Greatra Mayana

Career & Employment Opportunities

Career Connections: Personality Assessment

JOSH: Good afternoon, everyone,
and welcome to today’s webinar, “Career Connections, Career
Personality Assessment. We are excited to have Chris
Miller, the WSU Global Campus career counselor,
back with today to help us explore
our personality traits and how to use those in life, in
communication, and in the work field. Well, without any further ado,
let’s welcome Chris and turn it over to him. CHRIS MILLER: Thank you, Josh. Thanks for that, and
thanks for joining today. Today, we are focusing on career
personality type assessment. And I know there are a
lot of very similar types out there, so I’m going to
talk about the background for these types of career
personality assessments, and you know, what you should
keep in mind with your results, and how you can use
them going forward, and just talk a lot about
Myers-Briggs and Carl Jung theories in general. And yeah, I’m the
career counselor for the Global Campus. Thanks for joining. I’m going to talk about
what we’re doing here. If you have questions
during the webinar, go ahead and put
them in that chat box in the lower left-hand side. I will answer them if I can. Sometimes I get
going, and I miss them but if I do miss something,
I’ll come back to it at the end. And then, I think it’ll
take about 35 minutes. I haven’t done this
specific career assessment type before for a
webinar, so that’s just kind of a general guess
about the timeline. All right. So as some of you know who
have attended any of my webinar before, I just like to hit
on the career development process in general first. So we’re talking about
the Know Yourself section. And for these ones,
I wouldn’t really necessarily pick any of the
ones listed on this image– so values, interests
trance straight ambitions. With career
personality assessment, I would say it’s not
strengths, it’s not traits. But those things are definitely
an influencing factor on your personality. You know, what you’re good at,
know what you’re interested, what’s important to you,
what your future goals. That’s all contributing factors
to your general personality. So taking a look, a very
limited look, at personality today in the vein
career development. And I’ll talk a little bit
about exploring options. But mostly, this is all in that first
upper right quadrant there. And let’s go ahead
and get started and talk about the limitations. And if you attended the
last webinar, or any of the assessment
webinars in the past, these are just some kind of
general career assessment limitations, as
identified by Dick Bolles, and of course, famous for
What Color’s Your Parachute. is
the companion piece for that, companion website. No test can fully measure you,
so let intuition be your guide on taking these assessments. Try not to predetermine how
you want them to turn out, if you’re looking for
a clue or suggestion, especially with this assessment. It’s important to try out
several different assessments. So like the previous one, where
you take the O*NET profiler, interest profiler, that is a
free version any Holland code type assessment. So the strong interest
inventory would be the more valid assessment for
that type of career assessment. And for this one, you took the
three [? Jungian ?] type assessment. But what you want to do, if it’s
a meaningful exercise for you, is take the Myers Briggs, which
is available for WSU students also. OK. So specific limitations
from general to now specific Myers-Briggs
type limitations. And I’m not just talking
about the assessment that you completed for this. I’m talking of the Myers-Briggs,
and Keirsey Temperament Sorter– anyone that kind of
has those four-letter codes that you’ll get that are talking
about career, personality, and preferences. So and some of the
limitations are this is a general understanding
personality in relation to career development,
especially into relation of
career preferences, situational preferences,
how you process information, how you energize yourself–
things like that. It’s not a good assessment
of general personality. And MBTI, I know it
doesn’t claim to be. And that’s one of the
interesting critiques of it, is that the reliability and
the validity for the MBTI is not solved and
supported through research. So essentially
what it’s claiming to measure– preferences
and career preferences– it doesn’t really do
a good job of doing that in terms of statistical
significance of the research. Also, that’s validity. So with reliability,
people aren’t necessarily getting the same scores or the
same types from time to time, in an insignificant
amount of time, or taking time out
of the equation. So the time between taking
one test and taking another. So, something to keep in mind. It’s a very
interesting assessment. I think there’s a lot
of good information with the assessment. But you have to be
very careful on how you utilize those results. So something like the Minnesota
Multiphasic Personality Inventory, MMPI, that test
is hundreds and hundreds of questions. I know it’s been shortened
since the original one, but it’s 600, 700 questions. And that one’s really
rooting out psychopathology. So that one’s looking
