This document provides an overview of an MBTI workshop for teams. It discusses exercises and activities to help participants understand their own personality types using the MBTI framework. These include exercises on building trust within the team, understanding the key aspects of personality type (E/I, S/N, T/F, J/P), analyzing team dynamics based on type, and developing action plans based on type insights. The goal is to help teams leverage personality diversity and understand different perspectives to improve collaboration.
This document provides information about personality types and how they relate to career and major selection. It discusses the four dimensions of personality type: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. For each dimension, it describes the key characteristics and compares careers that may match each preference. It also discusses how personality type relates to decision making styles, communication styles, time management, and financial planning. The overall message is that understanding your personality type can help you choose a career and major that fits your natural strengths and preferences.
This document provides information about personality types and how they relate to career and major selection. It discusses the four dimensions of personality type: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. For each dimension, it describes the key characteristics and compares careers that may match each preference. It also discusses how personality type relates to decision making styles, communication styles, time management, and financial planning. The overall message is that understanding your personality type can help you choose a career and major that fits your natural strengths and preferences.
The document discusses the Myers-Briggs Type Indicator (MBTI) personality assessment. It describes how the MBTI identifies 16 personality types based on preferences in four dimensions: energy use, information gathering, decision-making, and external world relations. The document provides tips on understanding different personality types and how to tailor communications based on whether someone prefers extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The goal is to help identify effective ways of adapting sales presentations and conversations to different customer preferences.
Type A personalities are highly competitive, achievement-oriented individuals who are always in a hurry. They want to be the best and push themselves to achieve their goals. In contrast, Type B personalities are more relaxed and patient. They are less concerned with being the best or finishing first, and prefer exploring different possibilities to achieve goals at a more leisurely pace. Key differences are that Type A's have low patience, are short-tempered, and experience high stress levels due to their competitiveness and need to multitask, while Type B's are easygoing, even-tempered, and less affected by time pressures or competition.
Personality refers to consistent patterns of behavior and internal characteristics that make a person unique. It is influenced by both inherited traits and life experiences. There are several major theories regarding personality traits, including:
- The Big Five model which categorizes traits into extraversion, agreeableness, conscientiousness, neuroticism, and openness.
- Myers-Briggs Type Indicator which sorts people into 16 types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
- Type A and Type B theories which associate Type A with competitiveness and impatience and Type B with flexibility and relaxed attitudes. Trait theories provide useful
Personality can be defined as an individual's unique patterns of thinking, feeling and behaving. It is measured through self-report surveys and observer ratings. Personality is determined by both heredity and environmental factors such as relationships and work environments. Common personality traits include extraversion, agreeableness, conscientiousness, neuroticism, and openness. Two popular models for assessing personality are the Myers-Briggs Type Indicator and the Big Five model. Other relevant traits include locus of control, self-monitoring, risk-taking, and type A vs type B behaviors. Personality influences behaviors and outcomes at work.
This document discusses personality and various models used to describe personality, including:
- The 16 Personality Factors model which describes 16 primary personality traits.
- The Myers-Briggs Type Indicator (MBTI) which classifies personalities into 16 types based on preferences for Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. The MBTI was developed based on Carl Jung's theory of psychological types.
- Carl Jung's theory that personality is influenced by inborn preferences for using mental processes of Sensing/Intuition and Thinking/Feeling for perceiving information and making judgments. He also described preferences for Extraversion/Int
This document provides an overview of an MBTI workshop for teams. It discusses exercises and activities to help participants understand their own personality types using the MBTI framework. These include exercises on building trust within the team, understanding the key aspects of personality type (E/I, S/N, T/F, J/P), analyzing team dynamics based on type, and developing action plans based on type insights. The goal is to help teams leverage personality diversity and understand different perspectives to improve collaboration.
This document provides information about personality types and how they relate to career and major selection. It discusses the four dimensions of personality type: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. For each dimension, it describes the key characteristics and compares careers that may match each preference. It also discusses how personality type relates to decision making styles, communication styles, time management, and financial planning. The overall message is that understanding your personality type can help you choose a career and major that fits your natural strengths and preferences.
