Undercover Boss and Decision Making

I'm hoping you were able to fight over your food coma after the Super Bowl long enough to catch CBS's new show- Undercover Boss. If you did, I bet the show gave you goosebumps. It really affected me in a profound way.

The premise of the show is a CEO goes undercover and works in the entry level jobs that are too often under appreciated in large companies. Larry O'Donnell, President and COO of Waste Management, was the first to take on the challenge of going undercover in his own organization. He picked up liter (and got fired), cleaned out port-a-potties, and ran a trash route. To say he had an eye-opening experience wouldn't do the show justice.

Not only did he see the negative impact of some of his policies, but he saw one manager take an initiative too far (and corrected it). He also recognized an emerging leader in the organization and rewarded her with a promotion and career track.

First, let me give credit where it's due. Mr. O'Donnell is clearly a man who has a huge heart. He didn't take on the challenge to find out what he's doing right, he took on the challenge to see what his employees see every day. He made personal connections and was moved by every experience. I don't believe everyone going through this project will have a Larry O'Donnell moment, but there is a big lesson here.

I believe every management decision and attempt at better productivity that Larry made before the project was in good faith. I don't think he ever understood that something so simple as saying "we expect our workers to only take 30 minutes for lunch" could create such anxiety that it caused a woman to run through a lunch room to punch in at the right time. I doubt he ever considered how someone would take a restroom break on a trash route.

What we see in action is Larry realizing what assumptions he's made without concrete knowledge of how his actions will play out for his employees. In every decision we make, we must be sure to gather as much information from every possible source to ensure we check our assumptions.

This show isn't just a lesson for CEO's either. Have you ever made an assumption about another department in your organization without realizing what THEIR goals and responsibilities are? I am absolutely guilty of these incorrect assumptions. What if you went undercover in your organization's Legal, Human Resources, Customer Service or Accounting department? What would you learn? What changes would you make to your assessment of their value to the organization?

If we asked more questions and made fewer assumptions we might just find more common ground and respect for one another.

Have you ever walked in someone else's shoes and realized you'd made a false assumption about him/her?

Introversion/Extroversion and Puppy Bowl VI

Super Bowl is one of my favorite days of the year. No- that's not because I am a big football fan. No- it's not because of the commercials. It's due to Animal Planet's annual Puppy Bowl and Kitty Half-time Show.

I look forward to 2 hours of the most feel-good TV you can see all year long. Two full hours of laughing and saying "awe!" It's pure animal-lover heaven!

I had an unexpected observation during this year's game. If you're looking for a fun new way to introduce the behaviors typical of Introversion or Extroversion, you might want to add a few YouTube video clips from the Puppy Bowl.

The puppies behave like true Extroverts. They barrel onto the field looking for fun and playmates. They "introduce" themselves, don't hesitate to jump into a "conversation," and seem to gain more and more energy as the game goes on.

The kitties, in contrast, tend to be less interactive and more like an Introvert. They are more likely to take in the environment before approaching another kitten. They are cautious before wanting to play with another kitty, and often prefer to play with toys on their own. That's not to say that they are anti-social, though, they just tend to play independently more often. They also seem to be easily overstimulated in this loud, active environment.

What a fun new way to introduce the concept of Introversion and Extroversion! Any time I can deviate from a textbook approach to describing personality type, I do. Introducing video clips from popular shows can really add context and a little fun to your workshop.

New Webinar via TypeLabs on MBTI and Leadership with Sharon Richmond

Heads up- there is a new webinar being hosted by TypeLabs with the author of Introduction to Type and Leadership- Sharon Richmond. I love seeing a webinar at a reasonable price that also includes MBTI Continuing Education credits. Enjoy!

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Cultivating Leadership in Your Organization: Leadership Development, Emotional Intelligence and Personality Type

Presented by Sharon Richmond

Friday, March 5, 2010

1pm EST to 2:30pm EST MBTI CE Credits: 1.5

Secure Your Spot Today

Regular Price: $119

Early-bird Price: $79 (Save $40)

One of the most pressing concerns in organizations of all sizes is the quality of their leadership. The global training and development market is very large (X Billion), and continues to grow, but organizations remain concerned about how prepared for the future their leaders are.

How can you ensure that your (or your clients’) organization will overcome this challenge? Why do leaders continue to be concerned, despite the size of the training and development budgets they fund, and the many employees who attend leadership development workshops? Most important, what can organizations (and you) do differently to change their leadership readiness trajectory?

In this presentation, Sharon will introduce what some executives have called “the world’s simplest leadership model.” She will outline three critical leadership abilities, link them to core aspects of emotional intelligence and personality type, citing proprietary research results, and offer a five step strategy for building a more robust leadership pool.

What you’ll learn: 1) What’s creating this leadership shortage 2) The new essence of leadership 3) Encouraging the emergence of more leaders – and considering personality type 4) “Leadership Intelligence” – when emotional intelligence meets leadership and personality type 5) The leaders role in developing leaders

Join this popular presenter, and walk away seeing your own role, and your own leadership potential, in a new light.

Presented by Sharon Richmond

Center for Leadership Development and Research, Stanford Graduate School of Business; Founder, Richmond & Associates Consulting.

