How to Find Your Soul Mate Using the MBTI Assessment

Admittedly, that title is a bit deceiving, because this post is all about how every type can be compatible with every other type.

That's right, there is no perfect equation of Myers-Briggs Type Indicator (MBTI) instrument results that make you a better or worse match for anyone else. I am an example of "opposites attract" myself. As an ISTJ, I have daily struggles in communication and understanding with my ENTP fiance, but when you want to make it work- you do.

Similarly, like-types don't necessarily have the easiest relationships either. Just because you view life from the same lens, doesn't mean there won't be disagreements, conflicting priorities, and values.

Relationships and marriages take work. That goes for every kind of relationship. Whether you're looking for the "perfect" co-worker, team member, leader, or soul mate...there is no perfect MBTI type that will ensure a stress free relationship.

The key is understanding and respecting one another. Once you learn to see value in the unique ways in which we all view the world, you can learn how to give and take to make a healthy, happy relationship.

Robert C. Dodds: "The goal in marriage is not to think alike, but to think together."

Updated: What is the most common MBTI personality type on Twitter?

I recently re-researched the most common Myers-Briggs Type Indicator (MBTI) instrument personality type on Twitter via a SurveyMonkey.com survey. There were 215 participants (after filtering out duplicates, non-twitter users, and people who reported they did not know their MBTI preferences). Clearly this is a tiny sample of the overall Twitter population and the survey was meant to be fun (not scientific), but these were the results from my efforts.

A few summary notes:

• The personality types that are OVER-represented on Twitter are highlighted in Blue.
• The personality types that are UNDER-represented on Twitter are highlighted in Red.
• The most common personality types on Twitter are ENFP, INTJ, and INFJ (representing 40% of my sample population)
• The least popular type on Twitter was ESTP (only 1 participant) ESFJ, ISTP and ISFJ (each with 3 participants)
• 52% of the Twitter population reported Introversion, and 48% Extraversion
• 81% of the Twitter population reported iNtuition preferences vs. 19% Sensing
• 55% of the Twitter population reported Thinking preferences vs. 45% Feeling
• 57% of the Twitter population reported Judging preferences vs. 43% Perceiving
• NF (Idealist) = 40%
• NT (Rational) = 41%
• SJ (Guardian) = 14%
• SP (Artisan) = 5%

ISTJ
% of General Population: 11.6%
% in Twitter Sample: 6.05%

ISFJ
% of General Population: 13.8%
% in Twitter Sample: 1.40%

INFJ
% of General Population: 1.5%
% in Twitter Sample: 12.56%

INTJ
% of General Population: 2.1%
% in Twitter Sample: 13.49%

ISTP
% of General Population: 5.4%
% in Twitter Sample: 1.4%

ISFP
% of General Population: 8.8%
% in Twitter Sample: .93%

INFP
% of General Population: 4.4%
% in Twitter Sample: 5.58%

INTP
% of General Population: 3.3%
% in Twitter Sample: 9.97%

ESTP
% of General Population: 4.3%
% in Twitter Sample: .47%

ESFP
% of General Population: 8.5%
% in Twitter Sample: 1.86%

ENFP
% of General Population: 8.1%
% in Twitter Sample: 13.95%

ENTP
% of General Population: 3.2%
% in Twitter Sample: 8.84%

ESTJ
% of General Population: 8.7%
% in Twitter Sample: 5.58%

ESFJ
% of General Population: 12.3%
% in Twitter Sample: 1.4%

ENFJ
% of General Population: 2.5%
% in Twitter Sample: 7.91%

ENTJ
% of General Population: 1.8%
% in Twitter Sample: 8.84%

While the differences between the general population and the Twitter population are interesting, I think the more interesting question is HOW each personality type uses Twitter. Some use Twitter for social interaction, where others use it almost as a social bookmarking site. Some use Twitter as a marketing/sales tool, whereas others just lurk and watch the public timeline flow.

A more interesting study would look at the content of tweets by personality type. In addition, you could study variables like # of tweets/day, # of followers/following, etc. I think that kind of study would be fascinating!

We must also acknowledge that there are plenty of sampling biases in this survey. There is a question of whether or not some personality types are more likely to participate in volunteer surveys in the first place. Also, the survey was promoted to others within my network via "retweets" so it could potentially be that my twitter friends (and those that they retweeted the message to are not the "normal" twitter population.)

