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How Social Media Can Help Employees Grow

Oct 26, 2018 in MBTI Talk | 0 comments

It’s safe to say that social media has become an integral part of our daily routines – both at work and at home. In fact, Pew Research Center’s latest report reveals that around 68% of Americans use Facebook, making it the most widely used social media platform. The findings also show frequent use of other platforms like YouTube, Instagram, and Twitter, with a large number of respondents claiming they visit each at least once per day. Social media may serve various purposes for different people, depending on how they approach it. For instance, we’ve talked about how social media can be a productive part of college students’ lives IF they avoid certain pitfalls. The same can be said for employees, regardless of their MBTI preferences. Although social media channels used to be cast under a bad light in the workplace, recent research has shown that these platforms can be more focused towards employees’ learning and development. As an HR professional or trainer, have you considered incorporating social media into training and company policies in order to encourage more positive results? Using LinkedIn Trainers may require new hires to join a private group on LinkedIn for them to get to know one another. The virtual space can be utilized for team building and collaborative learning aspects. Those who prefer Introversion might also appreciate the written aspect of the ‘get to know you’ activities when combined with more traditional, ‘in-person’ ice breakers. Employees with both preferences do the same type of activities on the platform, like browsing, recommending and gathering information, so LinkedIn can often serve as a common ground. From our own social media and MBTI type research, individuals with preferences for Extraversion (40%), Intuition (41%) and Thinking (38%) reported using LinkedIn more often than individuals with the opposite preferences. Those with ENTJ preferences reported the most use of LinkedIn (54%) while those with preferences for INFJ reported the least use of the platform (16%). In general, individuals with a preference for Extraversion reported spending more time engaging in certain activities on LinkedIn during their work time than those with preferences for Introversion. The Gamification Approach Some corporations turn to gamification as a means of keeping staff engaged. What is gamification? It’s the use of game-thinking and game mechanics in non-game scenarios (like training and development) and it makes non-game scenarios more engaging, fun and competitive. By using online leaderboards, shareable badges, and digital challenges, HR...

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Welcome to The Myers-Briggs Company

Oct 18, 2018 in MBTI Talk | 0 comments

By Jeff Hayes For the last several years, we’ve been on an exciting and transformative journey to strengthen our partnership with all our customers. We had three important objectives we wanted to achieve when we began this journey: First, we wanted to increase our global presence so that we could better support our customers and partners around the world. Second, we wanted to better address your challenges and priorities by broadening our offerings and services leveraging new technologies and the latest industry innovations. Last, we didn’t want you to have to search everywhere for different tools for your people development needs. We wanted to become a “one stop shop” for all the assessments, trainings, support and programs you might need to make your organization successful. Or to help other organizations be successful. To realize this vision, we first acquired our European partner (OPP) to enhance our talent, skills, research capabilities and thought leadership. You can read more about that here. Together, our two organizations have worked tirelessly to develop new and innovative offerings, creating a new mission: To inspire everyone to lead more successful and fulfilling lives. And together, we created a new vision for our united company. By enriching people’s understanding of themselves and others, we will inspire the world, one world at a time. We want to inspire the world. We want to change the world for the better. And if you’ve been working with us, this probably resonates with you because you’re in the business of helping people too. Because people are incredible. And incredibly complex. To show our unwavering support for our mission and vision, we have become a Certified B Corporation® through B Lab® (and a registered California Benefit Corporation). While we’ve always known the work we do, and the work you do with us, is in service of helping people, joining a growing movement of organizations around the world who see value in using business as a force for good takes it a step further. It pushes us to be better as an organization, and helps us be accountable to the highest standards. The culmination of all this work is our transformation from CPP and OPP into The Myers-Briggs Company. Together we’ve created this new force for good in the world. Our reach is broader. Our offerings and services are more comprehensive and innovative than ever before. But most important of all, we’re...

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MBTI Facts & Common Criticisms

