MBTI en entreprise 2003 - 2011


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MBTI en entreprise 2003 - 2011

  1. 1. Facilitator Guide Presentation Page 1MYERS-BRIGGS INDICATEUR de TEMPERAMENT Idealist Choleric Rational Phlegmatic Guardian Melancholic INTERACTION STYLES Artisan Sanguine 1 Idealists Rationals Guardians Artisans 2
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  10. 10. Facilitator Guide Presentation Page 10 When communicating with Extraverts• Acknowledge you are listening and use cues to show you are preparing a response• Provide immediate feedback and verbal acknowledgement• Express overt interest and enthusiasm: lean forward, nod, smile, and maintain eye contact• If needed, ask for time to think about something, then set a time to communicate;• Anticipate others will want feedback and be prepared to share more information sooner• Focus on discussing topics you know well or have had a chance to consider• Seek networking opportuinities; find someone to help you make links and contacts• Take initiative to introduce yourself or start a conversation• Deal with conflict and be willing to confront issues when they occur• Remeber others often think out loud, so don’t assume words are well thought out 19 When communicating with introverts• Think before speaking or let others know you are thinking out loud• Respect need for privacy, build trust, and be sure to respect confidentiality• Choose a time and place to communicate with a minimum of distraction• Speak slowly and calmly (without being condescending)• Pause and wait for a response; don’t jump in to fill silence, especially with small talk• Don’t come across as imposing or demanding of an immediate response• Provide information ahead of time and allow time and space for processing• Focus on one topic, stay on topic, and avoid making immediate decisions• Summarize and share your final thoughts and direction. 20
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  15. 15. Facilitator Guide Presentation Page 15 Sensing Types in communication « Just the facts please »Communication Strengths:• Are anchored in current realities and common sense• Are practical and realiste• Are observant and attend to details• Retain and learn well from experience• Immediately apply what is communicated 29 Communication approach with Sensing types• Seek facts, details, and concrete examples• Link information to immediate applications• Want specific plans and procedures• Like step-by-step explanations• Relate information to what has happened in the past of is happening now• Prefer practical, plain language to symbols, metaphors, theory or abstraction• Focus on the here and now• Don’t trust long-term, strategic communications• Trust what has already been tried and proven to be true• Are comfortable with familiarity and practicality 30
  16. 16. Facilitator Guide Presentation Page 16 When communicating with sensing types:• Be practical and find ways to bring ideas down to earth• Provide information on specific realities, details, and immediate applications• Provide concrete examples to prove your ideas work; share facts and observations• Present information sequentially rather than changing topics and exploring links• Show a plan and process for change rather than only a concept• Listen carefully to the facts and link new ideas to current realities• Remember others may not seek change• Assess what is working well as well as what needs to be changed• Avoid extensive use of metaphors, analogies, and other abstract communications• Use words that relate to sensory and real-life images 31 Intuitive types in communication « I can see it all now »Communication strengths:• Are open to possibilities• Anticipate and create change• Are future orientated; see trends• Link and integrate information• Generate ideas 32
  17. 17. Facilitator Guide Presentation Page 17 Intuitive communication approach• Want to know implications and relationships, not just facts• Become bored or impatient with details• Like to brainstrom or play with ideas and imagine what could be• Focus on the future and long-term aspects and impacts• See patterns and understand the big picture• Are stimulated by possibilities; seek t create, grasp, and share new ideas• Use metaphors, analogies, and other forms fo symbolic language• In conversations, may jump across topics exploring links• Trust and are eager to apply theories, models and frameworks• Don’t like to be hampered by barriers or limits 33 When communicating with intuitive types• Consider possibilities that may initially seem far fetched• Provide an overview or thumbnail sketch first• Suspend realities when necessary to brainstorm and generate ideas• Don’t get bogged down in facts and details• Share main points, then add some detail as necessary• Stretch toward taking a longer-term, future focus• Show future possibilities of your ideas• Trust what works and be open to changing what doesn’t work• Let others share their ideas and dreams• Provide a reality check without discarding ideas; help intuitive types link ideas to reality 34
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  20. 20. Facilitator Guide Presentation Page 20 39 Thinking types in communication « Is it logical ? »Communication strengths:• Calm, reasonable, and under control• Provide honest and frank feedback• Analyze, evaluate and critique• Objective and principled• Clear thinking process using defined criteria 40
  21. 21. Facilitator Guide Presentation Page 21 Communication approach Thinking Types• Use logic and analysis to spot flaws or weaknesses• Need to know « why »?• Prefer information that is presented objectively as a matter of fact• Debate or challenge information• List and consider pros and cons• Create or use clearly defined criteria• Trust competence and expertise• Like completion and want to win• Use precise and concise language• Task and goal focused 41 When communicating with thinking types• Be calm and objective and demonstrate your competence• Offer honest and frank feedback as well as positive comments• Detach from situations and view them logically and objectively• Support your opinions with logical reasoning and clear thinking• Avoid becoming overly emotional or passionate when discussing issues• Be logical, reasonable, clear, concise• Focus on tasks and objectives as well as on individuals involved in the situation• Don’t feel threatened or attacked when others like to compete, debate or challenge• Show cause-and-effect relationships and pros and cons• Accept critical feedback without personalizing it. 42
