News & Updates
Welcome
I have a passion for understanding individual differences whether these differences come from our innate natural predispositions or in response to the environments we find ourselves in. I look forward to sharing and discussing these ideas with you.
I have started off with two articles—Type as a Tool to Promote Ego Development and Five Lenses of Coaching. This blog is a work in progress as I add more articles and more categories. Please visit often and sign on to make comments. I hope you find useful insights and ideas.
Warm regards,
Linda
Mindfulness Part 1: What’s Type Got to Do With It?
There is a fair amount of interest in Mindfulness these days. Large corporations such as Genentech have mindfulness programs. There are five LinkedIn groups with Mindfulness in their name and the largest one has over 5000 members. The Wisdom 2.0 Conference where mindfulness is explored in relation to technology was sold out in its second year and again this year at a larger venue. So what is mindfulness and why did I title a leadership workshop, Mindfully You: Leading from the CORE? This is the first in a series of posts exploring mindfulness and type. I hope you join me in the discussion.
Mindfulness is often equated with meditation. The dictionary defines it as keeping aware or being heedful. Mindfulness is not just meditation, but also a way of being open to the experience of the moment. Some describe it as awareness, others as being intentional about our choices.
There is a great deal of research linking mindfulness to stress reduction and lowering blood pressure to mention just a few of the benefits. Last year at Wisdom 2.0, I was struck by what seemed to be a rather specific definition of mindfulness that linked it to meditation and tuning in to one’s environment. It occurred to me that different types might experience mindfulness in different ways. I agree that meditation and increased awareness of one’s body and physical surroundings are good things. I just wonder if there aren’t other ways we need to become mindful.
When I took yoga classes we were taught different meditation practices each week. The goal was to try each of them and then use the ones that worked the best for us so I know there is allowance for individual differences in meditation practices.
It occurs to me that given that different personality types have different preferences for attending to different sources and kinds of information, we likely limit our awareness by automatically accessing and paying attention to one or two of these different kinds of information. Can we use our understanding of type differences to expand our awareness and become more mindful?
Just focusing for the moment on the Jungian model of psychological type, we can identify four perceiving processes:
- extraverted Sensing—tuning in to the immediate tangible context and experiencing what is there right now
- introverted Sensing—reviewing information from the past and the stored images and experiences we have had and comparing our current state with the past state
- extraverted iNtuiting—inferring meanings and interpreting between-the-lines information that isn’t expressed and seeing possibilities and links to other contexts
- introverted iNtuiting—imaging a likely future or different view that often presents itself as a whole
Many meditation practices ask us to focus on our breathing and when thoughts come up to just observe them and let them go. Others guide us through a body awareness so we tune into the tensions that we need to let go of and there are more methods than we can go into here.
As I think of my own development and the ways of becoming mindful, I can identify how different experiences helped me when it came to meditating as well as being more mindful in general. The first one came before I was type aware. Prepared childbirth required me to become hyper aware of what was going on in my body and consciously relaxing parts of it while tensing other parts. The practice I had to do for this served me long since in helping me balance my tendency of being so much in my head. I found that meditation practices that direct my attention to different areas of my body work well for me. Those that ask me to focus on an image or ‘nothingness’ don’t work for me. Is there a type preference? I think so. As an INTP, I prefer exraverted iNtuiting and can spend hours with random, seemingly unrelated thoughts going through my head. Sometimes I get so many ideas, I overwhelm myself. I need to calm my mind by focusing on the changing state of my body. This seems to me to be more of an introverted Sensing experience rather than an extraverted Sensing experience.
I’m curious if people of other types would say something different? What has helped you be mindful and how does that relate to your type preferences?
Not about you?
I just read a very interesting New York Times Op Ed piece by David Brooks called, It's Not About You. Given the time of year with graduation speeches he has identified the developmental tasks that are facing young people as they graduate and enter the workforce. His message is that these tasks are contradictory to the preparation received by graduates' educations as well as the messages sent in graduation speeches.
I found two of his statements very interesting. The first one ends in a very powerful statement (emphasis is mine):
Today’s graduates are also told to find their passion and then pursue their dreams. The implication is that they should find themselves first and then go off and live their quest. But, of course, very few people at age 22 or 24 can take an inward journey and come out having discovered a developed self.
He goes on to say
Most people don’t form a self and then lead a life. They are called by a problem, and the self is constructed gradually by their calling.
I think the developed self is constructed all our lives, from birth forward. It is influenced by our inborn natures as well as the experiences we have. Self-reflection can start early and contribute to better decision making and self-regulation at any age. I do think those graduates could benefit from knowing themselves well in terms of the information personality type models can give them—their core needs, talents, drives, beliefs, how they tend to interact, how they tend to think about things.
