Career Advice : Why Career Advice and Career Coaching Is The Key To Retain Talent

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Career Advice and Career Coaching As A Powerful Talent Retention Tool

career adviceIn my years of coaching and leading teams, one of the biggest challenges is attracting talent and staff retention in a very competitive industry where competitors are willing to fork out huge salaries to lure your key talents away.  One of my best kept weapons is the ability to provide career advice and coach my staff in their career journey.

What Constitutes Career Advice or Career Counselling?

career adviceFor the purposes of not losing the larger picture of the intention of this article, I have loosely used career advice and career counselling interchangeably.

In general, career advice or counselling focusses on issues such as career exploration, career change, personal career development and other career related issues.  Every staff or member of your workforce has a career need which varies with their working experience and age.

For example,

  • new workforce entrants or graduates tend to be lost or need advice in career direction – not knowing exactly what types of jobs they should go for and what they would excel in.  This of course is not always the case but a good 70% of those I have coached tend to face such issues.
  • Employees who have worked for 5-10 years tend to get anxious or be more concerned about career progression, job enlargement or promotion prospects especially when their peers are doing far better.
  • Senior employees who have worked between 10-20 years tend to seek worklife balance, or even more aggressive promotion or career advancement opportunities as their lifestyle needs change – most of them might have formed their own family units and hence the changes in career needs.
  • Finally, those employees who have worked over 20 years tend to seek out the meaning of lives and how their careers could bring out the meaning.

career adviceAs you can see, whilst I might have generalised the types of employees, their career needs are varied, and a function of their lifestyles and life aspirations.

If you are the manager of these employees, how would you be able to provide career advice to these employees, and what happens when you do not give adequate career counselling?

Let’s take the 2nd question first : When you can’t provide adequate career counselling, you have not considered your employees’ needs in totality.  If you are merely MATCHING your HIRING needs with your employees’ SKILLS, you have missed out a large part of the staff attraction and retention principle.   If you were to interview your staff on what types of managers they like to have, a number would tell you it’s those who can coach them in their career (and that’s much more than job coaching).  For example, awarding promotion opportunities to a staff who is seeking worklife balance or meaning does not necessarily appeal to them.

Case Study 1 

Peter was a highly driven manager whose team brings in the results, and Peter has a reputation of being a very good manager who cares about his staff.  One day, one of his top performing team members, Jessie resigned.  Upon probing and chatting with Jessie , I discovered that Peter’s strive for high standards was something that staff, upon reaching 45, felt she could no longer cope with.   In order to meet his expectations, she had to make a lot of personal sacrifices for years and she felt she could not sustain this as her children were growing up.

career-advice

Case Study 2 

Leena was a senior regional manager who values staff loyalty and commitment.  Leena rewarded all staff with enlarged jobs or promotions.  Monika resigned one day to the shock of everybody – everyone was expecting Monika to be promoted or to have a huge salary increase in the next 6-9 months.  Monika explained to me that she was a sole breakwinner and the salary simply wasn’t enough.  She loved everything about her job, the environment and working for Leena.  But she desperately needed more money for the increased living expenses of her family and her children growing up.

Therefore, the manager who is able to differentiate himself/herself as a leader is likely one who is able to understand the personal and career aspirations of the team members and find a common path between this understanding and the job and work environment.  Sometimes this path is blurred or narrow but the successful manager is able to create this path when it’s non existent or be prepared to let go of their skilled talents to competitors.

career advice

3 CAREER ADVICE TIPS For Managers To Coach Your Team Members Or Employees: 

1.  Set aside time regularly – at least once in a quarter of a year, to chat with your employees and LISTEN to them.  They might have new lifestyle needs which impact on their jobs and such issues are unlikely to surface in usual work environment unless in informal discussions like these.  One of my good friends Christina lunches with her staff on a regular basis.  Consider this if it works for you.

