PERSONALITY TYPE IN THE WORKPLACE Presentation Guide for Trainers ©2014 Truity Psychometrics LLC

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The information presented herein represents the views of the author as of the date of publication. This book is presented for informational purposes only. While every attempt has been made to verify the information in this book, the author does not assume any responsibility for errors, inaccuracies, or omissions.

TO THE TRAINER

his guide is designed for team leaders, trainers, and human resources professionals who are preparing to offer a workshop about personality types in the workplace. As a facilitator, you Tmay have a general understanding of the principles of personality type, but you do not need to be an expert. The information contained in this guide is intended to bring you up to speed on the salient aspects of personality type, giving you everything you need to lead a successful workshop.

In presenting this material, you will The complete kit comprises three parts: The study guide should be read well help participants to better understand in advance of the workshop to help their types, conceptualize how their • A study guide to help you learn familiarize you with the basic concepts types fit into the structure of the the important concepts you of personality type. The script and organization, envision how they may need to know in advance of slideshow are designed to be used achieve greater productivity, and the session. during the workshop itself, to give you a learn to better navigate interpersonal • A script, complete with framework for presenting the material relations within the workplace. appropriate group activities to your group. and exercises, which you Understanding type is not only may follow to ensure that fascinating, but valuable and your presentation is both applicable in a modern workplace comprehensive and engaging. where organizations aim to maximize • A slideshow (download their employees’ skills and talents, and this separately here) which employees seek careers and positions coordinates with the script to that are fulfilling and satisfying. A provide a visual component to working knowledge of personality your presentation. type, and how it functions in the professional sphere, can be the key to achieving these goals—it’s a win- win for both leaders and the people they lead. “PERSONALITY TYPE GIVES INSIGHT INTO From finding one’s best career fit to HOW TO LEVERAGE interacting with coworkers, to leading STRENGTHS, MINIMIZE a diverse team, to managing conflict WEAKNESSES and organizational change, personality AND CREATE AN ENVIRONMENT THAT type gives insight into how to leverage ALLOWS EMPLOYERS strengths, minimize weaknesses and AND EMPLOYEES create an environment that allows TO ACHIEVE THEIR employers and employees to achieve PROFESSIONAL GOALS.” their professional goals.

3

SECTION I: STUDY GUIDE

5 SECTION I: STUDY GUIDE TYPE TRAINING BASICS

What is Personality Typing? about themselves and to explore their the individual’s natural preferences and Personality typing is a framework individual strengths. Participants are strengths while helping him or her to designed to describe individuals generally excited and interested in the also become more aware of potential according to their unique personality material, so there should be no trouble blind spots. Often, the assessment styles: their approach to managing holding their attention. You may find helps to articulate what many people energy, processing information, they only want more! already know about themselves interacting with others, and organizing but perhaps have not been able to their lives. Based on studies in the Typically, participants will have taken understand or leverage properly. theory of personality conducted by a personality type assessment (such psychologist Carl Jung, and continued as the TypeFinder®) to determine their The information contained in by Katharine Briggs and her daughter individual types prior to the workshop. this guide will give attendees the Isabel Myers, the theory aims to The workshop will then help them to tools needed to begin applying an explain individual differences while understand the components of their understanding of personality type highlighting a person’s natural types, and to begin to grasp how an for their personal benefit in the preferences, strengths, talents understanding of type has application in workplace, providing the tools to and inclinations. the workplace. maximize strengths and minimize or reframe weaknesses. Participants will Teaching the Fundamentals Although they’re often referred to as learn how to get the most out of their of Personality personality “tests”, assessments such time at work while more effectively Teaching personality can be both fun as TypeFinder are really indicators. interacting with their coworkers. and rewarding, not to mention valuable Unlike a traditional test, there are no for the organization. And luckily for you, right or wrong answers and no “good” or as the trainer, most people love to learn “bad” types. The assessment highlights

6 WHY LEARN ABOUT PERSONALITY TYPE?

How can understanding your type on time? Why do certain folks insist on help you to achieve greater success in verbalizing seemingly every thought “UNDERSTANDING the workplace? that enters their brains? We tend to OTHERS’ TYPES HELPS We tend to fall on one of two sides think that people who aren’t like us US TO WORK MORE HARMONIOUSLY, of a spectrum when it comes to are not only wrong, but perhaps even LEVERAGING THE understanding others. We either think malicious. We often don’t understand STRENGTHS OF we are highly unique and that no one that they are operating on the basis COWORKERS AND thinks or behaves as we do, or we of their personality type, and we TEAMMATES WHILE assume that other people naturally see are operating on the basis of ours, BETTER NAVIGATING things the way we see them, and share and if we aren’t intentional about AREAS OF POTENTIAL our preferences and understanding navigating the differences, the result is CONFLICT.” of the world. However, the many personality clash. interpersonal conflicts that crop up in our personal and professional lives There Is an Explanation convince us that this isn’t exactly true. Personality typing demonstrates that there are reasons why we like or dislike What Accounts for Our Differences? the things we do, why we work the We wonder why others struggle with way we work and why we interact with the tasks that we find so simple, or others in the manner we tend to prefer. why a concept makes complete sense It isn’t random, it’s our type! to the rest of the group but not to us. Personality typing helps to answer the Why do some people get so bent out question: How do you and the people of shape when meetings don’t start around you thrive?

7 Knowing Needs and Preferences Leads to Greater Productivity Knowing our own needs and preferences, and why we have them, allows us to assertively navigate and speak up for them, while also helping us to avoid being demanding or reluctantly taking on projects that aren’t a good fit for our style. As we come to know and understand ourselves, we find our groove and the work in which we naturally offer our best contribution. We increase in our ability to understand others as well.

The personality type spectrum describes and highlights our unique styles within the workplace. Not everyone solves The first key is to understand one’s own Greater awareness of how personality problems the way we would or leads type. This allows us to maximize personal type influences us as individuals, a team the way we lead. Not everyone strengths while minimizing weaknesses. and how it influences our coworkers, does their best work under identical Secondly, having an understanding of ultimately helps create a more effective conditions. Some employees thrive others’ types helps us to work more and productive workplace. in a cubicle, while others love to be harmoniously, leveraging the strengths of active and out of the office. Others coworkers and teammates while better We All Have a Unique Work Style prefer to work alone in some out- navigating areas of potential conflict. Identifying and learning about your of-the-way space. These examples personality type helps you to better demonstrate that needs, preferences In short, learning about personality type understand your own preferences and and ideal conditions are unique to the helps us to needs within the workplace. If you’ve individual and his or her personality ever felt “like a square peg in a round type. Identifying our needs can help • understand our own natural hole,” you know what it’s like to be in a us to move toward meeting them and strengths, preferences position or environment that probably thus, in the end, achieve our highest and inclinations; wasn’t a good fit for your personal professional potential. • be more selective in the work style. professional roles we accept or decline; Understanding your own personality • discover ways to make style helps you to expertly navigate small changes in the the workplace. When we understand workplace to enhance career how we solve problems, what satisfaction and fulfillment; motivates us and under what • work more harmoniously circumstances we do our best work, with others; we can become intentional in going • leverage team strengths; and after the positions or creating the • better navigate areas conditions that allow us to thrive. of conflict.

8 THE 4 ELEMENTS OF PERSONALITY TYPE

The Four Essential Elements of Personality Type Human personality is represented by four dimensions that help to describe the individual and how he or she operates and thrives in the workplace. The four dimensions refer to:

• Energy style, • Cognitive style, • Values style, and • Self-management style.

Each dimension is composed of two styles which sit on opposite ends of a continuum:

• Extroversion Energy Style Introversion • Sensing Cognitive Style Intuitive • Thinking Values Style Feeling • Judging Self-Management Style Perceiving

No one falls 100% on one side of the continuum or the other at all times. This is unrealistic and fails to take into account that, as humans, we may exhibit different approaches depending on the situation or environment. That said, people tend to have natural preferences that are fairly consistent throughout the course of life.

Additionally, participants may find they identify quite strongly with one side of the spectrum for certain dimensions of personality, while with regard to other dimensions, they may fall closer to the middle. This too is normal.

“NO ONE FALLS 100% ON ONE SIDE OF THE CONTINUUM OR THE OTHER AT ALL TIMES. WE MAY EXHIBIT DIFFERENT APPROACHES DEPENDING ON THE SITUATION OR ENVIRONMENT.”

9 ENERGY STYLE

Where Do You Find Your Energy? The first dimension of personality type is energy style. Energy style describes

• how we engage with the people in our environment; • how we gain, expend, and conserve our energy; and • whether we tend to process thoughts and ideas verbally, or through quiet reflection.

