This video describes the essentials of the Myers-Briggs type indicator in about 2 minutes. As such, it will you to understand the basic value of this test in management, career planning or other contexts.
This video describes the essentials of the Myers-Briggs type indicator in about 2 minutes. As such, it will you to understand the basic value of this test in management, career planning or other contexts.
In working with career clients, my two favorite personality tests are the Myers-Briggs and the Enneagram. Together, they tend to cross validate and they also yield a high quality information that is relatively comprehensive with respect to basic temperament and possible areas of talent. They also help to shed light on how to co-create the best possible working relationship with the client.
The Myers-Briggs can yield different results across the lifespan. In addition, when you look at the nondominant functions, it suggests what path the individual may find more fulfillment pursuing during and after midlife by identified unlived potentials. Most of you are probably familiar with this test because it is common in business environments and looks at extroversion vs. introversion, intuition vs. sensing, thinking vs. feeling and perceiving (leaving options open) vs. judging (the need for closure). If you are not familiar with it, look it up in Wikipedia or elsewhere on the Internet.
In the Myers-Briggs you end up with a four letter designation such as INFP or ESTJ. The former meaning an introvert who tends to be be an intuitive feeler and has more of an in the moment I’ll decide approach to life. The latter indicates an extroverted thinker who likes to work with concrete things or relatively concrete ideas. The “J” function denotes an individual who likes closure on situations rather than leaving things open-ended as in the “P” orientation.
With respect to the Enneagram, I once asked a Ph.D. psychologist who was a spiritual director for over 50 years what his favorite assessment tool was. Without a blink, he responded that hands-down the best tool he found over his career was the Enneagram. This man was the chairman of psychology at a major university and he did his doctoral dissertation under Carl Rogers. His reputation was highly respected among his peers, so his input meant a lot to me and after talking to him I studied the Enneagram in-depth on my own and at John F. Kennedy University.
After studying and using the Enneagram for years, I agree that it is one of the most, if not the most powerful tools in the coaches arsenal. I’m indebted to the psychologist who introduced it to me and shared his insights and years of experience.
I find the Enneagram sheds great light and nuance on the relatively static components of an individual’s temperament, but also on their psychodynamics under stress or in the opposite direction of movement toward self-actualization. It has also been clinically validated by Riso and Hudson and mapped to the various types of pathologies at different levels of development. At the same time, it has transpersonal applications and has been used for this purpose for centuries.
Along with these assessment tools, I like to use the integral model as a conceptual framework to capture every domain of the person’s life and the systems they participate in social and otherwise. This model illuminates both external and internal factors in the person’s life, so provides the kind of breadth and depth that is appropriate to making fine discernments and balancing competing goals, agendas, etc.
You can take the MBTI and the Enneagram online at various sites. However, a deep interpretation of both of them is difficult unless you have the knowledge and experience to use them to their fullest. This is also true of the Integral Model, but that doesn’t mean you can’t benefit from looking at them yourself. That’s a great place to get started.
If you are seriously considering switching careers or you are deciding upon a career at at an early point in your adult life, a personal coach or career counselor who gets to know you deeply can be a great asset. Often, it is the demon in your blindspot who undermines your best intentions. A professional could help you to see these areas that you are unaware of. These professionals are also helpful guides when you must confront your own deepest fears in your search for a meaningful career. Big decisions bring out big fears, especially when you are trying to express your deepest authenticity and integrity in your work.
When the average person writes a resume, they often forget what its ultimate purpose is. In fact, some people start and complete their resume without giving its true purpose a thought. Maybe, that’s why so many resumes don’t even get read. If you don’t begin with the end in mind, your resume won’t have much impact.
The real purpose of a resume is to grab someones attention and make them want to talk to you in a face-to-face interview. If you tell the prospective employer everything or don’t grab their attention in the first thirty seconds, your resume will almost certainly end up in the round file or be lost in a black hole with a lot of other mediocre resumes.