2.  When you are hiring – go beyond matching job needs to employees’ skills.  It is far more than that.  Consider how your job can meet the aspirations and needs of your potential employees.  Therefore, instead of just asking what they can do, find out what are important to them in their career.

3.  Practise career coaching skills.  Such skills don’t come naturally – you need to practise them.  If you haven’t ever counselled anyone on their careers before – start on a small scale by listening to your employees’ needs.  First step is to listen, understand BEFORE you give any career advice.

career adviceCAREER CONSULTATION

If you are

(a) an individual seeking professional career coaching tips, career advice or

(b) a manager/business leader seeking seeking to learn coaching skills as a manager/coach,  or

(c) a company requiring training solutions, please contact us for a professional consultation or training – please state your objectives and what you need :

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    Year End Corporate Lunch and Learn Talks

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    Elevate Your Team’s Year-End Spirit with Corporate Lunch Time Talks

    As the year comes to a close and the holiday season approaches, it’s the perfect time for companies to consider innovative ways to boost employee engagement and motivation. One fantastic way to achieve this is through “Corporate Lunch Time Talks” or “Lunch and Learn Talks.” These inspiring talks, often hosted by thought leaders, motivational trainers or speakers, or even in-house champions, have the potential to transform your team’s energy and enthusiasm for the upcoming year. In this article, we will explore why you should have an inspiring lunchtime talk for your team before the year-end and provide real-life examples of companies that have successfully implemented this practice.

    The Power of Corporate Lunch Time Talks

    Fostering a Learning Culture

    In today’s rapidly changing business landscape, fostering a learning culture is essential. Corporate Lunch Time Talks provide an ideal platform to facilitate continuous learning and personal development among employees. By offering sessions on a wide range of topics, you can create an environment where your team members feel encouraged to expand their knowledge and skills.

    One example of this is Google’s “Google Talks,” which features renowned speakers discussing various topics related to technology, innovation, and leadership. These talks allow Google employees to stay updated on industry trends and enhance their skills.

    Building Team Unity

    The simple act of gathering your team for lunch and an insightful talk can foster a sense of togetherness. Team members get the opportunity to interact with colleagues from different departments, and this can lead to the exchange of ideas and experiences.

    Netflix, a company known for its innovative corporate culture, organizes regular Lunch and Learn sessions, where employees come together to discuss their latest projects, share insights, and provide constructive feedback. This not only strengthens their teamwork but also promotes a culture of collaboration.

    Motivating and Inspiring Employees

    Lunch Time Talks often feature motivational speakers or leaders who can inspire your team. These talks can reignite the passion for their work and help employees rediscover their sense of purpose.

    In 2014, when Apple CEO Tim Cook delivered an inspiring speech to Apple employees, he emphasized the importance of innovation, collaboration, and excellence. This talk inspired Apple employees to take their work to the next level, resulting in the launch of groundbreaking products like the Apple Watch and iPhone 6.

    Keeping Employees Informed

    Staying informed about the company’s goals, achievements, and future plans is crucial for keeping employees engaged. Corporate Lunch Time Talks provide a unique platform to share this information in an informal and engaging way.

    Salesforce, a leading CRM software company, regularly organizes “Lunch and Learn” sessions for its employees. During these sessions, the company’s leadership team discusses the latest business developments, product updates, and strategic objectives. This helps employees align their work with the company’s vision and fosters a sense of belonging.

    Encouraging Employee Engagement

    Engaged employees are more likely to be committed to their work and deliver exceptional results. Lunch Time Talks can create a sense of belonging and excitement, making employees feel valued and motivated.

    For instance, Zappos, the renowned online retailer, encourages employee engagement through its “Brown Bag Lunch and Learn” sessions. During these events, employees get to meet with company leaders, share ideas, and gain insights into the company’s culture and values, contributing to a more engaged and motivated workforce.