for one of the better assessment of personality. But it’s that in the
context of finding out what’s wrong– what’s
wrong people in terms of per abnormal psychology. So where as that
clearly wouldn’t be relevant for
career development, it’s a better assessment
of personality in general, I would think. It’s not a useful
predictor job performance. And measures preference
and not abilities, and it shouldn’t be used as
a predictor of job success. So we’re looking
for probable links to job families and
occupations, kind of based on more of
the work environments. And definitely some other
responsibilities of the job. This is a very general way
to think of how you could fit into certain situations. So I put Jungian
types for these. These were not the titles
that Carl Jung came up with by any means. And I’ll talk a little
bit more about some of the theoretical frameworks
for these theories, these career personality
theories and personality in general. But there’s kind of this
wave of Carl Jung, first started theorizing these things. Very shortly thereafter,
Myers-Briggs– it’s actually kind
of Briggs-Myers, because it’s a
mother-daughter combo. And I’ll talk about that. And then, people
like David Keirsey later gave these titles
to the 16 different types. And there are different
titles for the same one, depending on the
source you find. [SNEEZE] Excuse me. But these are some of
the better ones, I think. Some of the ones that
are a little more clear. So in this first
part here, I will ask you to answer your four
letter type in the chat box. And I’ll kind of share a
little bit about what that one is. I will put mine in here first. I am an INFP most of the time. ENTJ. OK. So let’s do ENTJ first. ENTJ this would be more of
a Kiersey temperament sorter type, is the Field Marshal. There’s another title,
which I’ll read later. INFP, that’s Healer. INFJ, the Mastermind. And we have two of those. ESFJ, the Provider. [MUMBLING] ENTJ. A little bit more information
about this specific type. Field Marshal,
assertive and outspoken. They’re driven to lead. Excellent ability to understand
difficult organizational problems and create
a solid solutions. Intelligent, well-informed. They usually excel
at public speaking. They value knowledge
and competence, and usually have little
patience with inefficiency or disorganization. INFP, that is me
most of the time. That’s one of those reliability
things I was mentioning. It’s probably the one I
identify the most with. Quiet, reflective,
idealistic, interested in serving humanity,
well-developed value system, which they strive to
live in accordance with. Extremely loyal,
adaptable, and laid back, unless a strongly-held
value if threatened. Usually talented writers,
mentally quick, and able to see possibilities. Interested in understanding
and helping people. INFJ, the Counselor. Quietly forceful,
original, and sensitive. Tend to stick to things
until they are done. Extremely intuitive about
people and concerned for their feelings. Now, all the [INAUDIBLE] value
systems, which they strictly adhere to. Well-respected for
their perseverance in doing the right thing. Likely to be
individualistic rather than leading or following. And ESFJ is the Provider. Warm-hearted, popular,
conscientious. Tend to put the needs of
others over their own needs. Feel a strong sense of
responsibility and duty. Value traditions and security. Interested in serving others. And need positive reinforcement
to feel good about themselves. Well-developed sense
of space and function. So these are some of the further
developed titles and concepts for these types. Neither Carl Jung
or Myers-Briggs– I don’t believe either of them
were involved in naming titles for these specific 16 types. I think that was
further developed by Kiersey and others who did
a temperament sorter, which is a very similar assessment
with similar result. The temperament and preferences
are kind of different. It’s kind of a convoluted
assessment area because personality
is very complex. That’s the reason
why it’s that way, and it can only be
that way really. So that’s looking at some
of the overall themes. We’ll get a little more in-depth
with some of these later too. But I just wanted to
share a little bit more information
about these first, and how the dichotomy works. It scales from one to the other. So we have introverts versus
extroverts on the main one. And this was one of the main
parts of Carl Jung’s theory. Pull out my I
versus E. So this is one of the most misunderstood
parts of the career assessment personalities, is
that when people think of introverted
and extroverted, they were very clear
sense of what that is. And that’s not necessarily what
they’re trying to measure here. So the scale or dichotomy of
introversion to extroversion is how we interact
with the world, where we prefer to focus
our attention– so internally or externally–
and from where we derive our energy. So I know for me
personally, some people that know me are surprised
to find that I’m an INFP. They would assume I
would be an E something. But that’s one of
those things that’s on the scale of how
my results come out. Sometimes, I am a
little more E. But I think in general,
I’m clearly more I. And a lot of that is
