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

Out of a Box and Into Interpersonal Agility™

Saturday, November 20, 2010 @ 11:11 AM  posted by Linda
This post is not about out-of-the-box thinking, but about how to keep clients and workshop participants from feeling like they’re being put in a box when introducing them to type models and using type instruments like the MBTI® instrument. Clients often resist type information because of the fear of being put in a box or ‘typecast’ by others. And perhaps the greater danger is limiting themselves by the box they create from the information.
 
We have a natural tendency to categorize and label. Like the young child with a dog who calls a cat ‘doggie’, we first learn the general characteristics of something, then we generalize them to similar things, than we begin to differentiate.
 

Set-up or Getting Started

The way instruments and/or models are introduced can help take mitigate the problem of people resisting the usefulness and value of the work being done. It can also make a huge difference in how people apply it to themselves to either be in a box or to use it to develop interpersonal agility. Here are just a few of things I use from the Interstrength® Method.
 
1. Introduce type as a self-discovery process not an instrument result. When you name a workshop name it for the application, not the instrument or model. When you use an instrument or model in coaching, focus on this as a tool to help meet the coaching goals. 
 
2. Introduce type as a language to help them understand themselves and others and communicate about these differences in helpful ways.
 
3. Clarify the difference between the core self, the developed self, and the contextual self. I tell them that while we are working to get at the core self, who they are is the developed self. I create this as a chart with concentric circles and post it so we can reference it frequently.
 
I use other graphics and tools such as plastic filters, shapes and shadows, presentation of both patterns and dynamics, Johari window and more, but if you do just the above things you will have great success in setting the stage for a very powerful workshop.
 

During the Session Watch Your Language and Continue to Clarify Type

Through out the session try to use language that encourages thinking of the type preferences as processes. I have preferences for INTP, I am not an iNtuitor. I naturally prefer, and therefore privilege, information that is intuitive, abstract information using extraverted intuiting, AND I attend to a lot of Sensing information. Use language that says ‘preferences for…’. I know it is awkward at first, but if you are serious about keeping people out of the box, then it is worth the effort. And you don’t have to use it all the time. Once people are clear among themselves that it isn’t a box, you can use the shorthand. However, using nouns like Sensor or Feeler instead of gerunds (…ing) increases the likelihood of feeling put in a box. For example using ‘preference for Sensing’ rather than ‘Sensor’ keeps us mindful that these are mental processes, not types. When we make it a noun, it becomes a box! Jung described eight psychological types and conveniently named them by the process that predominated (extraverted Sensing types, introverted Sensing types, etc) However, he emphasized that these were stereotypes and that no one was a pure type. With all our years of using type, we can do better than that. We can avoid language that limits.
 
Also be sure to give them patterns to try on for size like essential qualities of Temperament, Interaction Styles, or Whole Types using narrative descriptions or holistic graphics and themes. Give them all the descriptions to read, not just a report from an instrument with only very brief description. It also helps to show them the dynamic processes or polarities of the chosen model that show them ways they can shift and stretch beyond their natural preferences. And show them things they have in common with others so they can connect.
 

Open Closing

As you move into the targeted application of using type keep self-discovery going. Encourage people to stay open. As you close the session encourage them to read other descriptions, get feedback from others, and continue to explore. Factor into the cost of the session a booklet for each participant that describes the other types and the dynamics. This way, they’ll know they are free to chose their best fit and have a tool to do so. This will be much more valuable than an extensive report that may not be their best fit or even if it is doesn’t show them how to shift perspectives and increase their interpersonal agility.
 
Note: As I’ve finished this I notice how much Directing language I’ve used instead of my more natural Informing preference. Maybe I'm become more interpersonally agile. I’ll resist going back and making it more informing. So if you have feedback on that, please let me know.
 
One last note: A shameless commercial: I'd love to see you in an Integral Type Certification training if you want to really get skilled at using the Interstrength Method.
 
I'd love to hear your comments and ideas.

