Greatra Mayana

Career & Employment Opportunities

Career Personality Assessment: Interpreting Your Jungian Type

KAITLIN HENNESSY: Hello everyone
and welcome to the career personality assessment,
interpreting your union type webinar. My name is Kaitlin Hennessy
and I’m the program coordinator here at Global Connections. Can everyone just let me know
if you can see and hear me. You should also see a
title slide on the screen. You can do that by
just going in the chat. All right, great. Thank you. So this evening,
presenting is Chris Miller. He is the Washington State
University Global Campus career counselor, and he’s
also a Coug himself. He has a master’s
degree from WSU. And as some of you
are already doing, please do use that chat
box throughout the evening to interact as well as
submit questions to Chris. And you can put your questions
in the chat box at any point. I’ll make sure to
take note of them and get them to
Chris during the Q&A. If you do have any
technological problems, please do let me
know, and do our best to help you this evening. And I’m going to turn
it over to Chris now. Thank you. CHRIS MILLER: Thank you
Kaitlin, There I am. Thanks so much for
the introduction. As Caitlyn said, we’re talking
about our union types tonight. Commonly referred to as
our Myers Briggs types, our MBTI four letter types. It should take probably about
35 to 40 minutes I guess. And at one point
during the webinar I will ask you if you’re
interested to enter your four letter type into the
chatbox, so I can provide you more information
about your union type, and specifically how that
relates to career development, and how that relates
to the world of work. And so we’ll go ahead
and get started. Save some bandwidth here OK. So I start off my webinars with
just a brief look at the career development process. And tonight, usually
with the topics we have, we’re in a few different areas. I would say we are mainly in the
know yourself section tonight, because looking at such a
broad topic as personality, and for this career
development personality, it’s such a broad topic. And it’s going to really hit
on you know values, interests, strengths, traits,
and ambitions. Those are all listed in
the know yourself section. So your personality is made up
of a lot of different things obviously. And you’ll draw from
those areas that will help define what
your personality is, and how this Myers
Briggs type sees you. So I’m going to go over
all 16 types briefly, and then at one
point, like I said, I’ll ask for your
four letter type. If you want to offer it, and I
will provide more information about that specific one. So limitations with any
career assessments, and these come from Richard Bowles,
who is the author of What Color is Your Parashoot? Updated every year. And this is specifically
from the companion website, the
and some of the limitations he talks about is, any
assessment you take, none of them can
fully measure you. It’s important to let intuition
be your guide when you’re filling out these
assessments, and especially if you’re an N on the
Myers Briggs scale, try not to predetermine how
you want the test to turn out. You’re looking for
clues and suggestions. And it’s important to try
out several different ones, and obviously there
are assessment types for different
career development. Types of assessments. So interests, skills,
values, type of personality. So even within each one it’s
important to try different ones if you are looking at getting
a battery of your career development. Some limitations
specific to the MBTI It should be used as a general
understanding of personality in relation to
career development. It’s not a good assessment
of general personality. There is an assessment
that I listed. It’s commonly referred to as the
MMPI, the Minnesota Multi-phase Personality Inventory. I think I would say it’s
probably regarded as the best assessment of this broad
idea, ambiguous idea of what is personality and
how to measure it. But that test has
hundreds of questions, and its purpose is to root
out abnormal psychology, to root out psycho pathology. So it’s not really
something you would take as someone in the
general population, trying to find out
about your personality. It wouldn’t be for that. MBTI is good for
understanding and clarifying specific preferences. It’s not something to tell
you what you’re good at. It’s not about traits. It’s about types. So how you clearly prefer
one thing or the other, but not what you’re good at. And it’s helpful
for possible links to job, family, and occupations. It is not strongly supported
as a career exploration tool, but in conjunction
with a Strong Interest Inventory, an assessment
of interests, and skills. It can be really helpful
to your career exploration. So it’s obviously popular
in the business sector and in academia. The MBTI exhibits significant
psychometric deficiencies, including poor validity
and reliability. So it’s not really
measuring what it purports to, that being personality. And the most important