Sharon is an internationally known speaker and author on the topics of Leadership, Emotional Intelligence, and Personality Type. Her book Introduction to Type and Leadership, was recently published by CPP, Inc. In addition to consulting privately for more than 20 years, Sharon works with senior faculty at Stanford GSB revising the leadership curriculum for MBA students, and coaches students in several advanced Leadership classes.

Sharon’s value as executive consultant and coach derives from her keen focus on each client’s crucial business objectives. She partners with executives to improve their leadership effectiveness, and to build the structures and culture critical to their organization’s success. For more than 20 years, Sharon has specialized in leadership coaching, building high-performance teams, and creating agile, competitive organizations.

Since beginning her post-MBA career with Touche Ross management consulting, Sharon has worked with leaders at companies spanning the organizational life-cycle, from venture backed start-ups to Fortune 50 companies. Clients have included: Aruba Networks, Cisco Systems, Citigroup, DHL, Epocrates, IMVU, Proteus Biomedical, Roche and Sun Microsystems. Sharon has also consulted with numerous early-stage companies, both privately and through organizations such as Springboard and Asia.

Type and Generations Workshop at OKA and a 20% Discount!

I'm so excited to tell you about another great workshop being held at OKA (Otto Kroeger Associates) focusing on personality type, MBTI, and Generations. This is such a hot topic and this 2-day workshop looks full of great information! Plus, OKA has been so generous and has offered a 20% discount on this workshop to all MBTI Blog readers! Just enter MBTIBLOG in the coupon line when you checkout! Enjoy and thank you OKA!

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OKA’s Generations and Type: 17-18 February 2010 in Fairfax, VA

More and more OKA clients are asking us for help in navigating the generational differences in their workplaces. It’s not surprising! We now have four generations communicating, living and working with each other — Millennials, Generation X, Baby Boomers, and Traditionalists — and each have unique outlooks, world views, motives and behavioral styles.

This two-day experiential workshop utilizes type and the MBTI assessment as a tool to bridge the gaps the different generations may find separating them. Ideal for trainers and consultants, we’ll teach you a generations model, how to use type and temperament to bridge gaps between generations; and then model how you can use the approach with your own client engagements and workshops.

Here’s a quick glance at workshop elements -
· In small generational groups, present the world view of your generation—and get feedback from other groups’ points of view
· Explore video, news events, music and advertising that contributed to the generational identity of each cohort group
· Explore how type and temperament realities color or shade the generational patterns of behavior
· Use OKA’s Generations and Type workbook, and experience exercises that use type to facilitate and promote cross-generational communication and understanding
· Derive an action plan for self-learning and workplace application of the program

Nine (9) CEs are conferred toward MBTI Master Practitioner designation upon successful completion of this class.

Learn more and register at http://www.typetalk.com/training-generations-type.htm. MBTI Blog Readers get a 20% discount off of this class! Just enter MBTIBLOG in the coupon line when you checkout.

Job Interview Tips for Introverts and Extroverts

Interviewing is no fun! I don't know anyone who enjoys the process of being interviewed for a job. Even when you feel like you're a good match, there is still that feeling that you're standing on the playground waiting to be picked for a game of dodge ball. It also seems that for some people, no matter how much you prepare or how confident you are, you will just feel like you didn't click with that interviewer.

Sadly, not all interviewers are good at interviewing. Some will ask oddball questions like "If you were a cereal, what would you be?" Nevertheless, you need to be at your personal best when you interview, and part of that is affected by your preferences for Introversion/Extroversion.

(By the way, if you haven't taken the Myers-Briggs Type Indicator, you can do so online at http://mbticomplete.com/ or through a certified practitioner. Here is a link to some recommended practitioners).

An individual who prefers Introversion tends to spend a lot of time in his/her own head. Remember, Introversion has nothing to do with shyness or social ability, it's only about where you draw your energy. An Introvert prefers to spend time alone considering ideas before responding. Therefore, an interview can be a challenge for an introvert because answers are expected rapidly. Unfortunately, an interviewer might mistake a pause before answering as a sign of hesitation or lack of knowledge. In addition, an introvert is more likely to downplay their role in a project which can result in others questioning the individuals ability. An introvert may also give an answer that is perceived to be too short, or lacking detail.

On the other hand, Extroverts may be overconfident in an interview because they enjoy one-on-one conversations and talking about their experiences. However, extroverts also tend to "think out loud." This can result in accidentally sharing information they might not want to share in an interview because they talk faster than they can censor. Extroverts may give answers that are long and winding because they are very comfortable sharing their experiences and may give too many examples.

Neither an Introvert nor an Extrovert has a social advantage in an interview. Both are equally likely to have challenges despite the pros and cons of their preferences. Therefore, I have a few tips for each personality type:

An Introvert should:

• Use the web to search for commonly asked interview questions. Take time to review these questions so you will feel less "on the spot" when you hear the question in the interview.


• Have a close friend mock interview you. Even if you've prepared answers in your head, you will find that you are more comfortable answering the questions during a real interview if you've crafted your answer verbally in advance.


• Have a less-than-close friend mock interview you. This is like a stepping stone to a real interview. Preferably, the friend would be familiar with interviewing so he/she can give pointers about your answers and non-verbal behavior.


• During your mock interview, dress up like you would for a real interview. You want to simulate reality as much as possible including how you will feel in your interview clothes.


• Maintain solid eye contact (but don't be creepy!). Because Introverts process responses in their heads before answering, they can have a tendency to look up or down while thinking through a response. This can detach you from the interviewer.