Another way to express this point is that your resume is a sales tool and the reason why people buy one thing rather than another is because of how it makes them feel. If you consider advertising, you will notice that the seller is always trying to connect a feeling to their product. If your resume does not evoke a feeling from the prospective employer within 30-45 seconds, they almost certainly won’t continue reading.
When I was a youngster, I used to go fishing a lot. If you did the same, did you put something on the hook that would appeal to you or the fish? Of course, you put a worm on the hook and not a piece of chocolate cupcake. So, why do so many of us write a resume from our perspective rather than the employer’s?. If you are fishing for a job, use bait that will catch the recruiters and decision makers. Put yourself in their place and make every word count. Don’t leave anything up to chance.
Try this experiment. Look through a book on resumes and find 10 of 20 that you think are very good or excellent. Add your current resume to the middle of the stack and then put them all face down. Have someone get a timer and go through each one including yours for thirty seconds and only thirty seconds. After you have completed reviewing the entire pile ask yourself these questions:
If you really made an effort at this exercise, you will realize that people don’t get a whole lot more from scanning a resume than an initial impression and a felt sense. If you send an unsolicited resume, that’s about what happens when it reaches a recruiter’s desk. Therefore, you need to take this fact into consideration when you are designing your layout and make best use of your resume real estate.
You want the employer to remember the most important things, don’t leave it up to chance they will ever get to the important details somewhere down below. If you grab the reader’s attention quickly, they will keep reading for the answers to the questions they formulated in their mind from your very well thought out top half page. The elements at the top of the resume have to capture what you are about and your intention in as few words as possible. Keep writing and rewriting this section so it will have maximum impact. Thing meaningful and specific vs. vague and general.
I used to hire a lot of people and participate in interviews and hiring decisions in many different types of companies and settings. I have looked at and seen a lot of resumes and honestly, I have for the most part been “underwhelmed.” That is good news for you because you can take your resume from good to great by putting it together in a conscious manner. If you bait the hook right and crystallize your most important long-term and short-term achievements in the right kind of package, you will differentiate yourself from the rest of the pack.
While a resume is a relatively short document, it ought to be a crystallization of your values, experiences and define what you as unique. It should grab the employer right away and to do this it must appeal emotionally to them by tacitly addressing the business problems they most want to solve. It needs to do this very quickly because people just don’t go searching through the text for your bottom line. What I recommend to make your resume stand out from the crowd includes the following:
If your resume doesn’t land on a deep level with you and you’re not enthusiastic about it, I suspect it won’t have a large impact on the target audience either. In my next article on this topic, I will offer you some suggestions on how to mine your peak work experiences, and life in general for the gem descriptive words, defining stories, priorities and values that will resonate with you and any hiring manager or company culture where there is a mutual fit.
With respect to CAR statements, you want to construct a series of success stories under the category of each job expressed in your own words. From these stories, extract what the business challenge was, the action your took to address it and the measurable results. If you get 5-10 of these written under every job you had in the past, you can pick specific ones on a tailored resume to whatever job you are applying for. Even better, get at least 10 written under each job title and keep growing this as you think of more.
For example, say one of my initial stories goes something like this…. I worked as a manager in a small fast growing company and we had to do a lot of different things. However, at the end of the year we accomplished all of our goals and our customers were happy.
Here is a CAR statement version broken down into the three key points to focus on:
CHALLENGE: Lead a team in a chaotic environment with rapid growth, scale the area to double size and increase revenue by 30%
ACTION: Defined a strategy, implemented a project management methodology and continuous quality improvement.
RESULTS: Exceeded growth expectations by 10%, improved quality 25% and retained all original members of the team.
Now… reassembling these elements into a flowing CAR statement:
Agreed to take on the challenge of scaling a department to double in size while increasing net revenue 30% revenue. Provided leadership, implemented a new project management methodology and business processes that supported continuous quality improvement. At the end of the year, the department more than doubled in size with a 40% increase in net profit and a 20% higher quality rating. At the same time, we had zero turnover and increased customer and employee satisfaction by more than 25%
While this was a rather lengthy hypothetical example, the point is that you need success stories to talk about in an interview. By writing stories and then analyzing them in terms of what the underlying challenge was, the action you took and the measurable results you got, you shift out of listing skills to telling success stories grab employers attention by connecting your experience to their problems.