Oct 2, 2018 in MBTI Talk | 0 comments

Written by Patrick Kerwin, MBA, NCC, MBTI Master Practitioner You’ve probably heard about the Myers-Briggs assessment, and perhaps have even read an article online that criticizes the MBTI assessment, which made you question the assessment and its validity. The purpose of the below is to help you answer some of the questions you might have about the MBTI tool by addressing some of the most common criticisms and misconceptions. A BRIEF LOOK BACK In order to address the criticisms and misconceptions of the MBTI assessment, it’s helpful to understand the development of the assessment over time. The MBTI assessment has a history spanning more than 75 years, and for more than 40 years has been available for use and application by organizations, educational institutions, government agencies, MBTI practitioners, and individuals in order to understand and make constructive use of personality type differences. Today, the MBTI assessment is used in 115 countries, is available in 29 languages, has been used by 88 of the Fortune 100 within the past five years, and is taken by millions of people worldwide. The creation of today’s MBTI assessment is a complex and thorough endeavor: carefully developing items, gathering representative samples on which to test those items, analyzing items to ensure that they work for diverse samples of people, testing data for statistical integrity, and more. But the origin of the MBTI assessment stems from the work of Katharine Briggs (1875–1968), a lifelong writer and student of character analysis. Largely from reading biographies and studying the personalities of their subjects, Briggs created a framework for understanding personality type and developed her own system of typology around the time of World War I.1 In 1923, Swiss psychiatrist Carl Jung published his seminal work on personality types, Psychological Types, in English.2 Jung, long considered one of the founders of modern-day psychology, proposed a theory of personality types derived from his observations and research. After reading and studying Jung’s work, Briggs realized that it closely resembled her own framework but was much more developed. Briggs subsequently abandoned her framework and focused more fully on Jung’s theory of psychological types. During World War II, Briggs’s daughter Isabel Myers (1897–1980), long an admirer of her mother’s work, became interested in finding a way of making practical use of personality differences and thus began her quest to create a personality indicator. In 1943, the first version of the MBTI assessment was developed.3 Over the next...

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PeopleFWD 2018: Where Business Leaders and HR Luminaries Learn How to Help Their Employees Excel and Organizations Achieve

Aug 30, 2018 in MBTI Talk | 0 comments

When the COO of Facebook calls your presentation on workplace culture “the most important document ever to come out of the Valley,” you’re probably onto something. Patty McCord spent 14 years as Chief Talent Officer at Netflix crafting a high-performing culture that helped transform them from a start-up DVD rental company to the most valuable media company in the world (even surpassing Disney). Want to hear about how she did it? PeopleFWD 2018 is a premiere event for HR professionals and the business leaders that work alongside them. Taking place October 17-18, 2018 in the San Francisco Bay Area, the conference will feature opening keynote speaker Patty McCord along with a host of inspiring people development and industry experts, including: Mary B. Young, Principal Researcher, Human Capital, The Conference Board Stacia Sherman Garr, Principal Analyst, RedThread Research Celine Burgle, Program Lead, Talent, Learning & Leadership, SAP Sinead Collins, HR Director, Kellogg Company Marion McGovern, Founder, M Squared Consulting Wayne F. Cascio, Robert H. Reynolds Chair in Global Leadership, Univ. of Colorado “In our always-on culture, the workplace must accommodate what it demands from us,” says McCord. “If you can flex your culture to match the needs of employees, you’ll get the best performance out of them. You remove the stressors that would otherwise be roadblocks to high performance.” PeopleFWD 2018 promises insights and practical solutions to address today’s changing world of work. Attendees will learn about organizational trends from experts on the front lines of business transformation and be free to choose from three tracks of rich content: Engage and Develop (for HR professionals), Develop and Perform (for Line-of-Business managers) and Perform and Transform (for Senior Business Leaders). To maximize the learning experience, interactive pre-conference workshops are being offered and will deliver application-based solutions to enhance change management skills, strengthening team trust, dealing with conflict, better understanding the impact of individual needs in the workplace, and more. Workshops include: Getting the Best from Your People Embracing Change: Leveraging the Power of Personality to Support Change Practical Tips for Managers to Build Trusting Relationships Mixing it Up: How to Handle Workplace Conflict Differently “Your people are the most valuable and most remarkable part of your organization. Great leaders know this and know how to bring out the best in their people. So we’re bringing them together leaders to share their insights on how to address the toughest people issues facing...

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We’re All Innovators Pt II: Bringing the Vision to Fruition

Jul 2, 2018 in MBTI Talk | 0 comments

By Sherrie Haynie, Director of US Professional Services In my last post we talked about how different types innovate in different ways, and are at their best during different phases (a la Damian Killen in Type and Innovation) of the innovation process. Those preferring NP tend to be better at the “discover” phase, and are great at generating ideas; Those preferring NJ excel in the “decide” phase, and apply their innovative skills to choosing the right direction and developing a strategy for making it happen; people who prefer SP come alive during the “define” phase, where they hone and refine the strategy; and finally, in the “deliver” phase is where those preferring SJ ‘deliver the goods’ so to speak and figure out ways to improve whatever is going on. Combined, these contributions from different personality types (when played out right) can give us something fantastic. But, once we dive into the innovation process with other people, the pieces don’t always just fall in place. It’s human nature that we often focus on our contributions, and don’t always recognize the difficulty or value of those who are contributing in other ways. Understanding of MBTI personality type can help us fully appreciate how each person contributes to the innovation process, and that each part of it is equally critical. Planning the ultimate summer vacation takes all types For example, if someone who prefers NP is brainstorming ideas for next summer’s vacation with her SJ preferring husband, she will likely be generating a lot more options and thus come to the conclusion that she is more invested in the idea than he is. However, in the long run, she may find that he’s every bit as invested in the idea, because when they actually hit the road he’ll be coming up with all kinds of ways that they can make the most out of their trip. Of course on the flip side, once they’re on the road he may be tempted to think that he’s more invested than she is, because at that point he’s applying more of his innovation skills! But if they’re aware of type, they can each take a step back and say “you know, her idea to go to Prague was a stroke of genius,” and “the trip just wouldn’t have been the same if he hadn’t applied his creativity to our itinerary.” When people butt their innovative...