thing, I think, is that it could give
you different results on different occasions,
if you take it within an insignificant
time span. And I know one study I
saw said that really, in a six month span,
if you retake it you could get a different type. I think there was like even a
50% chance that people in that group had a different type. So I found for me
personally my type has not changed over the years. And a lot of people tell
me that there haven’t. But I’m just telling you
what the research says, it has Issues. OK. So now I’m going to go over
the 16 different types. And they have these
titles to explain, just to kind of give you a little
synopsis of what each type is. You will see from different
sources, different names for these types. So it kind of depends on the
source that you’re using. This is the one that
I like the best. So this is where I’ll go
briefly go over all 16 types and then we’ll talk about
this these dichotomies, and a little bit about Myers
Briggs, where this comes from, And these Carl Jungian types. So ISTJ is known
as the inspector. And that type would
be serious and quiet, interested in security
and peaceful living, extremely thorough, and
responsible, and dependable. Well-developed powers
of concentration, usually interested in
supporting and promoting traditions and establishments. ISTP is the operator. Quiet and reserved, interested
in how and why things work, excellent skills
with mechanical things. Often risk-takers who
they lift for the moment. Usually interested in, and
talented at extreme sports. Loyal to their peers, and
to their internal value system, but not overly concerned
with respecting laws and rules. ISFJ, the protector. Quite, kind, and conscientious. Can be depended on
to follow through. Usually puts the needs of
others above their own needs. Stable and practical, they value
the security and traditions. Well-developed sense
of space and function. ISFP is the composer. Quiet, serious,
sensitive, and kind. Do not like conflict. Not likely to do things
which may generate conflict. Loyal and faithful. Extremely
well-developed developed senses, and aesthetic
appreciation for beauty. INFJ, the counselor. Quietly forceful,
original, and sensitive. Tend to stick to things
until they are done. Extremely intuitive
about people, and concern for their feelings. Well-developed value systems,
which they strictly adhere to. Well respected for
their perseverance and doing the right thing. INFP is the healer. Quiet, reflective,
and idealistic. Interested in serving humanity. Well developed
value system, which they strive to live
in accordance with, and extremely loyal. Adaptable and laid back,
unless a strongly held values threatened. INTJ is the mastermind. Independent, original,
analytical, and determined. Have an exceptional
ability to turn theories into solid plans of action. Highly value knowledge,
competence, and structure. Driven to derive meaning
from their visions. INTP is the architect. Logical, original,
creative thinkers. Can become very excited
about theories and ideas. Exceptionally capable and
driven to turn theories into clear understandings. Highly value knowledge,
competence, and logic. The promoter is ESTP. Friendly, adaptable,
action oriented. Doers who are focused
on immediate results. Living in the here and
now, they are risk takers who live fast paced lifestyles. Impatient with
long explanations. Extremely loyal
to peers, but not usually respectful of laws and
rules if they get in the way. So the promoter doesn’t like
me going through all of these. ESTJ, the supervisor. Practical, traditional,
and organized. Likely to be athletic. Not interested in
theory or abstraction, unless they see the
practical application. Have clear visions of
the way things should be. Loyal and hard working. The performer, people
oriented and fun loving. They make things more fun for
others by their enjoyment. Living for the moment,
they love new experiences. They dislike theory
and personal analysis. Interested in serving others. The provider is ESFJ. Warmhearted, popular,
and conscientious. Tend to put the needs of
others over their own needs. Feel a strong sense of
responsibility and duty. Value traditions and security. Interests in serving others. ENFP is the champion. Enthusiastic,
idealistic, and creative. Able to do almost anything
that interests them. Great people skills. Need to live life in accordance
with their inner values. Excited by new ideas
but bored details. ENFJ is the teacher. Popular and sensitive with
outstanding people skills. Externally focused
with real concern for how others think and feel. Usually dislike being alone. They see everything
from the human angle, and dislike in
personal analysis. ENTP is the inventor. Creative, resourceful,
and intellectually quick. Good at a broad range of things. Enjoy debating issues and
may be into one-upmanship. They get very excited about
new ideas and projects, but may neglect the more
routine aspects of life. And lastly, the field
marshal is ENTJ. Assertive and outspoken,