Does it really work? Try it….. and let me know. Every hour you spend preparing and refining your message will increase your leverage and confidence in the market place exponentially. If you reach out to friends and professionals then you will be even further ahead. Don’t be penny wise and pound foolish when it comes to your career prospects in a touch market.
By: Patrick Goonan
In general, an unconditional attitude of friendliness toward yourself as a condition for deep transformation is indispensable. Also, it is important to have skillful needs to work with your past conditioning. Skillful means can includes things like cognitive therapy, various types of practices such as yoga, meditation or techniques for dealing with your internal critic. In this category, I would place things the Taming Your Gremlin book, which is a mainstay of the Co-Active Coaching model.
In the the introductory paragraphs, I’m speaking about targeting one particular area. However, below I will talk about working on all levels of your being and across various life domains together in order to increase the probability of a personal transformation taking place. By transformation, I mean a move up from one plateau of development to another. This is a process where you transcend the old level, identify with the new and embrace the lower level by integrating it into a more comprehensive identity.
In other words, you have to transcend, then include the lower level as you move up. However in order to do so, you will have to pass through a transitional period of discomfort. Because you have separated from a lower level, but not fully stablized an identification with the next level, you will experience some anxiety or fear. More directly, you will feel some sort of threat to your identity. This desert period provokes anxiety because it seems to threaten your survival. At least this is how your brain often interprets a threat to your ego. The mechanism is mediated by the limbic system or mammalian brain, which interprets your present internal state as an actual threat to your existence.
This general process of going up in steps is called a stage conception of development and you can talk about the upward path as a developmental line. Some examples of developmental lines are cognitive, emotional, social and spiritual. You can think of them as types of intelligence or different personal capacities. However, the same idea would apply to groups such as the unfolding of civilizations from hunter gather through industrial capitalism and into the information age.
At this point in my discussion, I want to elaborate on a helpful map of reality that is particularly suited for personal growth. This model is known as the Integral Model and was developed and popularized by Ken Wilber. I believe it’s a an excellent map of the territory of deep change because it includes all the irreducible aspects of life inherent to the human condition.
The integral model looks at the interior of things (e.g. your own thought process, feeling life, etc.) and the exterior world (your body, observable events in the world, etc.). It also considers interactions between individuals and objects, which is to say that it considers the collective nature of phenomenon and the emergent properties of systems.
Emergent properties can’t be explained away in terms of simply looking at the parts that make up a whole. Two good examples are life and intelligence. You can’t explain life completely by just considering the large molecules that constitute a living organism. Similarly, you can’t explain consciousness and intelligence in terms of the sum of physical structures that make up the brain or the electrical impulses occurring within it. Some would argue that you can, but we don’t seem to be there yet. In fact, it’s even difficult to understand what matter is from a quantum perspective.
In simpler terms, the Integral Model takes into consideration individuals and how they interact in collectives such as a group, organization or society. The model also assumes that collectives have interiors as well as emergent properties. For example, a society has shared values, beliefs and other qualities that can’t be observed via the sense or their extensions. Also, a collective has emergent qualities that can’t be explained in terms of the sum of the parts. That is to say, you can’t understand the whole by merely looking at each of the parts. The nature of water is not simply the sum of the properties of the two hydrogen atoms and one oxygen atom that constitute it.
It is easier to understand this model if you can see it visually. Here is a simplified diagram that will help you grasp the points I have made so far. Notice, the horizontal axis separates the individual dimension from the collective and the vertical axis separates the interior from the exterior. If you take some time to study this diagram, it will make the rest of the article easier.