As a side note, I plan to leave the original survey site on SurveyMonkey.com open and continue collecting responses to see if results change with a larger sample size. The survey is available here: http://www.surveymonkey.com/s.aspx?sm=BsbZQS4IQ5hpVANWrxfxSA_3d_3d

So You Wanna Be a MBTI Master Practitioner?

I've recently had several questions from readers about how to become a Myers-Briggs Type Indicator (MBTI) instrument Master Practitioner.

First, and foremost, please check the official Master Practitioner page for details, applications, and Continuing Education opportunities. I will also provide a link to the Master Practitioner site on the right hand navigation column.

However, I'd also like to address some of the most common questions here:

What is the difference between a Certified Practitioner and a Master Practitioner?

A Certified Practitioner is anyone who has successfully completed the 4-day MBTI Certification Workshop from an accredited provider (CPP, AMA, CAPT, Type Resources, or G/S Consultants) and passed a final exam. Whereas, a Master Practitioner has also completed and passed the Certification Course, but also has a substantial documented background of holding MBTI debrief workshops and has completed Continuing Education Units. In other words, through experience and continuing education, we recognize those individuals with the highest level of MBTI expertise as MBTI Master Practitioners.

How do I become a Master Practitioner?

The full details can be found here. But the basic requirement is that you need to complete a 4-day MBTI Certification Course and after that you can apply to start the Master Practitioner process. Then, you will use the MBTI Master Practitioner site to document 40 hours of work with the MBTI instrument and 40 hours of qualified continuing education. You can apply for the Master Practitioner status through the website link above. There is a $250 application fee.

Are there any perks to becoming a Master Practitioner?

Yes! First, the Master Practitioner status allows you to distinguish yourself and your expertise from other practitioners. More importantly, you can choose to be listed among the MBTI Master Practitioner Referral Network which can direct business your way and extend your social/business network.

Where can I find a provider of Continuing Education Units?

Here: http://www.mbtimasterpractitioner.org/search-mbti-training.htm

Be sure to check the many online courses too, which provide flexibility and cost savings from travel.

What else would you like to know?

Re-doing My Research on the Most Common MBTI Preferences on Twitter

One of the most popular blog posts on my site is the one where I researched the most popular personality type on Twitter. (By the way, back then the most common MBTI preference on Twitter was INTJ).

I've decided to try to replicate that research in a more standardized/long-term way, so I created a 4 question survey on Survey Monkey to log responses.

I will post the results once I have about 200 responses.

So, if you're a Twitter user and know your MBTI preferences, please go here and participate in my survey.

Spread the word!

Click Here to take survey

Trimming the Training Budget During a Recession? You Will Pay Later

I just ran across a well-written article that sums up the reason why you should never cut your training budget in a recession.  I know it's tempting.  Training and Organizational Development have always been challenged to show ROI.  After all, the activities involved in training do not tie directly to the bottom line, and soft skills training is tough to measure.

However, the statistics on this topic are clear.  Michael Haberman, the author of the article, makes the point very clearly:

People feel more valued when they realize the company is willing to invest money in their skill sets, despite tough times. Yes, I understand that people with a job are probably going to stay put whether or not they are trained. However, when the recovery starts (and it will, with or without the help of the government) employees who felt valued will be most likely to stay put when opportunities become available. Turnover is expensive and anything you can do to retain good workers will be beneficial. Training will help accomplish that.

Here's the real question?  Does the kind of training matter?  Not really.  The honest truth is that your employees need to feel valued.  Investing in your employees through training will pay you back through increased skills, engagement, and longer tenure.  

The cost of disengagement and turnover are devastating.  Some researchers estimate that disengagement costs US companies $300 Billion annually, and turnover can reach as much as 200% of the position's salary.  

Ladies and gentlemen, if we're not talking dollars, then we're not making sense.  Training isn't some fluffy HR outing with trust falls.  True training and development supports continuing education, skill development, and focuses on necessary competencies to perform a job.

So, instead of cutting training outright, find ways to extend the training in new ways.  HR Magazine had some great suggestions for training on a shoe-string budget in January 2009.