This document provides information about personality types and how they relate to career and major selection. It discusses the four dimensions of personality type: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. For each dimension, it describes the key characteristics and compares careers that may match each preference. It also discusses how personality type relates to decision making styles, communication styles, time management, and financial planning. The overall message is that understanding your personality type can help you choose a career and major that fits your natural strengths and preferences.
The document discusses the Myers-Briggs Type Indicator (MBTI) personality assessment. It describes how the MBTI identifies 16 personality types based on preferences in four dimensions: energy use, information gathering, decision-making, and external world relations. The document provides tips on understanding different personality types and how to tailor communications based on whether someone prefers extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. The goal is to help identify effective ways of adapting sales presentations and conversations to different customer preferences.
Type A personalities are highly competitive, achievement-oriented individuals who are always in a hurry. They want to be the best and push themselves to achieve their goals. In contrast, Type B personalities are more relaxed and patient. They are less concerned with being the best or finishing first, and prefer exploring different possibilities to achieve goals at a more leisurely pace. Key differences are that Type A's have low patience, are short-tempered, and experience high stress levels due to their competitiveness and need to multitask, while Type B's are easygoing, even-tempered, and less affected by time pressures or competition.
Personality refers to consistent patterns of behavior and internal characteristics that make a person unique. It is influenced by both inherited traits and life experiences. There are several major theories regarding personality traits, including:
- The Big Five model which categorizes traits into extraversion, agreeableness, conscientiousness, neuroticism, and openness.
- Myers-Briggs Type Indicator which sorts people into 16 types based on preferences for extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
- Type A and Type B theories which associate Type A with competitiveness and impatience and Type B with flexibility and relaxed attitudes. Trait theories provide useful
Personality can be defined as an individual's unique patterns of thinking, feeling and behaving. It is measured through self-report surveys and observer ratings. Personality is determined by both heredity and environmental factors such as relationships and work environments. Common personality traits include extraversion, agreeableness, conscientiousness, neuroticism, and openness. Two popular models for assessing personality are the Myers-Briggs Type Indicator and the Big Five model. Other relevant traits include locus of control, self-monitoring, risk-taking, and type A vs type B behaviors. Personality influences behaviors and outcomes at work.
This document discusses personality and various models used to describe personality, including:
- The 16 Personality Factors model which describes 16 primary personality traits.
- The Myers-Briggs Type Indicator (MBTI) which classifies personalities into 16 types based on preferences for Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving. The MBTI was developed based on Carl Jung's theory of psychological types.
- Carl Jung's theory that personality is influenced by inborn preferences for using mental processes of Sensing/Intuition and Thinking/Feeling for perceiving information and making judgments. He also described preferences for Extraversion/Int
The document discusses evaluating one's personality type through a Myers-Briggs Type Indicator survey. The survey assesses preferences on four dimensions: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. Taking the survey involves answering a series of questions to determine one's four-letter personality type based on their combination of preferences. Understanding one's own type and how it interacts with others' types can help improve communication and accommodate different styles.
The document summarizes the Myers-Briggs Type Indicator (MBTI), a psychological assessment that identifies a person's personality type based on their preferences in four dichotomies:
- Where they focus their energy (Extraversion/Introversion)
- How they take in information (Sensing/iNtuition)
- How they make decisions (Thinking/Feeling)
- How they organize their lives (Judging/Perceiving)
It describes the origins and uses of the MBTI, provides examples of characteristics associated with each preference, and notes some common biases that can occur between types. The conclusion emphasizes that the MBTI suggests but does not determine one's type,
CPP, Inc. 800-624-1765 www.cpp.comMyers-Briggs Type I.docxvanesaburnand
CPP, Inc. | 800-624-1765 | www.cpp.com
Myers-Briggs Type Indicator®
Personal Impact Report
Myers-Briggs Type Indicator ® Personal Impact Report Copyright 2013 by Peter B. Myers and Katharine D. Myers. All rights reserved. Myers-Briggs Type Indicator, Myers-Briggs, MBTI, and the MBTI logo are trademarks or registered
trademarks of the Myers & Briggs Foundation, Inc., in the United States and other countries. The CPP logo is a trademark or registered trademark of CPP, Inc., in the United States and other countries.