they are driven to lead. Excellent ability to understand
difficult organizational problems and create
solid solutions. Intelligent,
well-informed, they usually excel at public speaking. So that is a brief little
snapshot of all 16 types, and we will talk a little bit
more about these dichotomies now. So on these spectrums
of introversion versus extroversion,
sensing versus intuiting, judging
versus perceiving, thinking versus feeling. So what are these mean exactly? Because I know the most widely– or I should say easily confused
one would be introversion versus extroversion, because
people think of it as, are you outgoing,
or are you reserved? And it’s more than that. And a lot of people who seem
extroverted are introverts, and a lot of people
who seem introverted could actually be extroverted,
depending on your understanding of what this means. So what does it mean? Extroversion and
introversion dichotomy is how we interact
with the world, where we prefer to focus our
attention, internally versus externally, and also where
we derive energy, where we derive our energy from. So extroverts are energized
by being with people. They like being the
center of attention. They act and then think. Easy to read. They talked more
than they listened. They communicate
with enthusiasm. They are gregarious,
enthusiastic, initiators, expressive and auditory. Whereas introverts,
the dichotomy here, are energized by
time alone, avoid being the center of attention. They think and then act. They’re more private and they
share personal information with few. Listen more, keep
enthusiasm to themselves, and preferred depth to bredth. They’re described as
intimate, quiet, receptive, contained in visual. On the sensing versus intuiting
spectrum, so what is that? One is how we take it in and
how we process information. So sensors trust what is certain
and concrete, like new ideas if they have a practical
application, value realism and common sense. Like to use and hone
established skills, and tend to be
specific and literal. Present information in
a step by step manner. They are concrete. These are again sensors, are
concrete, realistic, pragmatic, experiential, and traditional. Intuitive is on the
other-hand, trust inspiration and inference. Like new ideas and concepts
for their own sake. Value imagination, innovation. Like to learn new skills
and get them pretty easily after mastery. Tend to be general
and figurative, and are oriented
toward the future. They are known as being
abstract, imaginative, intellectual,
theoretical, and original. Now what is judging
and perceiving? Oh so, what is it? It’s how we prefer to live. Structured versus spontaneous. How we orient ourselves
to the external world. Judgers are happiest after
decisions have been made. Have a work ethic,
work first, play later. Set goals and work
toward achieving them. On time. Prefer knowing what
they’re getting into, are product oriented, and
see time as a finite resource and take deadlines
very seriously. They are stress avoiders,
systematic, scheduled, planning, and methodical. On the other-hand,
perceivers are happiest leaving options
open, having a play ethic, enjoy now finish the job later. Change goals as new
information becomes available. They are adapting
to new situations. Derive satisfaction
from starting projects. See time as a
renewable resource, and deadlines as elastic. They are poliactice, which
means stress facilitate, enjoy pressure, accomplishes much
in the last-minute rush. They’re casual, spontaneous,
open-ended, and emergent. Which means they
trust that solutions will emerge from the process,
and proceed without plans. Lastly on the sensing,
intuiting spectrum here, this is how we take in
and process information also. No that was wrong. I’m doing thinking
versus feeling. Almost lost myself there. Thinking versus feeling. It’s the way we make decisions
or come to conclusions. That makes a lot more sense. Thinkers step back and
apply impersonal analysis to problems. They value logic,
justice, and fairness. One standard for all. Naturally see flaws and
tend to be critical. May be seen as heartless,
insensitive, or uncaring. More important to be
truthful than tactful. Motivated by a desire to
achieve an accomplish. They are known as being
critical, tough, questioning, logical, and reasonable. Feelers on the
other-hand, step forward, consider effective
actions on others. They value empathy and harmony. Like to please others
and show appreciation. May be seen as illogical. Important to be both
truthful and tactful, and are motivated by the
desire to be appreciated. They are accepting, tender,
accommodating, affective. So personal feeling, relying on
values, and also compassionate. So That’s a look
at the dichotomies of how this all comes together. And I will share just a little
bit about the background of it, the history of it also. And this would be a good
time, if you are interested, you can put your type,
your four letter type there into the chat box. And after I talk
