It’s funny when you look around the room on Christmas Day and you see some people initiating games, singing in the new Karaoke machine and generally making merry. They will have their new brightly coloured jumpers on, and telling everyone about each present they got. Around the periphery there’s a group who are reading, taking it all in and quietly looking at their presents, content with their own thoughts and company. To the Extravert it seems the Introverts just need to come out of their shells, and to the Introverts it seems the Extraverts just have to speak out every waking thought. So the Extraverts feel sorry for the Introverts, as they believe you can’t really be having fun if you’re quiet. And the Introverts feel sorry for the Extraverts, as it is so sad not to be able to sit quietly and enjoy one thing without jumping around. So this Christmas strike a balance: Extraverts just need to tell the world, they need to speak out their innermost thoughts and they are happiest then they do so. Introverts really do prefer some peace and quiet and they are happiest when they can be quiet and focus on one thing. So live and let live and have a Happy Christmas Extraverted or Introverted.
I often get asked the question “what motivates people?” And of course the honest answer is “it depends who we’re talking about.” We all have different drivers and motivations and so it’s best not to try to find a silver bullet ‘universal’ motivator and instead get to know the individual, their drivers, aspirations, dreams, and their realities. Now this may sound a little ‘nice’ but of course it isn’t. Getting this right means happier and more productive staff who want to be there because the environment fits with them. The question of ‘fit’ is usually measured by the ‘harder’ metrics such as ‘experience,’ ‘expertise,’ ‘knowledge,’ etc and these are certainly the areas cited when it “doesn’t work out.” Yet we know that in reality it is about the interaction between personality type and environment.
We are currently adding to our ‘careers’ section on the personality profiles to help you think more deeply about the ‘best fit’ kinds of roles and organisations for you. We hope you find it helpful.
We've recently added a range of buttons to make it easier to share your personality on your website.
You'll find the buttons on each of the personality type pages - just click 'Explore' above and go to your type, then click the 'Grab the code' button on the right to get your button. We really hope you like them!
Much of the literature and many of the sites about Jungian type outline specific job roles for particular types. My (ENTP) list included Computer Programmer, Lawyer, Actor, Engineer and Entrepreneur. The problem I have with this is that I don’t think it is possible to pigeonhole someone into a specific job according to their personalities as this ignores the organisation, the values and the culture, which are far better determinants of suitability than a job title (which in themselves can be ambiguous). Even individual jobs, (say) an accountant, are not universal and differs from industry to industry, organisation to organisation and person to person. So what can we learn about personality and career choice?
Miley Cyrus has been getting a lot of press lately for her radical style, particularly in her music videos and for her performance at this year’s VMA awards. But we thought we’d have a look at her personality and see how it fits with what she’s projecting in her performances. In a recent interview she describes the experiences of some of her latest work:
Being passionate about something means not really stopping for anything
I’ve never really had to sacrifice for my career before and I’ve had to a bit with this record
The Thinking vs Feeling scale is about how we make decisions: Thinking types tend to make their decisions based on logic, evidence and rational argument while Feeling types tend to make their decisions based on emotion, impact on people and subjective argument. I once knew an HR Director (and ENFP) who used to fake the assessment so he recorded ENTP as he felt that it could work against him to be known as a Feeling type. Yet he so was a Feeling type and this is what made him so good at his job. Even Jung, who coined the terms struggled: “…I freely admit that this problem of feeling has been one that has caused me much brain racking.”
We’ve developed a unique range of buttons and mugs so that you can express your personality to the world. There are also sets of badges for use in team building sessions so that people can project themselves and better understand each other.
So it’s OK to be ourselves, indeed it’s when we’re at our best. We know that trying to be like someone else does not work. Being proud of who we are, and helping other people ‘get us,’ and all of our foibles and idiosyncrasies that make us who we are is so helpful, to us and to them. Be loud and proud, be quiet and humble, be ultra creative, be systematic and detailed. But whatever you are, be yourself.
Jung was clear in his definition of Extraversion and Introversion that it is about is from where we draw our energy. Extraverts are attuned to their external environment and draw their energy from what’s going on around them, people, situations and indeed need that ‘feed.’ Introverts are more attuned to their internal environment and will draw their energy from within. This means that for Extraverts their neural processing will take place outside their heads, speaking out their thoughts while the neural processing for Introverts will occur inside their heads and emerge fully formed when they are ready to speak.
A typical Sunday morning situation and we think you’ll be able to spot which is the Extravert and which is the Introvert.
We were asked by the CEO of a major organisation if he could use our Character Analysis as part of his drive to better understand his people. We kind of like this as it helps spread the word that business is a people game, and a contact sport. We asked how he intended to use the assessments: "Well I want to make sure we only hire ENTJs." We asked why he would want to do that: "Because they are the best types." We asked what type he was (we were being ironic). But it does raise a serious issue: often managers want to clone, ie recruit and develop in their own image.
So much is written about leadership and it does all tend to veer towards the charismatic, extravert, individual pointing upwards with everybody in awe. In reality we know this isn't right but it fits with the myths of leadership as being Caesar crossing the Rubicon.