The energy style spectrum runs from Extraversion to Introversion. While some people feel charged, energized, and even refreshed and relaxed in the presence of groups, others find settings involving more than just a few people to be daunting and draining. Similarly, while some relish time in solitude, may genuinely look forward to a group and what drains us—is an important others find it a recipe for gloominess lunch meeting. key to discovering how we flourish in and boredom. the workplace. The Impact of Energy Style It isn’t that some folks like people and Energy style is an important component others don’t, or that certain individuals of workplace satisfaction. If those are afraid to be alone while others who prefer solitude or small groups are comfortable in solitude. It comes are consistently expected to take part down to how people are energized in large brainstorming sessions or to and where they most naturally find attend meet-and-greets, they may end “SOME PEOPLE FEEL comfort and refreshment. up seeing their positions as draining, not CHARGED, ENERGIZED, to mention distasteful. If, on the other AND EVEN REFRESHED And regardless of the style with which hand, an individual thrives in a bustling, AND RELAXED IN we identify, we will observe crossover collaborative work environment, asking THE PRESENCE OF GROUPS, OTHERS FIND depending on the circumstances and him or her to telecommute, or to work SETTINGS INVOLVING the individual’s needs and preferences on projects solo, may be setting the MORE THAN JUST in a particular situation or phase of life. employee up for certain failure. A FEW PEOPLE For example, Extraverts may recognize TO BE DAUNTING the need for solitude in order to finish Understanding how we get our AND DRAINING.” an important project, while the Introvert energy—what refreshes and excites us,

When You Think “Extravert,” when they do take a break, it will rather than simply thinking about them. Think External be to chat with a coworker or enjoy And they aren’t afraid to spew out a Extraverts focus their energy on and some interactive time. Long periods stream of half-baked ideas they’re in the gain energy from external sources. This of isolation are draining to them, thus process of working through, because means that Extraverts tend to they do best in work that allows them this process actually helps them get a measure of social interaction and to the point. They believe if they just • Focus outwardly more collaboration. start talking, the answer will emerge. than inwardly. Extraverts are rarely afraid to share their • Do it first, think about it later. How to Spot an Extravert ideas in groups and will speak openly in • Process communally and You’ll be able to pick out the Extraverts meetings and other group sessions. collaboratively—they think in the office because they out loud, bounce ideas off other people and discuss • Like to organize the company their experiences. parties or the group happy • Understand their world through hours—anything to get people direct experience of it. together and interacting! • Enjoy diving into • Know the names and personal new endeavors and details of their coworkers and learning by doing. probably most of the cleaning • Get involved—no matter staff as well. what it is; Extraverts • Stop by your office to verbally hate missing out! deliver news or ask a question. • Prioritize activities that They’ll also ask you about your involve other people. weekend plans or your kids • Need very little time while they’re there. in solitude—they may • Speak up in meetings. Whether even avoid it. directly related to the matter at hand or not, Extraverts like the How Extraverts Thrive in the Workplace opportunity to talk. Extraverts will enjoy team projects and tend to thrive in group settings Verbal Processing that let them interact, even on a small How do you spot a verbal processor? level, with other coworkers. They feel Just close your eyes and listen—they’re charged by social situations, finding the ones talking. Verbal processors, genuine enjoyment in meeting people, however, aren’t simply talking for networking and maintaining relationships the sake of hearing themselves talk. with diverse groups. They are undeterred People of this type actually use verbal by large crowds or group brainstorming language and discussion as a tool for sessions and welcome collaboration. thinking. They often try out new ideas by speaking them aloud. Extraverts won’t be at their best when made to work in isolation. This isn’t to Extraverts will vary in the degree to say they need constant interaction, or which they do this, but generally it that they can’t be introverted when means they prefer to work out their necessary, but they’ll do better with thoughts, plans or strategies by some activity surrounding them. And discussing and talking about them,

internally and spend a large amount of time and energy focused on their thoughts. They are often people of few words, but this doesn’t mean they are uninterested or disengaged. They observe intently and consider carefully.

Introverts focus their energy on and gain energy from internal sources. This means that Introverts tend to

• Focus inwardly more than outwardly. • Think and consider before doing. Possible Pitfalls Where the Extravert Shines • Process individually Extraverts and Introverts have distinct Introverts may be astounded by this and internally. ways of interacting with people and their fact, but Extraverts tend to genuinely • Keep their thoughts to environment. Naturally, this can invite enjoy speaking in public and relish the themselves and will misunderstanding and even conflict. opportunity to share their many thoughts share only when their and ideas. Far from being a drain, this can ideas are fully formed. For example, when assigned to a group be a source of energy and excitement. • Understand their world project Extraverts are likely to want to They like to be the center of attention by thinking about it. chat and engage with their teammates and won’t shy away from expounding • Think carefully before and coworkers, and want to keep the their thoughts or stories before a starting new projects or mood social and lively. They walk down captive audience. They also enjoy public diving into new endeavors. the hall to deliver a message rather recognition and pursue situations or They’ll want time to fully than send an email. While supervisors tasks that allow them to achieve it. consider before committing. may see this as a waste of time, these • Find group events and are actually the circumstances under Extraverts give freely of themselves— crowds draining. which Extraverts are most productive whether it’s taking the time for • Find themselves easily and engaged in their work. Attempts conversation, setting up lunch plans, stimulated and overloaded. to silence them or hamper their making others laugh, or keeping the • Need significant amounts relational nature won’t make them more mood lively, their resources of energy of time in solitude (or in the productive, only dejected. run deep and they overflow onto the presence of a small group) to people around them. process life and circumstances, Introverts may also become frustrated think about next steps, and with the Extravert’s tendency to process When You Think “Introvert,” refresh their energy stores. verbally—they can’t understand Think Internal why Extraverts would start talking While Extraverts are focused outwardly How Introverts Thrive in the Workplace if they didn’t know what they were and gain their energy and enthusiasm Introverts flourish in calmer, quieter going to say. Extraverts also tend to from outside of themselves, Introverts environments where they aren’t verbalize what they are doing as they find their energy, peace and refreshment expected to be constantly social and do it, peppering their talk with loads of from within—either in solitude or upbeat. They feel refreshed by having stories, and often repeating themselves. in the presence of just a few trusted time alone to consider the projects This drives Introverts crazy. individuals. They process life more they are working on or to develop new

strategies. A busy environment with How to Spot an Introvert a lot of chatter can be draining to the You’ll be able to pick out the Introverts in Introvert and not a good natural fit. the office because they People who identify with this style work most productively in solitude • Send an email to ask a question and in quiet. A little classical music or convey information, instead in the background may be the only of walking down the hall to accompaniment they desire. deliver the message personally. • Eat lunch in their offices, In meetings and other collaborative or with one or two other work, the Introvert will prefer a small people—often the same group. While they may be open to people each day. discussing ideas, they also appreciate • Tend to say very little in group time to process those ideas and options meetings and brainstorming carefully. For example, in a meeting, sessions. You may wonder if while the Extraverts will be running they’re even paying attention. The Introvert’s characteristic slowness off on a multitude of tangents, talking • May be hard to get to know to speak or interject doesn’t mean out their ideas from start to finish, or even a little mysterious. he or she isn’t paying attention and the Introverts may say nothing at all. formulating great ideas. However, This isn’t because they don’t have Internal/Non-Verbal Processing Introverts, by nature, don’t compete for anything valuable to contribute or Introverts process life mentally—they the floor and are often put off by the because they’re daydreaming about think things out before doing them, pace of conversation with Extraverts. their post-work plans, but because they consider and rehearse their words They would never dream of piping in are simply not compelled to take the before speaking them and may not before their thoughts were fully formed. floor and invite all of the attention onto relay many details about their plans As a result, they say quite a bit less. To themselves. Introverts may be more or what they have accomplished. They get their input, which is usually quite likely to hold onto their ideas, and then are likely to put a lot of thought into well thought out and developed, you’ll perhaps share them with a supervisor an endeavor before actually doing need to ask them directly, and then give in private following the meeting. If a it, which is quite different from their them space and time to respond; they coworker has something to say to them, Extravert counterparts who tend want to come to their conclusions on the Introvert would prefer an email to dive in and figure the details out their own, and in their own time. It is rather than a spontaneous visit. as they go. generally worth the wait.

Possible Pitfalls Introverts expend energy in situations “IN MEETINGS AND involving a lot of people and can even OTHER COLLABORATIVE find themselves quite drained by many WORK, THE INTROVERT of the activities and expectations that WILL PREFER A SMALL characterize the modern workplace. We GROUP. WHILE THEY live in a relational world and business is MAY BE OPEN TO increasingly relational in nature, which DISCUSSING IDEAS, can make it hard for Introverts to find THEY ALSO APPRECIATE TIME TO PROCESS the right fit, display their talents and THOSE IDEAS AND participate in the kind of networking OPTIONS CAREFULLY.” that would aid them in securing the positions they desire.

Introverts tend to see meetings and on the activity of their minds—they will brainstorming sessions as not only taxing share their ideas and plans only when and tedious, but probably as a waste of necessary and sometimes not even then. time. They would prefer to share their ideas in writing or in a small group, but Where the Introvert Shines the workplace is often not set up to Where Extraverts specialize in breadth, accommodate these preferences. As a focusing on many projects, ideas result, the Introvert may feel drained, and topics, Introverts favor depth, intimidated or out of place. They shudder focusing on fewer things, but with more if asked to speak in front of a crowd. sustained energy. Long-term projects that require a deeper level of knowledge Because the Introvert is generally and experience are a better fit for the disinclined to open up and share his Introvert than the Extravert. Introverts or her thoughts and ideas freely, he or can do very well in environments she may be misinterpreted, and the that require relative isolation and are Introvert’s reserved, private nature can especially suited to endeavors that cause him or her to appear secretive value careful thought and consideration. and even unfriendly. But this is without cause. Introverts are simply slower to bring people into their personal lives, and don’t care to share their thoughts, ideas and personal details so liberally. Introverts like to maintain some control

