Posts Tagged ‘leadership’

Intuitive Listening Strengths

Tuesday, March 13th, 2012

I?m able to synthesize or articulate the thoughts of others.?

Intuitive listeners are often good at taking the stories they hear and connecting them with a theory or an idea.? For example, after the Virginia Tech shootings, an acquaintance said that she was dismayed that there was no Christian prayer said at the university?s memorial service.? That bothered me, because I was thinking of all the non-Christian students that would have felt excluded during a prayer, at a time when they needed to join together in their common grief.? I repeated her comment to an ENFP friend, and his reply was:? ?Our founding fathers understood the tyranny of the majority over the minority, but people today forget that.?? You can?t get better validation than to be told that you think like our founding fathers, and I?m usually grateful when Intuitive listeners take my specific experience and connect it to the general experience.?

The PEOPLE Process Training Products


Another strength of Intuitive listeners is that they?re able to sort through a great deal of information and find the essential idea.

?My strengths as a listener are being able to synthesize or articulate the thoughts of others, particularly in group discussions, when discussion is going all over the place,? says Carolyn, INFP.? ?I can pull together what I have heard.?

?If a client is really upset, I?ll say, ?Start anyplace, and we?ll track it together,?? says Catherine, ENTJ.? ?After they get all the pieces out, no matter how chaotic their story, I can feel myself consulting my Intuition, asking myself if I have the full picture.?

Intuitive listeners are also good at listening for possibilities, when something the speaker said might mean more than they are giving it credit for.?

?My strengths are that I?ll hear something in passing, an extraneous comment, a little nugget that has been thrown out,? says Dee, ENTP, ?and I?ll ask them to say some more about it.? I?ll help them return to that comment and unpack it.?

The best thing about Intuitive listeners, however, is that they can sometimes listen for possibilities in the speaker, and be able to tel them that they are worth more than they give themselves credit for.

?Beyond just the data gathering, I try to help people identify their strengths, to reframe things when they?re feeling very negative about themselves,? says Craig, ENFP.? ?I remember when I was a kid, walking home from lunch with this girl in my class.? She was burdened because the other kids were making fun of her.? I said something about her talents, and after that, the poison was gone for her.? When I?m working with clients as well, I try to help people see themselves so that they like what they see.?

Conflict and Type

Tuesday, February 7th, 2012

Kenneth Thomas and Ralph Kilmann developed one approach to understanding conflict-handling styles that has been used to research the style most used by each of the types. Using a model developed earlier by Robert Blake and Jane Mouton (1964) for categorizing management styles, Thomas and Kilmann identified two dimensions of behavior involved in managing conflict with another party: concern for one?s own interests and concern for the other person?s interests. They labeled these Assertiveness and Cooperativeness, respectively. Depending on the degree to which a person proportions his or her energy into each of these dimensions, one of the styles will be engaged.????

The PEOPLE Process Assessment Wheel

The 16 personality types respond to conflict according to their preferences. According to the Thomas-Kilmann Model, none of the styles are inherently good or bad. Each is appropriate for some situations and each is also inappropriate or less effective for other situations. The model describes five different approaches to conflict according to how people think about the importance of a task versus the importance of their relationship with the people they are working with ? Competing, Collaborating, Compromising, Avoiding, Accommodating. The main point of the model is to encourage people to be purposeful in how they confront and collaborate with others, rather than relying on their natural ? and often inappropriate tendencies.

In the Competing category, behavior is based on a high attempt to satisfy one?s own interests and a low attempt to satisfy the other party?s interests. A person chooses to use power to win with his or her position. This style is appropriate in situations requiring an emergency decision, where there is no other option and someone must be willing to take the tough stand, or where self-protection is essential. The downside of this style is that it intimidates others to the point where problems may go underground and develop into actions that escalate the conflict. The personality types we find in this category are the ENTJ and ESTJ males.

In the Accommodating category, behavior is based on giving up one?s own interests in order to satisfy the other party?s interests. A choice is made to yield. This style is appropriate when the issue is not of great importance to you and harmony is, or when the other party has all the power. The downside is that if used excessively, neither you nor others have an opportunity to understand your real strength. We find the ENFP and ESFP personality types in this section.

In the Avoiding category, behavior in which there is no attempt to satisfy either one?s own or the other party?s interests is found. A choice is made to remain apart from interactive engagement on the issue. This style is appropriate when the issue is of no importance to you or when used as a strategy to buy time for thinking or ?cooling down,? or if the other person has unyielding power over you. The downside is that issues may persist and remain unresolved. The types we find in this category are the INTJ, ISTJ, ISFJ, and INFJ.