Again, one quadrant of this model can not be reduced or completely explained in terms of another. That is to say that you can’t completely understand the nature of consciousness (Quadrant 1) by measuring physical correlations such as neurons firing in the brain (Quadrant 2). You also can’t completely explain the dynamics of a society (Quadrant 3) by looking at the sum of observable behavior of the individuals that make it up (Quadrant 2). That is to say, all phenomenon have four irreducible aspects and many of the irreducible complexities in systems correspond to emergent properties.
Therefore, when we look at our own behavior, we must consider what is going on inside of us in terms of thoughts, feelings and other Q1 parts of ourselves. At the same time, we need to deal with our outer behavior Q2 and also consider the systems we are embedded in such as our families, work environments and society. These of course are all Q3 areas and then each of these external systems has it’s own value system, worldviews, etc. (Q4). This is a fancy way of saying that everything is interconnected or interrelated. In other words, to understand something you must look at the inside, the outside, the parts, the whole and how they all interact.
This model can be helpful with respect to personal development because it is largely the systems we are embedded in and their interior aspects held as unexamined assumptions that keep us stuck. In general, systems resist change and when an individual in a system tries to make a change, the interconnected nature of the whole system tends to pull the individual back to the status quo before any personal development work can have an impact.
However, by examining an issue against the four quadrant model, you get an awareness of the systems you participate in, how they effect you and your unconscious cultural assumptions. This allows you to overcome the almost magnetic pull of the systems dynamics and cultural beliefs on your values, beliefs and behaviors. With this increased awareness, you have increased freedom via the process of disidentification. By disidentification, I mean the separation of your sense of self with your old level of development and prior to your identification with the next level. You can think of the in between state as a dotted line relationship to both levels. This is the desert area or where you will tend to feel anxious or scared.
If you think about it, conditioning is a cultural phenomenon. It is a belief or value or system of beliefs and values programmed into you by a group. This is another reason why it’s so difficult to make a permanent change. There are many forces you are mostly unaware of acting to preserve the status quo. For example, shame relates back to the norms of a group and guilt with a lack of alignment with your own internal value system which may or may not be highly conditioned.
Another dimension of the model is developmental lines which I discussed above. Since this article is about personal growth, one of the Q1 lines such as cognition, morals or emotions is probably where you are looking to grow or seeking a change. You can consider these various lines like spokes on a wheel originating from the center and moving outward. Since we are considering a stage conception, each step will look like a rung in a ladder. Moving up a stage is not like moving along a continuum, you are either alive or not, have self-reflective capacity or not.
Certainly, evolution follows this stepwise progression from fish, to reptiles to mammals. Depending upon your personal beliefs, you can also consider a progression like matter, life, mind, soul and spirit as a stage progression. Certainly, the worlds great wisdom traditions agree on this basic progression and you can consider these worldviews as part of the model if you want to. Specifically, organized religion or worldviews belong in the fourth quadrant. In business, the companies shared vision and mission statement belong in this quadrant along with what we call company culture.
You can also see this type of progression in a collective such as a societal progression from hunter-gather to agrarian, agriculture to industrial, etc. Interestingly, you will observe a correlative developmental line in each quadrant for each of these stages! Therefore, in Q4 or the interior of the society, you will see belief systems corresponding to each stage a civilization goes through in Q3 i.e. magical beliefs will be found in hunter-gatherer societies and mythical beliefs in agrarian ones. The quadrants are all related and we can use this knowledge to help us overcome the resistance of systems to changes by creating some reflective distance between ourselves and our shared beliefs.
Here are two diagrams, one simple and one more complex that will give you a deeper sense of how this all works together. In the first one you can see various developmental lines in each quadrant without a label and understand each as having steps like a ladder. If you keep reading, I’ll explain this further.
In this diagram, the yellow concentric circles represent levels, the green lines the various lines of development in each quadrant and you can see how each quadrant relates to but is not reducible to the other. That is, each quadrant requires skillful means unique to this aspect of reality. For example, a microscope (Q2-instrument) won’t help you to study love (Q1). Studying social interactions (Q3) won’t help you to understand the underlying religion or worldview (Q4) that drives a lot of social behavior.