COGNITIVE STYLE

How Do You Think About Things? may take them some time to figure out between the lines, or that they have How does your mind work? What how to communicate effectively, they no sense of future vision, but on the do you notice? What captures your can complement each other beautifully. whole they are present focused, living attention? While this may seem Put the Sensors in the practical matters comfortably in the here and now. random, or simply a reflection of the and the Intuitives on the vision. Both things that naturally interest you, how cognitive styles can use their strengths How to Spot a Sensor you pick up on details in your world is to add value to nearly any workplace. You’ll be able to pick out the Sensors in actually tied to personality. the office because they Sensors Use Their Senses The second dimension of personality As their name would suggest, Sensors • tend to be practical, methodical type is cognitive style. Cognitive style are defined by the priority they place on and literal; refers to the information they receive through • speak in terms of present the exercise of the five senses. The data realities and concrete facts; • how we prefer to take they observe and work with is exactly • prefer to develop and utilize in information; what they have seen, touched, tasted, their current skillset; and • the type of information heard or smelled. They are quick to • avoid discussions of theory or that naturally commands notice the details of people and things abstract concepts. our attention; around them and they focus on the • whether we focus on the big facts, making them keen observers and Possible Pitfalls picture or specific details; and investigators. While the consistent and common- • our preference for seeing the sense approach of Sensors can be a data or circumstances as they Sensors prefer to focus on benefit in many fields, it can also mean are, or as they could be. that people of this type may neglect • the “facts,” the opportunity to innovate, improve The Impact of Cognitive Style • sensory information, or imagine the possibilities. Not known As the individual focuses on his or her • the here and now, for their visionary qualities, Sensors outer world, he or she is noticing and • things as they are, and prefer to stick with what they know thinking about the data in a way that is • the concrete. and what has worked in the past rather unique to his or her personality. Some than trying to come up with new ideas, see the potential in everything, while Sensors don’t impose much of their even if new ideas or approaches would others believe that what you see is what own interpretation onto the data and be beneficial. They will be frustrated you get. Thus it is said that Intuitives tend may be quite literal in the way they by having to continually adapt to new to focus on theory, abstract concepts and process and speak about what they projects or procedures and it can be underlying meaning, while Sensors see have observed. Prioritizing facts and easy for them to get stuck in a rut. the concrete examples and the raw data, concrete information, they believe and Intuitive coworkers may see Sensing tending to be more literal and practical. are convinced by that which they can types as overly literal, unimaginative see, experience and prove, not by that and closed to new ideas. These types can each bring something which could be. This doesn’t mean very valuable to the table. And while it Sensors can’t interpret their data or read

Where the Sensor Shines “reading between the lines.” Intuitives them possible. They may be seen as Because Sensors tend to be practical are also known for going with their impractical and overly idealistic. and realistic, they bring a very “just gut and often seem to “just know;” the facts, ma’am” approach to their many times they may not be able to Where the Intuitive Shines work. Naturally this will be valued explain exactly how they know what Intuitives embrace the opportunity to by supervisors who are also highly they know. This can frustrate their change or try something new so they will practical types. They prefer concrete Sensing counterparts who prefer to thrive in work environments and roles thinking and speaking to the abstract, put their faith in that which is tangible, that require innovation and creativity. conceptual and imaginative. observable and quantifiable. This They have a natural knack for envisioning doesn’t mean Intuitives aren’t careful potential, seeing where a product or Sensors also have a high threshold observers or that they don’t employ project could go or how it could be made for routine and repetitive tasks. They their senses, but that their minds are better. They seek new solutions to old don’t mind doing the same thing over looking for the interpretation, the problems and enjoy the process of and over and may even prefer the connections and the greater meaning. innovation and creation. At times, this predictability and reliability of this sort can even make them seem restless. But of work. Sensors want to come up with How to Spot an Intuitive their belief is that nothing stands still (nor and implement practical, workable You’ll be able to pick out the Intuitives in should it) and all things are in the process solutions and will avoid risky, “blue the office because they of becoming what they could be. sky” approaches or investments. They work with what they know and can do • bring an imaginative Visionary and imaginative, Intuitives it quite well. and visionary approach are the idea people, the big picture to their work; thinkers and the theorists. They like Intuitives Interpret • speak in terms of possibilities high level discussion and will prioritize People of this style see more than what and the “big idea;” an innovative idea over a practical plan is; they envision what could be. Rather • are consistently looking for any day. Intuitives will do best when than taking in data as such, their minds ways to improve and innovate allowed to work with the overarching are automatically analyzing, connecting products and systems; and concepts, allowing their Sensing and interpreting. They are less likely • go with their gut. counterparts to handle the fine tuning to retain information about individual and practical details. facts; instead, they focus on the Possible Pitfalls interpretations and explanations that Intuitives like innovation, exciting give the facts meaning. new ideas and the possibility of big things. Dealing with the mundane, Intuitive individuals prefer to focus on routine and repetitive can be a much bigger challenge and tends to sap their • abstract information, motivation and morale. They may easily • concepts rather than details, become bored when dealing with day- • future potential and to-day practical details and realities. possibilities, • connections and patterns, Intuitives can tend to get so engrossed • interpretation of the data, and in high level ideas, abstract concepts and • their experience of the data the wanderings of their imaginations rather than the data itself. that they may miss important details in the world around them. Big ideas and The Intuitive’s ability to read cues and innovative plans are important, but so make connections means they’re often is the focus and detail work that make

VALUES STYLE

How Do Your Values Impact Your Decisions in the Workplace? Once we have the data, how do we use it? What influences what happens next? Two people could have the very same experience or observe identical data, and they may even agree on what it all means. But the decisions they make as a result of the data could be wildly different. Why is this?

The third dimension of personality type is values style. Values style refers to

• our approach to decision making; • the conclusions we form based on experiences and/ or data we have observed; • the manner in which data squares with our personal values system; • our preference for logic individual basis, regardless of laws, as an important check on the other, and reason, or empathy rules or logic. fostering a more balanced and and identification; and effective workplace. • our focus on objective rightness Values style explains how two people, or fairness, or on individual having the same experience, can Thinkers Analyze concerns and outcomes. develop such different conclusions Thinkers in the workplace will be known or reactions. One views the data by their objective and cool approach to The Impact of Values Style through the lens of reason or logic most situations and decisions. It isn’t Our personal values style will have while the other sees only personal and that they don’t have a heart, but that strong bearing on the way we make interpersonal implications. they don’t tend to bring it with them to decisions and what we prioritize in our work. Thinkers believe decisions should work lives. For some, logic and fairness Both styles are necessary in any reflect truth and should always stand are the highest and only objectives, and healthy workplace. The better Thinkers up to the test of rigorous logic. To make their decisions and actions will reflect and Feelers are able to understand a decision or choose a course of action these priorities. Others feel compelled each other and their respective that feels good to themselves or others, to consider how decisions and actions priorities, the more harmoniously but isn’t logical, makes no sense to will affect the people involved on an they work together. Each can serve them at all.

Thinkers, when making a don’t care about people, but because Thinkers will naturally be at their best decision, prioritize they have a fundamental belief that with other Thinkers, but this doesn’t personal and emotional matters should mean that this is their best or most • what they think, rather not mix with business. productive fit. While Feeling types than how they feel; can present a genuine frustration to • data, statistics and Though the Thinker will be ready to the Thinker if the two types have not verifiable facts; give his or her opinion or perspective, agreed to embrace their differences, • impersonal information; he or she may get into trouble for the combination of the two styles can • objective truth; and failing to exercise appropriate tact and also serve as a good system of checks • fairness. diplomacy. Stating the truth is more and balances. important to people of this type than Thinkers want one set of rules and how their audience may perceive that It’s important to remember that just standards that apply to all people truth. While the Thinker may not care because Thinkers prioritize analysis and in all situations, and they are not what anyone else thinks, this can cause logic in decision making, it doesn’t mean inclined to make exceptions or friction in professional relationships they don’t have feelings or that they don’t consider special cases. Regardless and workspaces. Compromise and care. They simply prefer a logical approach of what they personally feel about a cooperation are often not on their radar. to the development of conclusions, particular outcome or how they are decisions, positions and opinions. directly affected, Thinkers want what Where the Thinker Shines is objectively right, however that may Competitive and driven, Thinkers go after Feelers Empathize be defined. accomplishments, valuing achievement Feelers, then, are at the opposite end and the recognition they gain from of the values style spectrum from How to Spot a Thinker arguing their point well, winning a case or their Thinking counterparts. Whereas You’ll be able to pick out the Thinkers in proving their position. They may achieve Thinkers values logic, objectivity and the office because they great success and notoriety this way fairness above all else, Feelers are and can prosper in professions in which concerned with the personal impact • May find it difficult to admit this approach is appreciated. Thinkers of their decisions. They prioritize being wrong and fight quite are often quite successful in business, the building and maintenance of hard to be right. especially within corporate settings, relationships and are experts in bringing • Enjoy debating, sometimes just and many will appreciate their straight emotional engagement and a personal for the sake of it. shooting nature. touch to their work. • Can seem intractable. Once they’ve formed an opinion or position they are not swayed by personal appeals. • Are more concerned with “IT’S IMPORTANT TO upholding rightness or truth REMEMBER THAT than being liked. JUST BECAUSE THINKERS PRIORITIZE Possible Pitfalls ANALYSIS AND LOGIC Thinkers may be easily misunderstood IN DECISION MAKING, in the workplace, especially by their IT DOESN’T MEAN Feeling counterparts, as they can appear THEY DON’T HAVE cold and may show little interest in FEELINGS OR THAT getting to know their coworkers on a THEY DON’T CARE.” personal level. This isn’t because they

Feeling Individuals, when making a decision, prioritize

• individual concerns; • how a decision or action will affect the people involved; • relational outcomes;—what will bring people together? • personal concerns and circumstances; and • personal values systems and moral/ethical codes.