    Real-Life Examples of Successful Corporate Lunch Time Talks

    TED@Work

    TED, the global platform for sharing inspiring and insightful talks, has a dedicated program called “TED@Work.” Through this program, companies can access a library of TED Talks and bring the power of TED to their employees. Companies like Coca-Cola and Sony have successfully incorporated TED Talks into their lunchtime learning sessions, promoting a culture of continuous improvement and inspiration.

    Airbnb’s “Lunch and Listen”

    lunch and learn talks by AirBnB
    lunch and learn by airbnb

    Airbnb, the innovative hospitality company, is known for its unique approach to employee engagement. They organize “Lunch and Listen” sessions, where employees gather to listen to an inspirational speaker, such as a renowned author or industry expert. These sessions have proven to be a great way to connect employees with the company’s mission and values while providing a break from the daily routine.

    Facebook’s “Lunch and Learn”

    Facebook, one of the world’s leading tech giants, values continuous learning and employee development. The company hosts “Lunch and Learn” sessions where employees can listen to their colleagues discuss various topics, from the latest industry trends to personal experiences. This not only promotes knowledge sharing but also strengthens the sense of community within the company.

    Intel’s “Executive Speakers Series”

    Year end corporate lunch and learn talks by Intel
    Year end lunch and learn by Intel

    Intel, a global technology leader, runs an “Executive Speakers Series,” featuring talks from their top executives and industry experts. These sessions give employees the chance to gain insights into Intel’s strategic direction, fostering a deeper connection to the company’s mission and values. This approach has contributed to Intel’s reputation as a forward-thinking and employee-centric organization.

    Cisco’s “Connected Recognition”

    Cisco, a multinational technology conglomerate, hosts “Connected Recognition” sessions where employees can recognize and celebrate each other’s achievements. During these events, employees not only share success stories but also listen to inspirational talks that encourage them to strive for excellence. This initiative has significantly boosted employee morale and engagement.

    Finally, an example of a company based in Singapore that regularly organises business lunch time talks is Grab.

    Grab’s Regular Corporate Lunchtime talks

    One example of a company in Singapore that organizes lunchtime talks is Grab. Grab is a leading Southeast Asian ride-hailing and on-demand delivery service provider that has its headquarters in Singapore. The company has been known to host various internal events, including Lunch and Learn sessions, as part of its efforts to engage and educate its employees.

    Corporate lunch and learn talks by Grab
    Lunch and Learn Singapore

    In these lunchtime talks, Grab may bring in guest speakers or subject matter experts to address various topics relevant to the company and the industry. These sessions provide employees with an opportunity to gain insights, learn new skills, and stay updated on the latest industry trends, all while enjoying a meal together. The talks not only contribute to continuous learning but also promote a sense of community among Grab’s workforce.

    Grab’s Lunch and Learn sessions could cover a range of subjects, such as technology trends, customer service, sustainability initiatives, or leadership development. By incorporating these sessions into their corporate culture, Grab demonstrates its commitment to employee growth and engagement, ultimately contributing to its reputation as an innovative and employee-centric company in Singapore.

    Conclusion

    As we approach the year-end, it’s essential to take time out to recalibrate, re-think and/or to rejuvenate your team and set the stage for a successful new year. Year end Corporate Lunch Time Talks, also known as Lunch and Learn Talks, offer a valuable opportunity to educate, inspire, and connect your employees. By fostering a culture of continuous learning, building team unity, and promoting employee engagement, these talks can positively impact your company’s overall performance. How about a topic on How To Coach Effectively? or How To Solve Problems Creatively? Or a popular topic on Teamwork and Knowing Yourselves through MBTI? You can count on 36 HR Training & Consultancy to deliver these and more.

    Real-life examples from companies like Google, Netflix, Apple, Salesforce, Zappos, and others demonstrate the power of Lunch Time Talks in creating a motivated and engaged workforce. So, don’t miss the chance to inspire your team before the year-end; consider implementing Corporate Lunch Time Talks to reap the benefits of a more inspired, informed, and engaged workforce. Contact 36 HR Training and Consultancy for your next year end Lunch and Learn Talks!.