At this point, you probably have a good feel for the Integral Model. However, it could get very complicated and while it’s good for self-development work, it also lends itself to extremely complex studies of organizations, living systems, etc. If you think about it, it has the potential to integrate the arts, science and morals into a comprehensive unity and it has the same power for integrating the different aspects of a human life.
In fact, the Integral Model is probably the most comprehensive model that one can use to study and organization, its processes, culture, etc. I consider this to be the leading edge of organizational development. It also lends itself well to working with leaders of organizations, determining appropriate metrics and putting various types of feedback loops and other processes in place. Therefore, I go just a lit deeper below before moving on to a simplification that can help you use the model’s principles in your own personal growth.
For your own edification and curiosity, here is a more complete four quadrant model diagram that fills in more detail. You don’t need to learn it at this level, but having an appreciation of it will help you understand its potential integrating power at the individual level and for analyzing complex modern day problems. Just look over this diagram and move on unless you have a deep interest in the theory or applying it in a more complex context like an organization.
The Integral Model – some specific applications such as personal growth and leadership
The most interesting thing about this diagram is the levels are represented by different colors and you can see some specific developmental lines and how a particular line in one quadrant corresponds to another line in an another quadrant. I talked about this above, but here you can see specific examples in a visual context. When working with organizations, we have often use this stage conception and even subdivide it further.
However, you may be asking yourself what does this have to do about be making a change in my life. The answer is that by choosing growth practices for each quadrant and expressing them in each quadrant, you are more likely to have a transformation that is long lasting. That is, if you work in this way you are more likely to stabilize the things you are working on into a permanent trait rather than a temporary altered state. This integration also implies embodying your insights by expressing them deeply in each quadrant – self (Q1), culture (Q4) and nature (Q2 and Q3). In other words, with this approach you get synergistic effects and integrate the new capacities into all the domains of life. In this way, you get the systems working for you rather than against you.
On a practical level, this means picking one or several developmental lines to work with, choosing practices that help to develop those lines and finding ways to exercise the developing capacities in each of the four quadrants. I realize there is a lot of new vocabulary and concepts here, so again a diagram might help. This diagram is where the rubber meets the road in terms of applying and benefiting from the theory.
With this matrix, you can take advantage of the Integral Model without having to do a deep dive on all the theory because by your choices, you are working on different lines across quadrants and in all the domains of your life. The specific instructions for using this matrix are in the diagram’s caption. You simply pick one practice for each of the four core modules. This gets you working in both your interior and your exterior dimesnions. Then you add auxiliary practices which are collective by their nature and involve both interior and exterior dimensions too. The point is that by working across all quadrants and on various lines, you are more likely to grow and stabilize that growth into permanent change. This method of working also encourages and integration of your various capacities and intelligences. As such, it is a holistic approach that touches you and your relationships in a very deep way.
The specific approach to transformation practice above is called an Integral Life Practice or ILP. The model that comes from the diagram is a simplification of applying Integral Theory and is called the Integral Life Practices Matrix. However, you can substitute your own practices, areas you wish to emphasize and specific means. Technically, you can call these ILPs or whatever you wish. The model is a useful guidelines, but when push comes to shove, you are the expert on how to apply the theory. The diagram above, however, is a very useful starting point for experimenting with this type of integrated approach. What counts in the end is transformation or a permanent level change in one or more developmental lines.
While I didn’t go into it in depth, you can also apply the same kind of thinking to a business. You may not want to simplify it as the matrix does above. In fact, you will probably want to take it even deeper. While I can’t explain all the details in one blog, the following diagram will give you an idea of some of the deeper nuances.
Another useful simplification, is to see how the model applies to a business leader working in an organization. In the diagram below you can see the various dimensions and how these correlate to the more general diagrams above that introduced the model.