some people might think you’re an extroverted
person, but you’re driving your energy more internally. You’re focusing your
attention internally. So those words are very loaded. So it’s important to understand
what they’re trying to measure, and how they’re describing
what they’re measuring. So extroverts are energized
by being with people, like being the
center of attention, act then think, easy to read,
share personal information freely, talk more than listen,
communicate with enthusiasm, respond quickly, and
prefer breadth to depth. Whereas introverts are
energized by time alone, they tend to avoid being
the center of attention, think then act, more private,
share personal information with few, listen more than talk,
keep enthusiasm to themselves, respond after thinking
things through, and prefer depth to breadth. So extroverts are usually
gregarious, enthusiastic, expressive and auditory,
whereas introverts are intimate, quiet, receptive,
contained, and more visual. The next dichotomy is
sensors versus intuitors. So this is a mode of measuring
of how we take in and process information. So sensors trust what
is certain and concrete. They like new ideas if they
have a practical application. They value realism
and common sense. They like to use and
hone to establish skills. Tend to be specific and literal
and give detailed description. Present information in
a step by step manner. Are oriented to the present. And intuitors trust
inspiration and inference. Like new ideas and concepts
for their own sake. Value imagination
and innovation. Like to learn new skills. Get bored easily after mastery. Tend to be general
and figurative, which wouldn’t be surprising if
you knew that I was an INFP and you attend some
of my webinars. Use metaphors and analogies. Present information
in a roundabout way, and are oriented
toward the future. Sensors are concrete, realistic,
pragmatic, experiential, and traditional, whereas
intuitors more imaginative, or they have a preference of
imaginative, intellectual, theoretical, and original. The next dichotomy is judging
versus perceiving, so judgers versus perceivers. I know some of the
terms also kind of have some loaded connotations. But you’ve got to really
think about what they’re trying to measure, and not
let the actual titles be a hindrance. So this is how we
prefer to live, a structured versus
spontaneous way, how we orient ourselves
to the external world. So judgers are happiest after
decisions have been made, have a work ethic, work first,
play later, set goals more toward achieving
them on time, prefer knowing what they’re getting
into, are product-oriented, derive satisfaction
from finishing projects, see time as a finite
resource and take deadlines very seriously. Whereas perceivers
are happiest leaving options open, have a play
ethic, enjoy now, finish the job later, change goals as new
information becomes available, like adapting to new situations,
are process-oriented, derive satisfaction
from starting projects, see time as a
renewable resource, and see deadlines as elastic. So judgers are stress avoiders,
systematic, scheduled, planful, and methodical. Perceivers are polyactive,
casual, spontaneous, open-ended, and emergent. And so polyactive means like
in they’re stress-facilitated. They kind of enjoy the
pressure, accomplishing much in the last minute rush. So they know the
deadline’s there, but they’re not as concerned
as a judger would be. So next dichotomy,
thinking and feeling. This is thinkers versus feelers. I actually think judgers verses
perceivers be the fourth one, because I believe that would’ve
been the contribution of Myers and Briggs, which I’ll
talk about in a second. So thinking and feeling–
I skipped around there at the bottom. The thinkers step back,
apply impersonal analysis to problems. They value logic, justice,
fairness, one standard for all. Naturally see flaws and
tend to be critical. Maybe seen as heartless,
insensitive, and uncaring. More important to be
truthful than tactful. Believe feelings are valid
only if they are logical. And they’re
motivated by a desire to achieve and accomplish. Whereas feelers, step forward,
consider effect of action on others, value
empathy and harmony, see the exception to the
rule, like to please others and show appreciation, may
be seen as over-emotional, weak, and illogical. Important to be both
truthful and tactful. Believe any feeling is valid,
whether it makes sense or not, and motivated by the
desire to be appreciated. So thinkers are critical,
tough, questioning, logical, reasonable, whereas
feelers are accepting, tender, accommodating,
affective, and compassionate. So that’s sort of
the dichotomy there. Now, I’ll show you
a little bit more about the background and the
theoretical underpinnings here of these psychological
and typological theories. So the MBTI is more known Carl
Jung’s theories, just because of the timeline. So the MBTI, Myers-Briggs
Type Indicator, constructed by Katharine
Cook Briggs her daughter, Isabel Briggs-Myers. And it’s kind of interesting
that Katharine Cook Briggs originally got interested in
it because of her son-in-law to be, the one that went
off to marry Isabel Briggs. So, Mr. Myers, and