  22. 22. Facilitator Guide Presentation Page 22 Feeling types in communication « Will anyone be hurt ? »Communication strengths• Able to empathize and develop rapport• Often can see and appreciate others’ perpectives• Supportive, nurturing, and interested in others• Enjoy cooperating and collaborating• Connect with others and create a harmonious environment 43 Communication approach Feeling types• Focus on situational and subjective beliefs and values• See strengths and positive attributes• Enjoy encouragement and positive feedback• Share personal situations, case histories, stories and examples• Want to get to know someone personally• Like making linds to and connections with others• Like collaboration and want to cooperate• Warm, supportive, expressive and harmony• Interested in people and their needs 44
  23. 23. Facilitator Guide Presentation Page 23 When communicating with feeling types• Avoid critiquing and evaluationg when you are listening• Focus on people in the situation; find out what is valued and important• Consider the needs of others for harmony and a positive atmosphere• Be friendly and approachable and offer encouragement and support• Know when to provide feedback gently and critique behaviours not people• Include personal needs as criteria in decision making; show people impacts• Connect first, then challenge later, find areas of agreement• Be careful to acknowledge and not analyze others’ feelings and values• Remember some people dislike competition; focus on creating win-win situations 45 46
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  26. 26. Facilitator Guide Presentation Page 26 51Perceiving types in communication « Let’s wait and see »Communication strengths:• Are flexible and adaptable• Respond to the situation as needed• Are open to new information• Generate and consider a wide range of options• Take an easygoing approach to change 52
  27. 27. Facilitator Guide Presentation Page 27 Communication approach Perceiving types• Seek new information and explore options• Include lots of data and ideas in the decision making process• Have a flexible, spontaneous, and unstructured communication style• Are open to respond to unexpected requests or opportunities• Can postpone decisions or make tentative decisions that can change• Seek input form others exactly when they need it• Feel boxed in if immediate decisions are requested• Ask questions and provide options• Prefer open-ended discussions and language to conclusive statements• See opportunity in interruptions and diversions 53 When communicating with percieving types• Allow opportunities to explore before deciding• Expect and schedule in discussion time and plan for changes in your schedule• Establish mutual deadlines rather than direct others• Avoid making decisions too quickly; seek more information before deciding• Check to ensure you are not making conclusions when speaking• Describe situations rather than evaluate them• COnsider multiple options and ask more questions to gather information• Be open to changing and dynamic information and situations• Be willing to take intial steps without making a complete plan• Be open to accommodating enexpected communication opportunities 54
  28. 28. Facilitator Guide Presentation Page 28 Judging types in communication « Just do something »Communication strengths:• Are decisive• Share decisions, then move ahead• Are well organised and efficient communicators• Are task and goal focused• Provide clear expectations and timelines 55 Communication approach judging types• Reach conclusions quickly, make decisions, and provide closure• Establish clear expectations, timelines, and objectives• Are punctual and expect others to be on time• Communicate well-defined assignments and consequences• Like organised and efficient communications• Prefer structured and scheduled interactions• Are uncomfortable with open-ended, free-flowing discussions• Like to have information ahead to time, especially if it is needed to complete tasks• Expect and receive input from others withing scheduled timelines 56
  29. 29. Facilitator Guide Presentation Page 29When communicating with judging types• Avoid sharing too many options by focusing on what is most important• Negotiate specific timelines and deadlines and consistently deliver projects on time• Avoid seeking immediate input on changes to established plan• Narrow and focus your options before sharing them• Know when to stop exploring and start making decisions• Create and share timelines so others know when your part of the project will be completed• When sharing information or assigning tasks, provide structure and clear expectations• Avoid adding unexpected tasks or options to a project, especially at the last minute. 57 58
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  32. 32. Facilitator Guide Presentation Page 32 Type T F F T INFJ INTJ JI ISTJ ISFJI ISTP ISFP INFP INTP PE ESTP ESFP ENFP ENTP PE ESTJ ESFJ ENFJ ENTP J 63 RM 5-1 NF SJ Meaning and significance, IN Membership or belonging Unique identity Responsibility or Duty Diplomatic skill set Logistical skill set NT SP Mastery and self control Freedom to act Knowledge and competence Ability to make an impact Strategic skill set Tactical skill set 64 RM 3-16
  33. 33. Facilitator Guide Presentation Page 33 Conscientous Facilitators Inspirational Organisers Managerial Motivators Intuitive Guides Idealist Guardian Dolphin IN Beaver Improvisators Expeditors Coordinators Experential Inquisitive Engineers Practical Visionary Rational Artisan Owl Fox Using the MBTI ® Tool in Organizations (3rd ed.) © 2001 by CPP, Inc. Permission is hereby granted to reproduce this overhead master for workshop use. 65 Duplication for any other use, including resale, is a violation of copyright law. MBTI is a trademark or registered trademark of the Myers-Briggs Type Indicator RM 3-16 Trust in the United States and other countries. Foreseer Harmonizer Planner Protector Developer Clarifier Inspector Supporter NF SJ IN Envisioner Discoverer Implementor Facilitator Mentor Advocate Supervisor CaretakerConceptualiser Deginer Analyser Composer Director Theorizer Operator Producer NT SP Strategist Explorer Promoter Motivator Mobilizer Inventor Executor Presenter Using the MBTI ® Tool in Organizations (3rd ed.) © 2001 by CPP, Inc. Permission is hereby granted to reproduce this overhead master for workshop use. 66 Duplication for any other use, including resale, is a violation of copyright law. MBTI is a trademark or registered trademark of the Myers-Briggs Type Indicator RM 3-16 Trust in the United States and other countries.
