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Understanding Individual Differences Myers-Briggs Debrief.

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Presentation on theme: "Understanding Individual Differences Myers-Briggs Debrief."— Presentation transcript:

1 Understanding Individual Differences Myers-Briggs Debrief

2 Understanding Individual Differences Exercise Summary 1. How groups were formed for this exercise  Using 2 dimensions of cognitive style  Surveys you took were mini-version of real test  Groups were not really cognitively homogenous 2. Questions:  How did it feel to be part of a homogenous group?  Could you sense that there was cognitive similarity?

3 Understanding Individual Differences Exercise Summary 3. Outcomes:  Cognitive diversity can lead to process loss and inefficiency or can lead to efficiency and teamwork. 4. Goal of this exercise:  To minimize process loss by grouping people with common personality types.

4 Understanding Individual Differences Exercise Summary 5. How to use this at work:  If two dimensions have predictive value, we can make predictions about how others will behave.  If we understand where individuals fit on these two dimensions, it may lead to clearer communications and better outcomes.  We can create norms of interaction that respect differences

5 Understanding Individual Differences The Two Dimensions Used in the Exercise  ST: Problem focus: set up leadership and formal structure; work fast; define solutions not processes; concentrate on routines and procedures; Task oriented, look for cost/benefit.  SF: People focus, hierarchical but open to unstructured situations, concerned about human qualities of people doing work as individuals, interest in maintaining good interpersonal and social relations a primary focus, focus on facts; how to handle problems with empathy.

6 Understanding Individual Differences The Two Dimensions Used in the Exercise  NT: Theoretical orientation, comfortable with complex situations, concentrate of defining problems, goals, analytical in the abstract; often create complicated procedures, using a messy process with little consensus.  NF: Creative process, guided by insights and imagination emphasizing decentralized, humanistic organizations; Moral concerns with a “people orientation”, less concerned with structure. Comfortable with ambiguity.

7 Understanding Individual Differences How we gather information:  Sensing (S) – getting the facts, good at details, comfortable with standard solutions to problem solving, working with tested ideas  Intuition (N) – developing data through insight and imagination, get bored with routine, see the possibilities, less concerned with facts, seek innovation, see the big picture

8 Understanding Individual Differences How we make decisions:  Thinking (T) – analytical, look for cost/benefit/ focus on analysis/prefer clarity, task oriented  Feeling (F) – personal convictions or beliefs, can become committed to personal views, nostalgic, traditional, principles oriented

9 Understanding Individual Differences How we choose priorities:  Perceiving (P) – oriented towards generating data, can procrastinate, open minded and curious, comfortable with ambiguity  Judging (J) – oriented towards decision making, clarity, order, dislike ambiguity, decisions are important not information gathering

10 Understanding Individual Differences How we establish relationships:  Extravert (E) – requires variety and stimulation, become bored easily, sociable, look for new situations, often viewed as influential, not easily organized, like meetings  Introvert (I) – Think things through before communicating, harder to get to know, communication is more of a strain, few tasks at one time, few interruptions, others around the introvert often feel left in the dark

11 Understanding Individual Differences Interpretation of Individual Scores  Consider how cognitive differences affect organizational situations  Four or more points viewed as a significant preference, less than four points means no clear preference on that dimension  Does your score feel right?  You can probably think of a situation where your behavior was inconsistent with your Myers-Briggs score  No right or wrong answers, your results represent a lifetime of experience  According to the theory, we all have the ability and potential to develop both sides the personality dimension

12 Understanding Individual Differences Closing Thoughts  There are differences based on country, culture, and experience  Age and education influence personality  Risk of organizational homogeneity  Seek balance in your own personality, balance is the key to effectiveness and this ability resides within all of us  To derive the best solution seek cognitive diversity, groups grasped only a part of the problem, best solution was a combination of ideas  Psychological testing can deepen self-knowledge, and improve teamwork but can be misused in promotion and hiring decisions


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