A few key ideas were to:

• Reduce the travel budget for the training- can the training be done online via webinar?  We live in a virtual world- grab a webcam for $50 and save on your airfare.  
• Keep the business going- instead of taking everyone out of business for a half-day, try to separate the training into two shifts, so productivity stays steady and everyone receives the training.
• Brown bag it- If you're running an all-day training, don't feel you have to cater in lunch.  Additionally, consider holding "lunch and learn" meetings.  Hold open one-hour trainings/discussions on a topic and people can voluntarily join and bring a brown bag for lunch.
• Put your training online, so development happens On-Demand.  If you've read my last few posts, you know this is an issue I feel strongly about.  For instance, give http://mbtithinkbox.com a try.
• Create a company wiki where employees can share their knowledge

There are many ways to use technology to maintain a strong training curriculum that won't break the budget.  Regardless, executives should be careful not to overlook the value they hold in their hands.  At the end of the day 90% of your organization's capital walk out the door (your human capital).  Invest in your capital, and you will see a significant return on your investment.

In a Recession, What Cut Backs Do You Refuse to Make?

Several of my friends are out of work, and we've been discussing what they have had to cut out of their budget to make ends meet.  Laurie Ruettimann even posted the question on her blog and had a great discussion in the comments:  http://punkrockhr.com/2009/05/04/punk-rock-hr-recession-watch-toilet-paper/comment-page-1/#comment-8490

I'm fascinated by the things people will or won't give up.  I also often find that the things we give up often relate to the Thinking/Feeling preferences.  

So, I pose the question to you....what are you NOT willing to give up and what is your type?  We'll have a little mini-case study of the readers.

Keep an open mind when thinking of the luxury items you refuse to cut out of the budget:

• Starbucks?
• Manicures?
• Coloring your hair?
• Two-ply toilet paper?
• Name brand products (i.e. are you buying generic now?)
• Premium Orange juice (nice one, @tonytsheng)
• charitable donations? (a Twitter friend who is ENFJ says she won't give up compassion!)
• magazines?
• movie channels?
• date nights out?
• cable?
• high speed Internet? (as a Twitter INTJ friend reported: I refuse to give up my internet access or independent thinking!~~  I love that!)
• Texting?
• gifts for birthdays?
• greeting cards?
• tech gadgets?
• as seen on tv stuff? (I wish I could, but I just can't give this junk up!)
• saving for your kids' college fund?
• Lottery tickets?

I'm finding that my Feeling preference friends refuse to give up things that affect others life gifts, donations, and gift cards.  

I'm a Thinking preference, so I'm the opposite.  I think through what I can cut out without being impacted.  For instance, I can give up magazines and check them out the next time I get my hair done (or at the library) instead.  I could cut out movie channels because I can wait until the movies come out on DVD at the RedBox.

So, how about you?  What won't you give up, and how does it relate to your type (or does it)?

P.S.  Even this Thinker has Feelings!  I did donate to my good friend Tilmin Hudson's AIDS Walk.  Tilmin is a Myers-Briggs guru and an all-around rockstar!  Read a recent article about here.  She is working to raise $1,000 and is over halfway there!  It's a great cause, and Tilmin has been in the Bike Race for AIDS research for 6 years now!  If you feel compelled, I know she'd appreciate your support.  Her donation page is here:  http://aidswalksanfran2009.kintera.org/tilminwalksforaids

MBTI Type Tables International Has Been Released

If you use the Myers-Briggs Type Indicator (MBTI) assessment internationally, then you may be excited to hear that CPP has just released MBTI Type Tables: International by Nancy Schaubhut and Richard Thompson.

This booklet shows the similarities and differences in personality type across 60 countries.

The information in this booklet could be helpful to trainers/consultants/Organizational Development professionals working internationally as the type distributions tend to differ based on the region/culture. 

Additionally, individuals who are taking work abroad have found the information interesting as they learn to adjust to the new surroundings and team members while observing unique patterns in personality preferences.

Here are some quick tid-bits you can find in the MBTI Type Tables International booklet:

The most frequently occurring type in Argentina is ESTJ, while ENTJ is more popular in Japan.

In Lithuania, ISTJ is the most popular personality type.

In the Luxemborg sample, there were no INFJ's.  Similarly, there were no ISFP's in the Pakistan sample.

If you would like more information on the MBTI Type Tables International booklet, please click here.

The New MBTI Teambuilding Binder Has Just Been Released!!!

Very exciting news!  

The newly revised (3rd edition) of the Myers-Briggs Type Indicator (MBTI) Teambuilding Binder has just been released.

The world-renown authors (Elizabeth Hirsh, Katherine Hirsh, and Sandra Krebs Hirsh) have added tons of new activities, handouts, PowerPoint slides, and much more in this new edition.

• There are 8 new icebreaker activities and 4 new wrap-up activities to help participants make the most of the workshop.
  
• There are 24 new charts and 6 new activities in 6 core organizational issues.
  
