interventions or consider more palliative approaches, or when disclosing bad news (e.g., a new life-limiting diagnosis, an unsuccessful surgery, a medical error or medication mistake, or an unanticipated injury or death), the patients, family members, and care providers in the room may not be demonstrating their best self. More likely, they are exaggerating their type preferences or are fully in the grip of their least preferred mental process. What might this look like? Beginning with individuals with preferences for ESTJ or ENTJ—who at their best are decision makers, naturally driving toward doing what needs to be done in a clear and decisive manner—we would keep in mind that Extraverted Thinking is their favorite mental process—the process they use and rely on most. Whether as patient, family member, or care provider, they tend to feel comfortable in, and often seek, a leadership role—and are comfortable with being expected to make decisions. Imagine, though, a husband with preferences for ESTJ whose spouse has been in the ICU for a month without much improvement, while the doctors frequently want to keep talking about “what to do?” The man’s prospect of losing his spouse is daunting: His children and other close family members are often expressing emotions of sadness and distress, and he constantly feels the pressure to decide from both family and from physicians. He also likely is faced with a very common moral dilemma: his duty as husband to fight for and defend his spouse, and to prevent his spouse from suffering. For this natural leader, so much of what happens is beyond his ability to control. These are all triggers for an ESTJ’s least used Introverted Feeling. Whereas ISFPs and INFPs are at home when reflecting internally about what is important and how to feel about things, ESTJs and ENTJs will likely experience more inner turmoil.  And because it is inner (or introverted), their distress may not be noticed readily. Emotions come forth unbidden, and their decisiveness is diminished. Thus, those employing type in healthcare environments would do well to get to know their patients’ family members as well as the patients. On first glance,...

Read More

Type at the Family Conference Table

Apr 26, 2016 in MBTI Talk | 0 comments

Written by Mathew David Pauley, JD, MA, MDR Strewn throughout hospitals are conference rooms primarily devoted to provider-patient discussions.  No, that is not entirely accurate—providers meet their patients bedside.  So, it is more precise to say that these meeting spaces are used by providers meeting with family members.  They are meeting with family members probably because their patients are too sick to participate in the decisions about their health, and the people who love the patient are there to help make those important decisions on the patients’ behalf. Physicians and nurses are the providers we most often think about, but there are other individuals who may be present, such as social workers, case managers, and chaplains. It’s within these conference rooms, primarily within intensive care units, where families are frequently presented with some of the most difficult news of their lives, and where they are confronted with the hell of choosing the best of several heart-breaking options.  And it is within this context where I began to see type dynamics playout.  As a practicing clinical ethicist, one of my primary roles is to facilitate discussions among providers, patients and family members around morally difficult issues—and I see conflict and uncertainty emerging in a myriad of unique ways. I began seeing Type dynamics play out in care conferences in tandem with my introduction to personality preferences.  At the time, I was a new fellow in the California Health Care Foundation’s Leadership Program. The fellowship began with, and continued to have, sessions on type. For me, and likely many of my colleagues, personality type provided a cohesive structure to understand one’s preferences and needs with regards to taking in information and making decisions. Once I returned from my first seminar, I started to apply what I learned. How do we talk about disability and death? Not in an abstract way, like one may have in a classroom or on a long car trip after hearing a podcast on the subject, but when disability and death are immediately before you.  Where does one wish to focus and what information matters?  Our patients’ values and wishes are by their nature future focused and theoretical, but achieving them will be near impossible without a thorough and honest look at panoply of medical data they present to the providers. And with that in mind, let me re-word a well-known preference-driven question: Who would you prefer...

Read More

How to Decide on Management Styles for Your Company

Apr 21, 2016 in MBTI Talk | 0 comments

This article was written by Chuck Cohn. It was originally published in Forbes Magazine on April 6, 2016. To read the article on the original site, click here.  A leader’s management style is sometimes thought of as inherent, but in truth, it is partially dictated by circumstance. There is no one approach that works for all people and all tasks in all situations. The most successful managers are flexible and use a wide range of styles appropriately. But what does “appropriately” mean? Different people will respond uniquely to different management styles The level of relevant experience and personality type of a given staff member can affect the management style you use with him or her. For instance, if your team has little or no experience, and if you do not yet know your staff members’ strengths, weaknesses, and how they prefer to operate, you may need to provide close coaching to facilitate learning. Alternatively, at one extreme, you may need to utilize an autocratic approach where you are the sole decision maker. Margaret Thatcher, former Prime Minister of the United Kingdom, is a prime example of an autocratic leader. While some individuals in government disliked her, she often worked efficiently because she did not seek others’ opinions when making decisions. She was thus able to make swift change during a difficult time in the United Kingdom’s history. As you become familiar with your team, you can delegate managerial responsibilities to others. If your team has ample experience, you can opt for a democratic style, soliciting each person’s opinion and making decisions as a group. The visionary approach—where you outline a vision and allow your team to work toward it with minimal oversight, intervening only to remove any obstacles that present themselves—is a third option. A personality test, such as the Myers-Briggs Type Indicator, can help you understand how each personality on your team (including your own) is perceived by others. As industrial psychology has suggested, personality can affect how you interact with and motivate your staff—if you are an ENTJ (one of several extroverted personality types) and your team member is an INTJ (an introverted personality type), he or she may not be as vocal as you are when brainstorming or sharing opinions, but this does not mean that he or she is not engaged and participating. Different situations will require different management styles Trust is also a factor...

Read More

Farming, Leadership Development and the TKI Tool

Apr 21, 2016 in CPP Connect | 0 comments

“Farming is a profession of hope.” ― Brian Brett [Author] In 1919, a small group of farmers from 30 states gathered in Chicago. Their goal – speaking for themselves and representing the needs and issues of fellow farmers through their own national organization. Not long after that initial meeting, the American Farm Bureau Federation became the voice of agriculture at the national level. “The purpose of Farm Bureau is to make the business of farming more profitable, and the community a better place to live. Farm Bureau should provide an organization in which members may secure the benefits of unified efforts in a way which could never be accomplished through individual effort.” While issues and challenges have changed for America’s farmers and ranchers over the past nine decades, the mission and goals of Farm Bureau have remained true to the spirit in the above quote from Farm Bureau members in 1920. One of the other things that hasn’t changed over the decades is the need for leadership within the farming community. Among other tools, the Farm Bureau’s leadership development programs utilize the TKI assessment to raise self-awareness of its members and strive for continuous improvement and development of its community. Take a look at the case study below from John Torres, the Director of Leadership Development for the Farm Bureau.                                                         Learn more about the TKI assessment, view case studies and videos and download sample reports at Learn more about the Farm Bureau’s rich history and recent Smithsonian exhibit at To get more in-depth infomration about the TKI assessment and how it’s used, download the TKI eBook: More Than Conflict Management here.   TechValidate is a third party research firm that collects information from verified CPP customers, checks the accuracy and authenticity of the data and publishes statistics, deployment facts, and the unfiltered voice of the end-user, without any editorial/analyst commentary, to a research portal open to the public. Click here to access CPP’s customer research portal.    ...

Read More
Your message was successfully sent!

3 + 2 =