  34. 34. Facilitator Guide Presentation Page 34 INFJ INFP ISTJ ISFJ Idealist Guardian NF SJ IN ENFJ ENFP ESTJ ESFJ INTJ INTP ISTP ISFP Rational Artisan NT SP ENTJ ENTP ESTP ESFP 67 RM 3-16 ABSTRACT CONCRETE Directing Informing Directing Informing AFFILIATIVE Responding Foreseer Harmonizer Planner Protector Developper Clarifier Inspector Supporter Ni Fe Fi Ne Si Te Si Fe NF SJ Envisionner Initiating Discoverer Implementor Faciliator Mentor Advocate Caretaker Fe Ni Supervisor Ne Fi Fe Si Te Si Designer Protector RespondingConceptualizer Analyzer PRAGMATIC Designer Theorizer Operator Supporter Ni Te Ti Ne Ti Se Fi Se f NT SP Strategist Explorer Protector Motivator Initiating Mobiliser Inventor Executor Presenter Te Ni Ne Ti Se Ti Se Fi 68 RM 3-16
  35. 35. Facilitator Guide Presentation Page 35 CHART THE COURSE BEHIND THE SCENES Idealist Rational Guardian Artisan IN CHARGE GETTING THINGS GOING 69 RM 3-16 Directing Informing Directing Informing Responding Foreseer Planner Harmonizer Protector Developper Inspector Clarifier Supporter INFJ ISTJ INFP ISFJ Chart-the-course Behind-the-scenesConceptualizer Analyzer Designer Protector Initiating Designer Operator Theorizer Supporter INTJ ISTP INTP ISFPEnvisionner Implementor Responding Discoverer Faciliator Mentor Supervisor Advocate Caretaker ENFJ ESTJ ENFP ESFJ In-Charge f Get-things-going Strategist Protector Explorer Motivator Initiating Mobiliser Executor Inventor Presenter ENTJ ESTP ENTP ESFP 70 RM 3-16
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  37. 37. Facilitator Guide Presentation Page 37AG, EP, NC, BD, CV NB BR, JMC PL 73 AG, EP, NC, BD, CV NB BR, JMC PL 74
  38. 38. Facilitator Guide Presentation Page 38OE CV, BD, EP, AG, NC NB 75OE CV, BD, EP, AG, NC NB 76
  39. 39. Facilitator Guide Presentation Page 39BR, JMC 77BR, JMC 78
  40. 40. Facilitator Guide Presentation Page 40 79 Les modes de perception Dautres ont plutôt une vue densemble immédiate et voient la forêt avant les arbres Certains préfèrent des faits précis et voient les arbres avant la forêt Osiris Conseil 80 Deux points de départ différents SENSATION (6 personnes)  Harley Davidson  Panneau antibruit  Image – pas du reflet de la réalité  Reflet de ce qu’il pense  Un drapeau peut être deux  Obélisque du Capitole  F16, Mirages au dessus de la Concorde  1959  Photo Montage  Le gars réfléchit à la guerre qu’il a faite  Des pavés  Les signatures Osiris Conseil  Une chaîne-clé, portefeuille, gants  Le soleil
  41. 41. Facilitator Guide Presentation Page 41 81 Osiris Conseil 82 Deux points de départ différents INTUITION (3 personnes)  Une certaine idée des US  Anachronisme entre le personnage moderne – cool etc. – et le respect des valeurs anciennes  Fin de la division – opposition du symbole du mur/miroir  Album musical  2 images Osiris Conseil
  42. 42. Facilitator Guide Presentation Page 42 83 Osiris Conseil 84 Quelques caractéristiques S N Porte son attention sur les Porte son attention sur les faits, les éléments possibilités, les relations Réaliste, pratique, orienté Imaginatif, conceptuel, attiré vers le résultat par la nouveauté Procède par étapes, avec des Procède par à-coups, avec méthodes éprouvées, de façon des méthodes originales, progressive saute à la conclusion Osiris Conseil
  43. 43. Facilitator Guide Presentation Page 43 85 Lorientation de lénergie Et dautres plutôt vers le monde intérieur ! Certains dentre nous sont plutôt attirés vers le monde extérieur Osiris Conseil 86 Les Extrovertis vus par les Introvertis Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Bonne vision des choses;  Parlent de 3 sujets à la  Premier contact facile; fois;  Sympathique et  Superficiels; chaleureux;  Ne laissent pas les  Cherche l’aval des autres s’exprimer; autres.  Jugement à l’emporte pièce;  Difficile à suivre; Osiris Conseil  Trop rapide.
  44. 44. Facilitator Guide Presentation Page 44 87 Osiris Conseil 88 Les Introvertis vus par les Extrovertis Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Posés et réfléchis;  On ne sait pas ce qu’ils pensent;  Profondeur de la réflexion;  On leur tire les vers du nez;  Prennent du recul;  Impression de lenteur – on  Sereins et calmes; déconnecte;  Qualité de leur parole – c’est  Angoissés; pensée;  Nous énerve;  Nous permet de réfléchir.  Coléreux – soupe au lait;  Ne tranchent pas;  On a envie de parler à leur place;  Déconcertants;  Manquent d’enthousiasme;  Susceptibles;  Ternes Osiris Conseil
  45. 45. Facilitator Guide Presentation Page 45 89 Osiris Conseil 90 Quelques caractéristiques E I Tire son énergie du contact, Tire son énergie de son brise facilement la glace monde intérieur, parle des sujets qui lintéressent Action, réflexion, action ; Réflexion, action, réflexion ; élabore sa pensée en parlant parle après avoir élaboré sa pensée Sexprime spontanément ; Manifeste de la réserve ; communication intense et contacts approfondis sans forte interactivité être interrompus Osiris Conseil
  46. 46. Facilitator Guide Presentation Page 46 91 Les critères de décision Et dautres se décident plutôt en fonction de leur échelle de valeurs personnelle Certains procèdent plutôt dune manière logique en appliquant une grille de critères Osiris Conseil 92 Les Penseurs (T) vus par les « Feelers » (F) Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Juste;  Trop froids;  Logique;  Agressif et méchant;  Cartésiens;  Jamais satisfaits;  Rigueur;  Trop de détails;  Sait prendre les décisions  Trop rationnel; difficiles (licenciements etc.)  Critique, même blessants;  Efficace;  Mauvaise foie;  N’hésitez pas à créer le conflit;  Manque d’émotions;  On peut s’appuyer sur eux.  Manque d’empathie;  N’attendez pas le « bon moment »;  Pas très souple – ni diplomate;  Idées arrêtées. Osiris Conseil
  47. 47. Facilitator Guide Presentation Page 47 93 Osiris Conseil 94 Les « Feelers » (F) vus par les Penseurs (T) Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Plus humains;  Manquent de franchise;  Calment le jeu;  Lent dans la décision;  Temporisent;  Pas assez factuels;  Refusent/évitent le  Pas tranché; conflit;  Compliquent les choses;  Savent qu’ils ont besoin  Ne règlent pas le de nous (T) problème;  Ne pensent pas aux conséquences;  Fuitent les problèmes; Osiris Conseil  Influencables.
