Leadership Stacey L. Baker Concorde Career College Leadership Looking at my inner self is never easy. What do I know to be true of myself? What is my leadership type and tendencies? What is my work values? How do I deal with conflict in the work place? What my decision-making process? How do I communicate (communication skills)? What do I believe to be my delegation skills? These are some of the things I will be accessing in myself. Next, we will be looking at my personality type based on the Carl Jung and Isabel Briggs Myers typological approach. Is my self-assessment similar to the MBTI? Is it different from what I believe to be true? We will also compare and contrast the MBTI results with my own self-awareness. What do I believe to …show more content…
I weigh all the facts and information before I can make a decision. I sometimes over analyze the situation at hand, afraid of making the wrong decision. I tend to second guess my decisions. Sometimes others feelings need to be factored in to the decision. When this happens to me I usually put my decision to the side and allow for another’s decision to overcloud my own. What is my communication style? I can usually communicate fairly well in writing/written work. I find it pretty simple to convey my ideas. In communicating my feelings, I tend to bottle them up and keep them to myself until I get home. At which time, I have no problem expressing them or communicating to someone I trust. I believe my verbal communication to be proficient most of my time and I can convey the needed ideas or message. How do you deal with conflict in work? I usually take the problem head on. If I have conflict with someone I usually take them to the side and tell them. I try to explain to them why I have the problem or listen to why they have the problem. I try to discuss ways we can solve it or come to an agreement. If that doesn’t work, I follow the chain of command at work until it is solved, only going up the ladder if the previous figure refuses to deal with it or find a solution that is appropriate. What is my Delegation skills? I often have problems with delegating a task. I feel as if it is my project or assignment I should complete it myself. I am often wary that if I delegate
They suggest that measuring one’s characteristics such as sociability, drive, self-determination and demeanor can aid one to better interpret and discern them introspectively. By taking the Myers-Briggs Type Inventory (MBTI) I am able to compare my personality traits to careers in which I may enjoy, will fit my individual personality and enable me to be successful say Drummond, Jones & Sheperis (2016). The results of my self-administered inventory are as follows; Introvert (I) 55%, Intuitive (N) 76%, Feeling (F) 86% and Perceiving (P) 67%. The four dimensions of the inventory seem to be very accurate for the manner in which I view myself. The result of INFP suggests that my personality shows a predominant association with being in a career in which I am able to care for others, such as a healer. This is a correlate with my first career as a firefighter and
I would describe my communication style as assertive. I can be a little passive every now and then. I would say assertive because I am an effective and active listener, firm, fair, open, and proactive. I motivate others. I make compromises. I confront problems as
The Myers-Briggs Type Indicator (MBTI) is based on the Jung’s theory of psychological types. This is a self-report questionnaire that gives insight into how people interpret the world around them. This can be significantly important, as it can help someone better understand themselves, as well as their relationships, education, career, and role in the workplace. The MBTI was developed by Katharine Cook Briggs together along with her daughter Isabel Briggs Myers.
The Life Styles Inventory provides a clear and effective means for characterizing one' own personality, and through this certain of their leadership proclivities and capabilities, and thus can be used as a starting point in making changes towards a better leadership-oriented personality. As the name implies, it is through different styles of approaching life that this inventory approaches both personality and leadership, and it is through understanding one's present set of styles that an individual can make changes towards becoming a better leader and a
This free identity test depends on Carl Jung's and Isabel Briggs Myers' identity sort hypothesis.
The purpose of this paper is to analyze the results of my Humanmetrics Jung Typology Test. With knowledge of my personality type I explain what I learned from these tests with examples from the book Type Talk at Work. The first part of the discussion explains each letter in the INTJ personality and an overall description of how the different parts of the personality work together. The second part of the discussion talks about lessons learned from using the personality tests. This part discusses what I learned about myself that could make me a better employee and what I learned about these personality tests that could make me a better employee. What is learned is supported with the material from the book Type Talk at Work. Throughout the paper there are examples on how this information can lead to improvements in relationships, improvements to yourself, and improvements to those
The Myers-Briggs Type Indicator was developed in part to offer a form of Jung 's personality type theory that is more coherent and useful in people 's lives. It has become one of the most accepted and widely-used development tools for assessing personality characteristics in non-psychiatric populations. Applications have been made across a broad range of human knowledge, including in areas such as psychotherapy and counseling; education, learning methods, cognitive styles, career counseling, and management and leadership in organizations. Isabel Briggs Myers devoted a great deal of her life to the creation of an instrument that would be valuable to the largest possible population of people, initially designed to facilitate research
Self assessments have been used widely in recent decades. The usefulness and truthfulness of these assessments depend entirely upon the user. Utilizing a self assessment tool for the betterment of self is the goal of this report. In this report, I have completed 3 different self assessments to analyze myself. The first assessment that will be discussed is the Jung Personality Test. The next one will be the Team Role Preference Survey followed by the Work Locus of Control Survey. Each of these surveys focuses on various behavioural and personality traits. The Jung Personality Test focuses on four principal physiological
After taking the Personality Assessment: Jung’s Typology test, I got my result was introversion, intuition, thinking and judging. Although I got this satisfied result, actually I think I may not perfect as the result showed. However, this test improves my confident to figure out the coming project, because I believe I like thinking and make the project better. This test also told me that I am an introversion and intuition person. I agree with it, but I don't think it is a bad thing for people having introversion personality, because I believe whatever you are the extroversion one or introversion; you would have your own advantage. According to our textbook, “ Learn to control your frustration to help you keep different personality types focused
In the following assessments: DISC Index and the Jung Typology (Myers-Briggs) Personality was available for me to test my personality and my behavioral traits. Within these results your limitations on life and the way you perceive certain values in life are determined and presented to the user through a substantial questionnaire. The DISC Index is more of a ranking type of questionnaire of a scenario while the Jung typology test is a 50-50, yes or no answer. Within these tests they can predict your traits as a leader and how you can improve your skills within any kind of setting. In reflection, this paper will go over the results of my assessment in both tests and trying to determine what they mean based off
The DISC assessment, similar to the Jung-Typology, I felt was not as accurate and I
Professionals in the field of psychology have countless personality assessment tools at their disposal. The Myers-Briggs Type Indicator (MBTI) is one of these instruments. The characteristics, uses, and purposes of this instrument will be
The Jung Typology Test categorized me as an ENFJ personality type – Extravert (1%), Intuitive (28%), Feeling (19%), and Judging (66%) (Humanmetrics, 1998). This particular mix of traits may be categorized using the following words: persuader, structured, caring, upbeat, sensitive, affirming, happy, harmonious, and defensive (Kroeger, Thuesen, & Rutledge, 2002). Kroeger, Thuesen, & Rutledge note the following about the workplace contributions of ENFJ personality types
Based on the Jungian personality assessment, my Jung type is INTP; which is amazingly spot on. The INTP personality type is one of the rarest, making up only three percent of the population, which is exactly how I’d like it. Just the thought of being “common” makes me cringe. A prime example of this is my preferred name, Curtis. My full name is Jon Curtis Miller and I prefer to go by my middle name. For as long as I can remember, when asked why I go by my middle name instead of my first, my response has always been, “There are too many Jon’s in the world, I’m not another Jon.” I pride myself on being unique.
This paper will discuss my results of the Jung Typology Test and how I can use these results to help improve my organizational behavior to strive to become a better employee, coworker and aspiring leader. God created all his children with different talents, “But now, O Lord, thou art our father; we are the clay, and thou our potter; and we all are the work of thy hand” (King James Version) and the result of those talents bestowed upon us are displayed in our individual personalities that help shape our worldview.