Feelers place a high priority on empathy and compassion, even if it means that objectivity or across-the- board fairness may have to take a back seat. This doesn’t mean they are prone to favoritism or that they don’t care about logic. Rather, they recognize that people and circumstances don’t submit to a one-size-fits-all approach, and the totality of life cannot be explained by logic. They think carefully about the outcome and impact of their words and agreeable, they may also lack objectivity. occasional flaw in reasoning if doing so actions and tend to excel in diplomacy They might, for example, neglect to promotes greater harmony and unity. and tact. do the necessary mental work when More important to them is feeling developing a position. They may instead appreciated and knowing that others How to Spot a Feeler follow where their feelings lead them. are pleased with their work or have You’ll be able to pick out the Feelers in These gut-level decisions run the risk been helped by it. Feelers have a strong the office because they of leaving out important analysis and need to feel valued in the workplace reason. In other cases, they may be and to know superiors and coworkers • generally exhibit high EQ and quite biased, failing to realize that genuinely care about them. They are sensitive to the needs favoring the individual may mean the will work to make their professional and feelings of others, group suffers. And the group, in the end, environment cooperative, harmonious • identify with others, is comprised of individuals too. and supportive of others. • are diplomatic and careful in choosing words, Where the Feeler Shines Though Feelers may not base their • seek to live in light of While personal accomplishments and decisions and conclusions solely on personal values, achievements may be very appealing logic, they are not, by default, irrational • often speak often in terms to Feelers, they also recognize the or illogical. The difference is that they of “I feel…” or “I believe…”. importance of conveying their values, prioritize how the decision squares cultivating relationships and building with their personal feelings and values Possible Pitfalls a strong team. Feelers are generally perhaps more than how it measures up While Feelers may be diplomatic, team players who thrive on cooperation, to objective rightness. compassionate, relational and and they aren’t afraid to overlook the

SELF-MANAGEMENT STYLE

How Do You Manage Your Time and Work? How do you structure your time? Do you make lists and plan out the day, week, month and year? Or do you go with the flow and let life lead the way? Individuals often don’t realize that their easy spontaneity is really a dimension of their personality, or that the daily practice of making to-do lists flows naturally from their characteristic style. To the individual it seems like the most natural approach to life, but it is actually his or her personality expressing itself. lateness. It actually has implications Judgers: Organized, Structured The fourth dimension of personality for how the individual makes decisions and Always on Time type is self-management style. Self- and how he or she will approach life in Ordered and organized, Judgers are management style refers to general. Judgers, for example, tend to the ones with the daily to-do lists, the take a more organized and goal-oriented monthly goals and the five-year plan. • our manner of structuring and approach to their life. Perceivers, on the They approach time head on, ready to scheduling time and work; other hand, often allow life to approach make it work for them and seeking to • our preference for either them and set the course. Life flows and get the most out of it they possibly can. structure and plans, or they flow with it. spontaneity and flow; Judgers prefer to • work patterns—measured While these styles can be remarkably and paced, or sporadic bursts; different (and there is great potential for • plan projects in advance and • our desire to halt the flow conflict with this dichotomy), if the two structure work time evenly of information and make types can endeavor to understand each to meet the deadline, a decision, or to continue other and work with their differences, • set a plan and then stick to it, receiving information while they can complement each other • make a decision as soon as prolonging a definitive richly. Perceivers bring much needed possible to bring closure answer or action. spontaneity and flexibility, while Judgers to a question or issue, contribute structure that protects • schedule time carefully The Impact of Self-Management Style against procrastination and helps to make the most of it. Self-management style can be pictured to ensure that projects actually get on a continuum of structured vs. completed. When the two parties are spontaneous. Where an individual committed to working with each other’s falls on this spectrum goes beyond differences, the results can be quite a tendency to make lists or habitual positive and productive.

Judgers tend to assess a situation which everyone thrives or performs ensuring that they are accomplishing carefully before committing or giving their best work. the milestones they have set and are their response, but once they have, tracking to complete the project on time. they won’t waste time in making their Judgers tend to find ambiguity decision or giving their opinion. Once uncomfortable. They would rather make Judgers find great comfort in a decision is made and a plan is set, a decision and move on, even if it isn’t predictability. This doesn’t mean they dive into the work. They know the best decision, than to have to persist they resist all change, but they value that the sooner they get started, the in a state of uncertainty. They’ll become a degree of predictability within sooner they’ll be finished. On the whole, frustrated with Perceivers—who are that change. Supervisors that are Judgers don’t tend to procrastinate, never known to rush into decisions— incessantly upending the plans, or because they can’t really enjoy and may even avoid them. While their workplaces that involve constant anything else if responsibilities hang decision making skills may be admirable, change and unpredictability, may over their heads. They relish the sense sometimes it’s wiser to wait. challenge their sanity. of accomplishment that comes from checking off their to-do list and moving Where the Judger Shines Perceivers: Spontaneous, Flexible and on to the next task. Judgers are masterful in imposing a Open to the Possibilities sense of structure on their lives and Perceivers relish freedom and flexibility How to Spot a Judger their work. But this doesn’t mean they and thrive in environments that are You’ll be able to pick out the Judgers in always love a rigid workplace. Judgers open to adaptation, innovation and the office because they have such a strong sense of internal change. Rather than making definitive structure that they may find it both decisions and plans, they prefer to • arrive on time or early, challenging and uncomfortable to have continue collecting information until • encourage coworkers and to submit to someone else’s. Thus an the answer becomes clear, or perhaps teammates to set clear orderly, yet flexible environment can be until the question is no longer relevant. goals and objectives, the best fit. Unafraid to reroute or change course • set a schedule and want even after a project or idea has been set to stick with it, Judgers work hard to meet their in motion, they don’t mind having their • might be a little bit bossy deadlines, stick to their schedules and plans mixed up and may even find this or controlling, and deliver results on time. They esteem fun and exciting. • are ready to make a punctuality. When a task needs to decision, even before all be accomplished within a certain the information is in. time frame, they will organize the work to perfectly meet the deadline, Possible Pitfalls While the Judger’s commitment to goals and structure can certainly help people “JUDGERS HAVE of this type to be quite productive and SUCH A STRONG successful, Judgers can also alienate SENSE OF INTERNAL others with their patterns—which STRUCTURE they tend to believe everyone else THAT THEY MAY should conform to. In extreme cases, FIND IT BOTH their rigidity can make them hard to CHALLENGING AND work with. While these patterns may UNCOMFORTABLE TO definitely set the stage for the Judger HAVE TO SUBMIT TO to flourish, it’s helpful to acknowledge SOMEONE ELSE’S.” that these are not the conditions under

Perceivers prefer to

• take things as they come, • wait before making a decision, • keep time and schedules open ended, and • embrace spontaneity.

The fact that Perceivers tend to be spontaneous doesn’t mean they hate structure. They simply have a harder time imposing it upon themselves, generally believing it to be more limiting than empowering. While some will feel stifled by the structure imposed by their jobs or supervisors, others may welcome it as they often struggle to create this structure themselves.

How to Spot a Perceiver You’ll be able to pick out the Perceiver in the office because they While Judgers like definition, clear especially welcome in unpredictable and decisions and closure, Perceivers may rapidly changing environments. They • like to change the plans struggle in these areas. The need to are often creative problem solvers and mid-course when a better make a decision can be stressful to open to possibilities. They don’t force a idea comes along, them and they prefer to remain open to conclusion or action before its time, and • tend to show up a little late, possible options and new information. in the end this can actually end up saving • take in as much information The need to stop the perceiving time and resources. Though Perceivers as possible before making process in order to come to a definitive may take a little longer to make a a decision, and conclusion can cause some tension and decision, the decisions they make and the • like to go with the flow apprehension for people of this type. actions they take have often been well and don’t get too bent thought out and even researched. out of shape when plans For Perceivers, time is generally fluid, or expectations shift. as is their approach to deadlines. Perceivers are quick on their feet in Rather than move toward a deadline in unpredictable situations and skillful Possible Pitfalls a measured way, they’re more likely to in dealing with spontaneity—even Perceivers may be full of ideas and dawdle a while, take in more information enjoying it. In the end, Perceivers are possibilities, but won’t be as likely and then work up a burst of energy that naturally more focused on the journey to formulate a definite roadmap for will carry them over the finish line. Their than on the destination. They relish the getting there. They prefer to roll with downfall, however, may be poor time process and may be less concerned with the punches and cross bridges when management and a tendency to struggle tangible outcomes or task completion. they come to them. They feel they are with procrastination. most effective this way, at times seeing set-in-stone plans and strategies as Where the Perceiver Shines confining, stifling, stressful and a drain Perceivers are appreciated for their on their creativity. willingness to go with the flow, which is

USING TYPE TO SUCCEED IN THE WORKPLACE

Personality Type = Using Your Understanding personality styles and Once we understand our personality Strengths to Succeed types—our own and others’—can type, we can start to assess the No one type or style is better than help us to strengths and challenges we bring to our another; styles are not good or bad, work. Some helpful questions include: nor right or wrong. The aim is to see • Embrace strengths and how we can make our respective minimize weaknesses. • How does your position make styles and personality types work for • Appreciate the gifts, use of your strengths? us, while trying to better understand talents and preferences • What aspects of your how to work with the unique styles of of those whose types are personality make you good at those in our midst. different from our own. your job? • Make the most of the • Are there strengths that your strengths of others. This is current role doesn’t take especially important for those advantage of? “LEARNING MORE in charge of hiring, managing • Are there opportunities to take ABOUT PERSONALITY or assembling a team. on new projects or duties to PROVIDES INSIGHT • Minimize blind spots. While help your personality shine? INTO NOT ONLY ONE’S we’re naturally drawn to PERFECT CAREER people of our own type, this OR BEST FIT WITHIN lack of diversity can result in AN ORGANIZATION AND CAN ALSO a shortage of creativity and HELP US MAKE OUR innovation, as well as a lack CURRENT CAREERS of structure or direction. MORE FULFILLING” • See the unique strengths and perspective that our coworkers bring to the table. • Ensure that individuals (including ourselves) are positioned to succeed in the workplace.

Learning more about personality provides insight into not only one’s perfect career or best fit within an organization, but can also help us make our current careers more fulfilling, and a better fit for our unique skills and talents.