My colleague, Dario Nardi, has been teaching undergraduates at UCLA for over 12 years. In the context of the courses he teaches, he introduces them to temperament and the eight Jungian functions and sometimes Interaction Styles. In his courses he gives them group and individual assignments the personality lenses in the context of the specific course. By the time they graduate, they know a lot about themselves as well as the systems in which they operate. The self-reflection he encourages promotes development. I know, I've met some of his students and the students know. In a way, he is providing them with the education they need to be more flexible in the unstructured environments they will be entering. And they learn about themselves in the process. More powerful than taking an instrument. No wonder he won UCLA's Teacher of the Year Award this year.
My message for college graduates would be: It is about you, but not ALL about you. Know yourself and develop a practice of self-reflection. If you don't already have a sense of passion or a dream to fulfill, do work with that sense of self-reflection so you'll know when you find it. Some of us get it early, some later.
Personality, Communication, and Engagement
Communication
Most of us know that individual differences exist, yet we often forget that when we are communicating. The most powerful communication is one where we are capable of taking the other person's perspective and truly listen to their intentions and deep motivations. Personality typologies can give us powerful models to help us meet others at their view of the world.
Temperament theory tells us what are core psychological needs are. If you are having trouble understanding someone else, think about what needs might be behind what they are saying:
Improviser: Freedom to act now and to have an impact
Stabilizer: Responsibility and a place to contribute
Theorist: Competency, mastery, and knowledge
Catalyst: Sense of unique identity and deep meaning and significance
Recognize those needs and you'll find ways to be more understanding and even speak to these needs.
Interaction Styles is a model that describes energy patterns, but behind the behind those patterns are drives with corresponding aims. If we recognize these drives and aims, we understand why someone is being forceful, looking tense, seeming slow to act, or even overly engaging.
In-Charge: Drive to accomplish in order to get an achievable result
Chart-the-Course: Drive to anticipate in order to get a desired result
Behind-the-Scenes: Drive to integrate and to get the best result possible
Get-Things-Going: Drive to involve and be involved and to get an embraced result
Engagement
Since all behavior communicates, good communication is essential to engagement. And we would have better employee engagement if we had good communication earmarked by perspective taking.
Besides communication, if workers are engaged in activities that suit their needs and drives, they work will feel good.
It isn't the whole picture, but is an important one and that is why I train growth agents and change agents in using these models. Check out the Integral Type Certification coming up in July!
Wisdom 2.0 Videos
Just a short note to those who are interested. The Wisdom 2.0 videos of sessions are now on-line and available. Here is the link to my favorite of the sessions, but I got value from all of them.
Let me know what you think.
Wisdom and Mindfulness in the Information Age
Two weeks ago I attended the Wisdom2.0 conference, which is about “Exploring Living with Awareness, Wisdom, and Compassion in the Technology Age.” I thought it was a great conference and highly recommend it for next year. The theme seemed to be about how much we are constantly wired and digitally connected so how do we stay centered and connected to ourselves and our relationships.
Last night I attended a follow up, sponsored by ProjectFresh. Leaving the session last night I had the thought that in both instances I didn’t quite get what I was looking for in the sense of ‘things to do.’ However, on reflection I realized that it isn’t about ‘doing,’ but about how we choose to ‘be.’
I fully enjoyed all the panels and presentations in both events. It was the words of panelist Alex Lightman that sparked me to find an answer to some of the questions I had. He said that the most frequent decisions humans make is where to put your gaze. In other words, where to put your attention. He said that there is an illusion of information overload. If we define information as a ‘difference that makes a difference,’ the rest is just data. Based on this and on what I heard at Wisdom2.0, we have to develop filters for what is important. And we constantly make choices about what we attend to so we have to practice self-regulation. It isn't the technology that is the problem; it is how we choose to use it.
Lightman also said that you have to know yourself—know your perspective. Being fake accelerates death so you have to know what is integral to you. Music to my ears! That is what my work with type is all about. In my view, this self-knowledge can help us with the self-regulation needed to live with wisdom in this technology age.
I think technology is great. I’m glad we have it even though I get overwhelmed at times. Technology, like anything else, can be overused and be an excuse for being rude, procrastinating, avoiding self-reflection and relationships, and many other ills. So we have to use it with wisdom, in other words, be mindful.
Mindfulness practices come from ancient wisdoms and are supported by scientific research. It is used in stress reduction programs such as that at the University of Massachusetts Medical School. At the conference I learned that mindfulness programs are in place inside Google, Genentech and other large organizations. And I learned that mindfulness is not just about meditation, but also about other practices.
It occurred to me that typology models could help us know our strengths and what is integral to us so I agree with Lightman. And these models have the potential to contribute to mindfulness and they can also contribute to habits of mind that get in the way of mindfulness.
