Small Boarding School Association MBTI Presentation: Go With Your Strengths

Your Team: Go With Your Strengths

Salem AcademySBSA

March 14, 2014

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Agenda Background MBTI© Overview Type Explained Salem Academy Process Findings Conclusions and Implications Salem Academy Feedback Questions?

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Background

SBSA call for presentations Trip Darrin’s dinner suggestion Thoughts about BS

organizations Using MBTI© for small business

analogy

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MBTI©

The Myers-Briggs Type Indicator instrument reports some of your key . . . Preferences Tendencies Characteristics

But not all of them.

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The four preferences scales are . . .

Extraversion or Introversion

Sensing or iNtuition

Thinking or Feeling

Judgment or Perception

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Where do I get my energy?

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Where do I get my energy? People who have a preference for Extraversion get their energy and essential stimulation from the environment—the outer world of people and things.

People who have a preference for Introversion get their energy and essential stimulation from within—the inner world of thoughts and reflections.

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What do you see?

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What do you see?

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How do I take in Information? People who have a preference for the

Sensing function take in information by way of the five senses, concretely and sequentially and live in the moment.

People who have a preference for taking in information through the iNtuitive function do so by way of insight and relating to the big picture and looking ahead to the future.

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How would you decide?

You are the coach of a championship basketball team, the season is over and you must select the best player.

Possible choices: Sophomore that broke the single

season record for the team and is first team all-state in your division

Senior that has been with the team for four years. Solid performer and field/ locker room leader

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How do you use information or make decisions? People who have a preference for Thinking use their mental processing function to make decisions on the basis of logical analysis. Principles

People who have a preference for Feeling use their mental processing function to make decisions on the basis of evaluating relative worth. Values

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How do I live my life?

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A Judging person prefers a lifestyleis decisive, planned and orderly.

A Perceiving person prefers a lifestyle is flexible, adaptable and spontaneous.

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MBTI Type Table

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The MBTI Sixteen Types

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Salem Academy Process

Participants were the head of school, the admissions director and assistant, the college counselor and the dean of student life.

Each completed the MBTI assessment online Each person’s type was verified via Skype A four hour workshop reviewed the findings

By individual

By group

Examined strengths and blind spots

Discussed implications Group assessed findings and provided feedback

several days later

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TOTAL ISTJ11-14%

ISFJ9-14%

INFJ1-3%

INTJ2-4%

E 45-53%

S66-74%

T40-50%

J54-60%

I47-55%

N26-34%

F50-60%

P40-46%

ISTP4-6%

ISFP5-9%

INFP4-5%

INTP3-5%

ESTP4-5%

ESFP4-9%

ENFP6-8%

ENTP2-5%

ESTJ8-12%

ESFJ9-13%

ENFJ2-5%

ENTJ2-5%

Type Distribution (US)

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Salem Academy Staff Types Represent only 2 of the 16 types

2 ISFP Types

You’ll observe value based behavior Their practical side may not be obvious

3 ISFJ Types

You’ll observe practical, in the moment behavior

Their belief strong value systems may not be seen

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Energy Source SA senior staff all prefer introversion

Energy is drawn via from within Positives:

Self-driven and self-sufficient Well managed or non-existent conflict Contributions will be thoughtful/reflective considerations

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Energy Source SA senior staff all prefer introversion

Energy is drawn via thought and reflection Possible blind spots:

Isolation in ideation Discomfort with “people” people Comfort zone may be too much so

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Taking in Information

All of the SA Senior Staff have a Sensing preference Positives

Always deal with facts/tasks real-time (in the moment)

Adept with detail Organized information acquisition Proficient with known processes and likely

to improve them

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Taking in Information

All of the SA Senior Staff have a Sensing preference

Possible blind spots May neglect possibilities or creative approaches

May not be able see beyond facts/details May be difficult to look at, imagine or perceive the future

iNtuitives may be misunderstood or not valued

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Decision Making

SA staff are all Feeling types

Positives: Harmony with little to no conflict Values are highly respected and drive decisions

Collaborative efforts build upon the team’s strengths

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Decision Making

SA staff are all Feeling types Possible blind spots:

Objective or third party views as well constructive criticism may not be considered

A necessity, such as impersonal analysis, may be missing

Making objective decisions may be very difficult and stressful

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Lifestyle: three J and two P preferences

Positives: On task, balanced and sensitive to

others Hard workers that are dependable and

loyal With effort, important decisions will

meet deadlines Strengths for each preference can be

leveraged

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Lifestyle: three J and two P preferences

Possible blind spots: Unspoken issues relative to

task/project completion/quality Level of work effort may be

misunderstood Need for outward work

appreciation may not be met

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Positive Conclusions Group is likely to love their current

assignments Group seen as action oriented Routine work will likely be accomplished

with excellence High potential for a conflict free (within

group) workplace Group tasks or projects are likely to be

handled in a balanced manner

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Positive Conclusions

Group is likely to be seen as likeable and competent

Group has a strong commitment to values Group is extremely perceptive and likely to

handle and master details well Group is service oriented, truly cares

about people and has a desire to please

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Possible Organizational Concerns How to:

handle change handle theoretical or abstract

information handle confrontation deal with those of differing type deal with strategic planning make objective decisions handle external stresses award and recognize staff and others

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SA Staff Feedback Observation: “Our meetings are either very

tense...when there are non ISF people in the room...or very relaxed when it's just us ISF P/J's” How to handle external stresses

“We've also had interactions since that have gone a great deal more smoothly than they may have gone prior to our enlightenment.” How to handle external stresses

“We all plan to be a great deal more aware of what our colleagues are and are not saying when they disagree or make a point.” How to deal with those of differing type

“If we can be successful at this, then the meetings that sometimes fill with tension have the potential of running a lot more smoothly.” How to handle confrontation

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SA Staff Feedback

“We risk becoming stagnant if we're not particularly good at imagining future possibilities. Fortunately, we do have creative and innovative people, and we all work hard to be open to their ideas. This process has helped become even more so, because we recognize the importance of hearing those new and innovative ideas from others...because it's less likely that we'll come up with them on our own...at least not naturally.” How to handle theoretical or abstract information/How to handle change

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SA Staff Feedback “We are definitely better able to

recognize "type" in others. And the way that we honor their strengths more effectively is by being able to separate our personal feelings...initial reactions...that well up whenever there's a challenging conversation. We're better able to see that there are simply two ways of approaching the conversation and both are equally valid.” How to deal with those of differing type/How to handle confrontation

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SA Staff Feedback “We are planning to change the way

we do our strategic planning. Knowing what we know now will help us to give careful consideration about who has a voice in the conversation.” How to deal with strategic planning

“This process will help us look for ways to ensure that all of our folks are still having a good experience...even if they don't approach work in the same way that some of us do.” How to award and recognize staff and others

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SA Staff Feedback: “We would tell you that it's definitely

worth the time commitment! If you have never done this sort of work in the past...as a team...then you should go ahead and do it. Self awareness is always a good goal, but this process goes well beyond that...it's team self-awareness. How the parts work individually is always helpful, but learning how they work together as a whole is critical to building a successful team.”

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QUESTIONS???