• Don't be afraid of silence. Just because the interviewer expects a response quickly, that doesn't mean you can't take a moment to think through your answer. Feel comfortable saying, "That's an interesting question..." or "I've never thought about that before..." to give yourself a few moments before answering.


• Worst case scenario, feel comfortable asking if you can skip that question and re-visit it later. Explain that you'd like to have a moment to think through the question before answering. Remember, nothing is worse than saying "I don't know." You're better off asking for more time.


• Prepare questions to ask your interviewer. Write them down. Recite them over and over. Interviewers become concerned when you don't ask any questions about the position. When you take a job, you are making a large commitment, and you should question whether or not this is the right interview for you.

An Extrovert should:

• Use the web to search for commonly asked interview questions. By researching common questions ahead of time, you give yourself the ability to think through answers instead of responding off-the-cuff


• Have a friend mock interview you. You want to make sure that what you've prepared in your head comes out the same way you planned in-the-moment.


• Maintain solid eye contact (but don't be creepy!). Extroverts tend to non-verbally engage well with others, but moderation is key. You are not good friends with the interviewer, so be sure to maintain adequate, but not too much eye contact.


• Don't be afraid of silence. Take a moment and count to 3 before answering a question. This may help you refrain from speaking before you think.


• When the interviewer asks the question, feel free to write it down before responding. Again, this gives you a moment to compose your thoughts before speaking, but it is also a reminder for yourself if you drift too far off the original path of your answer. If you feel yourself giving away too many details, look down at the original question and pull your answer back to the topic at hand. I've interviewed many extroverts who veer off their path and begin divulging too many details (perhaps out nervousness) and then ask "What was your question again?" Writing down the original question will help you avoid that embarrassment.

In the end, whether you're an introvert or extrovert, my two biggest tips are be prepared and be confident. Those are two things that will never hurt you in an interview.

Good luck!

And just for fun...I'd love to have everyone share their worst interview ever. What happened? Were you the interviewer or interviewee? Did someone ask you a quirky interview question? Did you still get the job? I love interview stories!

More Training: MBTI Masterclass with Otto Kroeger Himself

Things are really heating up here at TheMBTIblog.com today! It seems every other email I get announces a new opportunity for training and development. I would never want anyone to miss out on a great training opportunity, so I will keep posting them here. Enjoy!

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MBTI Master Class with Otto Kroeger: March 8-10, 2010

Come join NTL and Otto Kroeger (Founder, OKA) for an advanced three day exploration of psychological type using the Myers Briggs Type Indicator (MBTI) assessment. Designed for qualified/certified administers of the MBTI assessment, this session will deepen your insight into psychological type, and further develop your use of the MBTI assessment with clients.

In this program, you will:

• Dive into type dynamics, by exploring the Dominant, Auxiliary, Tertiary and Inferior aspects of type
• Broaden your toolkit of type applications and training interventions for use with individuals and groups
• Explore the meaning of preference clarity scores
• Discuss strategies for working with clients whose type comes out differently each time they take the assessment
• Reflect on how your own personality both helps or hinders your use of type; and consider where your personality has needs both to influence and to let go
• Address the specific interests and needs of the practitioners present, and engage in Q&A based on the needs of the group.

When:

Monday, March 8, 2010 9:00 AM - Wednesday, March 10, 2010 5:00 PM

Where:

NTL Institute Learning Center

1901 South Bell Street

Suite 300

Arlington, Virginia 22202 For more info: http://guest.cvent.com/EVENTS/Info/Summary.aspx?e=c0f14f3e-ef5d-491c-93df-5770e36e5d41

MBTI Workshop: Type and Mentoring Millenials by Judith Grutter

I just heard that Judith Grutter (MBTI Master Practitioner and provider of Certification Programs) will hold a workshop on MBTI and mentoring the Millenial generation! It sounds very exciting! Judith also writes a great blog on MBTI, Strong Interest Inventory and career counseling.

Here is the info from her website:

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Annual Lake Tahoe MBTI Workshop:

Type and Mentoring Millennials

"The single biggest problem in communication is the illusion that it has taken place". — Gandhi

Born between 1980-2000, they are your students, your clients, your direct reports: the high maintenance-high performance Millennials. Like every generation before them, they bring unique characteristics to our schools, colleges, and places of work. Shaped by parent advocacy, they are filled with high potential and high expectations. They are confident, hopeful, collaborative, achievement-oriented, and they want IT now. The challenge? They don't know what IT is!

Our 2010 advanced MBTI workshop focuses on the type development challenges of the Millennial Generation — how their type-related strengths and liabilities impact:

• How we teach
• How we counsel/coach
• How we manage and supervise

The Facilitator

Judith Grutter, M.S., NCC, MCC, MBTI Master Practitioner. Judi is a recognized authority on the uses of assessment in career counseling, and is the co-author of the combined Strong and MBTI Career Report. She has authored numerous publications on type and career development, and has been a type practitioner and trainer for 40+ years.

Who Should Attend?

This program will be of particular interest to type users who counsel, coach, advise, teach, supervise, work with, partner with or parent people in the age range of 10 to 30 — just about anyone who wants to take their type knowledge and skills to an advanced level.