In the Compromising category, behavior in which each party sacrifices some of this or her own interests in order to satisfy some of the interests of the other is found. Each person negotiates to win some personal interests in exchange for yielding others. This style is useful when the issue is if some importance but there is not time for a full-fledged collaborative process. It is also a fallback process when collaboration is not going to produce a fully win/win solution. This downside is that there may be missed opportunity for a more creative solution that would increase resources, productivity and satisfaction. The types we find in this category are the ENTJ and ESTJ females, and the ISTP, INTP, ESTP, ENTP of both genders.

And, finally, in the Collaborating category, behavior that seeks a way to satisfy fully both parties? interests ? a win/win solution is found. Issues are examined that are important to both people and commitment is made to exploration of alternative resolutions that address all concerns. The downside is that the process may involve more time than is available. The types found in this group include the ESFJ and ENFJ.

Source: Wired for Conflict; Sondra S. VanSant

(Myers-Briggs Type Indicator is a trademark or registered trademark of the Myers-Briggs Type Indicator Trust in the United States and other countries.)

The Surprising Results of Servant Leadership

Monday, January 30th, 2012

Guest Post by:? Lee Ellis - As originally seen at: ?

As a POW in Vietnam, I was typically the junior ranking and youngest person in my cell block. This meant that I was always a follower and never a formal leader. I used to think that this meant that I didn?t have influence. ?

But in retrospect, I see that I did have influence. And one way it came was through being a joyful doer.

Gettin? Busy

The truth is that I felt better when I was involved in the action so I stepped forward to do whatever needed to be done?clean the dirty latrine, sweep the floor, or deliver a very important message under dangerous circumstances. The lesson I learned was that serving and doing all the little things that others might avoid brings respect and ultimately influence.

And, this type of servant leadership made an impact after I returned to continue my full-time military career.

Even though I was behind my peers after being away, this leadership tactic was a primary factor in making up lost time and being promoted to a senior officer.

?The lesson I learned was that serving and doing all the little things that others might avoid brings respect and ultimately influence.?

Young and Hungry to Serve

I had not thought about this lately until last week while interacting with a group of college students (Air Force ROTC cadets) in San Antonio at the Air Education and Training Command?s 2012 Symposium. The Air Force Association (AFA), cohost for this event, had invited a number of Air Force ROTC Cadets ? all college students to assist with security and logistics at the Exposition in the convention center.

Since I was operating out of the AFA booth, my host volunteered these impressive young folks to help in any way I needed.

They were all bright and impressive young folks and it was soon obvious why they were chosen to attend this high-level event as guests of AFA and the Air Force.? The senior-ranking cadet took charge and managed the most important job of door security, insuring a regular rotation of sentries from 6:30 AM until 7:00 PM.? Other cadets helped me with the book signing by carting in books, stuffing bookmarks, collecting money, and scanning credit cards.

?Watching them carefully for a day and a half, I saw that even in this elite group, some stood out above their peers due to their willingness to get involved and commit totally to the task at hand.?

Rising to the Top

Watching them and listening to them carefully for a day and a half, I realized that even in this elite group, some stood out above their peers due to their willingness to get involved and commit totally to the task at hand.

All the students were sharp and helpful, but the ones that I?ll remember best are those who stepped forward first and then remained eagerly engaged until the job was done.

They won my heart and gained my highest respect?and that is powerful influence.

I appreciate the opportunity to be reminded of this lesson?that joyfully serving others is a powerful way to gain influence?even when you are young and have no position or formal power. It?s also a reminder that we are never too old or too important to learn lessons about influence.? After all, influence is what leadership is all about.

Regardless of your age or level of influence, how does this story impact your day-to-day work? With pure motives, what acts of service can you do today that will make far-reaching impact in the future? The only way to find out is to just do it.?And if you have a servant leadership story, share it in the comments section below. I would love to hear your story!


Be sure and read Lee’s book:? Leading with Honor:? Leadership Lessons from the Hanoi

Leading With Honor: Leadership Lessons from the Hanoi Hilton

Lee Ellis is founder and president of Leadership Freedom LLC and FreedomStar Media.
He is a leadership consultant, keynote speaker, and author in the areas of teambuilding, executive development, and assessments

How Does Type Influence Our Listening?

Tuesday, November 22nd, 2011

In the last blog update, 16 people were asked the question, ?Who is the best listener in your life??? and 14 of them mentioned an Introvert.? Do Introverts really have a natural advantage over Extraverts when it comes to listening??

According to the type theory, Introverts have two good reasons to listen more than talk.? First of all, they have a lower need to talk because they process their thoughts internally.? They may want to share their completed thoughts with others, but that usually requires less time than thinking through something out loud.