about the background then I’ll share some
about each specific one, for those who are interested. So the MBTI was constructed
by Katherine Cook Briggs and her daughter
Isabel Briggs Myers. That’s how it gets
the Myers Briggs name. It emphasizes that we all
have specific preferences in the way we construe
our experiences, that these underlie our
interests, needs, values and motivation. Katherine Cook began her
research into personality in 1917. Upon meeting her
future son-in-law, she observed the
marked differences between his personality and that
of other family members, which I think is really interesting. And I don’t know
what that means. I haven’t looked into
it deeply enough. So I don’t know if she thought
that she had a wacky family, and he was the outlier,
or if like he was wacky, and she figured that they
had a more typical family. So she embarked on a project
of reading biographies, sub-sequentially developed a
typology, wherein she proposed four temperaments; meditative
or thoughtful, spontaneous, executive, and social. And then Carl Jung’s book
of psychological types comes out in 1921, but in
1923 was published in English, and that’s when it became
available to Catherine Briggs. And she saw that Jung’s
theory was similar to hers, but that Jung’s went
far beyond her own. And so over the next 20
years, she and her daughter, Isabel Briggs Myers,
did more research and really expanded their
thought on personality. So yeah, it was 20 years later. It was in I believe, it
was during World War II. So about 1944 I think is
when they published theirs. And then the MBTI came out I
think about 12 years later. So over 60 years
we’ve been using this for career exploration,
for some for team building, for introspection. And so it’s really
an interesting tool and how it’s kind of
developed over time, and what it’s been used for. This population distribution
here is interesting. It show throughout
the United States what is the prevalence of each type. And so you’ll see that
some are much more common. And I think that’s probably
because on these dichotomies some are more
related than others. So you’ll see things like
the ISFJ and the ESFJ take up a big chunk
of the population. Whereas things
like ENTJ, or INFJ are a very small part
of the population. And I think that’s interesting. So we will look now at
some specific types. I will pop over to
the check box here. It will take me a
second to pull these up. OK. So the first when I see as ISFJ
and I have 16 large folders. Si let me pull these up. OK, ISFJs at work. What you might notice
first about the ISFJs, they are warm, friendly,
good-natured, unassuming, sensitive to others,
and give listeners. They may also be
constrained and not communicate a lot,
especially about themselves. They are good at organizing
both people and things. For your work style, you
prefer to plan the work and be prepared for the
snares and obstacles that might be encountered,
and are most comfortable getting organized
before beginning a project. You’re most drawn to
work that is helpful, and provide a tangible
service to others. You want to know specifically
what is expected of them. In groups and on teams
you seek to create a non-threatening supportive
environment, generally concerned and involved
group members who need time to get to know others, and
begin to build solid working relationships. Expect everyone
to do their share and pull their own weight. ISFJs themselves often
do more than their share. They do best when
they are recognized for their contributions. During change,
they foster change that addresses
people’s unmet needs, and help them to develop
and become better people. They value fairness, and
want to be fair and have a similar impact on all. During conflict
they prefer and work best when there’s harmony,
support, and affirmation, and may use gentle humor
to try to create harmony. They’re very sensitive and
may take negative feedback and criticism personally. Under stress may be
uncharacteristically pessimistic. Contributions, focus
on getting the job done and creating a supportive,
positive, environment. Show strong loyalty
to the organization. Brings stability, calm,
organization, structure, to projects, and
departments and teams. You may be experienced
as good with detail, patient, thorough, and
sometimes picky about details. Communicating indirectly,
beating around the bush. Concerned that things
go well, and sometimes are overly concerned worriers. So that is the ISFJ. I’ll pull up some
information out about ENFJ. ENFJ OK. What you might notice
first about the ENFJ that they are enthusiastic
and energetic. Involved with the people
and events around them. Often in the center of things
and sought out by others. They take interest in others
and are easy to relate to. Outgoing, naturally engaging,
gracious, comfortable, and skilled at
working with others. Work style, work interactively. Seek to involve others
and be facilitative. Create and make use of
networks to get work done. Like things to be organized. Work space, meetings,