What are some of the ways that you use typology that contributes to mindfulness?
How can we be wise in the way we introduce and use typology and avoid the ways it gets in the way of mindfulness?
MBTI® and Other Instruments and Second Order Change
If you are a coach or organization change professional you may be wondering if you can use the MBTI® instrument or other typology instruments to get second order change? My answer is yes, IF you know type theory beyond the instrument results and beyond simple dichotomies. You cannot get transformative change by depending solely on the results of the instruments or reports based on simple dichotomies.
The very way type is introduced can lead to limited first order change or to more transformational second order change. (Note: this blog uses a lot of short-cut terms that are explained in my article, The Five Lenses of Coaching.)
What are First- and Second-Order Change? I found the following simple explanation.
- First-order change is doing more – or less – of something we are already doing. First-order change is always reversible.
- Second-order change is deciding – or being forced – to do something significantly or fundamentally different from what we have done before. The process is irreversible: once you begin, it is impossible to return to the way you were doing before.
I also found the following useful, brief explanation by Michael Perez
First order change: Remedial change. This is a more functionally optimal change in a specific behaviour in context. The change occurs at the same logical level as the 'problematic' behaviour.
Second order change: Generative change. This is a more functionally optimal change in an entire category of behaviours in context. The change occurs a logical level above the 'problematic' behaviour.
Third order change: Evolutionary change. This is a more functionally optimal change across multiple categories of behaviour, usually in a number of contexts. The change occurs two logical levels above the 'problematic' behaviour.
My simple explanation of ‘logical level’ would be that first order is ‘inside the box’ thinking. Second order and third order are ‘outside the box.’ Third order change usually refers to changes in larger systems, like families, organizations, government, and so on.
First order change is doing more or less of the same kinds of things. It is a change that stays within the operating system of the individual and is change in behavior. For example, a first order change with the type framework is to get someone with preferences for INFP to engage in extraverted Thinking (Te) activities—to segment and systematize, making decisions based on logical order and consequences in the external world rather than their natural introverted Feeling (Fi) tendency to judge against a holistic sense of internal values. The client can be in need this kind of change. He or she may need to do less of introverted Feeling and more of Extraverted Thinking behaviors in order to fulfill a role or achieve a goal. When the coach suggests these kinds of activities, the client can try them out and get skilled at them. But will it stick? Not easily unless other things are considered.
Even within the framework of type dynamics this change looks like it is within the natural type pattern, but it may not lead to solving the problem the client is concerned with. We have to keep in mind that first order change works when people only need to learn some new behaviors. However, when those behaviors go counter to some other closely held belief or years of practice, the ‘problem’ won’t be fixed.
First order change can even make a problem worse. For example, this fictional INFP client might have had an interpretation that emphasized the preferences, so this person decides he can’t do Thinking kinds of things and avoids them or resists them, and the problem becomes worse.
Second order change transforms the internal operating system so the client can not only maintain the behavior, but also be generative and selective in its use. Such change is usually accomplished through emotional impact, action, or a major change in how clients view themselves or the world.
Incorporating a simple explanation of type dynamics in a session with the client can facilitate second order change. In most type literature, a preference for Thinking is explained as opposite to Feeling and for an INFP and that is where it ends. If type dynamics is even mentioned, Thinking is described as the ‘inferior’ and we all know what inferior means! Based on my studies of the work of John Beebe and my experience, I’ve found the mental process opposite to the dominant to be more integral to the whole type pattern and more powerful than was previously believed. I use a stick figure to show how the dominant and the ‘inferior’ form the spine of the personality. (Scroll down in the article to see the stick figure.)
For example, once this INFP client realizes that Te is part of his natural pattern, he can reclaim it. He has a framework for shifting his behavior at will and is likely to consciously seek out Te experiences. If type dynamics is not included in the session and the client is given only his preferences and the dichotomies explained, the desired second order change is not likely to happen.
To make the behavior change stick, the coach will need to start by working within the internal belief systems of the client. Using multiple personality type frameworks can give the coach a way to understand some of these. If you use temperament, you can understand the core needs and tap into deep motivations. In the example above, you can explain type dynamics in relationship to type development. In this way you do not violate the Catalyst (_NF_) temperament’s need to be authentic. Depending on the individual INFP and where they are developmentally, asking them to do the Te kinds of activities may feel inauthentic and even if it makes sense in their heads, it won’t feel right.
A different rationale would be more effective with someone with ISFP preferences, another type with Fi as dominant. The motivations are different. For an ISFP client, the coach can appeal to the need for impact and results. Those with an Improviser (_S_P) temperament want to get tangible results, have an impact, and move on. Extraverted Thinking can help them better organize their work and be more efficient. You can still explain type dynamics and type development to give a clear guide for why this will work, since Te is within their type pattern as something they aspire to.