Second, when Introverts talk, they?re using their Auxiliary function, which is not what they?re best at, so they don?t get the positive response that Extraverts do.? After awhile, they become less confident and more critical of themselves when they speak.? The role of listener becomes a better way for them to garner self-esteem.

Extraverts, on the other hand, have two good reasons to talk more than listen.? First, they need to process their thoughts out loud.? They often do their best thinking when they are talking, so they need to have several good listeners in their lives to allow them to reach clarity and understanding.

Second, Extraverts derive greater self-esteem from talking than Introverts.? Because they are Extraverts, they are showing their dominant function to the world, which is what they?re best at, whether it?s practical knowledge, possibilities, logic or caring.? When they finish speaking, they usually get a better response from others, and more of a sense of accomplishment in their speech.? It?s hard to give that up and switch over into listening.

However, just because Introverts tend to do more listening, they don?t necessarily listen well.? Although they may be silent when someone else is speaking, they may actually have a strong internal dialogue going, and may be listening more to themselves than the speaker.

Let?s face it.? It?s an effort for all of us to be good listeners.? Extraverts have to manage their external voice, and Introverts have to manage their internal voice.

In trying to become a good human being though, nothing makes a bigger difference than developing the ability to listen well.? No matter what else we do for other people, if we listen attentively and sypathetically to what they are saying, and let them know that they have been heard and understood, that will mean the most to them.

The Gift of Listening

Wednesday, November 9th, 2011

Once, I made two lists.? On the first list, I put the names of the people in my life that I had largely positive feelings about.? On the second, I put the names of the people that I had reservations about, the relationships that I might label ?problematic.?? We called each other friends, but after I?d been with them, I didn?t feel enriched.

When I looked at the difference between the two lists, one thing stood out.? The people on the first list were good listeners, and the people on the second were not.? The people on the first list always made me feel like a connection had been made between us, but the people on the second made me feel like a connection had been faked.? The people on the first list made me feel like I was accompanied on this journey of life, the people on the second made me feel like I was alone.

That?s when I realized how important it is to be a good listener to other people.? It?s not just a nice thing to do, or good manners.? Good listening has an existential importance.? It?s the only thing that helps us relieve the loneliness of the human condition.

For something that is so important, it?s amazing how little it?s talked about.? It?s rarely taught in our families, schools, workplaces or churches.? There isn?t even a cultural cliche about good listening, like:? ?A bird in the hand is worth two in the bush.?

Most people who have become good listeners learned it in some kind of ?self-help? or psychological setting, and they were usually surprised to learn its importance.? It hasn?t spread to the overall culture.

It?s not even a skill of certain personality types.? Some people may appear to be good listeners because their type makes them less talkative or less opinionated or more sensitive to others, but they will admit that if you listen in on their thoughts, they are often not fully tuned into the other person.? To be genuinely paying attention to another person?that is a learned skill, and one that takes constant practice.? It?s not something we?re born with.

This is the first in a series.? In the following blog updates, we asked people of all the types, ?Who are the best and worst listeners in your life, and why??? From that we gleaned some good, practical dos and don?ts on listening.? In the next blog update, we?re going to look at how our type influences our listening.

You?ll probably find a lot of the people you know in these pages, including the person you thought you knew the best?yourself.? However, if you decide to begin asking yourself the question:? ?Am I really listening??? you?ll find that you didn?t really know yourself, or anyone else, before that.

(By Susan Scanlon, The TYPE Reporter, Issue Number 97)

How Do You Take Action? - Judging or Perceiving?

Tuesday, November 1st, 2011

The fourth and final dimension of behavior in psychological type theory is how we prefer to take action. Judging types represent approximately 60% and Perceiving types about 40% of the U.S.?population.??? The PEOPLE Process

Judging and Perceiving represent the two very different ways that people like to organize their world and live their lives. In this context, the term Judging does not mean a person that is judgmental and the term Perceiving does not mean that a person is perceptive. These are the terms assigned to this dimension of behavior. Perceiving refers to one?s innate drive to keep things open, to keep gathering information and Judging refers to a desire to come to conclusion and make a decision. People with a Judging preference feel tension until an issue is decided and people with a Perceiving preference feel tension if pushed to make a decision too quickly. The more important the decision is, the stronger the need to resolve the issue quickly for a person with Judging preference.

Judging and Perceiving have a lot to do with the way we like to run our everyday lives and the greatest potential for conflict exists between couples with this dimension. This is the only dimension that is different between me and my husband. Roy, INTP, and I, INTJ, experienced a lot of confusion, tension and conflict around this fourth dimension of taking action. We had been married just a few years when we were introduced to psychological type and were immediately riveted by the explanation in ?type theory? of why we were experiencing this tension. We could be discussing something and I?d head for the phone to take action. This completely unnerved him because of his need to investigate further, look for more information and check things out.