• There is also the extremely popular Living Zig Zag activity, which is a physical activity that allows participants to physically move around the type table to see where everyone lands and how that affects decision making.
  

I get emails from MBTI practitioners all the time looking for fresh new activities, and now there is a whole binder full of them!

The binder is available here from CPP (product 6991) for $250.

What is the MBTI Step III? Who should use it and why...

If you are a type practitioner, you may have already heard about the soon-to-be-released Myers-Briggs Step III instrument.  While this tool is the natural progression of Isabel Myers' vision, it's practitioner requirements and applications are a bit different from the Form M and Form Q.  Therefore, I wanted to give you a bit more information about the assessment, and encourage you to contact CAPT for more information.

Overview of the MBTI® Step III Instrument:
The goal of the MBTI® Step III instrument is to enhance individual effectiveness in using perception and judgment.  It is designed for use in a setting where there is a one-on-one relationship between the client and the counselor, coach, or therapist.  The Interpretive report for the Step III includes descriptive statements and is intended to be the catalyst for meaningful conversations between the client and counselor or therapist.  Because of this usage context, it is a C-level instrument and there are very specific requirements that a professional must meet in order to purchase and administer the instrument.  

CAPT's recent bulletin goes further to say: 

Only trained professionals can purchase and use the Step III assessment with their clients. The reason for the above criteria is because it is important for professionals who use the Step III instrument to have an advanced degree in psychology, psychotherapy, or some other area that provides training and experience in “interviewing” or talking with individuals about sensitive areas in their personal lives.

 It is also important for Step III professionals to be able to adopt a non-pathological, non-judgmental approach to clients. The MBTI Step III instrument, like the MBTI Step I and Step II instruments, addresses healthy personality characteristics. With its goal of encouraging fuller development of healthy personality, the Step III assessment fits well with the current thinking from the field of positive psychology. 

In order to use the MBTI Step III, Professionals must:

• Have an advanced degree in an approved field
• Work with clients in a one-to-one counseling, coaching, or therapeutic relationship, with a minimum of two years experience
• Are familiar with the theory of psychological type and how it is used to help people increase self-awareness and develop skills for more effective living
• Have successfully completed the MBTI® Step III™ Certification Program.

If you meet the above criteria and want to register for the program, please complete the MBTI Step III Professional Requirements Form in order to be approved for enrollment.

Certification Program:

CAPT is running the MBTI® Step III™ Certification Program which will be held at the CAPT offices in Gainesville, FL from June 23 – 25.  The cost of the training is $1,795 and materials are included.  

If you are interested in attending the program, please go to:www.capt.org/training-workshops/MBTI-Training-Step3.htm

 

Using the Myser-Briggs and the DISC together Webinar

I sometimes hear from people that they are a Myers-Briggs fan vs. a DiSC fan.  The reality is that these two assessments actually approach personality in two different ways and therefore can be used together.  The Myers-Briggs Type Indicator (MBTI) is derived from the theories of Carl Jung on individual differences and innate preferences.  The DISC assessment is based on a behavioral model of personality.

When used together, you will see even more depth in the picture of a person's whole personality.  

To learn more, head over to CPP's ICON Success site to link to Dr. Sarita Bhakuni's presentation on using the MBTI and DISC together.  I personally really enjoyed the initial discussion on the issues surrounding Internal/External Locus of Control in combination with the MBTI.

You may also enjoy this PDF also written by Dr. Bhakuni on the topic of using the MBTI with DISC.

Myers-Briggs Speed Dating

Manage Your Career Transition webinar

You are invited to join "Managing Your Career Transition: Your Plan, Resume, and Interviews" which is a 2 hour webinar that will help you identify the effective positioning and compelling stories that will help you develop a successful plan, make your resume shine, and excel at your interviews. In this session, you will learn how to:

- Develop your Career KITES®, which will allow your career to soar!
- Build your STAR Stories®, which you will use to create a resume that will get you noticed
- Use the STAR Cycle® that will make you look like a STAR in your interviews (without having to brag about yourself)
- Deploy the most effective ways to perform research on target industries and companies- Build a realistic marketing plan that will get you the interviews you need to secure the position you want
- Execute your plan to achieve the optimal results and shortening your search time

Date/time: Wednesday May 13, from 9:30 am to 11:30 amRegistration fee: $35Registration link:------> http://www.acteva.com/booking.cfm?bevaid=182686

To view the slide show from the Career Webinar I presented last month – please visit my LinkedIn profile - http://www.linkedin.com/in/jerrypico

I hope you can join us! Cheers!