PROGRAM SCHEDULE

April 19-20, 2010 — South Lake Tahoe, CA

$345/$295 prior to March 1st. $25 for 14 NBCC or MBTI CEUs. Cost includes lunch and all materials.

Using Type to Improve Student Retention

This was the GS Annual Lake Tahoe MBTI Workshop in April, 2008. Judith Grutter of GS Consultants and Catherine Raines of CPP are currently delivering a one-day version of the program throughout the country. Click here for program dates, locations, and registration information.

Past Public Workshop Topics

Now offered on an in-house basis. Contact GS for a proposal for your organization.

• Combining the Strong and MBTI® Assessments in Career Counseling and Consulting (now offered through GS Distance Learning)
• Type Challenges Across Generations — Baby Boomers/Gen X/Millennials
• Counseling to Type
• Advanced Applications of Type — Type Dynamics and Development
• The "Other Side" of Type — Sabotage vs. Career Enrichment
• Type, RIASEC, and the Third Half of Life
• Using the Strong and MBTI® Assessments in Academic Advising
• Using the Strong Interest Inventory in High School and College Settings

Learning Your Personality Type: It's About Empowerment

I have a Google Alert set up so I receive a notification when anyone on the web posts something about the Myers-Briggs Type Indicator (if that doesn't tell you what a MBTI nerd I am, then I don't know what will). I am always sad when I read a blog post by someone who received a half-hearted MBTI debrief (or none at all) and they walk away without a transformation.

Learning about personality type isn't like reading a fortune cookie message. You shouldn't want to say "Hmmm...that's interesting information" and toss the report in the back of your filing cabinet.

Learning about personality type should be empowering. Truthfully, you shouldn't learn something about yourself that you didn't already know, but what you will learn is a way to describe it and recognize why you behave the way you do. You should learn how your behaviors affect others, and why others behave differently from you. You should be able to recognize cues about personality preferences in others and learn how to adapt to their personality type. You should learn how to flex your type to grow and develop.

Knowledge is power. Knowing your personality type, examining your behaviors, recognizing type preferences in others, and flexing your type is power. Self-development is power.

When you have received a great MBTI debrief and continue to learn about yourself and others through the lens of personality type you've opened a world of opportunities for self-development.

Personality type affects everything... how you communicate, how you lead, what career you choose, how you make decisions, how you relate to your significant other, how you innovate, how you learn, how you teach, how you approach conflict, how you work in teams, how you adapt to change, etc.

When you took the MBTI and received your debrief and 4 letter type, you were given a key- a key to unlock your best possible self. It's up to you to use that key for self development. It's your key to empowerment.

What will you do with that key?

"Knowledge comes by eyes always open and working hands; and there is no knowledge that is not power." ~Ralph Waldo Emerson

New 2010 MBTI Training Dates from APTi

I just received this updated list of APTi's 2010 training programs, and the line-up looks amazing! Be sure to register early for these events!

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APTi Training 2010 Training Program is Here!

Are you happy holiday shopping is over for another year? Start 2010 with a gift to yourself. The gift of knowledge. “Type for You” is the 2010 theme for APTi’s online training and we are certain you will agree we have a great lineup of classes. You will find classes just for you within the learning tracks of: "Type for Professionals," "Type for Daily Living" and "Type for Members."

New topics, new trainers and of course, the names you’ve come to trust in the type community, will be presenting classes on topics ranging from improving email communication through type and learning styles, recognizing the eight cognitive processes, enhancing team performance, the philosophy of your practice, the impact type has on relationships and even relating your type, life gifts, spiritual gifts, and values to each other.

You will appreciate the new pricing structure, range of time commitment and variety of delivery modes. Check out the scheduled classes below and register at www.aptinternational.org. Check the website often for new classes being added all the time.

Email/Voice Mail: Human Connection in Virtual Space		February 1! 5 - March 7, 2010	Sandra Walston
Type & Learning Styles		March 1 - March 28, 2010	Lorna Minewiser
Exploring Your Philosophy of Practice		April 12 - May 2, 2010	Katherine Hirsh & Elizabeth Hirsh
Our Gifts are Differing - What are Yours?		May 17 - June 6, 2010	Joan Lawrence
Type & Learning Styles		September 20 - Oct 17, 2010	Lorna Minewiser
Type & Relationships: Caring, Conflict and Meaning		October 25 - November 14, 2010	! Katherine Hirsh & Elizabeth Hirsh

Where can you find the most trusted names in the type community presenting the most relevant educational classes online? APTi’s 2010 training program, “Type for You,” of course. Not only that, but you will see an impressive line-up of new presenters, new topics, new pricing, time frames and even delivery methods. Check out the classes already scheduled and keep checking for new classes being added all the time. Go to www.aptinternational.org and click on the “Training” tab at the top of the page. You can then select “Training Schedule” from the drop down menu. This will bring you to a list of all of our currently scheduled programs. APA, NBCC and MBTI Master Practitioner CEs offered for most classes.


Questions: contact Danielle Scafidi at danielle.scafidi@aptinternational.org or 301-634-7452

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The Association for Psychological Type International (APTi)
9650 Rockville Pike
Bethesda, MD 20814 USA
Toll Free - 800-847-9943 / 301-634-7451 FAX: 301-634-7455
www.aptinternational.org

A Preference is Not the Same as a Skill

I hear it all the time- "I'm an extrovert, so I'm good at public speaking."