Temperament and ‘temperament’

Tuesday, November 16, 2010 @ 10:11 AM  posted by Linda

People often ask me about various other ‘temperament’ models and how they relate. Years ago (in the pre-internet mid 1980’s) when I was going to the post office frequently to mail my dissertation drafts back and forth to David Keirsey for review, the postal clerk asked me what I was mailing so often. Then he asked me what it was about. When I told him temperament, he said his wife had one of those! Over the years as I’ve researched more and more about temperament I discovered that in general the term means something different in the mainstream psychology literature than the way David Keirsey wrote about it

Mainstream Definition

Classic ‘temperament’ theory goes back to the belief that there were different humors in the body, blood, phlegm, yellow bile, and black bile that were at the root of differences in human behavior. There was a search for physical basis for behavior. Over the years, longitudinal studies have been done with children into adults and certain characteristics seem to have remained throughout the research subjects’ lifetimes. The most researched characteristics have been with the Eysenck definitions of introversion and extroversion, with support for there being a biological basis for these ‘traits’. (Note that Eysenck’s definitions are different than Jung’s.) Typical ‘temperament’ characteristics include activity, reactivity, regularity, initial reactions, adaptability, intensity, mood, distractibility, persistence, attention span, sensitivity, easy, difficult, slow to warm up to others and other traits. The Five-Factor Model is based on a factor analysis of personality characteristics including the ‘temperament’ ones and then clustering them in five groups. Some of these ‘temperament’ models seem to be pattern related, but they focus mostly on mood, emotionality, and energy. These relate more to the Interaction Style model than Keirsey’s temperament model.

Keirsey® Temperament Theory

I’ve heard Keirsey explain and discuss his model in college courses on psychopathology, in full day workshops and at conferences. My first exposure was about four different clusters of psychopathological symptoms. In these classes, the assertion was that people engage in dysfunctional, symptomatic behavior to defend themselves against a threat to their core psychological needs. In later years, Keirsey focused mostly on behavior patterns since these are observable. His descriptions cover a wide range of psychological characteristics that are more psychological than physical.  In his book, Please Understand Me® II, he described each temperament in terms of language, Intellect (talents), interests, orientations (time and place) , self-image (self-esteem, self-respect, self-confidence), values (being, trusting, yearning, seeking, prizing, aspiring), and social roles. None of these seem physiological in the way the classic temperament theory is currently described. Yet, there is support for Keirsey’s interpretation of the classic ‘temperament’ theory. It is just different than the way others have described it.

My View of Temperament Theory

I’d not use the name temperament at all if the model wouldn’t lose the rich contribution of David Keirsey and the many people who think of his descriptions as the four temperaments. What I’ve come to understand about the patterns Keirsey suggested is that there is a different kind of information involved—Conation. The conative aspect of our being is about our will. That is why I say it is about  Why We Do What We Do. It refers to core psychological needs, values, and talents, so something more than behavior.

 

Does this fit with your understanding of how Temperament theory works and what it addresses?

Transformative and Transactional Leadership

Wednesday, November 3, 2010 @ 06:11 PM  posted by Linda
Today’s Los Angeles Times had an op-ed piece entitled “How Obama Lost His Voice and How Can He Get It Back?” I don’t usually read this section of the paper, but a sentence caught my attention. “Abandoning the "transformational" model of his presidential campaign, Obama has tried to govern as a "transactional" leader.”
 
This blog is not about Obama, but about some thoughts on Leadership. I hadn’t thought about James MacGregor Burns’ concepts since my doctoral program. After all, Burns coined these terms over 30 years ago. They could be briefly summarized as transformational leadership is about changing the ‘world’ and transactional leadership is about maintaining what is. It occurred to me that there might be some relationship to type or to temperament in these terms.
 
Burns’ wrote his 1978 book, Leadership, as a political scientist and a historian. This book sits on my bookshelf so I opened it up. I don’t think the simple definition above does justice to his concepts so I won’t really comment on those until I reread the book.
 