Thinking vs. Feeling- A little humor for your Monday...

s you all know by now, I'm a big fan of Punk Rock HR and the author Laurie Ruettimann.  She always posts something funny on Mondays, and today I couldn't help but share.

This "Hurt Feelings Report" has to resonate with those who have a Thinking preference (and I'm positive some people with a clear Feeling preference will be appalled....it's humor, folks!).  I'm pretty sure I could use this form on a daily basis.  The "did you require a tissue for your tears" question was the best!  To view the report in full size, click here.

Okay, Thinkers, we've gotten our laughs for the day...now back to working on being understanding again!

Enjoy!

Link Love: All Things MBTI on the Web

I've been bookmarking emails and items in my Google Reader for a while with the intention of sharing them.  I finally got the motivation today, and plan to make this a regular monthly post.

Enjoy!

• In honor of Mother's Day, have you checked out MotherStyles: Using Personality Type to Discover Your Parenting Strengths by Penley and Eble?  It's available here.
• Suzanne Brue was featured in an article in Arthritis Today on Personality Type and Fitness.  Check it out.
• Have you heard about the Myers-Briggs ThinkBox?  Check it out this blog post that explains the on-demand eLearning platform here.
  
• The APTi Conference is fast approaching, it is in Dallas, TX from Aug 5th-9th- Register here.
• Also, did you know that APTi is now on Facebook?  Become a fan here.
• I can't forget to mention that the MBTI is also on Facebook here, and Twitter here.
• Driving workforce engagement using the MBTI, FIRO-B and Workforce Engagement Profile- here.
• Are you part of The MBTI Club?  They have really great newsletters.  I highly suggest you become a member (for free) here.
• Using the MBTI Career Report to coach career change:  here.
• APT eChapter Teleseminar on personality type and learning by Sondra VanSant on May 14th (registration deadline is this Tuesday):  here.  Also, the July meeting will cover the ZigZag model of problem solving and will be delivered by Patrick Kerwin.
• Ever wonder who uses the MBTI?  Here are some stories of how Marriott, JetBlue, Sony, St. Luke's Hospital and Health System, Southwest Airlines, Ernst & Young, Nokia, Kaiser Permanente, and Danbury Health Systems have been using the assessment.
• Here's an even deeper dive into how Southwest Airlines uses the MBTI assessment in their organization.
• CAPT has a great program coming up on June 11th in Chicago- Using the MBTI Step II in Teams- register here.
• Inside Higher Ed has a recent story about using the MBTI assessment to select dorm roomates here.
• Here's an article about using the MBTI to get out of the retirement rut.
• Interesting article by Kris Dunn at Fistful of Talent about Mark Hurd of HP and how teams must have diverse MBTI preferences for balance...check it out here.
• There's another article here by Kris Dunn about being an Introvert and flexing your type.
• Sandy McMullen of Personality Plus in Business shared this link to a great YouTube explanation of Introversion
• Also from Sandy McMullen- here is a great portrait of an INFJ.
• One last one from Sandy- this one is on differing preferences:  here.
• These two articles (here and here) discuss whether or not social media is creating more introverts.
• Just for fun- here is a link to the hypothesized personality types of the Simpsons characters.
• Type Resources posted an interesting article about FIRO-B, Myers-Briggs and Twitter here.
• The MBTI Master Practitioner program has officially launched- learn how to become a Master Practitioner here.
• Here's a great post on the difference between Industrial/Organizational Psychology and Organizational Behavior.
• A little bit of MBTI is mentioned in this article about the Psychology of Twitter.
• Finally, in case you hadn't already heard- CPP recently released Introduction to Type and Innovation.  When you order, use Source Code BPSM2009 and receive 15% off.

That's all for now.  If you'd like to suggest an article or site for me to share in my next post, please email me at breannepotter@gmail.com.

It's an On-Demand World- Does your HR Department "get it"?

This weekend, I celebrated Mother's Day by taking my mom to Pella, Iowa for their annual Tulip Festival.  It was a wonderful trip and a great little vacation just for the two of us.  

Since I've been trying to convince my mom to get an iPhone for a month now, I urged her 

to toy with the phone the whole trip.  As we dr

ove along, our conversation would naturally lead to questions we couldn't answer.  For instance, as we drove near Madison County, there was a sign directing you to the covered bridges nearby.  We wondered if the movie "The Bridges of Madison County" was based on (or filmed near) Madison County, IA (and it was).  So, during the whole 4 hour drive, she Google'd and Wikipedia'd away to find answers to our questions.  She text message'd, updated my Twitter, a

nd Facebooked the whole way.