    How Your MBTI Assessment Can Help You In Your Presentation Skills

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    Learn how to overcome fear of public speaking

    Mankind’s no. 1 Fear – Public Speaking. Your MBTI Insights can help you.

    It’s a well known fact that public speaking is mankind’s no. 1 fear.  Fear of death comes second.  This means that people would rather die than to speak.  However, one of the most important career differentiating skills is Presentation Skills, and the ability to Communicate, Engage and Connect.  That’s why public speaking courses and presentations skills training courses are extremely popular, and always remain in demand.

    For those who attend my Presentations Skills Training (Singapore, Malaysia, Thailand) courses, they get the benefit of what I am about to share here: How You Can Make Use of Your MBTI Insights to help you present.  To recap, read on 16 MBTI Types of Personalities (Myers Briggs Type Indicator) and briefly we have:

    • Extravert vs Introvert: Where you direct your energy
    • Sensing vs Intuition: What info you want
    • Thinking vs Feeling: How you make your decisions
    • Judging vs Perceiving: How you interact with the world

    Now let’s talk about your presentations, and how MBTI insights, assuming you have done an MBTI Assessment or MBTI online test, can help you with your speeches and public speaking skills:

    Broadly, let’s divide your presentation into 4 parts:

    1. Setting Objectives for your Presentation

    Some of my Effective Presentations Skills Course participants set extremely elaborate objectives detailing every nook and corner they are going to navigate.  It’s important to set CLEAR objectives, and I always advise my participants to ask themselves what is the 1 thing they must achieve. Yes prioritise your objectives for your next public speaking exercise.

    Presentations Skills Training Singapore objectives

    Set Clear Objectives for Your Presentations. Beware of how your MBTI Personality Type might affect how you set objectives!

    From my experience, I notice those Sensing type of participants tend to be extremely diligent but also sometimes too elaborate in their objectives, whilst the Intuition type of participants tend to be very outcome focussed.  There’s no right nor wrong – but my advice is: If you are Sensing, check that you are not too detailed in objectives setting resulting in too many objectives that can cloud your planning – make sure if you have 10 or whatever objectives, have an overriding 1 Presentation Objective you must achieve.  If you are Intuition type, check that objectives are not too visionary and unrelatable to your speech.

    2. Design of Your Presentation Speech Contents

    Sensing audience want details, whilst Intuition clients can be excited by possibilities. Judging audience want structure, whilst Perceiving Audience are happy with spontaneity.  So what does this mean for you when you design your speech?

    Presentations Skills Training Course Outline

    Design Your Course Contents using MBTI Insights – What Kinds of Information Your Clients Want? Are they Sensing or Intuition?

    If you are talking to Intuition clients for eg, paint a vision of the outcomes for them.  If you are speaking to Sensing clients, avoid speaking from 10,000 feet vision.  Talk to them from where they are, they problems they face, and how to get to where you want them to be – in short, don’t just pain possibilities, talk about practicalities as well.  Adjust the balance of  practicalities and details, vs possibilities and benefits in your speeches based on your knowledge of the clients/audience. 

    3. Improve Your Buy In and Persuasion Techniques

    If your audience are mostly logical Thinkers, use logic.  If they are Feelers, please do address the empathy elements in your speech. For eg, if you are speaking about Purchasing A Machine That Costs $1m, and you need buy in from your clients.  Consider speaking to the Thinkers about the problems they will face as a result of not purchasing (logic).  Or Consider speaking to the Feelers the positive impact to the people due to purchasing the machine, or the negative impact to people due to inaction.

    4. Match Your Communication Style With the Audience’s (Your Clients)

    Make sure you try to match your communication style with the audience’s.

    match your communication styles

    Match your communication style with your clients’ style. Consider how MBTI insights can help you

    If you have a fairly muted audience, eg all Introverted, do consider not over elevating your tone and exaggerating your facial expressions or body language.  Ensure the venue allows for quiet deliberations. On the other hand, if you have a highly extraverted audience, think about what you can do in your presentations to match that energy.