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We’re All Innovators…But We Do It According to Type

Jun 26, 2018 in MBTI Talk | 0 comments

By Sherrie Haynie, Director of US Professional Services We’d all like to think of ourselves as ‘innovative’, wouldn’t we? At its core, being innovative involves somehow being able to come up with original ideas and apply them in ways that have some benefit, either for ourselves or for someone else. It’s certainly pertinent to your career and livelihood, but it just as equally at play in all aspects of live, whether it be redesigning your house, managing your money raising your kids, or making a good impression with someone on a first date. There are opportunities to innovate all around us, and the more innovative we are, the more we’ll uncover opportunities for success and happiness. Yet, many of us do not view ourselves as innovative, and, we certainly don’t always see the innovative potential in the people around us. MBTI personality type can help us tap our potential by helping us see the value in our unique approaches to innovation. Resisting a limited view of innovation: Hail to the King! Because innovation is so central to the human experience, it’s too bad that we all too often have a limited view of what it means to be innovative. We often equate it with generating completely new, big ideas. But if you think about it, much of what we think about as innovative doesn’t fit that bill. Facebook wasn’t the first social media platform, the iPhone wasn’t the first interactive cell phone, and Elvis Presley most definitely did not invent Rock and Roll. In all three of these cases, the innovators at question added their 2 cents (or in some cases 2 dollars) to previously existing forms to create something that, while not wholly new, nevertheless gave the world something that it didn’t have. Elvis may not have invented Rock and Roll, but he sure delivered it like no one had before! What part of the ‘Innovation Cycle’ gets your gears turning? Innovation has a lot of moving parts, each of which is crucial to the desired end result of coming up with something cool and new. And if you think about innovation as a cycle or process, different personality types tend to apply their innovative skills at different points in the process. Damian Killen and Gareth Williams nicely summarized this concept in Type and Innovation, which identifies  4 phases of innovation: Discover, Decide, Define and Deliver.   It...

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Help Our Research Team & Be First to Receive Study Results

Jun 19, 2018 in MBTI Talk | 0 comments

Have you wondered if your Myers-Briggs personality type influences your well-being at work? Or does your type influence how you improve your well-being? To help answer these questions, we’ve put together an international research project investigating well-being at work and the MBTI assessment. And we’re asking for your help. To participate in the survey, you need to 1) know your verified MBTI personality type, 2) be currently employed, and 3) have 15 minutes to spend answering a few questions online. The survey asks about your well-being at work and some questions about how you manage your well-being at work and outside of work. Your responses are extremely important for better understanding MBTI type and well-being, as well as global trends in workplace well-being in our rapidly changing world. We realize you’re busy and as a thank you for completing this survey, you’ll be the first to receive a summary of our findings from this research. Please make sure to type in your email address at the very beginning of the survey in order to receive the research findings once they’re ready to publish. The research findings will summarize three years of well-being trends, along with recommendations for improving well-being for each MBTI type. To begin the survey please click this link: https://www.surveymonkey.com/r/2018Wellbeing_5 Thank you for your consideration, Richard C. Thompson Senior Director of Research CPP,...

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Leveraging Your Personality Type for Stress Management During the Job Interview Process