I am quite proud that my Baby Boomer mom is so technologically savvy.  She not only understands that my generation lives in an on demand world, but knows how to use technology to get answers a

nd help on her own.  She "gets it."  My dad isn't always as quick with the physical use of technology (he'd rather have you do it, and tell him the answer), but he totally sees the value and necessity for technology.  He knows my generation wants answers and solutions now, and will not tolerate having to rely on anyone else to do the work for them.  He has always been ahead of his time with regard to technology.  He proposed live web streaming cameras to catch traffic, monitor golf courses, and even traditional and doggy day cares about 10 years ago!  He definitely "gets it."

I'll even go a step further...my 80ish grandfather even emails me every once in a while.  He knows how to send Hallmark eCards, watch YouTube videos, and check the weather online.  Recently, I offered to scan in old pictures for him and clean them up with PhotoShop, but he insisted I teach him so he could do it himself.  Isn't that interesting?  My grandfather "gets it." 

So, why is it that so many people in the corporate world don't "get it?"  It amazes me when trainers and HR execs shy away from eLearning and Social Networking as if it's a fad that will go away if ignored.  Is it out of fear of being replaced, lack of understanding, or a generational difference that causes this hurdle?

The Baby Boomers are retiring and as Gen X/Gen Y are moving into leadership roles, we are in serious need of training and coaching, but are we receiving it in the medium that we want it?  In many ways, the use of On-Demand/eLearning platforms has to do with learning styles associated with personality type (Myers-Briggs® Type Indicator preferences), but to a greater extent there is an implication for generational learning styles.  

The Google/Wikipedia/Twitter Generation does not want to wait to enroll in a course and have information spoon fed to them.  I bet that if you tell someone who is Gen Y/Gen X that they are going through an MBTI® assessment workshop next week, they will have already soaked up all of the information they can find on the web before they enter the classroom.  In the immortal words of Que

en, "I want it all, I want it all, and I want it now!"

So, what do you do when your HR/Training department doesn't "get it?"  How do you convince someone who didn't grow up in an On-Demand world why eLearning it's a trend, it's a standard? 

Check out this study posted by Bersin & Associates (via Read Write Web) on the likelihood of Baby Boomers using Web 2.0.

"All ages and levels of white collar workers agree that new technology and software applications have made it easier to:

• Get up-to-the-minute information (95% agree)
• Improve productivity (90%)
• Manage information (87%)

But, when you start to look at social software, the statistics begin to diverge.

• 62% of Gen Y reports accessing a social networking site from work; versus only 14% of Boomers.
  
• 47% of Gen Y access Internet bulletin boards and forums from work - versus 27% of Boomers
  
• 44% of Gen Y access multimedia sharing web sites from work - versus 24% of Boomers."
  

Perhaps the issue isn't that they don't "get it" but rather, that they don't know WHAT to do with it!  There is a wisdom that comes with the experience of these tools that isn't being translated to those who haven't engaged the tool itself.  It's like the old saying "you don't know what you don't know."  Those of us who live and breathe web 2.0 must act as tour guides to the rest of the world.  We must learn to bridge the gap of knowledge by helping others see the value rather than rolling our eyes at the unknowing "outsiders."

On the topic of eLearning,  my suggestion is to help them understand how to blend the On-Demand/eLearning with face-to-face training/coaching.  For instance, CPP, Inc recently released a brand new On-Demand eLearning platform called the Myers-Briggs® ThinkBox.  The trainers 

I am speaking with already "get it."  They are devising ways to use this portal to help individuals satisfy their own self-development needs, while exploring how to initiate critical developmental conversations based on the videos/articles viewed on the platform.  In other words, the Myers-Briggs® ThinkBox isn't the "end" of the learning, it's the medium that facilitates the deeper conversations and in-the-moment coaching.  

Instead of pushing changes on a generation that hasn't experienced growing up in an on-demand world, try building a bridge to bring the two worlds together.  The same thing goes for tools like Facebook, Twitter, and LinkedIn.  When someone doesn't intuitively "get it."  Sometimes you have to help them into the shallow water, instead of tossing them into the deep end.  It's too easy to look at something like Twitter and not see immediate value.  Active Twitterers know that the tool only becomes fun and helpful when you follow and are followed by many people.  So, help the individual build that network and nurture their learning.  Remember that not everyone "gets it" as easily as you do.  