Report prepared for
BARBARA B.
MARCH 14, 2015
Myers-Briggs Type Indicator®
Personal Impact Report
Introduction
Your MBTI® Personal Impact Report is designed to help you make use of your MBTI results so that
you can better understand yourself and others and improve the interactions in your daily life and work.
The MBTI assessment is based on the work of Carl Jung and was developed by Isabel Briggs Myers and
Katharine Briggs to identify 16 different personality types that help explain differences in how people
take in information and make decisions about it. Your report will show you how your personality type is
distinct from other types and how it influences the way you perceive, communicate, and interact.
This Report Can Help You
• Improve communication and teamwork as you gain awareness of the personality differences you see in others
• Work more effectively with those who may approach problems and decisions very differently than you do
• Navigate your work and personal relationships with more insight and effectiveness
• Understand your preferences for learning and work environments and the activities and work you most enjoy
doing
• More successfully manage the everyday conflicts and stresses that work and life may bring
As you read your report, bear in mind that personality type is a nonjudgmental system that looks at the
strengths and gifts of individuals. All preferences and personality types are equally valuable and useful.
Based on more than 70 years of research supporting its reliability and validity, the MBTI assessment has
been used by millions of people worldwide to gain insight into the normal, healthy differences that are
observed in everyday behavior and to open up opportunities for growth and development.
How Your MBTI® Personal Impact Report Is Organized
• What Are Preferences? ....................................................................................................................................................... 3
• The MBTI® Preferences ...................................................................................................................................................... 4
• What Is Your Type? ............................................................................................................................................................... 6
• Summary of Your MBTI® Results ............................................................................
The document discusses improving communication skills through developing confidence. It identifies four types of personalities (A, B, C, D) and how to communicate effectively with each by understanding their traits, influencing styles, and management needs. The key aspects of confident communication are self-confidence, listening skills, body language, vocabulary, and understanding other perspectives.
Mbti teambuilding slides for samea 7 oct2010GB Srithar
The document discusses using the Myers-Briggs Type Indicator (MBTI) personality assessment tool to help improve teamwork among staff at SAMEA. The MBTI can help people understand their own personality preferences and how they differ from others. This allows teams to appreciate individual differences and build complementary teams to achieve high performance. The document outlines the 16 MBTI personality types and provides guidance on effectively using MBTI in teams.
Human Behavior Lecture Chapter 02 ppt slMuneebURahman
This document discusses personality and defines it as the characteristics, patterns of thoughts, feelings, and behaviors that make a person unique. It identifies four main determinants that shape personality: physical environment, heredity, culture, and situational factors. The document also describes several personality traits and types, including the Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism), Type A and Type B personalities, Theory X and Theory Y, and the Myers-Briggs Type Indicator personality assessment.
The document provides an introduction to the Myers-Briggs Type Indicator (MBTI), a personality assessment tool based on Carl Jung's theory of psychological types. It describes how Isabel Myers and Katherine Briggs developed the MBTI instrument to help people identify their preferences on four dichotomies: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. Over 50 years of research has proven the MBTI to be a reliable and valid way to assess personality type without judgments of health or prescribing what actions people should take.
This document discusses the definition and theories of personality. It defines personality as a set of behaviors, feelings, thoughts and motives that characterize an individual. The document discusses the nature vs nurture debate on influences of personality and various theories including trait theory and the Big Five model. It also provides information on measuring personality through various tests and evaluating one's own personality.
The document discusses assertiveness and how to communicate assertively. It defines assertiveness as an honest, direct expression of one's feelings, thoughts, and beliefs. It contrasts assertiveness with aggressive and passive communication. Assertiveness is important for effective communication and achieving goals while respecting oneself and others. Fear, lack of confidence, and not knowing other options can prevent people from communicating assertively.