I think the concepts of first order change and second order change can be very useful in targeting our work with clients. Sometimes first order change is just fine and at other times, it becomes part of the problem. As coaches and change agents, I think we all want to not do things that become part of the problem.
This turned into a long blog with so many threads of thought. What are your questions and thoughts?
Digital Nation Thoughts
Recently I watched Digital Nation on the PBS show Frontline. The show apparently first aired last year, but it and more are on line. This morning at 5 am I found myself thinking about the research and the questions that were raised so I went on line. There I explored even more than was in the program! An hour later…I was writing this blog and still going back to the website. If you are interested, I recommend you start with this page, then explore.
I am not a digital native—one who has been using digital media since very early childhood. I am a digital immigrant! Interesting concept. Given stereotypes about my temperament (Theorist-INTP), you would think I’d be fully on board. Well, I am, but it is overload and I’m not yet competent at it. It seems that just like my French—I’ll never be a native speaker, and it may not be possible to rewire my brain that way. If I were in a University setting or a student again, I’d be all over the research on this.
I wonder what type differences show up with different responses to all the digital stimulation, constant connectedness, and the brain.
The program says that digital natives are constantly multitasking and that they may not be as effective at doing well with all the tasks as they think they are. A study is needed to see if some of them do it more easily than others and in what arena. My ENTJ colleague, another digital immigrant, can carry on a serious conversation about business strategy or workshop design and still sort through papers and files. She multitasks all the time, even when watching television. When I sort through papers, I need to have no one around and be focused only on the filing system. So, it isn’t age, it is type and experience. On the other hand, I multi-think. I can think of multiple trains of thought at one time. The physical world gets in the way of that and I can’t talk while do it. We both multitask when conducting a workshop as we focus on the content, the logistics, the agenda and timing, the physical comfort of the participants, their interpersonal issues that are arising, their level of participation and more. I know I had to learn to attend to some of these things and attending to others of them came naturally. I do believe research needs to take into account type differences as well as learned skill. In my experience it depends on the kinds of activities involved in the multitasking as well as the type preferences and type development of the individuals.
The following quote struck me as a way to do some research. This was a rotating quote from the above website. “It takes 15 minutes to fully resume a serious mental task after answering an e-mail or IM.” Iqbal & Horvitz, 2007
I’ve been writing a book and still very responsive to my email as it comes in. I noticed that sometimes it was hard to get back to what I was doing, but that was entering edits and I kept losing my place visually. I’ll be watching how hard it is to resume my serious mental tasks after answering email. (I don’t IM—yet!). I often welcome the diversion as it sparks my creativity and is that an extraverted iNtuiting (Ne) thing?
So, what do you think? How are you responding to this digital age? Do you think there are type differences? What are they?
What’s Wrong with the World? BLM
As I read the newspaper and hear about the inflammatory rhetoric, I am reminded of why I find personality type models so valuable.
Back in the late 1980’s Sue Cooper, a close friend and colleagues, created a catchword for why our work is important. She said that we all suffer from BLM Syndrome—Be Like Me. Since that time I mention this in every workshop I do and it was incorporated it into The Guide for Facilitating the Self-Discovery Process. I’ve shared it with many other professionals as well as the graduates of the Interstrength® workshops. I say something like the following:
I’ve been called in to work with you because there is a world-wide epidemic called BLM Syndrome—Be Like Me. We all go around unconsciously expecting others to behave and think like we do. When they don’t, we judge them as wrong, lazy, crazy, or even evil. This disorder is incurable, but we can alleviate the symptoms with what we will explore today. The symptoms will go away, but under stress they can come back. But like all good diagnoses, once we can name it we can get it back under control.
There is a related disorder called BLT—Be Like Them. So we are often caught in either trying to be like someone we are not or trying to force others to be like us. Relief from these symptoms can come from learning about our individual differences so we can reclaim our own gifts and honor the richness that diversity brings to solving problems.
What follows this introduction is a self-discovery process of helping people find a fit among one of the models I use—usually the four Temperaments, the four Interaction Styles, or sometimes the sixteen personality types. Once people know what their filters are in these ways, then it is easier to take the filters down and learn to shift their perspectives. It is also easier to notice other kinds of filters and then move on to other applications like leadership, teamwork, communication etc.
This will not take care of everything that is wrong with the world. However, if we can just begin to learn to consciously shift our perspectives using personality information, we open a door to wider acceptance in other areas. I believe that learning about our personality differences and similarities can foster evolutionary development and, like Isabel Myers, I do hope we can learn to transcend our differences in ways that eventually prevent war.
So, am I way off base or does this make sense? I'd love to see what more we can do with this idea.
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