Another part of the differences in this dimension is Judging people want their living area organized and feel distracted living amid clutter, while Perceiving people tend to have a more casual attitude and often leave projects unfinished. My INTP partner liked to file papers in stacks on the office floor and I preferred to file paperwork ? feeling everything should be put in its place. Once we found out about our preference for Judging and Perceiving in this Action dimension, we understood what was causing the tension and were able to ?stretch ourselves? so that we could include each other?s ?comfort zone? in our expectations.

Judgers are planners and like to be prepared. They expect a set plan to be followed and often have difficulty shifting gears when the plan unexpectedly changes. By contrast, Perceivers are hesitant to commit themselves for fear that if they do, they may miss some great opportunity that will come along later. Perceivers act spontaneously and are flexible in adjusting to changes.

In the area of handling responsibilities, Judging people like to complete projects ahead of a deadline and it?s very hard for Judgers to relax and enjoy themselves when they haven?t finished something. Perceivers are just the opposite, preferring to relax and take advantage of some unexpected opportunity because ?there?s always more time.?

Because Judgers have such a need for closure, they tend to make a lot of declarative statements and state their strong opinions freely. Perceivers ask a lot of questions and are more inquisitive. This can be a source of irritation between couples and business associates. Perceivers often feel that Judgers shut down discussions too quickly, and oversimplify. Judgers sometimes find the endless questions from Perceivers to be redundant and annoying.

Judgers are more comfortable with the notion of rules and place high importance on following them, while Perceivers view rules as unwanted restrictions on their freedom and their ability to be spontaneous. Judgers are more comfortable with authority while Perceivers are more naturally inclined to rebel against or question authority.

When you factor in knowledge of personality type into how you take action, it becomes clear that all of us need each other for the wealth of valuable contributions we offer in our business endeavors, family relationships and friendships. In fact, our differences just make us that much more valuable for the point of view and experience we are able to provide one another.

There are four behavior dimensions in personality type: how our Energy is focused, how we gather Information, how we make Decisions, and how we take Action. Action is the fourth dimension and all four are equally important. Having knowledge and understanding of our preferences in each of the four dimensions of our associates and loved ones can profoundly affect the quality of our life and relationships.

What’s It Like To Be A Thinking Woman?

Wednesday, October 12th, 2011

What?s it like when the world expects you to be one way, and you?re just the opposite? What?s it like to often surprise people, or shock them? What?s it like to be a Thinking woman?

Growing up, you identify with boys and men.
Do you know a little girl who pals around with a gang of boys? She?s probably a T. Many T women said that when they were young, they played with the boys. ?I was considered one of the guys,? says Julie, ESTJ. And the guys were the ones I did heavy-duty sharing with, not as feelings, but more as ?What do you think about such and such????

The PEOPLE Process Type Wheel

Even if they didn?t play with boys, Thinking girls usually enjoyed imagining themselves in the positions of men. ?Even when I played with the girls, I gave myself the role of the father or the doctor,? says Madeline, INTP. And because they identified so strongly with the masculine role, their fathers were especially important figures in their lives. ?It was pretty clear that the people who were out there using their T were men,? says Jean, INTP. ?I valued my father?s role much more than my mothers.?

You don?t identify with girls and women.
?I never got along with my sister, who was sweet, lovable, and innocent ? mama?s pet,? says Julie, ESTJ. ?I teased the hell out of her and we fought all the time.?

Thinking girls, like Thinking boys, prefer competitive play and learning about how things work. But Thinking girls, unlike Thinking boys, often find themselves in the company of Feeling girls, where the talk and the play is non-competitive and concerned with how people work. And they don?t like it.

?I didn?t like ?girl talk? about movie stars and periods,? says Jan, ISTP. ?And even ?women?s talk? struck me as strange. I?d listen to my mother and aunts talk about how they dealt with problems with their husbands and families and I?d think, ?That?s so dumb, why would you do it that way???

?I thought the girls were kind of flitty,? says Julie, ESTJ. ?When people tell me things, I take it as a truth, but things were always changing with them, and I?d realize that they were talking about one of their feelings rather than a fact.?

You get criticized for being tactless and hard-hearted.
?Thinking is wonderful for work and study, for power and achievement,? says Madeline, INTP. ?But for any kind of affiliation, it?s not always helpful. I frequently got into trouble for putting truth over tact.?