  48. 48. Facilitator Guide Presentation Page 48 95 Osiris Conseil 96 Quelques caractéristiques T F Décide en appliquant une Décide en évaluant la grille de critères objectifs cohérence avec son échelle de valeurs Plutôt impersonnel, juste, Plutôt personnel, chaleureux, ferme, sceptique confiant Logique, critique, indépendant Empathique, en recherche dharmonie Osiris Conseil
  49. 49. Facilitator Guide Presentation Page 49 97 Le style de vie dans le monde extérieur Et dautres improvisent en sadaptant aux circonstances avec un grand sac en caoutchouc Certains gèrent lespace et le temps Osiris Conseil de manière plutôt méthodique, avec une règle et une montre 98 Les Jugers (J) vus par les Percepteurs (P) Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Organisé;  Pas de place pour l’imprévu  Planifient, « tout est prévu »; ou de jeu en travaillant;  Proactifs;  Manque de réactivité et  Listent des choses à faire; d’adaptation;  Ne se dispensent pas;  Rigide;  Bureau bien rangé;  Absence de spontanéité;  Voiture propre;  Décision pour trancher, besoin d’avancer très vite;  Procédures chez Hertz;  Pas multitâches;  Prise de décision logique.  Trop de processus – difficile pour les autres;  Manquent de feeling; Osiris Conseil  Peu dérangeable – porte fermée..
  50. 50. Facilitator Guide Presentation Page 50 99 Osiris Conseil 100 Les Percepteurs (P) vus par les Jugeurs (J) Ce qu’ils aiment: Ce qu’ils n’aiment pas:  Opportunistes;  Brouillon;  Créatifs;  Pas organisés (pas de  Plus concentrés sur ce check-list); qu’ils font;  Pas fiables;  Pas stressés;  Disent toujours oui  S’amusent plus. (mais rien derrière);  Manque de côté pratique;  Mono-tâches; Osiris Conseil  Plus lents.
  51. 51. Facilitator Guide Presentation Page 51 101 Osiris Conseil 102 Quelques caractéristiques J P Organisation, planification, Adaptation, flexibilité, structure, classement souplesse, dispersion Prévision, aime savoir à Improvisation, agit le moment lavance venu Sy prend à lavance, agit par Sy prend à la dernière anticipation minute, agit sous la pression Osiris Conseil
  52. 52. Facilitator Guide Presentation Page 52 103 Osiris Conseil MBTI FUNCTION CHARACTERISTICS ST SF NF NT • Practical • Social • Idealistic • Theoretical Likes work that is… • Crisp • Personal • Insightful • Complex Establishes teams that • Efficient • Friendly • Creative • Effective are… • Data oriented • Service Oriented • Growth Oriented • Competition Oriented Team structure… • Hierarchical • Fraternal • Collegial • Entrepreneurial • Predictable • Traditional • Dynamic • Achieving Team focus… • Stable • Affiliative • Ideological • Competent • Performance • Membership • Personal Meaning • Rationality Seeks… • Accountability • Interaction • Development • Opportunity • Control • Support • Growth • Long-Range Planning • Military • Service • Arts • Sciences Often found in… • Industry • Health Care • Communication • Start Up Companies Lynn & Associates 104
  53. 53. Facilitator Guide Presentation Page 53 105 ABSTRACT CONCRETE Directing Informing Directing Informing AFFILIATIVE Responding Foreseer Harmonizer Planner Protector Developper Clarifier Inspector Supporter INFJ INFP ISTJ ISFJ NF SJ Envisionner Faciliator Initiating Discoverer Implementor Mentor Advocate Caretaker ENFJ Supervisor ESFJ ENFP ESTJ Designer Protector RespondingConceptualizer Analyzer PRAGMATIC Designer Theorizer Operator Supporter INTJ INTP ISTP ISFP f NT SP Strategist Explorer Protector Motivator Initiating Mobiliser Inventor Executor Presenter ENTJ ENTP ESTP ESFP 106 RM 3-16
  54. 54. Facilitator Guide Presentation Page 54 IDEALIST GUARDIAN RATIONAL ARTISAN Meaning and Membership or Mastery and self- Freedom to act on significance and belonging and control and needs of the momentCore needs unique identity responsability or knowledge and and the ability to duty competence make an impact Stressors Insincerity, betrayal Abandonnement, Powerlessness, Constraint, and lack of integrity insubordination incompetence and boredom and lack and lack of lack of knowledge of impact belonging When Disassociates and Complains, Obsesses and Retaliates and stressed becomes phony becomes « tired, becomes mindless becomes reckless sick, sorry, worried » •Affirmation and •Inclusion in news and •Reconfirmation of •Finding options and nurturing from self competence and new ways to have Antidotes activities, appreciation and others and new and new membership knowledge or a new impact. New a for stress quests project activities 107 RM 3-16 108
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  58. 58. Facilitator Guide Presentation Page 58 ABSTRACT CONCRETE Idealist GuardianAFFILIATIVE •Meaning and significance •Membership or Belonging •Unique Identity •Responsibility or duty •Diplomatic skill set – clarifying, •Logistical skill set –organizing, unifying, individualizing and inspiring facilitating, checking and supporting •Abstract language •Concrete language •Affiliative roles •Affiliative roles •Interest in motives to determine •Interest in structure to determine meaning and purpose roles and responsabilities Rational Artisan •Mastery and Self-Control •Freedom to ActPRAGMATIC •Knowledge and competence •Ability to make an impact •Strategic skill set –engineering, •Tactical skill set – actions, conceptualizing, theorizing and composing, producing and motivating coordinating •Concrete language •Abstract language •Pragmatic roles •Pragmatic roles •Interest in motives to determine what’s •Interest in structure to determine in it for the other person 115 organizing principles RM 4-49 ABSTRACT CONCRETE Idealist Guardian Diplomatic skill set: Logistical skill set AFFILIATIVE •To get the right things and the right •Build bridges between people information, in the right place, at the •To have empathy right time, in the right quantity, in the •To strive to unify by understanding and right quality, to the right people and resolving deeper issues while honoring not to the wrong people. individual uniqueness •To attend to people’s comforts, to •To move to a level of abstraction to see make it easy for others how two seemingly different views are •To make sure everything is taken care alike and then to choose a symbolic way of so things go right and things don’t of communicating the similarity go wrong. Rational Artisan Strategic skill set Tactical skill set: PRAGMATIC •To think of and explain all the possible •To read the current context, the contingencies and influencing factors situation, and skillfully manage the and then design processes for situation to effect a desired result, often achieving the objectives coming up with a variety of solutions •To abstractly analyze a situation and •To take action according to the needs consider previously unthought-of of the moment and plan the next move possibilities •To cleverly display, compose and •To look at the relationships between perform with attention to impact and effect 116 the goals and the means RM 4-49
