Career Assessment Site.Com Podcasts

This Podcast explains how Myers-Briggs (MBTI) Personality Type differences play an important role in succesful teams and in life. I discuss how we must embrace and celebrate our differences as oppossed to shying away and discouraging differenciating ideas, personalities and ways of living and functioning. I give an example of a "Dream Team" pair of opposite personalities from our history that would have created the perfect think tank due to their genius and opposite ISTJ and ENFP MBTI Personality Types.

This Podcast explains how Myers-Briggs (MBTI) Personality Type differences play an important role in succesful teams and in life. I discuss how we must embrace and celebrate our differences as oppossed to shying away and discouraging differenciating ideas, personalities and ways of living and functioning. I give an example of a "Dream Team" pair of opposite personalities from our history that would have created the perfect think tank due to their genius and opposite ISTJ and ENFP MBTI Personality Types.

Part 2 of 2 of our Myers-Briggs (MBTI) Team Culture podcast where we will focus in on what you can do with the results of your MBTI Team Report. Team Culture can be defined as a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration.  It is important to recognize that each indivdual's MBTI type can benefit an entire group or team.

Part 2 of 2 of our Myers-Briggs (MBTI) Team Culture podcast where we will focus in on what you can do with the results of your MBTI Team Report. Team Culture can be defined as a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration.  It is important to recognize that each indivdual's MBTI type can benefit an entire group or team.

Team Culture can be defined as a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration. If you are a team manager, leader, business owner, or simply part of a team that might be sputtering, The Myers-Briggs Type Indicator (MBTI) Team Report can help you and your team self-manage successfully. By administering this MBTI assessment, you will discover your team’s combined personality type and apply your results to team action and problem solving. 

Team Culture can be defined as a pattern of shared basic assumptions invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration. If you are a team manager, leader, business owner, or simply part of a team that might be sputtering, The Myers-Briggs Type Indicator (MBTI) Team Report can help you and your team self-manage successfully. By administering this MBTI assessment, you will discover your team’s combined personality type and apply your results to team action and problem solving. 

The differences between The Fundamental Interpersonal Relations Orientation Behavior Report (The Firo-B) and The Fundamental Interpersonal Orientations Business Report (The Firo Business) lies in the type of need each personality test measures. As stated in the Career Assessment Site Blog entitled, “The Firo Assessments: Honing in on Your Interpersonal Wants and Needs,” the Firo-B measures your need for Inclusion, Control, and Affection. On the other hand, the Firo Business measures three organizational oriented needs Connection, Influence, and Involvement. As with the Firo-B, the Firo Business Report measures the difference between an Expressed Need and a Wanted Need. For example, some of us measure higher in the category of Expressed Connection and Expressed Involvement, while others measure higher in Wanted Inclusion and Wanted Connection. According to the resource, “Introduction to the Firo Business Instrument,” authored by Judith Waterman and Jenny Rogers, a high score in Expressed Connection indicates that you take action to fulfill your need for closeness and warmth with others. Waterman and Rodgers state that a high Wanted Connection score signifies that you prefer others to take more action in fulfilling your needs.

The differences between The Fundamental Interpersonal Relations Orientation Behavior Report (The Firo-B) and The Fundamental Interpersonal Orientations Business Report (The Firo Business) lies in the type of need each personality test measures. As stated in the Career Assessment Site Blog entitled, “The Firo Assessments: Honing in on Your Interpersonal Wants and Needs,” the Firo-B measures your need for Inclusion, Control, and Affection. On the other hand, the Firo Business measures three organizational oriented needs Connection, Influence, and Involvement. As with the Firo-B, the Firo Business Report measures the difference between an Expressed Need and a Wanted Need. For example, some of us measure higher in the category of Expressed Connection and Expressed Involvement, while others measure higher in Wanted Inclusion and Wanted Connection. According to the resource, “Introduction to the Firo Business Instrument,” authored by Judith Waterman and Jenny Rogers, a high score in Expressed Connection indicates that you take action to fulfill your need for closeness and warmth with others. Waterman and Rodgers state that a high Wanted Connection score signifies that you prefer others to take more action in fulfilling your needs.

According to the text Introduction To Conflict Management, the Thomas-Kilmann Conflict Mode Instrument (TKI) Profile and Interpretive Report is a self-report questionnaire designed to measure your tendencies in dealing with interpersonal conflict (Thomas, K. 2002). The TKI measures five conflict-handling styles in the form of a percentage as compared to a sample of 8,000 working adults who have been administered this assessment. Learn more about the TKI Assessment Report and become more efficient in using your five interpersonal conflict modes.

According to the text Introduction To Conflict Management, the Thomas-Kilmann Conflict Mode Instrument (TKI) Profile and Interpretive Report is a self-report questionnaire designed to measure your tendencies in dealing with interpersonal conflict (Thomas, K. 2002). The TKI measures five conflict-handling styles in the form of a percentage as compared to a sample of 8,000 working adults who have been administered this assessment. Learn more about the TKI Assessment Report and become more efficient in using your five interpersonal conflict modes.