?I gave riding lessons when I was young,? says Jan, ISTP. ?Once, one of the girls in my class asked me for help getting her stirrup fixed, and I told her to do it herself because I really wanted her to learn. ?Don?t you think you were kind of hard on her?? a friend said to me later. Now my son is taking violin lessons from an ISTP woman. I?m real satisfied with her, but I had to laugh when one of the other mothers said she dropped her because ?she was just mean.??

When a boy is tactless, parents can comfort themselves with ?Well, what do you expect from a boy?? When a girl is tactless, there is no such comfort. Thinking girls are likely to feel the full brunt of their parents? embarrassment at their remarks, or their parents? hurt if the criticism is directed at them. Fortunately, most T girls have pretty strong defenses against people?s opinions of them.

Thinking girls tend to concern themselves about people?s feelings in their adulthood, when they can see a good reason to do so.

You don?t date much in adolescence.
Thinking girls may not be popular with the opposite sex in the early dating years. The boys are unsure of themselves at that time and look for girls who will make them feel manly. Thinking girls, even when they are very good-looking and interested in dating, give boys the impression that they are going to be judged on their abilities and intelligence. Thinking girls usually have to wait until boys have more confidence in themselves to get asked out.

?I tended to intimidate the boys in high school,? says Janice, ESTP. ?Some of them told me later that they had been afraid to ask me out because I seemed aloof, like I thought I was too good for them.?

If they wanted to date in high school, Thinking girls usually hid their Thinking side. ?I never talked about anything intellectual when I was dating,? says Kim, ENTJ. ?I let the boys talk about themselves. I just needed to be loved and I liked the feeling of someone holding me.?

You can feel right at home with a T husband.
Marrying a Thinking man can be very liberating for a Thinking woman. In her own home, at least, she doesn?t have to feel like an oddball. But it can be good for her spouse, as well. Ruth Sherman did a study of 167 couples in 1981 and found that Thinking men living with Thinking women reported fewer problems in their marriages, and Feeling women living with Feeling men reported fewer problems.

?In my senior year, I met someone I really liked and I?ve been with him ever since,? says Julie, ESTJ. ?He was an ISTJ, and he allowed me to be me. He liked my thought patterns and I heard him when he talked.?

?There are only certain men that can get along with me,? says Kim, ENTJ. ?My husband (also a T) is one of them. He?s never intimidated by me and we have some terrific sparring on an intellectual level. Sometimes the two of us come home and think ?Are we the only people in the world who are sane???

But even with a Thinking man, there is still the possibility that the T woman may become so engaged in a career that her husband feels that he is secondary, and although women are prepared to feel that way in a marriage, men are not.

But you can learn a lot from an F husband.
Thinking women and Feeling men have the same conflicts as Ts and Fs everywhere. ?I?m married to an INFJ,? says Karen, ENTP, ?and we have problems helping each other when we?re down. When I?m down, he tries to tell me nice things to make me feel better about myself, like ?You?re sweet.? I don?t want to hear that. I want him to ask me questions and listen to me until I can figure out how to solve the problem. Then, when he?s down, I try to address his problems when all he really wants is warm assurance that he?s a valuable person.?

Besides the usual problems between Ts and Fs, Thinking women married to Feeling men may have a few more because of the confusion of their roles in the family. No matter how informed we may be about people and their differences, we all still have ideas of what our spouses ?should? do for us.

?I get very resentful when he won?t be assertive,? says Karen, ENTP. ?There are times when we reverse roles,? says Sue, ISTJ. ?For example, when we moved, my husband panicked and wanted to call an electrician in to hang the light fixtures. But I got out the ladder and the tools and put them all on with dimmers. I know our role reversals would bother me more if I didn?t know type.?

There are many times when Thinking women married to Feeling men think they are both better off because of the way they balance each other. ?I?m very career oriented,? says Dawn, INTJ, ?and I think that if I were married to a T we?d be like two ships passing in the night. But my ESFP husband keeps calling me back to our relationship. For my psychological health, I know I need relatedness, so I welcome his demands.?

You tend to compare yourself to Fs in motherhood.
Thinking women have an edge in motherhood about half the time, because about half the time children need an adult who can detach themselves from the emotions of the moment and look at things objectively.

?I really like the kind of mother I am,? says Jan, ISTP. ?I talk to the children in a respectful way. I?m fair, honest, and consistent about enforcing the rules. I can help them analyze their problems and see the consequences of what they do. If I went down a list of what makes a good parent, I could check most of them.?

?Listening has always been my strong point as a mother,? says Lucille, ENTP. ?I made a point to drop what I was doing and listen when my children needed to talk. I was good at helping them analyze their problems, and view them in a more positive light. And when they would get angry at me, I wouldn?t get angry back. I could stay calm and give them an opportunity to explain why they were upset.?