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  63. 63. Facilitator Guide Presentation Page 63 125 THE IDEALIST Be yourself and believe in yourself• The dolphin is used as the animal metaphor for the idealist temperament• Although animals do not have human characteristics, we often interpret their actions in terms of human behaviour.• Folklore describes the dolphin as expressive, caring, helpful, enthousiastic, and collaborative.• These characteristics are also found in the idealist temperament, making the dolphin a recognizable image for this group 126
  64. 64. Facilitator Guide Presentation Page 64 THE IDEALIST -dolphin • Focus on growing and becoming better • Seek personal growth and authenticity • Strive to understand and develop themselves and others • Engage in meaningful actions and interactions • Live by and express their values • Are stimulated by change and possibilities • Imagine and work toward creating a better future for themselves and others • Have a personal and positive perspective • See potential and opportunity, especially for people • Guide others toward growth • Provide support and encouragement • Often act as a catalyst for change and growth • Are caring and collaborative • Are sensitive, appreciative and empathic • Want reassurance and acceptance • Are optimistic and enthusiastic 127 Idealist• Want to be authentic, benevolent and empathetic;• Search for identity, meaning and significance;• Are relationship orientated, particularly valuing meaningful relationships;• Are romantic and idealistic, wanting to make the world a better place;• Look to the future;• Trust their intuition, imagination and impressions;• Focus on develolping potential, fostering and facilitating growth through coaching, teaching, counseling communicating.• Generally are enthusiastic;• Think in terms of integration and similarities and look for universals;• Are gifted in the use of metaphors to bridge different perspectives;• Are diplomatic;• Frequently are drawn to work that inspires and develops128 people and relationships.
  65. 65. Facilitator Guide Presentation Page 65 General Description Idealist• Focus on growing and becoming better;• Seek personal growth and authenticity;• Strive to understand and develop themselves and others;• Engage in meaningful actions and interactions;• Live by and express their values;• Are stimulated by change and possibilities;• Imagine and work toward creating a better future for themselves and others;• Have a personal and positive perspective;• See potential and opportunity, especially for people;• Guide others toward growth;• Provide support and encouragement;• Often act as a catalyst for change and growth;• Are caring and collaborative;• Are sensitive, appreciative and empathetic;• Want reassurance and acceptance;• Are optimistic and enthusiastic; 129 Diplomatic skill set - Idealists• Build bridges between people;• Have empathy;• Strive to unify by understanding and resolving deeper issues while honoring individual uniqueness;• Move to a level of abstraction to see how two seemingly different points of view are alike and then choose a symbolic way of communicating the similarity;• Helps others harmonize and clarifty their values to bring unity to the individual and the group;• Have foresight and vision with implications for developping the people involved, then communicating that vision so that it is accepted and followed;• Help others find their path and inspire them to follow it;• Envision and then mentor others to achieve the envisioned potential. 130
  66. 66. Facilitator Guide Presentation Page 66 Idealist strenghts on a team• Need a sense of « higher » purpose• Constantly see and wish to develop the potential of people in the team• Build bridges between disparate viewpoints• Innately assess the authenticity of those around them• Build strong team relationships to increase team cohesiveness and unity• Constantly see creative approaches• Bring passion and enthusiasm to the team when they feel the work is meaningful• Foucused on possibilities in the future• Empathises and build consensus with the team• Give genuine feedback to team members• Emphasize communication 131 Idealist challenges on a team• May not draw the line quickly enough with performance problems• May appear wishy-washy because they see both sides of an issue• May fantasize negative meaning• May become overdependent on relationships or avoid conflict• Dislike detail and repetitive tasks• Will not enjoy work that is perceived as mundane or meaningless unless attached to a cause• May not be realistic, including about time requirements• May not make « tough » decisons• Needs lots or recognition to maintain self-esteem• May « overcommunicate » or want to spend to much time getting to the bottom of issues 132
  67. 67. Facilitator Guide Presentation Page 67 Intuitive Guides – ENFJ & INFJ• Makes the ideal a goal;• Is a master of articulating personal values through group and one-on-one communication;• Listens for emotions and symbolic content, critiques for value, and relates preferences and relationships;• Is sensitive to complex interpersonal connections, ethical boundaries, and the logic of one’s values;• Trusts foresight;• Often is aware of a collective future or envisions a path for growth;• Projects and introjects – needs to know the future impact of decisions on people;• Has ideals that are directed to reconciling, connecting and developing people and their ideas. 133 ENFJ Envisoner Mentor• Communicate and share values• Succeeding at relationships• Realizing dreams – their own and others• Seek opportunities to grow together• Heeding the call to a life work or mission• Enjoy the creative process• Intuitive intellect• Reconcile the past and the future• Talent for seeing potential in others• Often find living in the present difficult 134
