Have you noticed how different people respond differently to change? Some go very quiet, some completely freak out, some bombard with questions, some seem comfortable with the big picture. There are various ways of understanding why and, even better, practical ways to take this into account when planning and communicating change.
Here below are some insights and tips from a friend and colleague, Richard Marshall, drawing on insights from Myers Briggs Type Indicator (MBTI). For more on this tool, check out the Myers & Briggs Foundation (http://www.myersbriggs.org/). The ideas shared here are intended as indicative rather than definitive, suggestive rather than prescriptive. In MBTI terms, people with an extroverted preference like energetic communication, time to talk about what’s going on, to be spoken with, to have opportunity to share their own views and ideas in conversation, to be involved. People with an introverted preference like written communication, time to reflect, one to one conversations, to be asked for their views. People with a sensing preference like real data, detailed explanation of what’s happening and why, specific information about what will change and when, a realistic picture of the future and clear guidelines. People with an intuitive preference like to know the overall rationale, a general plan or direction, opportunity to co-create a vision, opportunities to influence. People with a thinking preference like to know the logic behind decisions, clarity in decision making and planning, a clear view of the goals and structure, fairness and equity in the changes. People with a feeling preference like to know that leaders care, that impacts on people have been recognised, how people will be supported, what values underlie the changes. People with a judging preference like a clear, concise action plan, defined outcomes with clear goals, a structured timeframe, no new surprises and a commitment to see the changes through to completion. People with a perceiving preference like an open ended plan, general parameters, flexibility with lots of options, room to adjust goals and plans. The important thing is to remember that every individual is unique. The same person may respond differently in the same kinds of circumstances depending on how he or she is feeling, what else is happening in his or her life etc. As a rule of thumb, check out with the individuals and teams concerned: ‘how would you like us to do this’ before leaping into action.
10 Comments
Rhian Davies
10/1/2013 08:29:59 am
Having been involved in projects which included Emotional Intelligence and MBTI as part of staff training and seen great results I now include a discussion or at least raise awareness of it whenever I'm teaching Change Management - its often a real eye opener to undergraduates and I'm often surprised how many post-graduate/maturer students are new to the concept too.
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Nick Wright
10/1/2013 12:10:06 pm
Hi Rhian and thanks for the note. Yes, I too have seen very positive results by including EI and MBTI within change and transition programmes. With best wishes. Nick
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Namrataa Arora Singh
11/1/2013 02:15:43 am
Thanks for sharing this, Nick. How has your experience been with using tools such as MBTI with your coaching clients? It would be lovely to learn from others as well.
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Brenda Pugh
11/1/2013 06:10:38 am
I have often used MBTI on a one to one basis with coaching clients. It has really helped individuals understand why they respond to situations in a certain way and gives them options to respond differently if a more effective outcome is desired. It also greatly enhances their level of self awareness.
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Nick Wright
11/1/2013 09:59:55 am
Hi Brenda and thanks for your note. I like the relationship you draw between awareness raising and increasing options. They strike me as critical dimensions of effective coaching. With best wishes. Nick
Nick Wright
11/1/2013 09:54:43 am
Hi Namrataa and thanks for the note. I've used insights from MBTI in personal development, career coaching and team coaching, including helping people work through conflict. I find it provides a user-friendly, relatively simple framework with traits that are easily recognisable by coachees in themselves and others. Another tool/framework I find particularly helpful for similar reasons is Honey & Mumford Learning Styles (see: http://www.peterhoney.com/content/LearningStylesQuestionnaire.html). Have you had experiences of using MBTI in coaching too? With best wishes. Nick
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Namrataa Arora Singh
21/1/2013 12:06:33 pm
Hi Nick..I don't use MBTI in my coaching. I am not certified / licensed to do the same but I do use other standard tools, particularly The Wheel of Life as my focus is life coaching.
Kavita Shekhar
15/2/2013 11:18:01 am
Hi Nick, the other tool apart from MBTI is the EPPS which is based on Henry Murray's theory of psychogenic needs. EPPS also gives insights and is easy to administer.
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Nick Wright
15/2/2013 11:25:49 am
Hi Kavita and thanks for the note. I haven't come across Henry Murray or EPPS before...can you say more about it and in what situations you have found it most useful? I had a glance on Wiki (http://en.wikipedia.org/wiki/Edwards_Personal_Preference_Schedule) and was interested to see how it focuses on needs. In this sense, it reminded me of some aspects of Gestalt psychology, e.g. cycle of awareness of need-fulfilment. With best wishes. Nick
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Kavita Shekhar
17/2/2013 12:10:30 pm
Hi Nick, The EPPS is very useful in vocational counseling to encourage discussion about how individuals want to relate to coworkers and their desired levels of responsibility. It is very good in giving guidance and also in assessment of employment. The main purpose of EPPS is to help open a discussion with your client. Leave a Reply. |
Nick WrightI'm a psychological coach, trainer and OD consultant. Curious to discover how can I help you? Get in touch! Like what you read? Simply enter your email address below to receive regular blog updates!
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