how different he was from the rest
of their family. And I don’t know
enough about him. But it’s interesting that he
was so different from most of the people in their family,
that it really kind of got her excited about
personality and psychology, and started doing the research
on her own originally. And it was based on Carl
Jung’s typological theories. And so, and his theory was based
on more anecdotal evidence, clinical observation. Not really highly
researched, validated standards of psychometrics. So that is, again,
one of the criticisms of these types of assessments. But this that’s kind
of where it comes from, his work with people. So Katharine Cook began her
research into personality in 1917. So almost 100 years ago. And Carl Jung’s
book was originally published– it was called
Psychological Types– in 1921 in German. So, in Germany. And then a couple years,
the English version came out in 1923. And she had already started
putting some research into it. And it found that she
originally developed her typological theory
as people having four different temperaments–
meditative, spontaneous, executive, and social. And then she reads Carl Jung
after it’s published in English in 1923, Psychological Types. And she sees that
the research there is very similar, except
his goes way beyond hers. So she realizes she has
a lot of work to do. And her daughter starts helping
her when she gets old enough. And her daughter actually
takes over completely, and that’s why it’s Myers-Briggs
and not Briggs-Myers. And so she takes
over completely. Neither of them were formally
educated in the discipline of psychology or psychometrics. So Myers eventually
gets together with a bank in Philadelphia. And from there,
there’s a mentor. And then that person opens up
their own personal consulting firm, and it’s very successful. And there, she learns
more about psychometrics, test construction,
scoring, validation, and statistical methods,
to give it at least some more psychometrically
supported results from what they’re trying to
assess for career personality. So one of the
interesting comparisons to what we’ve done in the past
with looking at the Holland codes– and those assessments
were kind of based around World War I
and World War II, and how to best utilize
men either going into military positions,
or returning from the war. This Myers-Briggs
Type Indicator is created because they
wanted to have something to help women who were entering
the industrial workforce for the first time,
and to identify the sort of wartime
job that would be most comfortable and effective. So one of them,
it’s interesting, John Holland, a
man– and they’re looking at male roles
in the military, and how to best
utilize the event. And this one is for woman
during the same time as they’re taking over
these industrial jobs as men are going off to war. So I think that’s
kind of interesting. The first MBTI handbook
was published in 1944, and then the name was actually
changed to Myers-Briggs Type Indicator in ’56. And it’s been
revised a few times. And it exists today in the,
I think, fourth revision. So that’s around now. And so some of the other
theoretical frameworks that I should point out for this is
that Jung’s typological models are psychological types are
similar to handedness/ So a dominant hand and a–
so left hand, right hand. So a dominant hand
and a weaker hand. So people are either
born with or develop a certain preferred way of
perceiving and deciding. But the MBTI sorts some
of these differences into four dichotomies, which
we talked about before. And none of these types
are better or worse than the others. So that’s really an important
point for anyone to point out. But at the same time,
none is worse or better than the others, but out of
the 16 different types, the 16 different combinations,
people innately have a preference
for one given type. And I think that’s true, even
with the issue of validity and reliability. As you learn more
about the types, I think people
generally– maybe they say I’m sometimes a one
and sometimes a two, but they generally have
more of a preference for one over the other. So this is also in
the same way that writing with the left
hand for a right hander. So using your non-dominant hand. So using an opposite
preference can be difficult, but you can become
more proficient out of practice, the
same way if you’re in some kind of
a situation where if you’re more extroverted or
introverted in terms of things we talked about, energy and
interacting with the world, it’s not like it’s impossible,
it’s just some things are preferred over the others. And again, this is a
type and not trait. And that’s one of things
I talked about the career development process. So we’re not assessing strength. We’re not assessing abilities. It’s just a clarity a
preference of situational thing. So the person clearly
prefers introversion versus extroversion, but not
someone who has a strength. Not that someone
strongly prefers or is good at one thing or other. Not that someone is
good at thinking, but it’s just preferences
and clarity of preference. So people are their
own best judge. So that’s really important
for any self-assessment also. So you can read up on