Here, you can see how the general interior, exterior, individual and collective aspects of leadership would be mapped. By reflecting on this diagram, you will also understand how they correlate and relate to larger organizational goals, processes, shared values, etc.
I know this was a long article, but I hope you got a lot out of it and that you consider trying the approach I recommended in your personal life.
I would love to hear your thoughts and experiences working this way and I invite back to leave a comment or subscribe. If you would like further information on the Integral Model you can see some of my other postings, search YouTube or look for articles on the Internet. If you are interested in applying this type of analysis in your business, please get in touch with me.
In my opinion, the integral model is a very important tool for understanding and working with differences across various disciplines and solving complex real world problems. The Integral Institute is dedicated to applying the principles of this model in education, politics, business, psychology and other areas. My experience is that it is a powerful and effective way to work on your own personal growth or a group in any domain of activity or interest.
If there are any critical aspects of this work I left unexplained or you have any questions, please let me know. I will be writing more on integral theory, but if I have your input I can target my blogs to your interests more precisely. If you would like to contact or work with me, you can find my contact information under the contact information menu heading on this blog.
Good Tips for Would Be Entrepreneurs
In tough times, you may need advice and guidance to help your business go down the right path.
That is why, last Friday, the Madrid International Lab hosted a presentation starring Rodolfo Carpintier in which they offered a number of tips for entrepreneurs to start their career or improve their situation.
Rodolfo Carpintier is a serial entrepreneur that has been involved in Internet over 27 years, well before the Web. He is now leading Baquia.com, the leading Spanish online Magazine for technology and Internet Business models.
His group, Digital Assets Deployment (Dad) is the first business incubator of Internet and 2.0 Technologies based projects in Spain, with a presence in Europe, USA, China and Latin America, supporting entrepreneurs to launch their business based on the Seed Capital concept. See www.dad.es
In total, there are 10 issues to consider:
View original post 423 more words
It’s a reality of today’s job market that you must network. Simply sending out resumes and hoping for the best will not do it. You have to build relationship capital and leverage it toward your goal of finding a job. This article will help you get started.
Think of the other guy first – While you may be anxious to get back to work, increase sales or achieve some other goal, it is probably best if you reach out first with “what you can give” in mind. In other words, sharing information, offering help and demonstrating that you are interested and care is the way to build a network. People tend to reciprocate in kind, so the best place for your start is with an attitude of helpfulness and encouragement.
Stay in touch – Don’t simply accumulate contacts and leave it at that. Contact the most important people in your network regularly. If you have a large network, consider having a schedule or system for checking in with people. Take an interest in your contacts and they will take an interest in you. It is also good to remember birthdays, anniversaries and reach out when someone is promoted or has other good news.
Share good information – While having a continuous presence among those in your network by sharing things of general interest out to all your contacts is wise. It is even better is to subdivide your network into groups and target useful information more specifically. An email to an individual that is personal and warm will also help you to deepen your connection. I recommend sending a personal email or calling at least several times a year.
Ask for something specific – When you need a favor, ask for something specific. In other words, don’t say something vague like can you help me. Instead say, “Would you be willing to get my resume in front of the hiring manager by Friday. “Would you contact three people on my behalf and get back to me by next Monday?” These types of requests are much more likely to result in action on your behalf. I would also have a schedule to follow up on these types of agreements.
Always say thank you – Often we are busy and sometimes take other peoples kindness for granted. Don’t do this, be generous with thank you notes, appreciation and deserved praise. If you can make it personal and specific even better. A handwritten thank you note is better than email and a personal email much better than a note that is vague and general.
Another word for a market is a community – If you want to enjoy good business relationships it is better for your future success to think of it this way. Really, it comes back to the golden rule, do on to others as you would like them to do on to you. If you keep that in the back of your mind, you will be the sort of person people will want in their networks and when you need a favor others will be willing to help you.
If you enjoyed this article or have other suggestions, please leave a comment or consider subscribing. Commenting on a blog demonstrates expertise and it benefits others too. Who knows, you may even make an important connection in the process!