Even though Thinking and Feeling women have the same amount of natural talents for motherhood, nowhere is the temptation to compare yourself to Feeling women stronger than in the role of mother. Probably the biggest problem for Thinking mothers who work outside the home is the temptation to give so much to their careers that there isn?t enough left for their personal life. Finding a balance between work and family is especially tricky for them.

You find the greatest satisfaction in the work world.
In her work, the Thinking woman can point to actual products that she has created, to objective evidence of her skills. She can attach a dollar amount to her value. In fact, in an article published in volume 13 of The Journal of Psychological Type, on type and gender, Jean Stokes points out that without such healthy outlets for Thinking, it can become ?nagging, nit-picking, critical in extreme.?

?It wasn?t until my children were grown and I entered the business world that I really discovered my strength,? says Lucille, ENTP. ?I could finally let go and be analytical and objective and not always have to be thinking ?Will this offend someone???

?There?s no question in my mind that it?s more difficult to be a woman, even a Thinking woman, in the work world,? says Madeline, INTP. ?There?s an assumption that a woman is emotional, unreliable, fuzzy-thinking.

And in maturity, you realize you didn?t get such a bad deal.
In maturity, we hope that people will come to accept themselves for what they are. ?I?ve become more comfortable about being a T woman since I?ve been able to put a name on it and recognize that I?m a minority,? says Virginia, INTJ.

In maturity, we hope that people will have increased understanding and tolerance of the people who are different from them. ?I?ve come full circle with Feeling women and feel a sisterhood with them now,? says Jan, ISTP. ?I can understand and value the way they make decisions when I used to think they were dumb.?

In maturity, we hope that people will begin to develop the sides of their personalities that they didn?t develop in youth. In maturity, we hope that people will pass on what they have learned to the young, and by their example make it easier for the next generation.

In maturity, we hope that people will bring peace to some of the wars within themselves. In the case of Thinking women, that they will be able to see that perhaps they have had richer lives because they were ?different.?

The TYPE Reporter, Vol. 4, No. 6 & 7 written by Susan Scanlon

How We Make Decisions - Thinking or Feeling

Monday, October 3rd, 2011

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The third dimension of behavior in psychological type theory is how we prefer to make decisions - Thinking or Feeling.

Each behavior is on a continuum with a preference for one or the other, the degree of which falling somewhere along the continuum. A person could be a ?strong? Thinker or Feeler, meaning they would fall completely to the far left or right of the continuum. The research says that we are, however, one or the other, not both. Even though we use both preferences throughout our day in the Decision dimension, we don?t use each preference with equal ease. Our inborn preference is our natural strength and according to research we are born with a preference for one behavior over the other ? part of our DNA.

In the American population, 50% are Thinkers and 50 percent are Feelers. Of the Thinkers, about 65% are men, and of the Feelers, 65% are women.?

The PEOPLE Process Type Wheel

Thinking and Feeling describe the two ways people make decisions, or come to conclusions. Thinking and Feeling both describe rational decision-making processes. It?s not that Thinkers have no feelings, or that Feelers are incapable of logic, it?s just that they use very different criteria to make their decisions.

Thinkers make decisions more objectively, weighing the pros and cons. For Thinkers ? logic rules. When making a decision, Thinkers take a step back and analyze the situation, logically and impersonally, asking, ?Does this make sense? What are the pros and cons? What are the ramifications of the decision?? Thinkers objectify the decision.

Feelers make decisions based on how they feel about the issue and how others will be affected by it. Feelers inject themselves into the situation asking, ?How do I feel about this? How will it affect me and others? Is this the right thing to do? What are my personal values telling me to do?? Feelers personalize the situation.

Personal feelings and values are important to Feeling types and often they will go to great lengths to remain true to their beliefs. Thinkers are logical and analytical while Feelers are sensitive and empathetic.

It?s no surprise that preferences for Thinking or Feeling influence career choices. The helping professions attract large numbers of Feelers because this gives them an opportunity to fulfill one of their greatest needs, helping people. Feelers have a drive to understand others and receive satisfaction from assisting others in whatever way they can. Business and management attracts a lot of Thinkers because when it comes to being able to make a decision that is based on the bottom line and consider what?s best for the overall company, they can more easily make the decision and take action. Thinkers can step back from the decision, analyze it logically and come to conclusion based on what is best for the company. A Feeler usually steps forward, putting himself in the shoes of the individuals being affected within that company, and are strongly influenced by their own personal beliefs and values in making the decision.