  68. 68. Facilitator Guide Presentation Page 68 ENFJ = Envisoner Mentor « Two heads are better than one »1. DOMINANT extraverted Feeling Fe – providing the structures and the encouragement to energise people and groups to grow – outwardly decisive, collaborative and considerate2. AUXILIARY introverted Intuition Ni – developing innovative ways for people to realise their potential – inwardly focused on possibilities for people3. TERTIARY Sensing – considering immediate, practical problems –As they mature, consider more practicalities4. INFERIOR introverted Thinking Ti – using detached, precise logic to evaluate interactions – Development challenge is to assess situations objectively. 135 ENFJ = Insightful Contibutor Communication Highlights• Warm, compassionate, enthusistic, insightful, and encouraging• Imagine new options and possibilities for helping people realise and reach their potential• Combine vision, strategic planning, task orientation, and a focus on other’s needs• Responsibly organise and coordinate resources toward a goal• Ensure that the means justify the end in terms of employee motivation and morale 136
  69. 69. Facilitator Guide Presentation Page 69 ENFJ = Insightful Contibutor At first Glance• Sincere, sociable, friendly, expressive, open and supportive• Collaborative and cooperative; seek consensus and harmony• Potential and development of people is their first and foremost focus• Enjoy leading others, organising projects and mobilizing people• Achieve results by harnessing unique contributions of each team member 137 ENFJ = Insightful Contibutor What they want to hear• Discussion about the sharing of personal values and ideas• Vision and possibilities for people; focused on growth and development• Positive and nuturing comments; empathy, tolerance, and harmony• Opportunities for everyone to collaborate, contribute, and use their skills• Others taking time and energy to develop and maintain relationships 138
  70. 70. Facilitator Guide Presentation Page 70 ENFJ = Insightful Contibutor When expressing themselves• Often guide others by mentoring, advocating, counseling and teaching• Tuned in to individual differences; value diversity and accommodate needs• Communicate, establish rapport, and connect with a broad range of people• Express their values and opinions; clarify perspectives and build agreement• Discuss theories and abstract ideas and concepts; expect others to contribute. 139 ENFJ = Insightful Contibutor Giving/receiving feedback• Like others to affirm their opinions and validate them as a person• Actively support other team members with words and actions• Openly value and appreciate others and expect support themselves• Can take criticism personally and become hurt• Energetically guide others and encourage them to make good decisions 140
  71. 71. Facilitator Guide Presentation Page 71 ENFJ = Insightful Contibutor Interpersonal focus• Want to build strong teams and create a harmonious environment• Affected by unpleasant working relationships, atmosphere, and morale• Sensitive to personal issues; explore and want to understand personal conflicts• Will focus on and deal with conflict, stress, or strain on people involved in projects• Seek harmony; may spend more time than others want on interpersonal issues 141 142
  72. 72. Facilitator Guide Presentation Page 72 INFJ Forseer Developer• Personal growth• Sustain the vision• Honor the gifts of others• Taking a creative approach to life• Talent for foreseeing• Exploring issues• Bridge differences and connect people• Practical problem solving• Live with a sense of purpose• Living an idealistic life often presents them with a great deal of stress and a need to withdrawl 143 INFJ = forseer Developer « There’s more to it than meets the eye »• DOMINANT introverted Intuition Ni – Becoming focused by insights about people and images of the future – inwardly focused on integrating ideas to benefit people• AUXILIARY extraverted Feeling Fe – Structuring the external world to support a vision of possibilites for people – outwardly decisive, collaborative, and considerate• TERTIARY Thinking – Taking account of long-range consequences – as they mature, assess situations more objectively• INFERIOR extraverted Sensing Se – Noticing realistic data about people – developmental challenge is acting on immediate realities 144
  73. 73. Facilitator Guide Presentation Page 73INFJ = Compassionante Visionnary Communication Highlights• Quietly supportive, encouraging and affirming; seek harmony and connections• Seek purpose and meaning; align their actions to a humanistic goal• Link values, ideas, people and action to make collaborative plan of action• See human potential and opportunities for growth for self and others• Provide long-term vision and future-focused, innovative ideas. 145INFJ = Compassionante Visionnary At first Glance• Appear private and cautious to the casual observer; share insights only with those they trust• Quietly inspiring and careful to understand and affirm the values of others• Need quiet, uninterrupted time to conceptualise ideas and process connections• Organise people and resources to get a job done in a personal caring way• Strive to meet their own high standards and hesitant to share ideas before they are perfected. 146
  74. 74. Facilitator Guide Presentation Page 74INFJ = Compassionante Visionnary What they want to hear• Long-term possibilities, especially for developing human potential• Connections and common ground; quality and depth of relationships is important• Thinking outside the box using metaphors, symbols, and other abstract language• Collaboration, cooperation and accommodation; nuturing and supportive language• In depth, personal, one-to-one dialogues in an environment of trust 147INFJ = Compassionante Visionnary When expressing themselves• Seek to help or educate people and present ideas in a personally meaningful context• When trust is established, express themselves and enjoy receiving support• Find it difficult at times to incorporate others’ feedback• Reframe questions or change the framework they are presented in• If their values are challenged, can be very insistent, firm-minded and unyielding 148
  75. 75. Facilitator Guide Presentation Page 75INFJ = Compassionante Visionnary Giving/receiving feedback• Value genuine and honest self-expression; quick to see posturing or insincerity• Like to be validated and appreciated and will do the same for others• If they are not supported, may withdraw from contact with others• Find it hard to deal with people who are overly critical, blunt or impersonal• Have difficulty giving or receiving negative feedback; can take negative feedback personally. 149INFJ = Compassionante Visionnary Interpersonal focus• Learn about, appreciate, and utilise people’s special talents and skills• Sensitive to others’ moods and feelings, conciliate people with opposing positions• Good sense of how to motivate, validate and quietly influence others• May not always express their own needs, feelings or personal concerns• Put significant energy into developing bonds and selective about including others 150
