Knowing yourself, your team, your manager, and your organization are keys to personal and business success. What were once labeled soft skills are now modern requirements in today's workplace - especially if you are trying to get in the door or are already leading a team. This course is specifically designed for the: -Job Seeker: You will create a usable cover letter with feedback from your peers as well as develop exceptional responses to some of the most common, yet challenging interview questions. We will get you the skills to help get in the door! -Team Member: You will develop an action plan to confront your personality weaknesses and highlight your strengths so you can ace your annual review. We will also cover strategies that will help you uncover your true worth so you can ask with more confidence. We will get you the skills to get ahead! -Manager: You will create an effective action plan for an employee, team, or organization based on your new knowledge of personality types and you will create a 360 degree review plan to better identify your strengths and weaknesses. We will get you the skills to rise above the rest! We will dive deep into the types and teach you how to translate your new knowledge into business success by leveraging personality and emotional intelligence in the workplace - wherever you may be! Join us!
Big 5
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En provenance du cours de University of Florida
Personality Types at Work
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À partir de la leçon
Get In: Know yourself
We will get started by exploring 3 personality tests and then look at you and your superhero. This week will be focused on you!
Rencontrer les enseignants
Toni RatliffAssociate Director Health/Admin
UF Student Health Care Center
You've heard about the Bird Test and Myers-Briggs.
Now we'll learn about the Big Five.
If you remember, it's the only personality tests using academic research.
It might be the tool you choose when incorporating personality tests at work.
Do you think the Big Five research is trying to make the abstract real?
The soft hard?
The intangible tangible?
I think So. As you saw,
Myers-Briggs can be correlated on four of the five factors.
You'll start to see the similarities.
Openness: inventive/curious versus consistent and cautious.
That's the same as sensing an intuition.
How we take information in.
One can see how they're similar.
Sensing types prefer to take in real info versus possibilities.
High openness preference: these people are said to seek out new adventures,
experiences versus pragmatic experience.
Conscientiousness: efficient and organized versus easy-going and careless.
That's the same as judging and perceiving how we organize our world.
Judging and highly conscientious types prefer to
cross their T's and dot their I's, structure rules.
They like ending projects,
seeing things to completion.
Perceiving and low conscientious types
prefer to keep things open-ended and see how things go.
They like starting projects.
They're more spontaneous.
Extraversion: they're outgoing and energetic versus the solitary/reserved.
That's the same as the extroverts and introverts at Myers-Briggs.
This is where they get their energy.
Both are highly correlated.
Extroverts get their energy from mothers, from external stimuli.
Introverts obtain energy from going inward through solitude.
Agreeableness: friendly and compassionate versus analytical and detach.
This is correlated to thinking and feeling how decisions are made.
Low agreeableness correlates with thinking types,
because both relate to data.
Facts are keen.
This type can come across as rigid and uncaring.
Though that may not be the case.
Nor are we totally one way or another,
but it's something to keep in mind.
High agreeableness and feeling types are known for being easy to get along with.
They understand the emotional impact of the data and facts have on them,
others and the organization.
Transformational leadership is positively predicted with high agreeableness.
So, transformational versus transaction.
Neuroticism: sensitive and nervous versus secure and confident.
The tendency to experience unpleasant emotions easily such as anger,
anxiety, depression and vulnerability.
This doesn't correlate to Myers-Briggs.
Someone with high neuroticism would experience more anxiety according to the Big Five.
They may be easily stressed out and lack contentment in life.
If you consider this fifth factor,
examining yourself and others on how well you in teams adapt to change,
it can be an added value.
Change is inevitable but how we experience it is important to keep in mind.
High stress for too long of a period moves us from our natural self to the opposite.
So, where are we going with this?
Most research and meta-analysis of previous studies indicate that change of
type preferences occurs in all Five traits at various points in a lifespan.
This new research shows evidence for a maturation effect.
That levels of agreeableness and conscientiousness increase over time.
These are seen more as we mature than when young and still maturing.
As Hume said "In determinancy or the ability to develop
a distinct type is to represent
a mallet adjustment that could lead to ineffective behavior" So,
both tests see a growth on a continuum in which we settle into
type preferences not [inaudible] that move and respond easier in a certain way.
Interesting to note.
Health: living five years longer has been correlated to high conscientiousness.
They may live longer but I bet those with low conscientiousness have more fun.
Perhaps quality of life is higher in low conscientiousness.
See, no matter who you are there are
positive and less positive sides to your preferences.
Big Five research is being done on birth order,
education, career and even romantic success.
Research adds to general knowledge, theory to fact.
I know there's more to be done but we can see
the patterns of personality emerge in these tests,
from knowing yourself, others and entire organization.
The value of having common terminology will serve you best.
when you can communicate according to how others frame the world,
than just how you do.
In doing so, your message has an increased chance of being understood.
The Big Five research can take you deeper into the possibilities if this interests you.
The Bird Test is fast and easy which makes it attractive to
some but Myers-Briggs is the oldest and most used test today.
For this reason, I'll go into the Myers-Briggs
four preferences in more detail for the remainder of the course.
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