    Consider all these in your rehearsal techniques, which we teach in our Public Speaking Courses in Singapore, Malaysia and Thailand.

    5. To summarise, it’s being aware of your natural tendencies, adjusting your style to maximise impact of your presentations by matching your contents, delivery style, and persuasion towards your audience/clients.  Afterall, it’s well know that “people like those who are like them.”

    Some of you might question: “But I don’t know my audience!”  Sometimes when you are in such a situation, it is helpful to research before hand who you are speaking to.  What they do as a profession can also give you a glimpse of what they might be like. Eg, an Operations staff might be more likely to be detailed (Sensing), structured (Judging), compared to say a group of sales persons (Extraverted).  It’s not always accurate, but at least you can surmise a guess if your research doesn’t produce much info about your audience/clients.

    I hope the above presentation tips are interesting and useful for you. You may also read up on other presentation tips resources here:

    If you haven’t done any MBTI Assessment or attended any MBTI workshops, do consider contacting 36 HR Training & Consultancy. Or contact us for one-to-one coaching on Public Speaking to prepare for your next major presentation!

    Don’t Attend Any MBTI Team Building Workshops Till You Have Read This

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    MBTI Team Building Singapore workshop

    Or Don’t Think MBTI Team Development Workshops can solve all your work problems.

    Before I facilitate any team building workshops using MBTI, I always check with my clients on whether there are any team issues which they wish to address. Whilst MBTI can address a number of teamwork and team communication issues, it cannot resolve every organisation problem. Sometimes, I find the reasons that my clients want to have the workshop are not necessarily what MBTI can help them address. Here are some examples of possible ‘wrong’ reasons for attending or organising a MBTI Team Building session.

    MBTI Team Building Workshops Do Not Change A Company’s Culture which is normally set at the top

    Recently a client told me that the staff do not speak up during team meetings, and there’s a lack of creative input into team discussions.  They wanted a MBTI team development workshop to address this.  From an MBTI perspective, there are Extraverted/Introverted personalities, as well as Sensing/Intuition as well as Judging/Perceiving types that can affect a person’s natural tendency to want to speak up and to be spontaneous with creative input.  So I gladly took up the challenge to facilitate and prepared a number of exercises to help them. (In fact I used a few exercises from my Presentations Skills Training courses for them to practise.)

    MBTI does not solve every problem in the workplace culture

    As we progressed during the Team Development workshop, it was revealed that their company culture has little tolerance for errors, causing staff to clamp up and not speak up.  The senior management wasn’t in the training session, and MBTI team building workshops are not the solution to addressing culture issues such as this.  We did everything we could to encourage participants to speak up, but the fear created by the top management was not something MBTI can address.


    Don’t Use MBTI For Recruitment

    One of the most common common questions I face as an MBTI Trainer is whether MBTI is suitable for recruitment use.  My answer is “No, MBTI cannot tell you who you should hire”.

    MBTI Assessments not for recruitment

    Is MBTI good for recruitment?

    The MBTI assessment provides insights about people, but using it for the hiring process is inappropriate. In fact, the publisher of the assessment, the Myers-Briggs Company, stipulates that the assessment should not be used for hiring or selection, conditions that users of the questionnaire agree to. And to my participants who ask me: “What is the perfect MBTI style for the workplace?” – the answer is “no, there isn’t a perfect MBTI type. Every type has its strengths and development areas.”

    However I have my own perspectives on how MBTI insights can contribute to the hiring process. Let me share here.

    In recruitment, you hire potential suitable candidates based on skills and fit.  MBTI Tests or Assessments do not measure skills or competencies.  They measure innate preferred behaviours which do not necessarily lead to competent performance.  Eg, a person may be extraverted, and you might prefer, as a hiring manager, to hire such a type for a Sales role.  But that does not mean an Extraverted person will be a good sales person.