  76. 76. Facilitator Guide Presentation Page 76 Communicating effectively with INFJs 151 Inspirational Mediators – ENFP & INFP• Is perceptive of intonation, emotion, and the multiple meanings and implications behind words, especially what is not said;• Enjoys the magical moment;• Responds to a rich and dynamic, interesting and inspiring voice;• Often picks up on and mirrors others’ behaviour;• Imagines, weaves, and relates stories;• Understands through metaphor and creates by combining the threads of various possibilities;• Wants harmony in values and meaningful serendipity and surprise;• Has a sense of pathos and irony;• Notices incongruity, identity and ethical contradiciton;• Often ends up acting as catalyst. 152
  77. 77. Facilitator Guide Presentation Page 77 ENFP Discoverer Advocate• Inspiring and facilitating others• Exploring perceptions• Talent for seeing what’s not being said and voicing unspoken meanings• Seek t have ideal relationships• Recognize happiness• Living out stories• Want to authentically live with themselves• Respond to insights in the creative process• Finding the magical situation• Restless hunger for discovering their direction 153 ENFP Discoverer Advocate• DOMINANT extraverted Intuition Ne – Seeing exciting possibilities for people and enthusiastically pursuing them – outwardly focused on possibilities for people• AUXILIARY introverted Feeling Fi – Evaluating and organising insights to help people realise their potential – inwardly evaluating ideas according to their personal values• TERTIARY Thinking – Using detachement and logic to analyse options – as they mature, assess situations more objectively• INFERIOR introverted Sensing Si – Storing and retrieving realistic, practical data – developmental challenge is considering realities 154
  78. 78. Facilitator Guide Presentation Page 78ENFP = Compassionante Explorer Communication Highlights• Outgoing, optimistic, caring, genuine and compassionate• Energetically and enthusiastically encourage and persuade others• Identify opportunities to develop human potiential and improve people’s situations• Champion changes that provide possibilities and improve processes for people• Help people find niches, develop strengths, and compensate for weaknesses 155ENFP = Compassionante Explorer At first glance• Empower, advocate for and encourage the individual in the organisation• Enjoy collaboration, cooperation; and the sharing of ideas• See potential and possibilities in people; focused on relationships and growth• Create and share a wealth of innovative ideas and a vision of the future• Value and encourage diversity; enjoy working with a wide variety of people 156
  79. 79. Facilitator Guide Presentation Page 79ENFP = Compassionante Explorer What they want to hear• People’s experiences, feelings, thoughts, viewpoints and ideas• Dialogue to facilitate becoming known as a person and developing a relationship• General guidelines and information, not specific directions or commands• Theories and models that will enhance growth, learning and development• Collaborative language focusing on teamwork and individual contributions 157ENFP = Compassionante Explorer When expressing themselves• Highly participative, sociable, and friendly; connect and develop rapport with others• Use empathy when interpreting situations and dealing with others• Sensitive to group dynamics; highlight and integrate ideas and input• Often teach, counsel, facilitate, motivate, negotiate, recrute and resolve conflicts• Challenge accepted practices if not aligned to human values or needs 158
  80. 80. Facilitator Guide Presentation Page 80ENFP = Compassionante Explorer Giving/receiving feedback• Validate, appreciate, and celebrate unique and valuable individual contributions• Seek to please others and are motivated by positive feedback and encouragement• Like to be mentored or supported within the work setting rather than supervised• Overly sensitive to feedback that is objective and task focused rather than personal• Will give more positive that corrective feedback and may hesitate to criticize others 159ENFP = Compassionante Explorer Interpersonal focus• Strongly and directly affected by interpersonal conflict• People are more important than the work itself; seek a positive environment• Sensitive to issues of working relationships, organisational climate and morale• Perceptive to the needs, situations and motivations of others• Treat everyone as a unique individual with a contribution to offer 160
  81. 81. Facilitator Guide Presentation Page 81 161 INFP Harmonizer-Clarifier• Going with the flow• Knowing what is behind what is said• Uncovering mysteries• Exploring moral questions• Talent for facilitative listening• Relate through stories and metaphors• Balancing opposites• Getting reacquainted with themselves• Have a way of knowing what is believable• Struggle with structure and getting their lives in order 162
  82. 82. Facilitator Guide Presentation Page 82 INFP Harmonizer-Clarifier• DOMINANT introverted Feeling Fi – Filtering everything a coherent core of personal values based on respecting individuals – inwardly focused on evaluating ideas according to values• AUXILIARY extraverted Intuition Ne – Approaching people and ideas with a sense of curiosity and possibility – outwardly focused on possibilities for people• TERTIARY Sensing – Focusing on people’s daily needs – as they mature, consider more current realities• INFERIOR extroverted Thinking Te – Using detachement and logic to evaluate possibilities – developmental challenge is evaluating objectively 163 INFP = Insightful enhancer Communication Highlights• Kind, considerate, encouraging, and helpful; focuses on people, ideas and possibilities• Flexible, casaul, adaptable, creative problem solvers• Future focused and envision ways to meet people’s needs and enhance their potential• Compassionate and function as peacekeepers; maintain harmony• True to themselves and choose actions on the basis of personal values and priorities 164