Thinkers are often attracted to careers dealing with manufacturing, research and development. Thinkers are most satisfied with jobs where there is a minimum of employee caretaking and like working with other people that are as competent as they are. Thinkers place more emphasis on being truthful, even when it hurts feelings, than being tactful.

Feelers are naturally more attentive and concerned with other people because they have a strong need to be liked. This can be seen as being helpful and friendly and in practically every organization across the country, you can find the nurturer, the person whom coworkers go for emotional support and comfort. Whether appreciated by the company or not, these people provide a valuable service.

On teams, Thinkers are great at being able to size up a situation and put the necessary steps in place to accomplish the goal but it?s the Feelers that create the connection with others that allows the team members to function together, and get the job done ? because of feeling that their contribution to the team matters.

It?s very valuable for Thinkers and Feelers to work together. My preference for making Decisions is Thinking and I am often considered abrupt by others because of my ability to impersonalize an issue and consider the logical and possible consequences. My Feeling abilities are not well developed. I care greatly for people and desire to be of service and assistance to them, but I don?t come across that way. So, I rely on the Feeling people in my life to provide input for me when I?m weighing a decision that affects other people ? and practically every decision we make does affect others.

On the other hand, a dear friend of mine has a preference for making Decisions as a Feeler and calls on the phone to discuss situations in her life because of my ability to impersonalize and assist her in thinking of things she hadn?t considered because of her strong desire to connect with people and assist them at a personal level.

Probably one of the greatest contributions of ?type? in my life has been with the friendship of my dear ?Sister Paula.? Paula has a preference for Feeling and as I?ve already discussed, my preference in making Decisions is for Thinking. Paula tells me that once I introduced her to personality type and explained my type preferences, she was able to quit projecting her expectations of my behavior based on her own process. This knowledge has done wonders for our relationship.

When you factor in knowledge of personality type into your Decision making, it becomes clear that all of us need each other for the wealth of valuable contributions we offer in our business endeavors, family relationships and friendships. In fact, our differences just make us that much more valuable for the point of view and experience we are able to provide one another.

There are four behavior dimensions in personality type: how our Energy is focused, how we gather Information, how we make Decisions, and how we take Action. Decision is the third dimension and all four are equally important. Having knowledge and understanding of our preferences in each of the four dimensions of our associates and loved ones can profoundly affect the quality of our life and relationships.

S/N - Sensor or Intuitive - S———-X———-N

Tuesday, September 20th, 2011

How we take in Information

The second dimension of behavior in psychological type theory is how we prefer to take in Information - as a Sensor or an iNtuitive.? Since the letter I is used for Introvert, the letter N is used to represent iNtuition.

TPP Registry Logo 2Type Preferences

Each behavior is on a continuum with a preference for one or the other, the degree of which falling somewhere along the continuum. A person could be a ?strong? Sensor or Intuitive, meaning they would fall completely to the far left or right of the continuum, or a person could be more towards the middle, closer towards the fulcrum on the continuum. The research says that we are, however, one or the other, not both. Even though we use both preferences throughout our day in the Information dimension, we don?t use each preference with equal ease. Our inborn preference is our natural strength.

Sensors take in information through their five senses ? what they see, hear, touch, taste, or smell. Intuitives take in information through a ?sixth sense? ? not on what is, but what could be. Sensors prefer facts to support their decisions and live in the ?here and now.? Intuitives take in information by seeing the big picture, focusing on the relationships and connections between facts. They are especially attuned to seeing new possibilities. Sensors tend to think in a linear fashion, one thought following the next, and Intuitives frequently engage in leaps of thinking. Sensors are more down-to-earth and Intuitives are imaginative and creative. Sensors often demonstrate their creativity by finding a new application for something that has already been invented. This is because a Sensor tends to rely on his own or someone he trusts experience.

Sensors are terrific at being able to focus on the details. An example would be an airline pilot. There are a myriad of dials and information to keep track of in the cockpit of an Boeing 737, not to mention the actual landing and taking off ability. And, when it comes to an emergency, Sensors respond with the training they have experienced and solve the immediate problem. Sensors, with their natural abilities to focus on facts and the ?here and now?, make excellent pilots.

Intuitives are terrific at creating marketing direction because of their ability to look at patterns of information and determine a trend. In 1992, a book titled, ?The Popcorn Report?, authored by Faith Popcorn predicted the rise of ?Cocooning? (the stay-at-home syndrome), and the phenomenon of ?Cashing Out,? where men and women leave the corporate rate race. Faith also foresaw the demand for fresh foods, home delivery, and four-wheel drives, among many other predictions. Faith is an example of an Intuitive at work on a grand scale. With her unusual name and outspoken style, Faith Popcorn has become one of America?s most controversial and quoted market researchers. Her BrainReserve company has served a long list of major clients, including IBM, McDonald?s, American Express, Eastman Kodak, Coca-Cola, Chevrolet, Campbell Soup and so forth.