the 16 different types. Maybe you don’t feel you
totally fit into the assessment results you were given. So you’re your own best
judge of what type you are. There’s no wrong or right type. No type is better
than one or the other. And that’s some of
the underpinnings of those different types. And so, looking
more in-depth now, we had– let me scroll back up. Just to provide a little
bit more information. ENTJ. Pull up my trusty MBTI folder. ENTJ. So this title, I guess
it might be different. So, the Executive here. So ENTJs are tough-minded,
logical, and critical, energetic, action-oriented,
take initiative and get things organized, quick
and decisive, articulate, and assertive. Have definite opinions, are
often clever with words, and sometimes brusque. Are confident, responsible,
and hardworking, and get a lot done. In terms of work style,
they want their work to be challenging, and
provide opportunities to develop and advance. Like their accomplishments
to be visually acknowledged. Like to set
immediate objectives, generally follow
procedures unless they interfere with accomplishing
goals and are frustrated by the lack
of action or closure. On teams, they’re
very goal-oriented. They want to stick to
the job and get it done. Could be anxious when
things are not getting done, and will not let
the group flounder. Gregarious, but not
necessarily warm. May be uncomfortable
with small talk. Often have or assume authority. Question authority when
they don’t have it. During change, will
perform well in crisis. Able to deal with complexity
and handle multiple factors at the same time
during conflict. See conflict as a
problem to be solved, a situation to get beyond,
or something to negotiate. Not comfortable
agreeing to disagree, or living with tension, such
as personality differences. In terms of contribution,
brought vision and the ability to anticipate and plan for
long-term organizational challenges. Initiative to move the team
organization new directions, to attempt the
seemingly impossible. May be experienced as
great at running things, and sometimes as
imposing ideas on others or making decisions for them. Career and work-oriented,
and sometimes are seen as being too
serious and not [INAUDIBLE]. A little bit more
information about ENTJs. I have a lot of
information of each type. So if you’re looking for more
information about your type, just let me know, and I’ll
have my contact information up at the end also. But I’ll put it in right now. [email protected] And then I don’t want go too
much into each of the types. So I know there were two
INFJs, so I’ll share some more information about that also. So INFJs, what you
might notice first, are warm, cooperative, and
trusting, sensitive, tactful, and easy to get along with. They have good
communication skills, are persuasive, and
are good listeners, are dependable and persistent. They do what they agreed
to do and meet obligations, and seems to have
their act together. Their work style is to prefer
a supportive environment that is friendly
and non-competitive, and where harmony and
praise are common. They see work as a
mission or service. They want to work to make
a difference for others and want to grow
through their work. They like variety
and opportunity to be creative and dream up
new approaches to routines. In groups or on teams,
they are imaginative, have or generate ideas, are
comfortable with abstraction and complexity,
and can synthesize multiple perspectives
or diverse information. They prefer to have both
organization, structure, and concern for people
and human values, and want the team to organize
itself around vision and value. During change,
they may experience tension between
being too oriented towards newness and
change and honoring traditions and what was proven
to be comfortable for people. They may withdraw if their
ideas are not accepted or their values
are not respected. During conflict, they prize
and strive for harmony, take a facilitative approach. They may take and/or
internalize others’ concerns, and under stress,
they want to be alone. Their contribution– very
strong and idealistic belief in people, and what
they can accomplish, and encouragement of others,
maximizing their abilities and potential. They’re visionaries. They advocate their
visions, values, and ideals. And they may be experienced
as having strong convictions, inner vision, and lofty
goals, and sometimes as being single
minded and inflexible about how things ought to be. Indirect and private, so
they may be hard to get now. They’re self-critical,
hard on themselves, and can tend to be perfections. That’s just to highlight two
of the types a little a bit more in-depth. And I do I have a lot of
information about each type, if you’re interested in that. So some of the
strengths, I’ve talked a lot about the limitations. And for most of the work I
do with students, most of it is in the realm of
career exploration, and not as much in the
vain of team-building, or communication, or
inner-organizational work. So for me, I don’t work
with it as much as I work with other assessment. So generally when I’m
working with a student, I would recommend if
they’re interested in career explorations solely