Some people may realize, through would be a good fit, personality type learning about type, that their does not dictate what kinds of careers • Anticipate, accept and even position really isn’t a good fit. Fit isn’t we must pursue. It is possible to thrive embrace behaviors that are determined by personality type alone; in many settings if approached properly. different from our own. all types can be successful in a range Some may find, however, that they can • Better understand the reactions of occupations. But if an individual better thrive in other areas, and that a of coworkers and comprehend feels tired, unmotivated, or drained at career change would be worth it. how they respond to stress, work, it’s a good sign that their position change and conflict. is not a good fit for their personality. Understanding Personality • Gain a framework for For those whose position doesn’t Type for Long-Term Career understanding how people quite seem to be a fit, here are some and Workplace Success function in the workplace, how questions to consider: Abilities and skills are important in any they process information and workplace, but they can change and make decisions, where they • Can work duties be shifted or evolve as an individual ages. Personality get their energy and how they expanded to exercise more of type, on the other hand, remains fairly structure their time and work . the individual’s strengths? static over the course of the life cycle. • Make the best use of employees. • Is it possible to delegate Thus, using personality type to influence The position for which an tasks in weaker areas? career decisions can result in work that is individual is hired may not • Are there opportunities to satisfying and fulfilling over the long term. actually be his or her best fit. shift roles altogether, to a • Find a fit within an organization position in the organization Understanding personality type can and its mission. that would be a better fit? also help individuals understand how • Learn to adapt to the styles • Are there small changes to better adapt to changes in their field. of others while seeing how that could be made in How do diverse types of people navigate to better work together for a the work environment to the changes dictated by advancing more effective and harmonious improve fulfillment? technology, cope with a recent downsizing work environment. or adapt to a change in job description? Often, small changes can make a How can supervisors better mitigate How Will You Use Your big difference in job satisfaction. For these changes for their staff, working Personality Type to Succeed? instance, Introverts can move their within their natural comfort levels? desks to a quieter location to improve Each person will define career success focus and decrease interruptions. Understanding Type and fulfillment differently, but personality People with Feeling preferences Maximizes the Team type gives valuable insight into what may become more motivated if their An understanding of personality settings and types of careers have supervisors make an effort to show type has benefits that go beyond the highest probability of bringing appreciation and get to know them understanding one’s own strengths and satisfaction and fulfillment. While some personally. Perceivers who struggle finding personal career satisfaction. types need to know they are making a with a highly structured workplace difference and changing the world, other can make sure to leave plenty of open, Learning about personality type types are quite content to plug away unstructured time in their leisure hours. enhances the team, allowing us to at the behind-the-scenes details that A complete overhaul is not always make it all come together. While some necessary to improve the fit between • Discover the proficiencies each crave leadership, others would rather personality type and work role. type brings to the table. take orders. Personality type gives clues • Be more objective in hiring as to what is truly best for the individual While personality type may provide and building teams. and the environment that will bring them insight into which types of careers authentic success and satisfaction.

POINTS TO REMEMBER & FAQ

Defining Terms socially anxious, unfriendly and even never enjoy a party or a crowd. They The words used to describe the eight misanthropic. In personality type simply prefer small settings to large, styles can be misleading to participants terminology, Extravert and Introvert they process observations, thoughts because they have very distinct distinctions refer to the way in which and feelings internally, and are meanings in this sphere as compared an individual gets his or her energy, generally a bit more private than their to their meanings in common English not how he or she feels about people Extraverted counterparts. usage. For the purpose of this workshop on the whole, or one’s level of comfort and for understanding personality type, with people. Sensing/Intuition it is important to understand and convey “Sensing” is the term used to describe what the terms do and do not mean so Extraverts get their energy from people who absorb information via the as to help avoid confusion. being with people, but this doesn’t raw data presented to them by their mean they never desire or require five senses. They read information Extraversion/Introversion solitude or that they are afraid to be about their personal environment quite The labels “Extraverted” and alone. Introverts, on the other hand, literally and believe that what you see “Introverted” are increasingly are more likely to recharge outside of is what you get. Sensing is not to be understood in general society. But social spaces, either alone or in the confused with sensual—which both Introverted can (mistakenly) be presence of one or two other people. Sensing and Intuitive individuals may or taken to mean shy, socially awkward, However, this doesn’t mean they may not be.

account how they feel about a situation, information and one’s surroundings. as well as how it will impact any There is no right or wrong way – just individuals involved. This does not mean different ways. that Feeling types are irrational, or that they are overly emotional but that logic That said, appreciation for a diversity will not be the ultimate deal breaker. of personality styles doesn’t usually come naturally, and must be consciously Judging/Perceiving developed by everyone on a team. It’s “Judging” and “Perceiving” can also be natural for organizations to value certain misleading terms. “Judging” doesn’t styles more than others (often this mean that these people are judgmental mirrors the personality of the people in of others, but that they prefer to impose charge), or to expect a certain approach On the other hand “Intuitive” should not a sense of structure on their time to a particular task. Teams may develop be taken to mean that people who score and schedules. They are inclined to their own dominant personality style, high for this style have some sort of make decisions rather than to leave a and anyone who doesn’t take the same sixth sense or other powers of intuition. situation in a state of ambiguity. In other approach may feel like a misfit. In actuality, this means that the words, they like closure. In this regard, individual tends to see the world less Judging refers to the manner in which This is unfortunate, because a diversity literally and more abstractly, preferring they prefer to judge the state of affairs of personality styles makes for better to take in information in terms of and impose structure upon them. problem-solving, more flexibility, and connections and patterns rather than a more balanced approach to work. raw sensory data. They are quick to read Perceiving types should not be assumed The ideal team would have a range between the lines, but in doing so they to be more perceptive than Judging types. of personalities, with each person are still operating off of information they This dimension does not refer to the contributing their individual strengths have legitimately perceived, not any kind manner in which the individual takes in to the whole. of nebulous extrasensory perception. information, but rather the way in which they structure (or don’t structure) their It can be difficult to work effectively Thinking/Feeling time and their approach to life. They prefer with people who are very unlike you, but “Thinking” refers to those who organize to continue perceiving information and remember that the people you tend to information and make their decisions allowing situations to develop, instead of have friction with are the same people on the basis of logic rather than on the ending the ambiguity, making a decision who are most likely to help you grow. basis of individual concerns or personal and moving to the next action. Perceiving People with different styles from your values. This should not be interpreted types like to take in large amounts of own will help you to notice things you to mean that they don’t care about information, and will be less motivated wouldn’t otherwise and stretch your people, don’t have emotions or that to seek closure or a final decision. Some thinking in a new direction. Their strengths their decisions are never influenced by may even be nervous if required to do so, are often your weaknesses, so together, how they feel. Everyone has emotions: fearing they have missed some important your work is more versatile and effective. people simply vary in the degree to detail that would sway the outcome. which emotions impact the course of Personality is Not Set in Stone their lives and their decisions. KEY POINTS People tend to maintain their natural preferences and tendencies over a “Feeling” types, on the other hand, are No Right or Wrong Style lifetime. But while personality tends to more likely to “go with their gut” and It is important to help participants be relatively stable, it is not completely make decisions in line with their personal remember that these dimensions of fixed. People can and do shift their way values, rather than based solely upon the personality represent preferences and of thinking and behaving as they grow hard cold facts. They prefer to take into natural ways of interacting with people, older and have new experiences.

People can also develop their skills Introversion). I really feel I go back and in their non-preferred style if they forth depending on the situation. How MORE RESOURCES are motivated to do so or if their job can I decide which is me? Can I be both? requires it. An Introvert can practice A. This is very common and normal. Discovering your personality type public speaking, or a Perceiver can start Most people use both styles to some is just the beginning. A wealth keeping a strict calendar. This does not extent. To decide what your dominant of resources is available for you necessarily mean their personality has style is, try to think about how you feel to continue your study of this changed, just that they have become most comfortable and natural. fascinating topic. Here are just a better at using a range of behaviors to few of our favorites: better adapt to the situation at hand. Q. Who will I work with best based on my personality type? • Type Talk at Work, by Otto In short, just because you know a person’s A. There is no hard and fast rule. You Kroeger personality type doesn’t mean you know may develop a quick rapport with people • Quick Guide to the 16 exactly how they will behave or react in who are very like you, but in the long Personality Types in a given situation. Although personality run, you will get better results as a team Organizations, by Linda Berens type gives us some helpful hints about if you have people with a lot of diverse • Do What You Are, by Paul what makes people tick, it’s important to strengths working together. Tieger and Barbara Barron remember that it’s just a starting point to knowing and understanding ourselves and Q. How do I know if my personality For more information and useful the people around us. type is right for my job? resources, please visit us at www. A. You can’t tell just from your typefinder.com. FAQ personality type what job will be right (or wrong) for you. Although certain Q. I think my personality has changed personality types tend to choose over time/with age. Can personality certain jobs, plenty of people choose type change? less typical paths and are successful A. Yes, most people shift somewhat in and happy. For yourself, you can tell their behavior and attitudes with age. if your job is a good match for your It is rare that these subtle shifts will personality by how you feel. If you change your overall personality type, feel a lack of motivation or energy, it’s but it is possible, especially if you hadn’t probably not a good match. developed a particularly dominant style preference to begin with.

Q. My personality type describes how I am at work, but I am very different at “MOST OF THE TIME home. Do I have two personality types? PEOPLE ARE MORE A. Most of the time people are more TRUE TO THEMSELVES true to themselves at home. You may AT HOME. YOU MAY put on a different style at work to be PUT ON A DIFFERENT successful at your job, but your true STYLE AT WORK TO personality is probably what you see at BE SUCCESSFUL AT YOUR JOB, BUT YOUR home. If you have to act very differently TRUE PERSONALITY IS at work this may become tiring. PROBABLY WHAT YOU Q. I have a hard time choosing between SEE AT HOME.” two of the styles (i.e. Extraversion vs

SECTION II: SCRIPT AND ACTIVITIES

his section will help you to effectively present the Understanding Type in the Workplace workshop to your Tteam. Included in this section are:

• A script to assist you in incorporate additional information However, if time permits, these presenting the Personality Type specific to your audience. activities can be essential for team- in the Workplace slideshow. building as they help participants to see For each slide, we show a The activities are designed to make not only their own strengths, but the screenshot along with the the workshop more interactive and strengths and qualities of personality corresponding dialogue, so you meaningful, while helping participants types different from their own. can easily follow along. better grasp the concepts. Each Performing the activities together, as • Activities to highlight the individual learns differently, so a team, can help individuals to identify important concepts and engage incorporating movement, games and which coworkers share their styles your group as you present your discussion can make the workshop and which do not. The hope is that workshop. The activities are more beneficial and more interesting to better awareness and understanding presented at appropriate points a greater number of participants. of those who are different will lead to throughout the script, so that compassion, co-operation and greater you know exactly when to lead That said, all of the activities are workplace harmony. the group through an exercise optional and may be modified as for maximum impact. needed to accommodate your specific Setting up the Room group or circumstances. The activities If you plan to use the activities found You may read the script exactly as you select and the manner in which in this script, it will help to set up the written, or use it as a starting point you choose to present the material room accordingly before participants to design your own presentation. If will depend on the length of time you arrive. If possible, arrange chairs in two you are presenting to a group with a have allotted for the seminar and the groups facing the front of the room. specific goal, for instance leadership structure of the meeting room, as well When participants enter the room, have development, you may want to as your own goals. them sit wherever they like, but advise

them that they will be moving around so are a whole other matter. When we use In learning about personality types, there’s no need to get too comfortable. our individual styles in the workplace we have two goals. The first is to help without an understanding of how others each of you understand your own type. might differ, we bring the potential for This allows you to maximize personal :: OPENING ACTIVITY :: misunderstanding and conflict. The good strengths and qualities while minimizing news is that a better understanding weaknesses. As participants enter the room, or once of personality types help us to better participants are seated, distribute a appreciate and interact with coworkers Secondly, we want to gain an piece of paper and a pen to each. Ask who share our preferred styles as well understanding of others’ types. This participants to sign their name on the piece as those who don’t. helps us to work more harmoniously, of paper. Once completed, ask them to do leveraging the strengths of others while so using their non-dominant hand. Today we’ll learn more about these better navigating areas of potential preferences, how they manifest in our conflict. Greater awareness of how Suggested questions and discussion: professional lives and how we can work personality type influences us as with our individual personality styles individuals, and how it influences our Which hand did you use to sign your name? to be as effective as possible in the coworkers, helps create a more effective Your dominant hand? Why? workplace. and productive workplace.

Is it possible to sign your name with your Begin the slideshow now. Ultimately, learning about personality non-dominant hand? Why don’t you? types helps us answer the question: How do we and the people around us Simple as it is, this exercise shows us thrive? the power of preference. Just as we naturally sign our names using our dominant hand, we also interact in the world using our dominant personality preferences and styles. If you are left- handed, you can understand why you would want to sign with your left hand. You can also probably see why right- Personality type is fundamentally a handed individuals would prefer the way of explaining individual differences. opposite hand. Looking at type shows us that there are reasons why we like or dislike the We know that all people are different, Personality styles are a lot like a person’s things we do. There are explanations yet those differences aren’t always so preference for writing with a particular for why we work the way we work easy to navigate or understand. We hand. The ways you solve problems, and why we interact with others in see this every day in the workplace. prioritize information, make decisions, the manner we tend to prefer. It isn’t We wonder why others struggle with and even structure your time are random, it’s our type! the tasks that we find so simple, or individual and unique to you. How you why a concept makes complete sense approach all these things seems perfectly Today, we’ll look at the four key to the rest of the group but not to us. normal and natural—just like the way dimensions of personality type to help Why do some people get so bent out you pick up a pen to write your name. us understand ourselves and others. of shape when meetings don’t start We’ll explore the different styles on time? Why do certain folks insist on Now, your coworkers probably don’t of processing information, solving verbalizing seemingly every thought care much which hand you use to write. problems, relating to others, and that enters their brains? But differences in personality styles organizing time.

We tend to think that people who ends of a continuum. For example, your aren’t like us are not only wrong, Energy Style may be either Extraverted but perhaps even malicious. We or Introverted. Your personality often don’t understand that they assessment will help you to determine are operating on the basis of their which end of the spectrum you fall on. personality type, and we are operating on the basis of ours, and if we aren’t intentional about navigating the differences, the result is clash.

Identifying and learning about your own When we talk about human personality personality type helps you to better we use a framework of four key understand your own preferences elements, also called dimensions. These and needs within the workplace. And four dimensions of personality help to as we come to know and understand describe you and how you operate and ourselves, we increase in our ability to thrive in the workplace. understand others as well. Keep in mind that no one is 100% situated on one side of the spectrum at all times. This is unrealistic and fails to take into account that we’re human, not robots, and we may have different approaches depending on the situation. You may notice that you exhibit characteristics of both styles we describe. Maybe you’re more Extraverted at work, but more Introverted at home. It’s likely, though, that one style will feel Personality typing describes and The four dimensions of personality are: like the more consistent fit. Try to think highlights our unique styles within the about which style is most natural and workplace. For example, not everyone • Energy style comfortable to you. solves a problem, develops a new idea • Cognitive style or leads a team in the same way. You’ll • Values style discover what motivates you, and • Self-management style under what circumstances or in which environments you do your best work. Understanding your own needs can PERSONALITY TYPING help you to move toward meeting them DESCRIBES AND and, in the end, achieve your highest HIGHLIGHTS OUR professional potential. UNIQUE STYLES WITHIN THE WORKPLACE. FOR EXAMPLE, NOT EVERYONE SOLVES A PROBLEM, DEVELOPS A NEW IDEA OR LEADS A Each dimension is described in terms TEAM IN THE SAME WAY.” of two styles situated on opposite

Additionally, you may find that you score The first dimension of personality type Understanding how we get our very highly or identify quite strongly for we’ll cover is energy style. This refers energy—what refreshes and excites us, one style in certain dimensions of your to the way in which you interact with and what drains us—is an important personality, while with regard to other people in your environment: What key to discovering how we flourish in components, you may fall closer to the gives you energy and what drains you? the workplace. middle. This too is normal. While some people feel energized, and even relaxed in the presence of groups, others find having to spend time with more than just a few people to be daunting and draining. Some relish time in solitude, others find it a recipe for depression. Where do these differences come from?

It isn’t that some folks like people and others don’t, or that certain individuals First let’s talk about the Extraverts. are afraid to be alone while others are :: ACTIVITY :: comfortable on their own. It comes Extraverts focus their energy on, and down to how people are energized gain energy from, external sources. Before discussing each of the four and where they most naturally find Their vision is more likely to be directed dimensions of personality type, we comfort and refreshment. Just because toward their experience of the outside recommend asking participants to get an individual identifies his or her style world than toward the inner life of the up and sit with others who share their as Extraverted or Introverted, it doesn’t mind. And while this doesn’t mean style. Participants can be divided into mean that there isn’t any crossover. Extraverts can’t be great thinkers, two groups and seated on opposite Extraverts may recognize the need for they tend to do their best thinking sides of the room. For example, before isolation to finish an important project and processing in a more communal, discussing energy style, you may and the Introvert may genuinely look collaborative way. take a break in the discussion to ask forward to a group lunch meeting. There Extraverts sit to on one side of the is definitely room for flux depending on People of this type process verbally— room and Introverts on the other. This the circumstances and the individual’s essentially thinking out loud. If you’re an is not to promote division, but to help needs and preferences. Introvert this probably drives you crazy; participants get a better sense of which how can people start talking if they of their coworkers share their styles Paying attention to energy style is a don’t know what they’re going to say? and natural tendencies, and which have significant contributor to workplace But there’s an explanation: Extraverts different styles. satisfaction. If you prefer solitude tend to verbalize what they’re doing as or small groups and are consistently they do it—this is actually how they expected to take part in large think through plans and decisions. meetings or to attend networking They weigh their thoughts and ideas by events, you could see your position as talking them out. Introverts who don’t a drain on your energy, a poor fit and express their thoughts until they are even distasteful. If, on the other hand, fully formed and ready to be etched in you thrive in a bustling, collaborative stone may struggle to discern what the work environment, asking you to Extravert is really serious about and telecommute, or to work on projects plans to do, and which ideas he or she is solo, may be setting you up for simply toying with. certain failure.

33 Extraverts in the office are the social group. While Extraverts will be talking contributes something valuable to the butterflies. They know people’s names out their ideas start to finish, the workplace, but in different ways. and their personal business. Rather Introverts may say nothing at all. This than send an email, they pop into your isn’t because they have nothing valuable Participants should already be separated into office for a chat. Extraverts speak openly to contribute; they’re simply not their respective styles, Extraverts on one side in meetings and other group sessions compelled to take the floor and invite and Introverts on the other. Ask each group and don’t hesitate to share ideas. When all the attention onto themselves. They to choose a reporter and then have them list assigned to a group project they try to would also never dream of piping in answers to the following questions. keep the mood lively and interactive. While before their thoughts were fully formed. supervisors may see this as a waste of As a result, they say quite a bit less. To Extravert Group: time, these are the circumstances under get their input, you should to ask them List 2-3 Extravert strengths. What which Extraverts are most productive directly, or even by email, and then makes Extraverts special? What and engaged in their work. Attempts to give them space and time to respond are the advantages of working with silence them or hamper their relational without interrupting. an Extravert? nature won’t make them more productive, only dejected. Introverts spend a lot of time List 2-3 Extravert weaknesses. What processing life mentally—they think makes Extraverts sometimes hard to things out before doing them and they work with? may not say much about their plans or what they have accomplished. This Introvert Group: is quite different from their Extravert List 2-3 Introvert strengths. What counterparts who are more likely makes Introverts special? What are to dive in and figure the details out the advantages of working with as they go, and certainly talk about an Introvert? it afterward. List 2-3 Introvert weaknesses. What Introverts are more intentional about makes Introverts sometimes hard to Now on to the Introverts. bringing people into their personal work with? lives, and don’t share their thoughts, While Extraverts are focused outwardly ideas and personal details so liberally. Give 5-10 minutes for discussion, then and gain their energy and enthusiasm They share their plans only when ask both groups to share their answers. from outside of themselves, Introverts necessary and sometimes not even Encourage participants to ask questions function oppositely, finding their energy, then. As opposed to focusing on many of the each other. peace and refreshment from within— things superficially, Introverts do better either in solitude or in the presence of a focusing on fewer concepts or tasks but few trusted individuals. with greater depth, making them a good “EXTRAVERTS fit for long-term projects and plans. AND INTROVERTS The Introvert flourishes in calmer, TEND TO EASILY quieter environments where they aren’t MISUNDERSTAND expected to be constantly social and :: ACTIVITY :: ONE ANOTHER. THIS upbeat. A busy workplace with a lot of ACTIVITY CAN HELP TO chatter can be a drain on the Introvert’s Extraverts and Introverts tend to easily SHOW THE BENEFITS energy and likely not a good fit. misunderstand one another. This activity AND STRENGTHS can help to show the benefits and OF WORKING WITH In meetings and other collaborative strengths of working with both types. BOTH TYPES.” work, the Introvert prefers a smaller Participants will also see that each style