    However,  as a line manager (previously), I do consider the personalities and skill sets of my existing teams and try to hire people who can complement.  One of my previous project teams was very competent in execution but highly introverted, and would not want to present during clients’ meetings.  I arranged for them to attend presentation skills training, but innately, if they have a chance, they would rather not speak publicly.   That is why I decided to challenge status quo, by bringing in new blood who are eloquent and could present the right image for the company we worked for.   The mix of the ‘new’ and ‘old’ blood in my team turned out to be a wise decision.   So in my opinion, recruitment should not just consider skills, but fit.  Every opportunity I have, I hire new people who can fit into the organisation (it has to be both ways).  The fit can be in culture, personalities, aspirations or needs that you have.  So in this sense, whilst I do not use MBTI for recruitment in terms of skills/competencies, I consider it for ‘fit’.

    MBTI Does Not Predict Performance

    Another favourite MBTI discussion question is whether MBTI Tests can predict performance.  MBTI Assessments are very useful to reveal behavioural preferences (eg what types of info you need, how you make decisions, how you interact with the world etc) but MBTI does not look into the crystal ball to predict the future nor performance. 

    MBTI Cannot Tell Who Will Be A Great Leader

    Whilst MBTI tells us which MBTI type tends to be what type of leaders based on behavioural preferences, it cannot predict nor tell who will be a great or capable leader.  For eg, ESTJ are known for preferring to exhibit decisive and commanding leadership, and this can come in very appropriate in crisis situations where timing are decisions is important. But not every ESTJ will necessarily become a superb leader.

    MBTI Does Not Tell You Which Job You Will Excel In.

    Another popular question during the MBTI Team Building sessions that I facilitated before is whether MBTI Tests give a good prediction of which job you will excel in.  There are lots of online info that provide jobs that certain personalities may be suited for.  Again, being suited based on preferences does not mean excellence in the job (although there may be a strong correlation).

    Do not use MBTI Assessments to tell you which job you will excel in

    MBTI Tests are NOT for telling you which jobs you will excel in

    So by all means, check out what jobs might be suited for your MBTI type after you have taken the MBTI Assessment, but don’t use this as the sole yardstick.  Your career choices are more than just based on your personality!


    So don’t attend any MBTI Team Building workshops if you plan any of the above as your MBTI discussion questions.  But if you intend to help your teams understand themselves better, get to know each other’s working styles better, deepen communication quality, improve buy-in techniques, foster strong relationships – then yes, my teambonding workshops can help you meet these needs. 

    How is MBTI used in team building?

    How does Myers-Briggs help teams? Knowing your team’s MBTI personality type can tell you more about their working style. For example, intuitives (N) tend to look for new solutions to problems. On the other end of the spectrum, sensors (S) rely on their existing knowledge while solving problems.

    We have trained companies, government related bodies, schools and educational institutions, in Singapore, Malaysia, Indonesia, Thailand, Vietnam, China and have refined our training over the years to meet your unique needs.  We have specially designed MBTI (Free) Team Development Activities MBTI activities to help you improve your (MBTI) team dynamics.

    Contact 36 HR Training & Consultancy for a free consultation on how our Corporate Team Building and Team Development workshops can help you!

    Personality Profiling Workshops (Singapore, Malaysia, Thailand, Indonesia, Vietnam)

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    Why Personality Behavioural Profiling is important and increasingly gaining recognition in the corporate world?

    About 80 million people complete a personality test each year.  Are you benefitting from it?

    Approximately 80% of Fortune 500 companies use Personality Profiling assessments to help them build stronger, more effective teams and more balanced teams. 
    Is your company doing this?

    Human beings are the driving force behind any enterprise, and an increasing number of businesses are awakening to the fact that enhancing the efficiency with which their teams operate can yield enormous gains. This can be achieved in a variety of ways, such as by encouraging open lines of communication and fostering a positive, productive atmosphere.