and written materials. View their work as
helpful service to others no matter what they do. In groups and on teams they
prefer a collaborative, comfortable, harmonious,
work environment, where people are
included and valued. They create excitement
and team spirit. They make things happen. Initiate, make proposals,
and spot opportunities. During times of change they
propose and initiate change, and are willing to
try new approaches. Are aware of and
responsive to other’s needs and like change
to benefit people. May not have a good sense
of their own energy limits, and become susceptible
to burnout. During conflict, have a need
for and can create harmony. Are tactful. Prone to taking
things personally, even when they
aren’t meant to be. Usually want to address
conflicts immediately. May be worn down by
a long term conflict, even if it’s peripheral. In terms of
contributions, ENFJs serve as a catalyst and motivators. Able to make things happen
and keep things happening. Garnering resources to support
efforts they believe in. Seeing things through
to completion. May be experienced as decisive. Coming to quit conclusion and
sometimes deciding too quickly. Impatient with others,
not as quick to act. Eager and exuberant,
and sometimes overwhelming with enthusiasm
ideas or requests. Promoters of people, values,
and causes, and sometimes as single minded or inflexible
regarding their own values, or what is best for others. So that is a look at the ENFJs. OK. ENFP is next. I’ll pull that up. All right, ENFP. You might notice first. You’re lively and often
full of excitement. Stimulate activity and
get others excited. Are expressive, articulate,
and communicate a lot. Are people oriented,
engaging, and optimistic. In terms of work
style, are most drawn to work that has meaning
and value for them, which fosters human growth. They are a co-operative,
natural networkers, who do best when they
have contact with slash stimulation from others. They like challenges and a
variety of people and tasks, want to continue to
learn and develop. In groups and on teams
are catalysts, initiators, and motivators who
get things going. Energized by starting
something new. Are fun loving, and bring and
stimulate energy and gusto. Enduring change, are their
natural change agents, who are energized and
captivated by change. Often have a let’s give it a try
slash go with the flow outlook. Place high priority on changes
which make things better for people, and can brainstorm
numerous possibilities. During times of conflict they
value interpersonal harmony, emphasize areas of
accord and unity. Want to consider and incorporate
everyone’s viewpoint. Can help move team
toward a consensus. Under stressed may be
direct or confrontational, compulsive about small
tasks and details. In terms of contributions,
a visionary and idealistic. Want the organization
team and individuals to pursue the vision and
make a difference for people. Willing to try new
things and take risks. Impart a sense of adventure. May be experienced as
visionary, dreamers, and sometimes as appearing
to lack direction and focus. Generate a lot of
alternatives, and sometimes is having difficulty deciding
among all the alternatives. So they may seem to waffle,
or appear wishy-washy for that reason. May be experienced
as disarming, having a ready and plausible
explanations for most occurrences. So that is a look
at the ENFP at work. I think that’s it
for our types here. Make sure just as I go back. OK good, good good, good. All right. So some of the
strengths, as I said, for team building
and group dynamics, professional development,
marketing, leadership training, coaching, and couples therapy. Also if anyone is
interested in getting a more detailed
report of their type, they can send me an email. I’ll have my email address
here at the end too. [email protected]
and I can email you a full report for your type. Yes you can. You can get a handout. So yeah, it’s a great tool
for organizational success. Now I’m going to share with you,
if you haven’t taken the MBTI before the actual assessment. I know done this nice free
one here to get started. If you’re interested
in taking it, it is available to WSU
students and alumni members, and I will to show you a Sample
of that briefly so you can get an idea of what it looks like. The one point here that
I did wanted to highlight was that, in the most attractive
occupation under job family section, they determine that
by the self-selection ratio. And what that is, it’s
just a statistical term that means, looking at
the proportion of the type in an occupation, divided by
the proportion of the type and the general population. So are is your specific type
more drawn to a given career, compared to everyone
in the population? So now I’ll go ahead and
take a little look here at the Sample MBTI. So here is what the
cover looks like. Here’s a Sample. And it’s very self-explanatory,
even more so than the strong. So I won’t go into
detail on each section. But it explains in the