Well, you may be good at public speaking, but that is not because you are an extrovert.

Too often we confuse a preference with a skill. Each time you start to confuse a preference with a skill, think about your food preferences. I happen to prefer chocolate ice cream over vanilla ice cream, but that does not mean I'm good at making chocolate ice cream. It's simply a preference. No skill is involved.

Our personality type preferences are an indicator of what is natural for us. It is absolutely possible that what happens to be natural for us is also a skill, but it is not always the case. For instance, someone with a clear preference for Judging may be skilled at keeping organized or on schedule, but that isn't always the case.

Similarly, someone who prefers extroversion does not necessarily have better social skills than someone who prefers introversion. Introversion/Extroversion is about where you draw your energy not about your ability to connect with people, speak in public, etc.

It is also important to remember that when you receive a "high score" for a preference, this does not indicate strength or skill. The only thing the "score" indicates is how reliable your answers were towards one direction of the dichotomy. I'll give you an example using my ice cream analogy above. If I still answer that I prefer chocolate ice cream over 10 other choices (strawberry, chocolate chip, cookie dough, etc) then my preference for chocolate is clear. However, if I occasionally choose another ice cream over chocolate, but still answer chocolate the majority of the time, my preferences would be considered moderate. In other words, in certain situations I could flex to something other than my natural preference.

(Does anyone else have a sweet tooth now?)

If you are a Certified MBTI practitioner, then this is all very familiar to you, and you are likely very cautious about your language with regard to preferences vs. strengths. This is one of many reasons the publisher of the MBTI requires individuals be certified to debrief the assessment. Someone who has attended the in-depth 4 day certification workshop will have a strong understanding of both the theory behind the assessment and the applications to life.

If you are interested in becoming Certified in the MBTI, click here for certification program dates/costs.

MBTI Certification Program in Kansas City Feb 23rd-26th

Tentatively, there will be a MBTI® Certification Program held in Downtown Kansas City from February 23rd-26th, 2010.

This four day course will teach you how to ethically and professionally administer the MBTI® and provide tools and insight into adapting it to the needs of your organization/clients.

The cost for the Certification Program will be approximately $1,600 per person (which includes all materials and training for MBTI® Form M, Step II, MBTIComplete, and MBTI® ThinkBox).

If you (or any of your colleagues) are interested in attending, please let me know ASAP via email breannepotter@gmail.com. The roster for a local workshop typically fills very quickly.

Please feel free to forward this post to anyone who may be interested.

Here is some additional information on the MBTI® and CPP’s MBTI® Certification Program:

Overview

The Myers Briggs Type Indicator^® (MBTI^®) instrument provides individuals with greater understanding of their own and others’ personality preferences. With more than 2 million assessments administered annually, the MBTI instrument is the preferred tool for building successful teams, developing effective leaders and improving communication and productivity.

CPP’s MBTI^® Certification Program teaches participants how to professionally and ethically administer and interpret the MBTI instrument. The highly interactive, four-day, on-site workshop provides instruction in type theory and key MBTI applications such as team building and leadership development. Participants will benefit from the knowledge and expertise of a CPP Certification Program Instructor.

Upon successful completion of the program, participants will receive an MBTI^® Step I and Step II Certification certificate. With this designation participants will be eligible to purchase and use all the MBTI assessments and reports.

The training program is designed for human resource professionals, training and organizational development specialists, line managers and others within the organization responsible for employee development.

Program Objectives

CPP’s MBTI Certification Program:

• Introduces a suite of MBTI on-line and pencil-and-paper assessments

MBTI^®Complete

MBTI^® Form M Self-scorable

MBTI^® Step II

• Provides a thorough understanding of type theory, type dynamics, and instrument validity and reliability
• Enables participants to learn and practice MBTI assessment interpretation
• Outlines key MBTI applications: team building, leadership and management development
• Uses interactive exercises that aid in learning and can be used by participants in conducting their own workshops
• Prepares participants to use “Presenting Type in Organizations”, a PowerPoint^® presentation on CD-ROM that participants may use to conduct their own workshops
• Meets the educational requirements for participants to earn an MBTI^® Step I and Step II Certification certificate upon successful completion of the course.

On Becoming an MBTI Certified Practitioner

Take it from a new practitioner; MBTI certification will help you be better.

I’ll admit that as the new product marketing manager for the MBTI assessment, the prospect of attending an MBTI certification training program was both exciting and a bit daunting. Although I had administered and interpreted the MBTI instrument during my counseling career, I was a bit nervous—that was 10 years ago! Yikes. And, exams? I still have those nightmares about forgetting to study for finals and turning in my graduate thesis two months too late. As I began the program I wondered - what will fellow participants expect of me? How will I fare alongside of all these training and development professionals? And, heaven forbid, what if I fail?

Well, needless to say, I passed the course without any problems. Now that it’s all over, and I have had some time to reflect on the experience, I wanted to share a little bit about my experience with the MBTI Certification training, to help anyone out there who has considered Certification, but wants an insider perspective.

I have to say, the program was great. The four day program covers an abundance of material and is highly interactive, which allowed me to apply my learning instantly and really think about how I would put this knowledge into action in both my professional and personal life. I learned so much more about the MBTI assessment, its applications, and its value and meaning than I ever expected, but perhaps more noteworthy is the fact that I had a BLAST. Although my CPP colleagues assured me that I would learn a lot—and they were right—I had no idea how insightful and enjoyable that learning process would be. I was actually sad when it was over!