We can all take a step towards the other side to create a collaborative solution.  In a way, we are all trainers/educators.  We just teach different courses!

Remember:  "Anyone who stops learning is old, whether at twenty or eighty."  ~Henry Ford

Carl Jung Quote of the Day

It all depends on how we look at things, and not how they are in themselves. 

Judging vs Perceiving: Making Home Decor Purchases

I had one objective on Sunday- to put some finishing touches on our new home so it would feel "complete."  I had been running my schedule based on lists all week long (stuff to buy, stuff to do, stuff to clean, stuff to organize, stuff to put on the list of stuff!), and this was one of the few times when I genuinely needed my fiance's contribution.

Thankfully we have similar taste in home decor, or else the whole experience would have been a disaster.  Instead, it just highlighted our Judging vs. Perceiving preferences as usual.  

Me (J):  I like this painting, what about you?

Him (P):  Yeah, it's pretty cool.

Me:  Great, toss it in the cart.

Him:  Well, let's look around more.

Me:  Why?  

Him:  In case we find something we like better.

Me:  But we both like this....

Him:  But what if we both like something else better.

Me:  We have tons of blank walls...we can put that imaginary "something else" on a different wall.

Him:  I just think we should look around for a while.

Me:  You mean like "we should look around this store for a while"?

Him:  and other stores...

Me:  Why?  We like stuff here.

Him:  What if other stores have things we like?

And that's when I gave up and remembered why I furnished our last place on my own from the start.  My need to "complete" the home includes fully decorating all walls.  For my fiance, just having the boxes in the correct room constituted having finished the move.  

On the same topic of home decor, I had an idea that I thought was sort of fun and artistic, but I'm wondering if it's too ISTJ.  I know lots of people that turn one whole wall in their house into a montage of different decorative crosses.  I've always liked the look and would really enjoy going to tons of places to find different pieces.  However, to distinguish myself, I was thinking of making it a whole wall of different decorative clocks.  Is that a bit over the top for this VERY clearly preferring J?

I'll leave you with one more J/P exchange that left me shaking my head this week.  My fiance was on the phone with a friend and was invited to come over and hang out.  

Me (J):  What did your buddy want?

Him (P):  Wanted me to come over later...told him I'd give him a call later.

Me:  Oh, so are you going over there?

Him:  No.

Me:  So why didn't you tell him no.

Him:  Because I might go over there.

Me:  But you just said you weren't going to go.

Him:  I know.

Me:  So, are you going to at least call him later and tell him you're not coming over.

Him:  Nah.  

Me:  Why not?

Him:  He'll assume if I didn't call then I'm not coming over.

Me:  So, why did you even tell him you'd call him later?

Him:  Because I might end up heading over there...

Wait, what?!!!!  These are the things that boggle my mind.

Happy Cinco de Mayo all!

Follow The Instructions...Or Don't....Whatever....(Furniture Assembly- ISTJ vs. ENTP)

I moved into my new home this week, and am proud to say I'm nearly settled with everything in it's place.  I wish I could say the same for my ENTP fiance.  The basement is his game room and is still full of boxes and crates.  Moving has definitely highlighted our S/N and J/P preference differences.

Tonight, while putting together furniture I felt like I was a participant in a live Myers-Briggs (MBTI) activity.  I put together a desk, 2 bookcases, and an entertainment center earlier this week and did so the "correct (er...ISTJ) way."  

First, I emptied all of the parts from the box.  Second, I read through the instructions entirely.  Third, I laid out all of the parts according to the diagrams.  Fourth, I assembled the pieces exactly as the directions suggested.  All went well, and I was quite proud of my construction skills!

Today, I decided I'd had enough of assembling furniture, so I left the high-top table for my fiance to complete.  I walked in the room mid-way through assembly and realized he never even took the instructions out of the box.  He just started screwing and hammering things together.  What's even more fascinating is that he did it all right.  I grabbed the instructions (determined to prove to him that instructions were meant to be followed) and he did everything exactly the way it was supposed to be done.  I was FASCINATED!  However, there were extra parts leftover and for some reason he felt that wood glue was unnecessary.  (Inside the ISTJ head:  "If it were unnecessary, it wouldn't have been in the box and included in the instructions").

It is in times like this that I remind myself that we all have different ways of getting to the same goal.  I felt accomplished after following the instructions to a tee.  My fiance felt accomplished because he could visualize how things went together already and he did things his way.  Does it really matter what steps are taken if we all end up at the same goal?  