that they either just do the Strong
Interest Inventory, or the Strong Interest
Inventory and the MBTI to provide more depth
to their results. So with the MBTI alone, I think
it’s interesting for someone, as long as they’re not in that
place of trying to figure out the best points or career
matches for their personality. If they’re using it
in the vain of career development in general,
it’s an excellent tool. It’s an excellent tool for
team-building, group dynamics, professional development,
marketing, leadership training, coaching, and couple’s therapy. So for marketing, if you’re
trying to think about the ways that you can provide resume
content and resume language, it can be a helpful
tool in that vain also. It’s a great tool for
organizational success. And I’ll show you the
sample of the MBTI also here in a
second in case you’re interested in completing. It gives us a better look
at what your MBTI type is. So those are just
some of the things. I think it is a
very useful tool. And sometimes I
feel like it sounds like I’m bashing them too much. I’m not. I think it just
is misused a lot. And so, one way its
being used in those ways, and it’s understood,
and the person who’s kind of sharing
the results with you understands the preference,
the clarity preference, and that it’s not one is
better than the other, and that people have
the different types, and so the whole point is to
find ways to understand others and to better communication. So peripheral
organizational success. There’s a grad student
originally published, then. His name is David Murphy. He’s from University
of Colorado. He’s a counseling
graduate student. Just published in the
National Career Development Association about
using [AUDIO OUT] for organizational success. One of the interesting
things he said is, imagine a large organization
is asking four people from different units who
have never worked together to come together and decide
a way to improve operations within this organization. So you have one person,
and they’ve never worked together before. And they’ve been
told independently, come up with an idea,
and we’ll come together. The four of you
will come together to discuss your idea
to improve operations. So he had an interesting
way of putting up this hypothetical situation,
where one person’s coming at it very logical,
and is saying, here’s some proven six
Sigma strategies we can use to improve operations. Another one’s suggesting
sort of training programs to empower the employees to
[AUDIO OUT] full potential. The third member
offers to establish improved interdepartmental
communication lines to foster agreement
and prevent misunderstanding. And another, the fourth
one, comes to the table, and recommends a process,
an improvement plan designed by combining three different
theoretical process improvement plans. So it’s just like
one of the ways to think about how people,
these different types, they have different ways of
approaching the world. And so, they’re all working
for the same organization. They all are in
different departments. They’re all coming together. So while that’s an
unlikely scenario, and the stakeholders would have
more say in which ones they actually do to
improve operations, it’s interesting in the sense
that one of the strengths really is in team-building
and group dynamics. . You Get people together. You learn more about
different types, and you understand
where they’re coming from more when you know
more about how they interact in the world in general. So I’m going to show
you the MBTI here. I did a web tour last time, and
it didn’t work for everyone, so I’m going to attempt to
share my desktop, which also might not work for some people. So bear with me. I’ll just do a brief look at
the actual MBTI sample of it. And so just to give idea
if this is something you might be
interested in doing now that you’ve had the results
from this other Jungian type personality assessment. So Jane Sample, again. Jane Sample was the last
person for the Strong Interest Inventory. It talks about
how it is helpful. And the MBTI is good if
you really read through it. It doesn’t try to
talk about how it’s a great assessment of
personality in general. It talks about what
it’s actually good for. Except for choosing a
specific job or career, I don’t think the
report can help you in that way standalone. But it can help you explore more
in the career researching part, when you’re learning more
about work environments, or what the responsibilities
of the job are, what the duties are, and
how your skills might be useful in these
given situations. So it talks about, again,
what it’s good for. It talks about this
person dichotomy, ENFP. How they land on the dichotomy. So they’re type is ENFP. And we talked about
these different types. And then this is where
this does a better job than a strong interest
in inventory does. Because that one has a
personal style scale also. But this one is more
valid, I would say, in terms of preferred worked
out for a work environment. So for this ENFP, you can see
some of the preferred work tasks [AUDIO OUT] environment. So some of the action
steps are interesting, because that’s
where it talks more about the usefulness of MBTI. So you identify a specific