:: ACTIVITY :: These types can each bring something information, in the end they believe and very valuable to the table. And while it are convinced by that which they can Before discussing Cognitive style, you may take you some time to figure out see, experience and prove, not by that may take a break in the discussion to ask how to communicate effectively, you which could be. Sensors to sit on one side of the room and can complement each other beautifully. Intuitives to sit on the other. Put the Sensors on the practical matters Practical and realistic, for Sensing and the Intuitives on the vision. Both types, it’s “just the facts, ma’am.” They cognitive styles can add value to nearly aren’t looking for deeper meaning, any workplace. connections or interpretations. These traits will be valued by supervisors who are also highly practical types. Intuitives, however, may see Sensing types as overly literal, unimaginative or closed to new ideas. They may be perplexed by the Sensing individual’s preference for the concrete and general distaste for the abstract. What do you notice? What captures your attention? While this may seem random, or simply a reflection of the things that naturally interest you, how you pick up First we’ll talk about Sensors. on details in your world is actually tied to personality. Sensors focus on the facts, the raw data and that which they can immediately Cognitive style refers to your preferred perceive through the exercise of their manner of taking in information, and five senses. Practical in their approach, to the sort of data that most naturally they think literally and in terms of what commands your attention. Some they can readily see and work with. This will notice the details and concrete, doesn’t mean Sensors can’t interpret On the other side of the spectrum, we observable information, while others their data or read between the lines, or have Intuitives, who are naturally less naturally focus on the conceptual, and that they have no sense of future vision, focused on the raw data, or the small what the data could be, more readily but on the whole they are focused on details that are so readily observable to than what it is. the present, living comfortably in the Sensors. Instead, Intuitives take a here and now. broader view, seeing patterns, As you focus on your outer world, you connections and potential in the world are noticing and thinking about the Sensors get their label from their around them. They visualize not only data in a way that is unique to your practice of taking in their information what something is, but what it could be. personality. Some see the potential through the use of the five senses— They are future-focused, interested in in everything, while others believe they focus specifically on that which abstract concepts, and may even have a that what you see is what you get. can be seen, felt, heard, smelled or flair for the imaginative. Thus it is said that Intuitives tend to tasted, and these are the raw data they focus on theory, abstract concepts and work with. They don’t import much Intuitives can be great visionaries underlying meaning, while Sensors interpretation onto the data and may be because of their knack for visualizing see the concrete examples and the quite literal in the way they process and potential. They readily see where a raw data, tending to be more literal speak about what they have observed. product or project could go or how it and practical. Prioritizing facts and impersonal could be made better. And many will

35 be motivated to see this vision made :: ACTIVITY :: :: ACTIVITY :: reality. Their ability to pick up on cues and make connections means they’re This activity helps to highlight some of the Before discussing Values style, you may compelled to read between the lines. differences between Sensors and Intuitives take a break in the discussion to ask That is to say they’re likely to discern a in the way they take in details and process Thinkers to sit on one side of the room and veiled meaning, or perceive someone’s information. Ask participants to use the Feelers to sit on the other. emotion or motive even if very little back side of the piece of paper you handed tangible evidence supports it. out at the beginning of the workshop.

Rather than simply following the pattern Choose a celebrity that will be well- of what has always worked, Intuitives known to your group and not highly embrace the opportunity to change controversial and ask individuals to list 3-5 or try something new. They seek new characteristics of the individual. Allow 5 solutions to old problems and enjoy the minutes for participants to generate ideas. process of innovation and creation. At times this can even make them seem Once the lists are completed, ask the restless. But their belief is that nothing Sensors to share some of their answers. stands still (nor should it) and that all Call attention to the responses that are Values style has to do with our approach things are in the process of becoming particularly Sensor-specific, i.e. sensory to decision making. The information we what they could be. details such as body shape, color of hair, take in, regardless of the area of our lives, ethnicity. Then repeat with responses from usually leads us to draw some kind of As big-picture people, they take the the Intuitive types, noting Intuitive-specific conclusion or make some kind of bird’s eye view and focus more on responses such as the individual’s work, decision. It isn’t so much the raw the whole than the parts. Thinking ideology, contribution, etc. information (whether observed and speaking broadly, they are less abstractly or concretely) that leads to the concerned with the details than with This activity demonstrates our clear decision; it’s how we square the the greater concept. They draw meaning preferences for what we notice and data with our personal value systems. from what they observe and are what kind of information most naturally naturally inclined to take the next step lodges in our brains. It’s not that one Once we have the raw information toward interpreting it. type of information is more important or facts, how do we use them? than the other or that some people pay What influences our interpretations, Intuitives are naturally creative and attention and others don’t. We each conclusions and decisions? Two people thrive in environments in which they have a natural preference for the type of could have the same experience or can express this preference. They’ll be information we work with best. observe identical data and they may frustrated by routine work and daunted even agree on what it all means. But by supervisors who are more practical “EXTRAVERTS the decisions they make as a result of and by-the-book than innovative and AND INTROVERTS the data could be wildly different. Why visionary. Sensing types may struggle TEND TO EASILY is this? to appreciate their “blue sky” approach, MISUNDERSTAND seeing their imaginative style as ONE ANOTHER. THIS It has to do with the values filter that impractical and even bothersome. ACTIVITY CAN HELP TO this information must pass through SHOW THE BENEFITS before it can be used in any tangible AND STRENGTHS way. For Thinkers, that filter will be OF WORKING WITH more impersonal and characterized by BOTH TYPES.” logic, while Feelers look most readily to personal and interpersonal implications.

36 Thinking types like universal standards explained by logic. They think carefully and want one set of rules and about the outcome and impact of their guidelines that apply to all people in all words and actions, and tend to excel in situations. They are disinclined to make diplomacy and tact. exceptions or consider special cases. Firm in their convictions, they can It is important to note that Feeling appear quite intractable. types, though they may not exclusively base their decisions and conclusions Competitive and driven, Thinking types on logic, are not, by default, irrational go after accomplishments, valuing or illogical. The difference is that they achievement and the recognition they prioritize how the decision accords Thinkers in the workplace will be known gain from arguing their point well, with their personal feelings and values, by their objective and cool approach to winning a case or proving their position. perhaps more than how it measures up most situations and decisions. They act to objective rightness. decisively and definitively, and believe Thinkers are often quite successful in decisions ought to reflect truth and business, especially within corporate Additionally, accomplishments and stand up to the rigorous test of logic. settings, as many will appreciate the achievements are not the highest aim To make a decision or choose a course Thinker’s honest, straight-shooting for Feeling types. While these may of action that may feel good, but isn’t nature. However, they may also get into be appealing to them, people of this logical, makes no sense to them at all trouble for failing to exercise tact and style also recognize the importance and will even feel quite wrong. diplomacy, because, again, stating truth of conveying their values, cultivating is more important to them than how relationships and building a strong Analytical and rational, Thinkers their audience may perceive that truth. team. They’re generally team players deal well with impersonal data and who thrive on cooperation, and they information. They value truth and aren’t afraid to overlook differences or fairness and place rightness above the occasional flaw in reasoning, if doing public opinion every time. The facts so promotes greater harmony and unity. should speak for themselves and lead one to a clear, dispassionate decision. More important to them than tangible achievements, is feeling appreciated Feeling types, with their focus on and knowing that others are pleased individual concerns and personal with their work or have been helped by outcomes, will perplex their Thinking it. Feeling types have a strong need to counterparts who cannot fathom be valued in the workplace and to know making a decision based on anything Feelers place a high priority on empathy that superiors and coworkers genuinely other than solid mental activity. and compassion and are concerned with care about them. They will work to Thinkers may be easily misunderstood the personal impact of their decisions, make their professional environment in the workplace, especially by their even if it means that objectivity or relational and supportive of others as Feeling counterparts, as they can appear across-the-board fairness may have well. While Thinking types may criticize quite cold and are rarely interested in to take a back seat. This doesn’t mean this as touchy-feely and fluffy, their spending as much time getting to know they’re necessarily more prone to bias Feeling coworkers will appreciate it. their coworkers on a deep, personal or extending special treatment, or that level. It isn’t that they don’t have a heart, they don’t care about logic. Rather, but that they don’t tend to bring it with Feeling types recognize that not all them to work. people nor circumstances are created equal, and the totality of life cannot be

37 :: ACTIVITY :: :: ACTIVITY :: :: ACTIVITY ::

Read participants the following scenario: Give the group the following instructions: Before discussing Self-Management style, you may take a break in the discussion to The company is facing layoffs. Two You have been asked to have lunch with ask Judgers to sit on one side of the room employees, Robert and Andrew, a new employee. He or she asks you, and Perceivers to sit on the other. hold similar positions in the same “Why is this a great place to work?” How department. Rather than employing two do you answer? people to do the work, the company will reshuffle some of the tasks and create a Take five minutes to work with your new job description for one employee. group to develop 4-5 responses.