As you can tell from my last post, my motto this week is "Do what makes you happy."  That goes for everything from careers to following instructions.  So, it's up to you.  Follow the instructions....or don't...whatever....

It Isn't Always What You Do, But How and Where You Do It- Career Advice MBTI-Style

One of the many reasons that an individual must be certified to administer and debrief the Myers-Briggs Type Indicator (MBTI) instrument is to explain away many of the misconceptions about personality type.  This also goes to the heart of why the "free" fake MBTI assessments online are so damaging- because they do not help people understand the depth of what personality type is (and is not).

Career decisions are one of the most frequent reasons people seek out the MBTI instrument.  When an individual is dissatisfied with their career path, they take the assessment so it will "tell them what they should be doing."  That is absolutely NOT what the instrument does.  

Statistically, we know which personality types are most drawn to certain careers, but that does NOT mean an individual cannot be happy in another field (even an unlikely field based on their type).  Logically, we can determine why certain types are more drawn to certain fields, but by no means should that ever be a rule to live by.  If anything it should make you ask questions about how YOU feel about those fields.

As an ISTJ, I should be in some concrete form of science or mathematics (engineer, accountant, etc) but I am not.  Why?  My life experiences and socialization have taken me on a different path.  In my role, there are few things that fit the typical preferences of an ISTJ.  My job is unpredictable, heavily customer-focused, abstract, and frequently involves ambiguous roles.  And yet- it's a perfect match.  Why?  Because I make the role fit me.  

It isn't always about what you do, but how you do it.  In my role as a consultant, I make it fit my ISTJ preferences by working from home to stay energized between client meetings and trainings.  I maintain detailed records and live and die by spreadsheets that I statistically analyze daily.  I set processes and procedures that streamline my tasks to be more efficient.  

The environment is as important as the task you do.  If you are an ISTJ but thrive on creativity, then try working a "typical" ISTJ job, but in a creative environment- like a startup, museum, non-profit, or cutting edge organization like Google or Zappos.  An engineer who works at Ben & Jerry's probably lives a very different work life than an engineer at a steel manufacturing plant.  

Here's another example to illustrate my point- my father is an ENFP and in his free time, he's a Bondsman/Bond Recovery Agent (Bounty Hunter).  The ENFP preferences would seem to be in conflict with the tasks necessary of a Bounty Hunter.  If you watch shows like Dog the Bounty Hunter, you know it's a tough business.  You have to stay objective and not let emotion rule your thought process.  You have to take tough actions like kicking in a defendant's door to capture them.  

This does not sound like an ideal role for an ENFP, but my father makes it fit him.  He "cherry picks" his bonds.  In other words, he doesn't write a bond for every individual that calls him, only the ones he feels are "good bonds."  He frequently spends twice the time a typical bondsman would spend with the defendant because he wants to get to know them and create a relationship (which he believes will keep the defendant from jumping on the bond).  He occasionally mentors a young individual who has made poor choices and offers them suggestions for turning their life around.  In the end, it seems like he approaches the role more as a counselor than an extension of law enforcement.

Again- It isn't always what you do, but how and where you do it.  Take charge of your career and find a way to make your job fit you.

Myers-Briggs® ThinkBox featured on Bersin & Associates Blog

Here is an excerpt of an article at Bersin & Associate's blog.  It appears they are impressed with the effort to take Myers-Briggs® Type Indicator (MBTI) assessment and self-development into the informal eLearning world.  View the whole blog post here.

"With an increased appetite for informal learning at this year’s conference, I decided to share with you an interesting announcement from CPP, Inc- a company focusing on research, training and organizational development including the Myers Briggs® Type Indicator assessment. CPP has formed an alliance with Thinkwise to provide an innovative learning solution portal for managers, consultants and leaders. What exactly is the Myers-Briggs® Thinkbox phenomenon? Myers-Briggs® Thinkbox provides ondemand learning in the form of eCoaching, videos, book summaries as well as tools to help track development and manage teams. CPP is helping organizations think outside of the box by recognizing the benefits for self-development and interactivity in using the Myers-Briggs® assessment.   

According to Bersin research, Organizations agree that 80% or more of corporate learning occurs through informal approaches.  Informal learning includes coaching, mentoring, communities of practice, use of expert directories, and even social networking." 

To view a 5 minute demo of Myers-Briggs® ThinkBox, go to http://mbtithinkbox.com