Sunday 29 November 2009

Personality Type & Career Choice

A thorough understanding of your personality type can be a tremendous guide that can help you to:

Choose a new job or career
Change your job or career
Increase your satisfaction with your present career

Your personality type can assist you in developing your career goals and establishing a process to reach those goals. When - using the People Process MBTI scoring matrix - you have identified your four-letter type, you can gain a thorough understanding of your strengths – your unique gifts.

The more you understand about yourself, the better your decisions will be and the more effectively you will be able to implement those decisions. Your personality preferences can help you decide what you want to do, how to approach that field and get what you want.

To briefly review, personality type theory was developed by Dr. Carl Jung in the early 1900s. Dr. Jung sought to explain the normal differences between healthy people. Jung espoused that the differences in people’s behavior was a result from people’s inborn tendencies to use their minds in different ways. As people act on these tendencies, they develop patterns of behavior.

We have different energy levels, notice different aspects of the world around us, make decisions based on different criteria and structure our lives in different ways depending on what makes us most comfortable. These characteristics combine to create the whole personality. Dr. Jung identified four dimensions that make up our personality type – and these are part of our DNA – they are inborn traits.

The four dimensions are: Energy, Information, Decision, Action, and are used by us hundreds of times a day. Each dimension consists of two opposite poles. Picture each dimension as a continuum with a mid-point in the center. Each of us has a natural inborn preference (strength) for one side of the continuum or the other in each of the four dimensions.

The People Process approach can also assist with understanding how other people should treat you.. This will give you insight into the types of work and surroundings that will be most fulfilling for you. For instance, if in the Energy behavior dimension you chose Introvert you will see that the way you prefer to be treated is:

Related to one-on-one
Have others Value your need for privacy
Be allowed time to change focus
Ask questions to draw them out
Do not be pressured for an instant response

This tells you that you like to work alone and don’t need a lot of supervision. You’re great at putting things together behind the scenes.

However, if you chose Extravert in the Energy behavior dimension, you’ll find that you like to have a lot of interaction with others and you want them to:

Listen attentively
Be actively responsive
Be energetic & enthusiastic
Support their need to communicate
Recognize their need for social interaction

Extraverts like to be able to bounce ideas off of others and get immediate feedback. They would be very frustrated working all alone in a cubicle on a project by themselves.

In the Information behavior dimension, if you chose Sensing as your preference, you’ll find that you have skills in dealing with facts and details and when receiving information from someone you prefer that they:

Be orderly and organized
Show facts with evidence
Be direct and to the point
Draw on your experience
Be practical because you are

If you chose Intuition in the Information behavior dimension, you are terrific at coming up with creative solutions, marketing direction and “out of the box” ideas and when receiving information you prefer they:

Give you an overview
Have a vision of the future
Appeal to your imagination
Encourage your need to explore
Allow for the expansion of ideas

When it comes to making a Decision, a Thinking person is logical, steps back and objectifies the decision, preferring to be treated this way:

Expect questions
Use logic
Be calm and reasonable
Be brief, concise, yet thorough
Present information for their analysis

A Feeling person personalizes decisions asking, “How does this affect me and the people involved?” This person likes you to remember to:

Be honest and sincere
Be personal and friendly
Share with them your feelings
Encourage them to share their feelings
Allow them time to know and trust you

In the Action behavior dimension, the Judging person likes to control their environment and prefers that you:

Don’t disturb their order
Be prepared and deliberate
Value their time because they do
Finalize whenever & wherever possible
Take their deadlines seriously

And, the Perceiving person values spontaneity above all and prefers that you:

Be open to options & changes
Use variety in your approach
Let them set their own deadlines
Make use of their resourcefulness
Encourage possibility-thinking

Does this give you an idea of how to approach finding out your strengths and preferred way of being treated so that you can decide on the career that best suits you? Continue analysing your strengths and preferred way of being treated by others. Once you have analyzed this information, identify the types of careers that include your preferences and strengths – the way you like to be treated and are most comfortable.

This article was adapted from an original article by the founder of the People Process, Pamela Hollister and has been reproduced with her personal permission. If you have any comments or feedback on this posting, please send these to me via the Comments tab below, as I have promised to share all feedback with Pam.

You will find additional information on personality profiling and related information on the following websites

Monday 16 November 2009

Liking and the power of persuasion

People prefer to say yes to individuals they know and like. This simple rule helps to understand how Liking can create influence and how compliance professionals may emphasize certain factors and/or attributes to increase their overall attractiveness and subsequent effectiveness. Compliance practitioners may regularly use several factors.

Physical attractiveness is one feature of a person that often may help to create influence. Although it has long been suspected that physical beauty provides an advantage in social interaction, research indicates that this advantage may be greater than once supposed.

Physical attractiveness seems to engender a "halo" effect that extends to favourable impressions of other traits such as talent, kindness, and intelligence. As a result, attractive people are more persuasive both in terms of getting what they request and in changing others' attitudes

Similarity is a second factor that influences both Liking and compliance. That is, we like people who are like us and are more willing to say yes to their requests, often without much critical consideration.

Praise is another factor that produces Liking, although this can sometimes backfire when it is too transparent. But generally compliments most often enhance liking and can be used as a means to gain compliance.

Increased familiarity through repeated contact with a person or thing is yet another factor that facilitates Liking. But this holds true principally when that contact takes place under positive rather than negative circumstances. One positive circumstance that may works well is mutual and successful cooperation.

A final factor linked to Liking is often association. By associating with products or positive things, those who seek influence frequently share in a halo effect by association. Other individuals as well appear to recognise the positive effect of simply associating themselves with favourable events and distancing themselves from unfavourable ones.

A potentially effective response that reduces vulnerability to the undue influence of Liking upon decision-making requires a recognition of how Liking and its attending factors may impact our impression of someone making requests and soliciting important decisions.

That is, recognising how someone making requests may do inordinately well under certain circumstances should cause us to step back from some social interaction and objectively separate the requester from his or her offer or request. We should make decisions, commitments and offer compliance based upon the actual merits of the offer or request.

Applying the rule of liking:

- Use strategies to be liked by your prospects and clients (read 'How to Win Friends and Influence People' by Dale Carnegie for some powerful tips or refer to the excellent summary here on this blog
- Always be positive and genuinely interested in the concerns of prospects.
- Always be fully present when communicating with clients and prospects. Never talk to a prospect on the phone while you're on the internet or reading emails.
- Listen to your client when they tell you about their interests, their family and friends. Get in the habit of remembering names, events, favourite teams or pastimes and use this information to show a genuine interest and desire to get to know your clients. This shows that you care and people naturally like those that care