On the surface, one might say that transactional leadership would go with the Stabilizer temperament with logistical intelligence or the Improviser temperament with tactical intelligence and that transformational would go with the Theorist temperament with strategic intelligence and the Catalyst temperament with diplomatic intelligence. Or in psychological type terms—a preference for Sensing or for iNtuiting respectively.
 
Either way is a risky conclusion because it ignores that we are more than a type or a temperament. These models will predict what comes naturally and what we might be inclined to do by nature. They do not limit our behavior. We can and many do develop interpersonal agility. We can gain skill in strategy, tactics, logistics, and diplomacy. We can learn to value and therefore embrace the voices of each temperament.
 
In addition type dynamics and type development theory tell us that even when we have a preference for Sensing (aka tangible) information, we have the capacity to access and use iNtuiting (aka conceptual) information. In my experience we do both in tandem, but one will be in the foreground and the other in the background so we may not notice what we are doing and we would still privilege our preference. As we mature, we can come to value the less preferred process more and thus make space for it. Hence, type development.
 
In my view, good leadership will involve being transformative when needed and transactional when needed. A leader needs to engage or at least make space for strategy, tactics, logistics, and diplomacy. If he/she does not, nothing will get done. A wise leader will recognize when an certain approach is more relevant to the situation or context. Perhaps that is the message in the article. Obama had a transformative message. Then he hit the reality of making things happen, which is incredibly challenging in a democratic, highly political system like our government. He may need to find his voice again and yet, the other perspectives have to be met.
 
What do you think?

Trees, Type and Me

Wednesday, October 20, 2010 @ 06:10 PM  posted by Linda

I love the header photo of this blog. For some reason, I have a thing about trees. If you've seen the Understanding Yourself and Others books you'll notice that all the cover images are of leaves and trees.

I love looking at trees, especially in a natural setting. I love the textures, the different colors and the sounds when the wind blows through them. One of my workshop participants gave me a book on the healing power of trees. There does seem to be something healing about trees. When flying over Portland, Oregon and looking out the plane window, I commented to my colleague on how I loved the trees. She responded that I wasn't being very good to myself living in Southern California in a tract home with few trees. That was over 15 years ago and I still live in the same setting, but outside my window in my home office, I do have some trees to look at. So the trees in the photo are my dream of the kind of setting I'd like to live in. Maybe I will some day if my path takes me there. In the meantime, I treasure the visits I make to places where there are trees!

Years ago when we first bought our house, I studied up on landscaping and pruning since we were young and would be doing the yard work ourselves. I loved that there was information on how to prune so the natural growth pattern would still be honored. As we replace plants, I research them to see if they will soon outgrow their space. I find it painful when plants have to be pruned so much they lose their natural shape.

So what does this have to do with type? Trees are a powerful metaphor for helping understand what type is. There are two basic kinds of trees—conifers and broad leaf. (They tell me palms are a grass and not trees!). The essential qualities of each kind of tree are different. All conifers have waxy needles and produce cones. All broad leaf trees have flat leaves. Within each kind of tree are more kinds of trees, each with their own essential qualities. The pattern for the characteristics and growth of each kind of tree is there in the smallest sapling. When they are planted in an environment that gives them the light, water, and nutrients they need, they grow strong. Their unique character comes as the wind and other forces shape each one somewhat differently.

Like tress we all have a natural, innate pattern of growth in all aspects of our being.  These patterns can be classified into types with certain essential characteristics that are required to maintain the innate pattern. We come into the world with a pattern potential to fulfill. And the world pushes against that pattern so we adapt and develop. This development can make us interesting and unlike any others of our type. Unlike trees, we can choose how we respond to those forces and that is a measure of our character.

So, like with the trees and plants in my yard, I like helping people understand and uncover what comes naturally to them and the various models of type help me do that.

I'd love to hear any thoughts this has evoked in you so please comment.