beginning what this is for, how it is a helpful tool. And I just highlighted some of
that on that previous slide, if I can go down a
little faster here. Here we go. So Jane Sample is an ENFP. And that is the one I just read. So we know a little bit
more about ENFPs also. So it shows the scales
here, for the spectrum of these dichotomies. How much clearly for your type? Are you kind of an
a moderate E or I? So slight, moderate,
clear, very clear. Jane Sample’s very clearly
an E, very clearly an N, I would say very
clearly perceiving, and then for feeling versus
thinking, slightly feeling. So ENFP in most situations,
maybe an ENTP in others. How it affects your choice. We talked about some
of that career choice. For work environment,
I talked specifically about that with some. So I know I saw
briefly in the chat box there, someone was
saying how it makes them want to look at ways to
maybe balance out their type. Maybe make improvements. So the MBTI does offer
action steps for that. Here’s some things to
think about Really. And like I said
before, So the ENFP– Yep. Sounds like a lot of
things I just said. Coveys enthusiasm, and energy. Wanting to consider
different alternatives. Challenges and strategies,
like I said, action steps. The nice thing about Jane
Sample being in a ENFP, for the person
who is a ENFP, you can just do a Google
search for Sample MBTI and you can get a nice
little report on ENFP. But again on the
scales your preferences are going to be different
for how much you prefer one or the other. So this is where I am how
about the job families, the SSR ratio. Scrolling down. So these are overall families,
kind of job clusters. I have scales for each. I’m going to go down
to the specific types. So most popular occupations. This is where they
look at your percentage of the type in this
given occupation versus the entire
general population. Well these are top 24, and again
this is not the best career exploration tool. So if these aren’t hitting
the mark, not a big concern from my point of view. So that’s a look at the Myers
Briggs career board, what it would look like for you. And I will jump back over. Well, I know the next part
actually is going to be, so I’ll stay here
on the sharing. It’s going to be talking about– I’ll just do this briefly. Whenever you’re interested in
researching any specific career that comes up on one
of these assessments, or if it just pops in your head,
or something you’ve always been interested in looking into– And what was Jane
Sample’s report? The option here to
look up for her report? Number one, craft artist. Let’s see, forester
is in the top five. That’s interesting. I’ll look that up on the
occupational outlook handbook. So what is the occupational
outlook handbook? It is the Bureau
of Labor Statistics database for jobs
and job clusters, and helps you research
careers of interest to you. And how does it get its name? The outlook handbook,
it forecasts how a specific career
is going to grow in the next several years. Is it in a decline? Is it holding steady? Is it growing much
faster than the average? So this is a great
research tool. It’s So that stands for Bureau
of Labor Statistics. Occupational outlook
handbook is O-O-H. So I’m going to search
the handbook here for Jane Sample
being a four letter. And it comes up, top one,
conservation scientist and forester. And oh, this one’s nice because
it has a little video, which I don’t think would work
well if I ran it here, but it’s cool to see
that out and has that. So it has a summary of
each of these sections. What do these people do? What is the environment
like being a forester, and how do you become one? What is the pay? What is the job outlook? So the general idea
of what they do is being a scientist
in the forest, or in helping forest grow. And helping them be healthy, but
you can look at specific duties here. Work environment, I’m going
to say a lot of it’s outside, and a lot of it’s
probably to be in lab. But you can see here,
specifically how to become one. So what’s required? They typically need a
bachelor’s degree in forestry, or related field. Important skills and
qualities to have, so this is really
nice when you know you if you’re putting
together a resume, and you don’t have a specific
job listing, you can say, hey, I need to make
sure I’m highlighting the skill on my resume. Analytical skills,
critical thinking skills, decision making management,
physical stamina, speaking skills. What is the pay like? Very important part. And It shows life scientists,
conservation scientists, grouping them with foresters,
forsters specifically also, so you can see the
median annual wages. The most current
stats they have is from May 2016, which is common. Takes a while to aggregate
all this information. And what is the outlook? One of the other important
parts for Jane Sample interested in forestry. They’re projected to
grow 6% up to 2026, which is about as fast as the
average for all occupations. You can look at
local information. Similar occupations,