May 30, 2018 in MBTI Talk | 0 comments

As I sit down to write this story on how the Myers-Briggs Type Indicator (MBTI) tool can help us deal with stress during the interview process, I can’t help but feel a bit stressed myself. I need to get ready for a workshop later this week. Each time I’ve attempted to sit down and prepare this morning, my brain has filled up with a litany of other things to which I need to attend. My plate is plenty full, and yet I keep adding more portions to it. Then, I realize that so much of how I deal with everyday stress relates to my own personality type preferences. My guess is that your stress, and how you cope with it, relates to your personality type as well. We all deal with stressful situations. Add the pressure of interviewing for a job to your daily stress and it is easy to get completely overwhelmed. The way you deal with stress is usually different from the way others with different personality types deal with stress. What stresses me might be a piece of cake for you, and vice versa. Below, we’ll explore how stress relates to your own MBTI personality type preferences, as well as some tips to help you manage your stress. Extraverted Sensing (ESTP and ESFP) People with these preferences tend to rely most on understanding and presenting information in a sequential, “here and now” way. As they start to get stressed, they might overdo this approach, obsessing over details that previously weren’t important. Further, they might spend so much time on taking in these facts that they neglect to make any decisions based on said facts. Preparing for an interview might turn in to obsessing over every detail of the interview process. This could lead you to spend time on things that won’t matter in the end at the expense of the important things that do matter. If, when you are finally in the interview room, you start sharing a load of irrelevant details, it could come across as a bit too much to the interviewer. How to Handle It: When you start obsessing over details that previously weren’t important to you, stop where you are and list out all the things on your mind. Then, go through your list and cut half of them out. Then cut the list in half again. This will allow you to...

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For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type (Part II)

May 23, 2018 in MBTI Talk | 0 comments

In my previous blog, I discussed how you can leverage your preferences for either introversion or extraversion – preferences based on the Myers-Briggs Type Indicator (MBTI) – to present an authentic version of yourself during a job interview. Today, I’ll dive a little deeper and talk about how to leverage the other aspects of your personality type to improve your odds of getting a job that is an excellent fit for you. Before I begin, it’s important to remember the concept of “flexing” discussed in my previous article. Flexing is about honoring first and foremost who you are, but also flexing or stretching to the other side when a situation calls for behaviors that might be a little outside of your comfort zone. Sensing vs. Intuition: The Kinds of Information We Like and Trust Being aware of how you, and others, take in information can help you use the “right” words during an interview. Now, you likely won’t know your interviewer’s personality type preferences, but you can use both sensing and intuition language during the interview and then look for understanding from your interviewer. Remember, honor your preference and then flex as needed. If you prefer sensing, you likely take in and present information in a sequential step-by-step way. As you are answering questions in an interview (or in life), watch to see how that information is received. If the person is tracking, they will likely give you non-verbal signals – such as nods – as well as a few verbal cues that they understand along the way. If the person is not tracking, you will likely see an impatient demeanor, which could indicate that you’re giving too many specifics in your answers. This may mean your interviewer prefers intuition and would rather you stop giving so much detail and summarize. Quick Tip: Giving facts and details can serve you well during an interview. Start an answer with your top three points, and then ask the interviewer if they would like more detail. If you prefer intuition, you probably take in and present information in a “big picture” way. As you answer questions in an interview (or in life), look for your interlocutor’s “elevens” (furrowed lines in the forehead) or questioning eyes. This could mean your interviewer prefers sensing and is not getting the sequential and practical answer they’d like from you. You may be jumping from theme to...

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For an Authentic, Effective Job Interview, You Must First Understand Your Own Personality Type

May 16, 2018 in MBTI Talk | 0 comments

I remember my first job interview. It was a long time ago. I was very young and had yet to learn how to be true to myself. I was trying to get a job for the summer in between undergraduate and graduate school, and remember thinking to myself: “Answer how they [my interviewers] want you to answer, no matter what.” I got that job, and at first I was thrilled. Once I began to do the work, however, I hated it. I couldn’t wait for the summer to end! What could I have done better? How could I have given a better interview to get not just a job, but the job I wanted? Presenting your true, authentically developed self is perhaps the most important part of your interview technique. Knowing who you are and understanding how that helps you – or might not help you – in your work and life allows you to walk into any interview for any job and authentically present yourself to the employer. From there, the employer can decide if you and the job will truly be a good match. More importantly, knowing who you are allows you to decide if the job and the workplace environment are really the right fit for you. One way to understand who you are is to learn more about your personality type preferences. One tool many people use to do this is the Myers-Briggs Type Indicator (MBTI). You have likely heard about the MBTI before. Some of what you’ve heard is true, and some isn’t. I teach people how to use the MBTI competently and ethically, and I am amazed by how many people who think they know what the MBTI tool is really have no idea. Understanding Ourselves Without Labeling or Limiting Ourselves In short, the MBTI gives us some understanding of how we take in information and how we make decisions. That’s really it. The MBTI is not meant to label or limit anyone in any way. For example and in spite of what many think, there is no such thing as an “extravert” or an “introvert.” Instead, the MBTI tool is trying to help us see whether we have a preference for extraversion or introversion, along with other preferences. There is a difference, and it is huge. When we talk about extraverts or introverts, we limit people. When we see it as a...

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