Guest contributions:

04.22.13  Uncommon Leadership 

04.02.15  Switch and Shift  

05.13.15  Better Practice Team Performance

05.29.15  Better Practice Team Performance

07.08.15  Switch and Shift 

07.14.15  Better Practice Team Performance

10.05.15  Switch and Shift 


Stacey's Reading List...

 

"Tribe of Mentors" by Timothy Ferriss

"Shortcut" by John Pollack 

"Seeing What Others Don't" by Gary Klein

"Several Short Sentences About Writing" by Verlyn Klinkenborg

"The Birkman Method - Your Personality at Work" by Sharon Birkman Fink and Stephanie Capparell

"Creative Intelligence" by Bruce Nussbaum 

"Improv Wisdom" by Patricia Ryan Madson

"Training To Imagine" by Kat Koppett

"Quiet" by Susan Cain

"Where Good Ideas Come From" by Steven Johnson

"A Whole New Mind" by Daniel H. Pink

"Emotional Intelligence" by Daniel Goleman 

"Rework" by Jason Fried and David Heinemeier Hansson  

"The Leadership Pipeline" by Ram Charan, Stephen Drotter, James Noel  

"Life:  Selected Quotations" by Paulo Coelho 

"Deep Change" by Robert Quinn

"The Power of Full Engagement" by Jim Loehr and Tony Schwartz  

"The Way of the Shepherd" by Dr. Kevin Leman and William Pentak  

"Developing the Leader Within You" by John Maxwell  

"Mr. Peabody's Apples" by Madonna

"Orbiting the Giant Hairball" by Gordon MacKenzie

 

 

 

blog archive
Thursday
May102012

Understanding "how you're wired"...

While no personality assessment can analyze with 100% accuracy what you are like, that’s no reason to shy away from these insightful tools.  In fact, I suggest that you consider taking multiple assessments, so that you have the enough data points to establish atrend” (positive correlation from assessment to assessment), which actually does a nice job of predicting who you really are overall. 

An increased understanding of your personal preferences, or more simply, “how you’re wired”, gives you a better understanding not only of yourself, but those around you.  We all show up with different gifts – as well as a few liabilities to corral.  While every behavior is the right behavior at the right time, too much of a good thing can still be TOO MUCH.  It’s a balancing act. 

Insights into human behavior are invaluable.  Understanding how we tick allows us to put ourselves in the place of most potential.  Understanding how others tick drives human connectivity.  Knowledge is power.    

A few important points to make regarding assessments: 

*  Administration and feedback by a qualified professional is strongly recommended.  Expertise will serve you well. 

*  Assessments, in conjunction with individual coachings, are a force multiplier. 

*  From an academic standpoint, one should ensure that criterion-related validity, internal consistency, and test-retest reliability are present in the instrument.  Choose an assessment with a solid reputation.  

Three personality assessments well worth the investment: 

The Birkman Method

The Birkman Method® combines various dimensions of an individual into one single assessment, and provides a comprehensive color-coded [red, yellow, blue, green] analysis that can be formatted in a great number of reporting structures.

This personality assessment provides the following major perspectives:  usual behavior, underlying needs, stress behaviors, organizational focus, and interests. 


MBTI (Myers-Briggs Type Indicator)

A personality inventory assessment in which results are reported as a four-letter personality type (e.g., ESTJ, INFP).  Each letter corresponds to an individual's “preference” in each of the four pairs of personality indicators: extraversion or introversion, sensing or intuition, thinking or feeling, and judging or perceiving.  

There are a total of sixteen possible combinations of personality types, and they are often shown in what is called a type-table. 

 

StrengthsFinder 2.0

The Clifton StrengthsFinder measures the presence of 34 talent themes, and provides an individual with a customized report of their “Top 5”. Talents are people's naturally recurring patterns of thought, feeling, or behavior that can be productively applied. The more dominant a theme is in a person, the greater the theme's impact on that person's behavior and performance.  The assessment also groups the 34 themes by four domains of leadership strength:  executing, influencing, relationship building, and strategic thinking. 

 

While the next two instruments are not labeled as core personality assessments, they do illustrate how personal behaviors impact our effectiveness for leading self, others, and organizations.  

TalentSmart Emotional Intelligence 2.0

Emotional intelligence is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.  The TalentSmart instrument assesses an individual’s strengths and weaknesses within the four components of emotional intelligence:  self-awareness, self-management, social awareness, and relationship management.

 

360 Feedback

A 360-degree multi-rater feedback instrument is a method for systematically collecting opinions about an individual's performance from a wide range of raters. Raters could include peers, direct reports, the boss, the boss's peers, as well as individuals outside the organization, such as customers, stakeholders, or former working relationships.  The benefit of collecting 360 data is that the individual sees a wide range of perceptions, rather than just self-perception, which provides a more complete picture.  [There are a slew of companies that provide 360-degree feedback assessments.  My guess is that your organization has a preference for one tool over another, as all generally provide the same framework of feedback.]

 

I offer this final thought from a seasoned Executive relative to his insights from a plethora of assessment data over the course of his career:    “Understand who you are, get comfortable with it, and get on down the road.”

  

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