if you find something that is interesting
to you, and maybe you don’t want to go through all
the schooling that’s required, or maybe the pay is not
high enough for you. You can look at
similar occupations. More info’s nice, because they
have professional associations that are relevant to help with
that networking side of things, and to see if this is something
you actually want to think about pursuing seriously. And so there are a lot of
different types of assessments you can do, and
especially using this one, you’d want to use it in
conjunction with others, especially like a values
assessment and an interest assessment, if you are using
it for career exploration. So let me be specific there. If it’s just something you’re
doing to kind of figure out more about yourself. And one of the big
topics this semester that came from students
is about communicating, and in the workplace, and how it
can be difficult to communicate with certain people. How do you communicate
with supervisors that are difficult to work
with, or colleagues that are difficult to work with? So from a career
count standpoint, this is one of the things that
I would highlight with the MBTI type assessment, is
that just understanding that people process
information differently is probably one
of the reasons why someone is difficult for
you to communicate with. So you’re probably coming
from very different styles. And while you might
not necessarily know that person’s
type, you probably have an idea that they’re
different from your type. So just one of the
things to keep in mind when you’re trying to tackle
that difficult communication in the workplace topics. And so these are
different types. One under social
media assessments, I list those old
fun Facebook quizzes that have been taken a real
hit last couple of weeks. So just as a disclaimer there,
people take those for fun if they’re on Facebook. I’m not saying you
should do them. I’m saying if you
do do them, they can be used for fun,
not for anything else. And it’s a problem when
people that create these say they’re using it for one
purpose, and then it turns out, unethically they’re using
it for something else. So just a buyer
beware on that one. Nothing is free. That brings us to the
end, and like I said, If you want a more detailed
report about your type, you can send me an email there. [email protected] I will stick around for some
questions if there are any. And there’s my phone number
and the career support link if you’re interested
in career counseling. And there’s the blog
where I post information about events like this, and
other career development topics. So thank you so much
for joining me today, and I will pass it
on over to Kaitlin. KAITLIN HENNESSY: Thanks Chris,
and if everyone has questions please put those
in the chat now. One question is, do
these type distributions change based on
culture or country, or were the percentage types
across the human population for the data that’s available. CHRIS MILLER: Right,
it’s absolutely different across cultures. But it is interesting. MBTI specifically, I
know has been translated into 20 different languages. So it is widely used
throughout different cultures, but if you think about how
we process information, how we think about
things, if you look at a collectivist culture versus
an individualistic culture, it’s going to be very different. That population distribution is
going to be very different too. That is a US
distribution of types. So yeah, that’s
a great question. It is going to vary greatly
with different cultural groups. KAITLIN HENNESSY:
Thank you, and then another question
is, is this what is used in some employer tests? For example, if you have to
take a test on basically, personality traits beforehand
as you find your application, is this the same thing
that’s being used there? CHRIS MILLER: It could
be similar to those. I’ve done those. I know what you mean. Because this is,
it’s type not trait, is one of the sayings
for the Myers Briggs. it’s highly discouraged. That’s what I’m
trying to get out. It’s highly discouraged
for an employer to use this as kind of
a screener for hiring. It can be fun to use as a
group building, team building activity. But for the purposes of
hiring, the MBTI manual highly discourages
it, because it’s not a measurement of ability. It’s a measurement of
preference, what you prefer. Not what you’re good at. KAITLIN HENNESSY: Thank
you so much Chris, and it looks like that’s all
the questions we have right now. If anyone does have questions,
please get those into the chat now. Otherwise I would
appreciate it if you would take a short
survey to let us know what you thought
of tonight’s program, and what you would like to
learn about in the future. Whether from Chris on career
development, or in general. And you take that survey at, and I’ll put that link
into the chat now. Thank you all so much for
coming and thank you Chris, for sharing all that
great information.

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