Personality is defined as the unique qualities of an individual that affect how they see themselves and relate to others. Studies show that genetics account for about 40% of personality, while 60% is influenced by environmental and situational factors. There are several major theories that seek to understand personality, including psychoanalytic, trait, humanistic, and social-cognitive approaches. Personality is assessed using techniques like questionnaires, interviews, and projective tests.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
The sum total of ways in which an individual reacts and interact with others is personality.The study of the psychology of personality, called personality psychology, attempts to explain the tendencies that underlie differences in behavior. Psychologists have taken many different approaches to the study of personality, including biological, cognitive, learning, and trait-based theories, as well as psychodynamic, and humanistic approaches. The various approaches used to study personality today reflect the influence of the first theorists in the field, a group that includes Sigmund Freud, Alfred Adler, Gordon Allport, Hans Eysenck, Abraham Maslow, and Carl Rogers.
This document discusses different personality styles and how to better understand relationships. It identifies four main styles: Driver, Expressive, Amiable, and Analytical. Each style has different traits in terms of assertiveness and responsiveness. Understanding one's own style and flexing to accommodate others' styles is key to building good relationships. People have backup styles that emerge under stress, and it's important to manage stress and avoid important decisions during backup states. Flexing one's behavior is recommended to improve relationships when they are not going well.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined in terms of its characteristics and sub-traits. The Big Five aims to capture differences between individuals and was originally derived in 1970 through analyzing data from personality surveys. It is now widely accepted in the scientific community for studying how personality changes over time and relates to other variables.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
This document is an interpretive report for an MBTI assessment taken by Sam Eads. It provides information about Sam's personality type of ESFP (Extraversion, Sensing, Feeling, Perceiving) based on his responses. It describes the key aspects of ESFP personalities including being realistic, practical, sympathetic, warm, active, and spontaneous individuals who enjoy living in the moment. It also discusses how ESFPs typically take in information, make decisions, and interact with the world.
Personality Presentation for Success Day - SCTCCSarah Rach
The document provides information about a personality assessment and discusses how understanding one's personality preferences can help with career choice, relationships, and life satisfaction. It describes the four dimensions of personality assessed - Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving - and explains the 16 possible personality types that result from combinations of those preferences. The text stresses that the assessment indicates natural preferences, not abilities, and encourages participants to use their results for self-understanding rather than limitation.
Bridging Personality Differences in the WorkplaceKyle Danzey
This document provides an overview of a workshop on the Myers-Briggs Type Indicator (MBTI) personality assessment. The workshop objectives are to introduce participants to MBTI personality types, have participants determine their own type, understand how team dynamics can be affected by personality differences, and explore strategies for working with others. The document defines the MBTI and its key assumptions. It also outlines the four scales used in the assessment, the 16 personality types that result, examples of job stressors for each type, and best practices for supporting different types in the workplace. Participants will complete a group activity applying the MBTI to their work environment.
The document discusses evaluating one's personality type through a Myers-Briggs Type Indicator survey. The survey assesses preferences on four dimensions: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. Taking the survey involves answering a series of questions to determine one's four-letter personality type based on their combination of preferences. Understanding one's own type and how it interacts with others' types can help improve communication and accommodate different styles.
The document summarizes the Myers-Briggs Type Indicator (MBTI), a psychological assessment that identifies a person's personality type based on their preferences in four dichotomies:
- Where they focus their energy (Extraversion/Introversion)
- How they take in information (Sensing/iNtuition)
- How they make decisions (Thinking/Feeling)
- How they organize their lives (Judging/Perceiving)
It describes the origins and uses of the MBTI, provides examples of characteristics associated with each preference, and notes some common biases that can occur between types. The conclusion emphasizes that the MBTI suggests but does not determine one's type,
CPP, Inc. 800-624-1765 www.cpp.comMyers-Briggs Type I.docxvanesaburnand
CPP, Inc. | 800-624-1765 | www.cpp.com
Myers-Briggs Type Indicator®
Personal Impact Report
Myers-Briggs Type Indicator ® Personal Impact Report Copyright 2013 by Peter B. Myers and Katharine D. Myers. All rights reserved. Myers-Briggs Type Indicator, Myers-Briggs, MBTI, and the MBTI logo are trademarks or registered
trademarks of the Myers & Briggs Foundation, Inc., in the United States and other countries. The CPP logo is a trademark or registered trademark of CPP, Inc., in the United States and other countries.
Report prepared for
BARBARA B.
MARCH 14, 2015
Myers-Briggs Type Indicator®
Personal Impact Report
Introduction
Your MBTI® Personal Impact Report is designed to help you make use of your MBTI results so that
you can better understand yourself and others and improve the interactions in your daily life and work.