Although the workshop itself was highly memorable, it was the people I learned with and from (I won’t name names but they know who they are) that made it an extraordinary experience. What an amazing and diverse group of people! We had participants from all over the continent with different backgrounds and interests—military personnel, corporate trainers, non-profit program managers, pastoral counselors, executive coaches as well as some individuals who were transitioning to new careers. Each one of them brought a unique perspective to the program and much to my surprise, all were willing to actively participate so that the entire group could benefit.

What was even more exciting was our instructor’s expertise and genuine nature. She really enabled us all to take some risks, and share experiences and stories that led to some interesting group discovery. I realized that although I thought I understood the dichotomies from reading the manuals and my prior counseling experience, there is just no comparison to the four days of peer-to-peer discussion – I saw firsthand the many nuances within a given type, and I learned to understand and explain type differences in a more neutral way.

As the program unfolded, we learned that although the group was comprised of many different MBTI types, we shared at least two common goals—to improve our own performance and to improve the effectiveness of our people—be they employees, clients, members, soldiers, fellows or mentees. We were all so excited to go forth and make change that one participant offered to create a contact list so that we could all stay in touch—and we actually have. I’ve received many requests and comments and I’ve asked a few questions of my own. The group has been a great sounding board and we are putting some of the feedback into action.

For me, one of the most interesting parts of the MBTI Certification training program was the realization that learning “type” was on par with learning a whole new language. During and after the program, I realized that I was beginning to notice type in everyday situations, and was able to take steps to communicate more effectively with friends and family. For example, the second evening of the program I returned to my hotel room and promptly emailed my husband a true grocery list. It occurred to me that my Sensing husband might appreciate some specifics beyond the note I had left two days prior which read “buy groceries for school lunches.” Since then, I there have been several situations in which my more in-depth understanding of the MBTI has helped me be better – at work and at home.

If you’ve thought of attending an MBTI Certification Program, I would highly recommend that you take the plunge and make an investment in your own professional development. I promise you will learn more than you anticipated and that your new knowledge will benefit you personally and professionally. I am excited to say that one of my program associates offered to talk to us about her experience, and we put together a little video to share with you all. I hope you like it.

Click here to watch her video.

Help Me Help You

Blogging is sometimes cathartic for me. I write about what's circling around in my mind and what bothers me on any given day.

In 2010, however, I'd like to focus on you. What do you want to know? What questions do you have about personality type? How can I help you get the most out of the Myers-Briggs Type Indicator (MBTI)?

What do you want to hear about? Type and.... (fill in the blank).

Help me help you!

Webinar on Leveraging MBTI Type for Innovation

I just received this Webinar invitation from CPP. Enjoy!:

Leveraging MBTI® Type for Innovation: A CPP Webinar

Looking for ways to get ahead in 2010? Join CPP on January 20 from 9am-10am for our first webinar of the year - Leveraging MBTI^® Type for Innovation. Presented by Damian Killen and Gareth Williams, authors of Introduction to Type™ and Innovation, Leveraging MBTI Type for Innovation will explore how innovation is part of everyone’s DNA and reveal ways to make innovation part of your corporate DNA.

Register now.

Leveraging MBTI Type for Innovation will begin promptly at 9:00am and will include some time for audience questions.

Topics include:

• Where to look for innovative ideas
• How personality type affects the way we act throughout the innovation process
• How to harness innovative talent to help an organization realize its potential

This webinar will be a fun way to prepare for success in 2010 so don’t miss it! Hope to see you there!

CPP Customer Service

Title: Leveraging MBTI^® Type for Innovation

Date: Wednesday, January 20, 2010

Time: 9:00 AM - 10:00 AM PST

After registering you will receive a confirmation email containing information about joining the Webinar.

System Requirements
PC-based attendees
Required: Windows® 2000, XP Home, XP Pro, 2003 Server, Vista

Macintosh®-based attendees
Required: Mac OS® X 10.4 (Tiger®) or newer

The Golden Rule is Wrong

I read a great post on Psychology Today about Debunking The Golden Rule. Basically, Elizabeth Wagele says that you shouldn't treat others the way you want to be treated because we're all different and our unique personalities need different things.

She's right on. Elizabeth approached this personality type issue with an Enneagram context and gave a hypothetical example of an employee who wants to quit, and a boss who is trying to persuade him/her to stay.

As an ISTJ, if I treated this employee the way I wanted to be treated, I'd address the tangibles like pay, vacation, benefits, title, etc because those things are practical/no-nonsense and chances are he/she already been thinking through this decision for a long time in his/her head and charted out all of the pros and cons. On the positive side, ISTJ's are traditionalists, loyal, and don't like change so the boss would have that going for him/her. However, once an ISTJ has a decision made in his/her mind, it is pretty tough to change anyway.

What is your personality type and what would be your boss' best approach to keep you from leaving?

Newsflash: Your Employees are Not Happy

When the Conference Board released it's latest study showing the steady decline of employee satisfaction over the past few decades, I wasn't entirely surprised. However, when you start to realize that 55% of those employed are saying they are unhappy with their jobs, that's a problem.