The gathering of Information dimension represents the greatest potential for differences between people, since it applies to our worldview. For instance, I am an Intuitive and a couple of years ago did some marketing for a civil engineering company. Most civil engineers prefer Sensing to take in information and when giving information relate it in terms of specific facts, numerical order and systemization. When the engineers I worked with gave me information for a project, my brain literally froze and I couldn?t think until I translated the information through my Intuitive frame of reference. I needed to know what we were trying to achieve and the purpose of the project. Once that was clear, I was able to understand what to do with the facts and what information the engineers needed from me. And, I?m sure that when I presented Information to the group of engineers I was working with, my tendency to describe the big picture without the facts leading up was just as confusing to them. Sensors see the individual trees and Intuitives see the forest. Sensors spend a lot of time describing detail and Intuitives can become impatient with this detail preferring the ?bottom line? approach to giving and receiving Information.

When Sensors and Intuitives recognize what each other needs in the Information cycle, they can be powerful allies. As members of a team, they can work together on projects creating both the long-term plan and handling the details with ease. When we work in a field that allows us to use our ?natural strengths? we can be stress-free. Intuitives are the creators of a new approach, and Sensors are the people who make the idea work.

Team composition of personality types is important and in general, diversity and balance in team member personality types is needed to produce successful team performance. A Sensing team leader may be more effective in keeping the team on task. Intra-team communication will be more natural for the Sensor than the Intuitive. Sensing types perceive the facts and can easily organize their thoughts for communication to the other team members. Intuitives are terrific at creating solutions to problems. The Intuitive?s natural ability at coming up with creative possibilities, future planning and marketing direction is a great strength for a team.

Entrepreneurs would benefit from understanding personality type and in particular the Information cycle. Entrepreneurs tend to be Intuitives and it?s very easy for them to see the positive end results of the company they are creating without establishing the necessary steps of getting there successfully. (Where are the sales, orders and the money?)

When you factor in a knowledge of personality type into your thinking and planning, it becomes clear that all of us need each other for the wealth of valuable contributions we offer in our business endeavors, family relationships and friendships. In fact, our differences just make us that much more valuable for the information, point of view, and experience we are able to provide one another.

There are four behavior dimensions in personality type: how our Energy is focused, how we gather Information, how we make Decisions, and how we take Action. Information is the second dimension and all four are equally important. Having knowledge and understanding of our preferences in each of the four dimensions of our associates and loved ones can profoundly affect the quality of our life and relationships.

Sensors represent approximately 65% and Intuitives about 35% of the American population.

Relationship Advice for Extraverts & Introverts

Monday, September 12th, 2011

A couple of months ago, I spent eight days with a charming Extravert.? As an Introvert myself?having spent the past 23 years researching, teaching, and writing about personality type, I was very surprised?at the feelings and reactions that came up for me during these eight days.? It reminded me of how important it is to understand the Energy behavior dimension of personality type.

I?m not sure I?ve ever spent this much time with an Extravert ? eight days, from 6:30am to 9:00pm each day.? My husband, who is now deceased, was an Introvert and my parents and three siblings were Introverts with one brother being an Extravert.

The PEOPLE Process - medium sizeThe PEOPLE process


Don?t get me wrong.? I have tremendous respect and admiration for Extraverts.? They have?that wonderful ability to be at ease in all situations?that involve interaction with other people.? They can walk up to anyone with total ease and introduce themselves and not experience that ?gut wrenching? feeling that perhaps they?re annoying or interrupting someone.? Extraverts seem to exhibit a love for all mankind.? We Introverts feel that same love for all mankind, it?s just that we don?t?show it.? It?s all inside.?

By the end of this eight-day period I was exhausted from being ?on? all of the time.? The mistake I made was not taking time out for myself during the day to ?recharge? my batteries.? It took me several weeks to recover.? Adding to the intensity of the situation was the fact that I was just getting to know this individual which, of course, added to the energy drain.

I?m thankful for this experience, however, because it reminded me of how important it is, in fact vital, to understand the difference between Extraverts and Introverts and give ourselves permission to ?take care? of our energy.

Without this understanding you could think something is the matter with?each other?when, in fact, it is completely because of the differences in how you ?gather your energy.??

This knowledge is vital for couples to understand!? Many people marry without ever knowing about one another?s personality type and then are surprised when they have conflicts.? Most of the conflicts can be solved by applying a knowledge and understanding of one another?s type.