The MBTI assessment is based on the work of Carl Jung and was developed by Isabel Briggs Myers and
Katharine Briggs to identify 16 different personality types that help explain differences in how people
take in information and make decisions about it. Your report will show you how your personality type is
distinct from other types and how it influences the way you perceive, communicate, and interact.
This Report Can Help You
• Improve communication and teamwork as you gain awareness of the personality differences you see in others
• Work more effectively with those who may approach problems and decisions very differently than you do
• Navigate your work and personal relationships with more insight and effectiveness
• Understand your preferences for learning and work environments and the activities and work you most enjoy
doing
• More successfully manage the everyday conflicts and stresses that work and life may bring
As you read your report, bear in mind that personality type is a nonjudgmental system that looks at the
strengths and gifts of individuals. All preferences and personality types are equally valuable and useful.
Based on more than 70 years of research supporting its reliability and validity, the MBTI assessment has
been used by millions of people worldwide to gain insight into the normal, healthy differences that are
observed in everyday behavior and to open up opportunities for growth and development.
How Your MBTI® Personal Impact Report Is Organized
• What Are Preferences? ....................................................................................................................................................... 3
• The MBTI® Preferences ...................................................................................................................................................... 4
• What Is Your Type? ............................................................................................................................................................... 6
• Summary of Your MBTI® Results ............................................................................
The document discusses improving communication skills through developing confidence. It identifies four types of personalities (A, B, C, D) and how to communicate effectively with each by understanding their traits, influencing styles, and management needs. The key aspects of confident communication are self-confidence, listening skills, body language, vocabulary, and understanding other perspectives.
Mbti teambuilding slides for samea 7 oct2010GB Srithar
The document discusses using the Myers-Briggs Type Indicator (MBTI) personality assessment tool to help improve teamwork among staff at SAMEA. The MBTI can help people understand their own personality preferences and how they differ from others. This allows teams to appreciate individual differences and build complementary teams to achieve high performance. The document outlines the 16 MBTI personality types and provides guidance on effectively using MBTI in teams.
Human Behavior Lecture Chapter 02 ppt slMuneebURahman
This document discusses personality and defines it as the characteristics, patterns of thoughts, feelings, and behaviors that make a person unique. It identifies four main determinants that shape personality: physical environment, heredity, culture, and situational factors. The document also describes several personality traits and types, including the Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism), Type A and Type B personalities, Theory X and Theory Y, and the Myers-Briggs Type Indicator personality assessment.
The document provides an introduction to the Myers-Briggs Type Indicator (MBTI), a personality assessment tool based on Carl Jung's theory of psychological types. It describes how Isabel Myers and Katherine Briggs developed the MBTI instrument to help people identify their preferences on four dichotomies: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. Over 50 years of research has proven the MBTI to be a reliable and valid way to assess personality type without judgments of health or prescribing what actions people should take.
This document discusses the definition and theories of personality. It defines personality as a set of behaviors, feelings, thoughts and motives that characterize an individual. The document discusses the nature vs nurture debate on influences of personality and various theories including trait theory and the Big Five model. It also provides information on measuring personality through various tests and evaluating one's own personality.
The document discusses assertiveness and how to communicate assertively. It defines assertiveness as an honest, direct expression of one's feelings, thoughts, and beliefs. It contrasts assertiveness with aggressive and passive communication. Assertiveness is important for effective communication and achieving goals while respecting oneself and others. Fear, lack of confidence, and not knowing other options can prevent people from communicating assertively.
Personality is defined as the unique qualities of an individual that affect how they see themselves and relate to others. Studies show that genetics account for about 40% of personality, while 60% is influenced by environmental and situational factors. There are several major theories that seek to understand personality, including psychoanalytic, trait, humanistic, and social-cognitive approaches. Personality is assessed using techniques like questionnaires, interviews, and projective tests.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
The sum total of ways in which an individual reacts and interact with others is personality.The study of the psychology of personality, called personality psychology, attempts to explain the tendencies that underlie differences in behavior. Psychologists have taken many different approaches to the study of personality, including biological, cognitive, learning, and trait-based theories, as well as psychodynamic, and humanistic approaches. The various approaches used to study personality today reflect the influence of the first theorists in the field, a group that includes Sigmund Freud, Alfred Adler, Gordon Allport, Hans Eysenck, Abraham Maslow, and Carl Rogers.