Are you happy at your job? Well, then look to your left, and then look to your right...one of those two people are applying for every job they can find on Monster.com. One of those two people are praying for a snow day at work tomorrow. One of those two people will leave your company the second the market turns around.

So, as a CEO, manager, leader, or concerned employee, what are you doing about it?

When was the last time you took stock of your Employee Engagement?

What questions did you ask?

When was the last time you told your employees you appreciated them?

How do you reward hard work despite tough economic times?

What are you doing to make your employees feel important or unique?

If the answer to these questions is nothing- then there's a problem!

I think the worst thing you can do in times like these is to do nothing. If you're not asking these questions, is it because you're afraid of the answers? If you believe that employee satisfaction and engagement will return when the market turns around, you are wrong and your recruiter will have the strongest job security in your company as he/she tries to replace the talent you lost.

So, what can you do?

I'm not going to lie- money helps...it helps a lot...but that's not the only solution.

Every person is different, so you need to ASK them what they need. And it's no surprise I will tell you that personality type plays a major role here.

Some employees need to see the meaning of their work.

Some employees need to see redundancy of efforts reduced.

Some employees just want to be in less meetings.

Some employees need more social interaction.

Some employees need a pat on the back.

Some employees need more direction and less ambiguity.

Some employees need more autonomy.

Some employees want flex time.

Some employees want more training.

Some employees want to change jobs internally.

Ask and they will tell you what they want.

There is no single solution to your Employee Engagement solution, but I will assure you there is one single way to fail- and that is to do nothing.

SOLVED: The Mystery of Sherlock Holmes

The most famous detective in literary history, and no stranger to the small and large screens, made his re-emergence, this time not from Reichenbach Falls, but onto the big screen in the hands of the consummate London East End thug culture movie specialist Guy Ritchie. I'm referring to Sherlock Holmes, of course, and his trusted partner (not to say "sidekick") Dr. John Watson. In his new incarnation Holmes, revealed in Robert Downey, Jr.'s pitch perfect performance, still solves mysteries, but now he boxes for money, uses a revolver, and is outwitted by an American woman with whom he is much smitten. Not your grandfather's Holmes, indeed!

But no matter how much Holmes' details change for the modern viewer, his core remains the same. And this is the great mystery which Myers-Briggs type has solved. For the mystery of Sherlock Holmes type we finally have an answer. . .

Let us consider, as Holmes invariably would instruct us to do, the evidence. It is easy to point to Sherlock's solitary nature, his keen powers of observation, his unwavering intellect, and his indifference to time and task (as well as his personal appearance and his housekeeping) and pronounce him an ISTP. And, in fact, in this case, we have it solved.

And yet, let us look deeper. Type, after all, is not merely four letters defining the man (though he be a literal 'man of letters'), but a system of being with four letters the code for uncovering a person's core self and the way the world occurs to them. When we do look deeper we see that what Holmes is best known for is his gift of observation of the most minute details. From a smear of mud on the hem of someone's pants Holmes can conclude where they have been and what they have been doing (disposing of dead bodies in unseemly parts of London, for example). This may lead them to conclude that his dominant type is extraverted Sensing. However, observing him more closely we see that his keen sense of physical reality runs in service of his mental powers of analysis and categorization. In the movie Holmes spends hours observing the flight patterns of moths as they are affected by his violin playing. It is the system that if fascinating to him, not merely observation.

Embodying ISTP preferences Holmes is a man of action and idleness is difficult for him. During a two week stretch when he has no cases he calls out to Watson that his brain cannot stand to be idle but must have work, any kind of work to do. He even prefers to release some steam in a boxing match rather than sit around and stew after a falling out with Watson and Mary (Watson's fiance). Yet, even in the boxing arena we see that his observation is in service to his powerful Thinking, puzzle-solving brain. Holmes analyzes the weak points of his much larger opponent and then takes action immediately to render his opponent supine and his victory is assured.

Conversely, Watson is a complement to Holmes as an ESFP. Although not as keen as Holmes, Watson, if only because he is a doctor, is closely observant and perceptive. He connects with people and lets his values be his guide, for example, introducing his fiance to Holmes in order to connect the two most important people in his life. He too is a man of the moment as we see him time and again get caught up in an adventure with Holmes or when just passing men playing dice in an alley. His reaction to gambling -- clearly a weakness of his -- is a good contrast to that of Holmes. Watson gambles for the money and for the social interaction; and he apparently loses so much that Holmes must hold on to his winnings for Watson's own good. However, when Holmes wagers -- as he does in the boxing ring -- it is for the physical problem solving in a tense and painful setting. The money Holmes wins is for the benefit of Watson and the ring he wants to buy his fiance.

Together Watson and Holmes are great complements to one another and make the most of their differences.

Go see the new Holmes on the big screen and I would love to hear your thoughts on the solution to the riddle of the Great Detective.

Personality Type and New Year's Resolutions

It's the last day of 2009 and I'm busy making my New Year's resolutions. Not surprisingly, as a clear J, I am making sure I set milestones on my calendar and track my progress.

This made me start thinking, I wonder if we could create a list of New Year's Resolutions by type, much like the MBTI Prayers. What do you think?

I'll kick us off:

ISTJ- This year I will learn not to sweat the small stuff, even though I believe there is no such thing as small stuff.

What is your personality type and what New Year's resolution best represents your preferences?

Happy New Year everyone, and may we all be blessed by good health, love, happiness, and prosperity in 2010!