Both employees are highly qualified. Ask the groups to share their answers Robert is 60 years old and has been with noting that their responses tend to the company for 25 years. His service demonstrate the values associated to the company has been impeccable; with their respective types. Thinkers are however, because he has so much more likely to note the opportunities Self-management style refers to how seniority, his salary is very high. Andrew for advancement and personal one structures his or her time, schedule, is 32 and was hired last fall. Even in achievement, high earning potential, projects and general approach to life. the short time he has been with the or the standing of the company in Did you realize that your natural company, he has shown great promise, the marketplace. Feelers are more spontaneity is really a dimension of your and he is willing to put in long hours to likely to note a positive company personality? Or that your daily practice advance his career. Robert has a wife culture, supportive teammates, or a of making to-do lists is an everyday sign with health problems and an older son humanitarian company mission. of your characteristic style? To you it he is putting through college. Andrew is seems like the most natural approach to also married with two small children. life, but it is actually your personality expressing itself in real time. Who do you let go? Take 5-10 minutes to discuss the situation with the Self-management style can be pictured members of your group and come to a on a continuum between “structured” conclusion. As you discuss, think about and “spontaneous.” It is possible to fall what information seems most critical to somewhere in the middle, but most you in your decision-making process. Be people will be able to identify the side ready to share with the group some of of the spectrum on which they most the reasons as to why you have made naturally fall. your particular decision. “DID YOU REALIZE THAT YOUR NATURAL Imagine a day with no scheduled Have the groups share their responses. SPONTANEITY IS plans, events or activities. How REALLY A DIMENSION do you deal with it? Do you move OF YOUR PERSONALITY? to proactively structure the time, OR THAT YOUR DAILY partitioning it for different tasks you PRACTICE OF MAKING TO-DO LISTS IS AN would like to accomplish, or do you EVERYDAY SIGN OF bask in the anticipation of a completely YOUR CHARACTERISTIC unstructured day, just waiting to see STYLE?” what life brings to you and not wanting to put any boundaries around it? How

38 you approach your non-work time, or work environment is usually the best fit. prefer to roll with the punches and how you allow this time to approach As they are natural self-starters, there cross bridges when they come to them. you, may be the best indicator of your isn’t much need for excessive oversight. Critically, they believe they are most natural style. effective this way. Set-in-stone plans While their commitment to goals and and strategies can feel stifling, stressful While these styles can be wildly structure can certainly help Judgers and a drain on their creativity. different (and with this dichotomy to be quite productive and successful, there is great potential for conflict) they can also alienate others with The fact that Perceivers tend to be if the two types can agree to try to their patterns, regimens and rules. spontaneous and flexible doesn’t understand each other and work While these patterns may definitely mean they hate structure. They together despite their differences, they set the stage for the Judger to flourish, simply have a harder time creating it can complement each other richly. The these are not the conditions under for themselves. While some will feel Perceiving types bring some much which everyone thrives or performs stifled by the structure imposed by needed spontaneity, flexibility, and their best work. their jobs or supervisors, others may openness to ambiguity. Judging types welcome it since they often have a hard contribute the kind of structure that Judgers find great comfort in time creating this structure or routine protects against procrastination and predictability. This doesn’t mean themselves. helps to ensure that projects actually they don’t deal well with change, but get completed. When the two parties they value a degree of predictability For Perceiving types, time is generally are committed to working with each within that change. Supervisors who fluid, as is their approach to deadlines. other’s differences, the results can be are constantly upending the plans, Rather than move toward a deadline in quite positive and productive. or workplaces that naturally involve a measured way, they’re more likely to constant change and unpredictability, dawdle a while, take in more information may challenge their sanity and their and then work up a burst of energy that need for structure. The Judger’s downfall will carry them over the finish line. Their is rigidity. downfall, however, may be poor time management and a tendency to struggle with procrastination.

Perceivers are quick on their feet in unpredictable situations and skillful in dealing with spontaneity—even enjoying it. In the end, Perceivers are naturally more focused on the journey than on the destination; they relish the process Ordered and organized, Judgers are and may be less concerned with tangible the ones with daily to-do lists, monthly outcomes or completion of tasks. goals and a five-year plan. They approach time head on, ready to make it work for them and seeking to get the Perceivers relish freedom and flexibility most out of it that they possibly can. and thrive in environments that are open to adaptation, innovation and Judging types excel at decision change. Rather than making definitive making and tend to find ambiguity decisions and plans, they prefer to uncomfortable. They’d prefer to make continue perceiving their environment or WHILE PERCEIVERS a decision and move on, even if it isn’t absorbing the data until the answer WILL BE FULL OF IDEAS the best decision. They have a hard becomes clear—perhaps until the AND POSSIBILITIES, time waiting and may get tired of question is no longer relevant. The need THEY TYPICALLY sifting through information to get to the to make a decision can be stressful to best conclusion. They just want to be them, and they prefer to remain open to WON’T BE READY TO done with it. possible options and new information as FORMULATE A DEFINITE long as possible. ROADMAP FOR PUTTING Judgers have such a strong sense of THEM INTO ACTION. internal structure that they may find While Perceivers will be full of ideas it both challenging and uncomfortable and possibilities, they typically won’t be THEY PREFER TO ROLL to have to submit to someone else’s ready to formulate a definite roadmap WITH THE PUNCHES” organization. An orderly, yet flexible for putting them into action. They

39 :: ACTIVITY :: When we understand personality type, share your personality components we can better articulate our own talents and styles. While this isn’t always our Participants can do this activity and strengths. Knowing that you are natural tendency, it is one that we can individually. Give the following instruction: an Extravert or a Judger allows you to become more intentional about when play up the strengths and qualities that we see what other styles and types A distant, but generous relative passes these styles offer and can help you to have to offer. away and you receive a check for $1000. make better choices when taking on What do you do with the money? How do projects or seeking new positions. While you decide? certain positions may seem appealing on the surface, they could be a poor Allow participants 5 minutes to list fit for your type. Understanding your what they would do with the windfall type helps you to make savvier career and then ask participants from both the decisions and put your best skills and Judging and Perceiving types to share strengths forward. their answers. Answers often show Judgers’ inclination to be responsible, organized and intentional with the money and Perceivers’ tendency to be more spontaneous or to try to gamble or invest the money in order to make more.

An understanding of personality type has benefits that go beyond understanding your own potential. The real power of personality type comes when it’s time to work with others. Understanding the types of your teammates allows you to communicate As we’ve discussed the styles, you’ve effectively, work together efficiently, probably noticed your reactions to and use everyone’s strengths to their some of them. Maybe some styles best advantage. stood out to you as very natural. Maybe you even thought, “But doesn’t Understanding your own type or everyone do things this way?” Yet as a coworker’s type can help you to you can see, for each style, there is embrace it—especially if you are an opposite approach with its own in charge of hiring, managing, or benefits. While you may be attracted assembling a team. We are naturally to one style more than another, it’s drawn to people of our own type. important to remember that your Intuitives connect with Intuitives “UNDERSTANDING preference for a particular style doesn’t and Thinkers best understand other YOUR OWN TYPE make it the best way for everyone. Thinkers. However this can create a OR A COWORKER’S Although there may be better and lack of diversity that may then result in TYPE CAN HELP YOU worse approaches to a given situation, legitimate blind spots and a shortage of fundamentally, no one type or style creativity and innovation. TO EMBRACE IT— is better than another. Styles are not ESPECIALLY IF YOU good or bad, nor right or wrong. The Being aware of what strengths your ARE IN CHARGE OF goal is to see how to make your style type offers and what it lacks can HIRING, MANAGING, and personality type work for you and help you to better fill a department to better understand how to work with or a team. You learn to search more OR ASSEMBLING the unique styles of those around you. specifically for the unique gifts that can A TEAM.” be contributed by those who may not

When your entire team understands probability of bringing you satisfaction :: CLOSING ACTIVITY :: personality type, you’re better able to and fulfillment. While some types need to feel that every day is different, other Take some time now to open the • Gain a framework for types yearn for predictability. While discussion and allow participants to share understanding how people some will crave leadership, others would their thoughts, feelings, and reactions. function in the workplace, how rather leave the decisions up to Most likely, your group will have lots to they process information and someone else. Personality type gives say. But if you need some help stimulating make decisions, where they you clues to the work environment and the discussion, here are some questions get their energy and how they roles that suit you best. to get you started: structure their work lives and approach to projects and tasks. Learning more about personality helps • What did you learn today that • Make the best use of your you not only find your perfect career surprised you? About yourself? employees and understand or best fit within an organization, but About your coworkers? whether their position is also can help you to make the career • Now that you know more about meeting their needs and you are currently in more fulfilling and a personality type, how would using their strengths. Learn to better fit for your skills and talents. As you describe the aspects of recognize natural strengths and you approach your work over the next your personality that make how they can be utilized and several days, take some time to think you good at your job? maximized. about these questions: • How would you describe the • Anticipate and accept behaviors aspects of your personality that are different than your • How can you expand your that present challenges own and that may even be duties to exercise more of your for you at work? irritating. It’s easy to assume strengths? • Did today’s presentation people are intentionally • Are there opportunities to give you insight into any annoying you when really delegate your weaker areas? challenges or conflicts it’s just their natural mode of • How can you make your work you’re currently facing? operation. It’s not necessarily life more efficient? • How do you think you can wrong, just different. • What changes can you make to use this information to make • Better understand the your work life to achieve more tangible improvements in reactions of your coworkers and fulfillment? your productivity? What understand how they respond about your job satisfaction? to stress, change and conflict. • Learn to adapt to the styles In the coming days, your group of your coworkers for a more members will probably be thinking a lot effective and harmonious work about the concepts you’ve discussed. environment. Learn to work To maximize the effectiveness of better together. this workshop, it’s important to keep the ideas alive within your group. Think about how you can incorporate personality type concepts on an ongoing basis in your team interactions. You might ask your team to help you brainstorm ways to make this new knowledge an integral part of your culture as a team.

Congratulations! You’ve just led a wildly successful workshop on personality type in the workplace. Understanding your unique type helps Your team is now better equipped you to define what career satisfaction to manage themselves and and professional fulfillment mean to others for maximum success. you. Each person will answer this differently, but personality type gives Give yourself a well-deserved pat valuable insight into what settings and on the back! types of careers have the highest