This document discusses different personality styles and how to better understand relationships. It identifies four main styles: Driver, Expressive, Amiable, and Analytical. Each style has different traits in terms of assertiveness and responsiveness. Understanding one's own style and flexing to accommodate others' styles is key to building good relationships. People have backup styles that emerge under stress, and it's important to manage stress and avoid important decisions during backup states. Flexing one's behavior is recommended to improve relationships when they are not going well.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined in terms of its characteristics and sub-traits. The Big Five aims to capture differences between individuals and was originally derived in 1970 through analyzing data from personality surveys. It is now widely accepted in the scientific community for studying how personality changes over time and relates to other variables.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
This document is an interpretive report for an MBTI assessment taken by Sam Eads. It provides information about Sam's personality type of ESFP (Extraversion, Sensing, Feeling, Perceiving) based on his responses. It describes the key aspects of ESFP personalities including being realistic, practical, sympathetic, warm, active, and spontaneous individuals who enjoy living in the moment. It also discusses how ESFPs typically take in information, make decisions, and interact with the world.
Personality Presentation for Success Day - SCTCCSarah Rach
The document provides information about a personality assessment and discusses how understanding one's personality preferences can help with career choice, relationships, and life satisfaction. It describes the four dimensions of personality assessed - Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving - and explains the 16 possible personality types that result from combinations of those preferences. The text stresses that the assessment indicates natural preferences, not abilities, and encourages participants to use their results for self-understanding rather than limitation.
Bridging Personality Differences in the WorkplaceKyle Danzey
This document provides an overview of a workshop on the Myers-Briggs Type Indicator (MBTI) personality assessment. The workshop objectives are to introduce participants to MBTI personality types, have participants determine their own type, understand how team dynamics can be affected by personality differences, and explore strategies for working with others. The document defines the MBTI and its key assumptions. It also outlines the four scales used in the assessment, the 16 personality types that result, examples of job stressors for each type, and best practices for supporting different types in the workplace. Participants will complete a group activity applying the MBTI to their work environment.
Similar to Personality types, myers briggs type inventory (20)
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Katharine Kemp, Associate Professor at the Faculty of Law & Justice at UNSW Sydney, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Suzanne Lagerweij - Influence Without Power - Why Empathy is Your Best Friend...Suzanne Lagerweij
This is a workshop about communication and collaboration. We will experience how we can analyze the reasons for resistance to change (exercise 1) and practice how to improve our conversation style and be more in control and effective in the way we communicate (exercise 2).
This session will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
Abstract:
Let’s talk about powerful conversations! We all know how to lead a constructive conversation, right? Then why is it so difficult to have those conversations with people at work, especially those in powerful positions that show resistance to change?
Learning to control and direct conversations takes understanding and practice.
We can combine our innate empathy with our analytical skills to gain a deeper understanding of complex situations at work. Join this session to learn how to prepare for difficult conversations and how to improve our agile conversations in order to be more influential without power. We will use Dave Gray’s Empathy Mapping, Argyris’ Ladder of Inference and The Four Rs from Agile Conversations (Squirrel and Fredrick).
In the session you will experience how preparing and reflecting on your conversation can help you be more influential at work. You will learn how to communicate more effectively with the people needed to achieve positive change. You will leave with a self-revised version of a difficult conversation and a practical model to use when you get back to work.
Come learn more on how to become a real influencer!
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
XP 2024 presentation: A New Look to Leadershipsamililja
Presentation slides from XP2024 conference, Bolzano IT. The slides describe a new view to leadership and combines it with anthro-complexity (aka cynefin).
This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
2. Personality – looking at a range of personality
types and how an understanding of these can
help us understand how people communicate,
and match them to jobs and make the best use
of their talents in the workplace
Motivation – what motivates people and
determines their levels of job satisfaction and
performance? Which personal needs and job
facet requirements relate to specific people and
why? How does this come out in the way they
communicate?