job you’re considering. No, no. I’m getting ahead of myself. There we go. So your type strengths will
help you think of the ways. I’m getting ahead
of myself again. Challenges and strategies. This is where it’s helpful. Those are the action steps
below that I was looking for. So you may have a
hard time focusing amid all of the possibilities
a suggested strategy. First group, all of
the possibilities into three categories–
high, medium, low– and then work to prioritize
those in the top group. So for all of these
suggested challenges four types, because people have
preferences one way or another, or have the challenge, a
strategy, and an action step. So these are the action
steps I was talking about. And again, that’s more just
understanding your type. From here, let’s
go to the bottom. I might have to come up
here under standard four. And when they do a job
option for the MBTI, it’s using a
self-selection ratio. So I would say pay more
attention to the job families, and not the specific
job titles listed below. So personal care and service
is a general job area, where this person
suggested would rank high because of their preferences. But don’t pay so much
attention to a logic manager, personal trainer,
hairdresser, child care provider. That’s more, I think,
important would be occupational themes of the
Strong Interest Inventory. So, look at those and
think about– they talk about the strengths and the
challenges ahead before this. So think about how they
have to play a role in each one of these areas. Some of these areas might be
moderately attractive– excuse me– and least attractive. Oh yeah. So self-selection ratio. So they look at types
within certain occupations. And they say, so the proportion
of your type in this occupation that enjoy the
work that they do, divided by the
proportion of that type and the population in general. So that’s kind of how they
come up with these job lists, is they find those people who
like the job, like their work, like what they do, and you
have a similar type as them compared to the prevalence
in the population in general. OK. Career trends,
again, this is where they’re coming up with
those career list things– that self-selection
ratio I mentioned. And then, I think that takes
us to about the end there. So here’s the tips of some
of those action steps. So for this person, can you use
your preferences productively by creating a special
role in which you do a certain set of tasks, or
by finding a niche for yourself in a particular environment,
or with a select group of coworkers who you
enjoy working with. So think of that
for each position that you’re researching. Working to understanding
or communicating with others whose preferences
are different from yours. Find other opportunities, such
as in your leisure activities, to express your preferences. So that’s just a brief
look at the MBTI. And that is an option for
you if you enjoy these career personality assessments. Jump back over here. So again, for
career exploration, I talked about the
Occupational Outlook Handbook. I’m not going take you
on tour of it today. But that’s the website
for it, So in terms of your results,
for any kind of career you’re researching, you take
your strong Interest Inventory results, and you’re looking
at some of the specific job matches, potential matches. Think about the work they do. Think about the work
environment and some of the similar
occupation listed. That’s really where more
your MBTI type results can come into play and be a factor. So these are, again, some of the
other career assessment types. We talked about career
interest assessment. This is a personality
assessment. I think work values is also
very interesting assessment, and helpful for those people
that don’t find the perfect job matches or dream
career ideas, they can assess what’s important
to them in any given career, and find some different
options given those results. So that should take
us to the end there. Thank you so much
for joining today. If you have more questions
about your specific type, or you’re looking for more
information, just let me know. Send me an email,
and I will provide with much more information
about your specific Myers-Briggs type. And there’s more of
my information there– the career website,
the career blog. And I’ll hand i
over to Josh now. Thanks again. I’ll stick around
for some questions. And Josh will have
more information some upcoming improvements too. So thanks a lot. JOSH: Hey, everyone. Thanks for joining
this afternoon. I hoped that you all
learned a little bit more about your personality
type, and how to apply that to both
communicating with others, and communicating, especially
with those in the career force with success. I would like to invite
you next Tuesday. We’re having Scott
Barlow come back. He’s on the second
webinar of this three part series of how not to just
work, but to love your work, and how to discover
your strengths, and use your
anti-strengths, also known as weaknesses, to
really get ahead and enjoy what you’re doing. So visit our website
at to learn more about that. And I hope you all have
a good rest of your day. Thank you.

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