Using Assessments for Employee Development: They are The Starting Point not the Destination

It may be a shock to some of you, but I do not believe that assessments are the answer to all situations.

I will wait for a moment while you process that earth-shattering reveal.

Now, I clearly believe in the value of assessments, especially the Myers-Briggs Type Indicator (MBTI) instrument. However, an assessment is just a piece of paper unless it is properly debriefed by a certified practitioner and then used by the recipient to better understand themselves and others. An assessment is not a crystal ball, nor will it tell you the meaning of life.

I was reminded of this fact today when I met with a group of expert coaches in a variety of fields. Some of them use assessments and some do not. The coaches who do use assessments are not better than the ones who don't. They simply approach their business in a different manner. A coach can still coach without an assessment.

However, I personally use the MBTI because I believe the common language the assessment provides give a coach the foundation to help foster understanding and genuine behavioral change. The letters associated with personality type provide people with a name for how they think/feel/behave. It affirms that their behavior is "normal" and also helps them understand that the behaviors of other personality types are also "normal."

That being said, the assessment itself is only a piece of paper- starting point- a diving board. Just knowing your 4 letters does not create change or help you learn to flex to another type. If the assessment itself were the destination, there would be no need for a certified practitioner to debrief the report. This is exactly why the fake (free) assessments online that purport to be the Myers-Briggs are worthless (to put my feelings mildly).

Never underestimate the value of an expert coach. A coach helps put context to the information held in an assessment report. They help you learn when and where certain behaviors are appropriate and effective. They help show you when you have a blind spot and how that impacts your life experiences.

This message is equally important for all corporate trainers and Organizational Development executives. Unfortunately, due to budget and time restrictions, we are constantly asked to do more with less- less time, less money, etc. When you cut back on time you typically only do the bare minimum. Here's another message that may shock you- if you only do the bare minimum (a one-time debrief) you are wasting your time and money. The value of the MBTI debrief does not happen in one hour. I don't even believe it happens in 4 or 8 hours.

The value of the MBTI comes through reinforcement and continuous learning, development, and reflection. The truth is that using an assessment is an investment. You must invest your time in coaching others and if you are the recipient, you must invest your energy in self-reflection and behavior modification.

It is through that investment that you will find the value of the MBTI, not through the paper itself. Take the paper and transform it into a map- the map that guides your life development and self-reflection journey.

"Shhhh....I'm an ISTJ. Don't tell."

Myers-Briggs Type Indicator (MBTI) practitioners will be the first to tell you that all personality types are created equal. There is no one best or worst personality type. And yet, even the most experienced type practitioners may admit that at times, they wish they had a different personality type. Do we just want what we don't have? Ladies, you will understand this analogy- if you have curly hair, what do you wish you had? Straight hair. If you have straight for, what do you spend hundreds of dollars trying to make your hair do? Be curly.

I don't genera

lly think there's a problem with type envy. When someone tells me they wish they were a different personality type, I typically begin by asking why. That discussion usually brings to light that the individual feels his/her blind spots are limiting. That's a wonderful thing to realize. While you can't change your type, you can certainly work to flex to other types more comfortably. So

instead of envying a type, try to emulate that type. Imagine what someone with that type would do in a given situation. Perhaps find someone to mentor you on that type.

Sometimes, though, we aren't so vocal about envying a type. Instead, we try to put on a mask or act out a character in order to manage others' perception of us. I've always thought of myself as being confident and secure in my type. Yet, this week I realized for the first time I desperately try to hide my J preferences.

One of my colleagues told me he believes I'm a closet ISTP, which fascinated me because my J preferences are extremely clear. Here are some examples that show my J-ness:

• If I haven't been to a location before, I drive there the day before so that I know what to expect. What will the traffic be like? Which side of the road is it on? What does the building look like? What if it's raining and I have to park far away?
• I have to be everywhere 15 minutes early or I panic.
• Meetings without agendas freak me out.
• Chit chat when something needs to be done annoys me
• If I decide at midnight that my room should be rearranged, then I have to do it right then. And if that means I need to run to a 24 hour store for supplies, then so be it.
• I have the same breakfast every single morning, and have the exact same routine every night before bed.
• I start projects when they are assigned, and prefer to have them done weeks before the deadline.

So, how is it possible I could be confused for a Perceiver? Because I lie. I lie.

In my mind, all of those extreme Judging behaviors seem a bit wacky to the "cool, relaxed, spontaneous P's." In my mind I've decided to make my outward persona look calm and unstructured. I'm like a duck. I only let others see me looking graceful above water, but beneath the water, my legs are kicking like crazy just trying to keep me afloat.

How did I get so mixed up? How did I, a type practitioner who believes in the value and equality of all types, become insecure in my type? Actually, the reality is that I'm not insecure in MY type. I like who I am. I like being an ISTJ. But, I worry that my cool, relaxed Perceiving colleagues won't enjoy my strong Judging behaviors.

But, the problem is that when I work so hard to cover up my natural J preferences, I give off the wrong cues to my coworkers. They may believe I truly do have Perceiving preferences and therefore change their behaviors to flex to my supposed P preferences.

Sir Walter Scott had it right when he said, "Oh what a tangled web we weave when first we practice to deceive."

When it comes to personality type, perhaps Shakespeare was more accurate- "To thine own self be true."