3. Type A and Type B
Personality
Impacts communication style
Affects job preferences
Ambition
Stability
Job satisfaction
Possibility of boredom
Quality of work
Blood pressure
Stress levels…
4. Personality
Type A and Type B Personalities
Type A people tend never to be late for
appointments whereas Type B people are fairly
casual about them;
Type A people are very competitive whereas Type
Bs are not;
Type As often anticipate what others are going to
say in conversation, by nodding and attempting to
finish the sentence for them, while Type Bs are
good listeners;
5. Type A and Type B Personalities
Type A people are always rushed and Type B
people never feel rushed, even when under
pressure;
Type As are always impatient when they are
waiting while Type Bs can usually wait patiently;
Type As try to do many things at once, and are
constantly thinking about what they will do next,
while Type Bs take things one at a time;
6. Type A and Type B Personalities
Type As are emphatic in speech, and fast and
forceful in manner, while Type Bs are slow,
deliberate talkers, whereas Type As are emphatic
in speech, and fast and forceful;
Type As always want to do a good job which will
be recognised as such by others, while Type Bs
care more about satisfying themselves, no matter
what others may think;
7. Type A and Type B Personalities
Type As are fast moving in their habits and
especially in walking and eating, whereas Type
Bs are slow at doing most things;
Type As are hard-driving in terms of pushing
themselves and others, while Type Bs are much
more easy-going;
Type As tend to hide their feelings, whereas Type
Bs will express them;
Type As will have few interests outside work;
whereas Type Bs have many outside interests;
8. Type A and Type B Personalities
Type As tend to be very ambitious and eager
to get things done, whereas Type Bs are not
ambitious and more casual.
Your preference for Type A? to how many
statements did you say “yes”?
Your preference for Type B? – to how
many of these did you say “yes”?
Mix of both but preference for one?
9. Big Five Model of Personality
Extraversion
Neuroticism
Agreeableness
Conscientious
Openness to
Experience
10. The Big Five Model of Personality
Extraversion – positive affectivity –
predisposes individuals to experience
positive emotional states – gregarious –
warm and friendly
Neuroticism – tendency to experience
negative emotional states – negative
affectivity – anxiety – self-consciousness –
vulnerability
11. The Big Five Model of Personality
Agreeableness – the tendency to get along
well with others – trust, straightforwardness,
tender-mindedness
Conscientiousness – the extent to which a
person is careful, scrupulous, persevering –
likes competence, order, self-discipline
Openness to Experience – original, broad
interests, willing to take risks – fantasy,
actions, ideas
12. Three Needs Theory
Achievement – desire to perform
challenging tasks well and meet one’s
own high standards
Affiliation – desire to establish and
maintain good relations with others
Power – desire to exert emotional and
emotional and behavioral control
control over others
14. Myers Briggs Type Inventory
What is your basic personality type?
A glance at Jung and Freud and the way
they saw people – introvert or extravert?
Fact-finding or intuitive? Ruled by the
heart or by the head? Perceiving or
judgmental? Exploring the MBTI…
15. Myers Briggs Type Inventory
Extraverts and Introverts
Variety and action, greeting people, talking
Quiet for concentration; writing
Impatient with slow lonely jobs
Can’t remember names and faces
Act quickly, not always thinking things through
Think before they act, work alone
16. Myers Briggs Type Inventory
Sensing Types and Intuitive Types
Realistic about how long jobs take to finish
Follow inspiration/hunches
Focus on what works now, apply their learning
How can things be improved?
Jump to conclusions quickly
Always need more information to make a decision
17. Myers Briggs Type Inventory
Thinking Types and Feeling Types
Put things in logical order, respond to ideas
Like harmony, respond to values
Need to be treated fairly, can be firm/tough
Sympathetic, avoid unpleasant things
Can analyze problems but hurt people’s feelings
Enjoy pleasing people
18. Myers Briggs Type Inventory
Judging Types and Perceptive Types
Like to follow a plan, finish things
Leave things open to the last-minute
Satisfied when reach conclusions, essentials done
Find it hard to make decisions
Use lists as agendas for action, step-by-step
Have difficulties in finishing projects