  83. 83. Facilitator Guide Presentation Page 83 INFP = Insightful enhancer At first glance• Quiet, calm, supportive listeners who are willing to hear others’ concerns• Devote their attention to understanding others’ situations and points of view• Explore options and find innovative, long- term solutions and opportunities• Optimistic and see ways that change can be positive for the people involved• Attuned to and appreciative of individual differences 165 INFP = Insightful enhancer What they want to hear• Personal stories of inspiration and how others have managed adversity• Calm, quiet; time to reflect and work on meaningful tasks in an unstructured way• Fewer communications that are overly formal, structured, rule bound, or detailed• In-depth, personal, one-to-one dialogues in an environment of trust• Others taking time to get to know them and earn their trust 166
  84. 84. Facilitator Guide Presentation Page 84 INFP = Insightful enhancer When expressing themselves• See communications as unique; adapt interactions to suit each individual and situation• Reserved and selective when expressing their own emotions and values• Usually do not have a broad or casual social network; seek meaning in relationships• Share their deepest values and feelings with only a very few people• Self-critical when not able to live up to their own ideals and high expectations 167 INFP = Insightful enhancer Giving/receiving feedback• Appreciative of others and give positive feedback; want to be appreciated• Dislike being underestimated, but won’t share accomplishments casually• Find it hard to listen to critical feedback and can take it very personally• Find it difficult to give negative feedback and may avoid doing so• If they do give constructive feedback, give it gently and with great care 168
  85. 85. Facilitator Guide Presentation Page 85 INFP = Insightful enhancer Interpersonal focus• Consider the needs of people much more important than accomplishing a result• Greatly affected by the quality of their relationships with people at work• Usually perceptive, aware of emotions and values, and able to read people well• Avoid interpersonal conflict; may withdraw or find it hard to express needs• Strive to maintain harmony even at the risk of leaving their own needs unmet 169 170
  86. 86. Facilitator Guide Presentation Page 86 171 THE GUARDIAN - beaver• Folklore describes the beaver as industrious, methodical, organized, responsible and group orientated.• These qualities are also found in the guardian temperament. 172
  87. 87. Facilitator Guide Presentation Page 87 THE GUARDIAN Slow and steady wins the race• Focus on maintaining procedures, policies and order• Seek a place to fit in and be part of a group• Value membership and order• Like being useful, practical and economical• Preserve the status quo and conserve what has worked well in the past• Contribute to the larger group• Work hard: complet tasks and meet expectations• Like activites to be useful and sensible• Are practical and realistic• Focus on planning and organising using facts and details• Are dependable, loyal, punctual, responsible and reliable• Prefer to meet deadlines without a last minute rush• Like clear; detailed and specific tasks• Prefer predictability, security, structure, rules and routines• Feel obligated to give, commit to, and care for things and people• Enjoy traditions and rituals 173 Guardians• Want to fit in, to have membership;• Hunger for responsibility, accountability, and predictability;• Tend to be generous, to serve and to do their duty;• Establish and maintain institutions and SOP;• Tend to protect and preserve, to stand guard and warn;• Look to the past and tradition;• Foster enculturation with ceremonies and rules;• Trusts contracts and authority;• Want security and stability;• Think in terms of what is conventional, comparisons; associations and discrete elements;• Generally are serious and concerned, fatalistic;• Are skilled at ensuring that things, information, and people are in the right place, in the right amounts, in the right quality at the right time;• Frequently gravitate toward business and commerce. 174
  88. 88. Facilitator Guide Presentation Page 88 Guardians• Focus on maintaining procedures, policies and order;• Seek a place to fit in and be part of a group;• Value membership and order;• Like being useful, practical and economical;• Preserve the status quo and conserve what has worked in the past;• Contribute to the larger group;• Work hard; complete tasks and meet expectations;• Like activities to be useful and sensible;• Are practical and realistic;• Focus on planning and organising using facts and details;• Are dependable; loyal, punctual, responsible and reliable;• Prefer to meet deadlines without a last minute rush;• Like clear, detailed, and specific tasks;• Prefer predictability, security, structure, rules and routines;• Feel obligated to give, commit to; and care for things and people;• Enjoy traditions and rituals. 175 Logistical Skill Set - Guardians• Provide the logistical support and protection necessary for people to get things done right and make sure things to well and don’t go wrong;• Provide service and caretaking that help people get underway;• Get the right things and the right information, in the right place, at the right time, in the right quantity, in the right quality, to the right people and not to the wrong people;• Attend to people’s comforts and make things easy for others;• Standardize, establish, and oversee policies and procedures that provide stability for the group;• Investigate what has happened before, carefully describing where we want to go and how to get there; and monitoring the plan along the way;.• Sheloter and protect to ensure safety and well-being;• Examine, assess and instruct to meet standards. 176
  89. 89. Facilitator Guide Presentation Page 89 Guardian strengths on a team• Strong team loyalty• Respect for authority• Provide historical perspective: what worked/didn’t work in the past• Implement consistent systems and procedures to optimize resource allocation• Responsible, good follow-through• Contingency planning for all perceived eventualities• Bring continuity• Constantly monitor systems and procedures• Provide clear, step-by-step directions• Economical with resources and possessions• Can manage large amounts of information 177 Guardian challenges on a team• May want to maintain the group when no longer suitable• May not question authority when appropriate• May be viewed as inflexible and reluctant to change• May be too caught up in details and rigidly insist on existing processes• May follow through when they should move on• May be viewed as pessimistic and waste time overplanning• May be viewed as « anal »• May micromange the details and find it hard to multitask simultaneously• May seem pennywise and pound foolish• May loose sight of the big picture in all the details 178