    Personality Profiling Workshops in SIngapore using MBTI, DiSC, Colored Brain and FIRO-B
    Personality Profiling Workshops Singapore

     Businesses can engage with their employees as individuals and recognize their unique needs by using Personality Profiling Assessment and training.  This enables them to elicit the best performance from each member of the team. If you know how to explain your ideas to anyone in the organization and how they prefer to hear them, you will be able to create cohesive groups, encourage more communication and cooperation among workers, and boost output.

    Generally Personality Profiling Training, such as MBTI, DiSC, FIRO-B, Colored Brain, can yield the following benefits:

    • Deeper understanding of yourself, your strengths, your blind points and how to make them work for you, leading to greater personal effectiveness. 
    • Gain awareness of other people personalities with the result of being better able to understand their behaviours,  and avoid conflicts.  When we conduct our Personality Profiling sessions, we often have insightful and fun learning activities that showcase sources of conflicts due to personality differences, and consider strategies to avoid or work through conflicts.
    • Improve quality of communication:  Knowing each other personality types through Personality Profiling Tests or Profiling Assessments, you learn how to speak the same language of your counterpart leading to better connection and communication.
    • Better teamwork: Our fun team building sessions and games help to draw out the strengths and weakness of every employee and how diversity of a team may contribute to higher quality decisions, or more creative or productive performance.
    • Improve leadership:  Leaders and Managers with ability to understand their team members have better empathy.   A Personality Profiling Training workshop can help leaders and managers to better understand their team members and discover what motivates them, how they make decisions and communicate, and how to engage them.
    • Better Recruitment:  Whilst we stress during our Personality Profiling workshops that many of such Personality Assessment tools are not for use in recruitment, some tools give insights on diversity or the lack of, which managers can tap on such insights for their recruitment.

    It’s no wonder that the Personality Testing industry reached $2.3 billion in 2019.  According to Dr. Howard B. Esbin, the CEO of All Star Teams, Personality Profiling Assessments will increase to $6.5 billion by 2027.

    OUR PERSONALITY PROFILING WORKSHOPS

    MBTI ASSESSMENT IN SINGAPORE, MALAYSIA, THAILAND, INDONESIA

    The Myers-Briggs Personality Type Indicator is a self-assessment test, also known as a self report inventory, designed to identify a person’s personality type, strengths, and preferences. The questionnaire was developed by Isabel Myers and her mother Katherine Briggs based on their work with Carl Jung’s theory of personality types. Today, the MBTI inventory is one of the world’s most widely used psychological instruments.

    16 MBTI Types by Myers Briggs

    The MBTI® assessment is a psychometric tool that gives you insight into what makes you unique, based on 16 Personality Types. 

    It gives you a framework to develop a clearer sense of self-awareness and awareness of others, and as a result you’re able to better frame decisions, reduce miscommunication, and understand personal needs more effectively. It gives you insights on where you get your energy (Extravert-Introvert), what types of information you need to make decisions (Sensing-Intuition), how you make decisions (Thinking-Feeling), and how you deal with the world (Juding-Perceiving).

    With the help of our professional certified MBTI Coach and Facilitator, the participants will be able to discover their own and other people behaviour preferences and use their skills to improve relationship and communication among each other and other people they interact with.

    The MBTI training is also a powerful tool for teambuilding and leadership development and coaching.   In fact, MBTI Team Building workshops (Singapore, Malaysia, Thailand, Indonesia) is one of the most sought after programmes by 36 HR Training & Consultancy.

    Click here for more info on our MBTI Assessment Workshops

    THE FIRO-B® TEST

    The Fundamental Interpersonal Relations Orientation-BehaviorTM, or FIRO-B® Test, was developed in response to the need to understand and predict how high-performance military teams would collaborate during World War II. William Shutz’s theory’s basic premise was simple: “people need people,” and people’s interpersonal needs motivate their behaviors.

    Schutz’s research led him to the conclusion that an individual’s interpersonal needs could be summed up into the three foundational areas of the FIRO-B test:

    FIRO-B Team Building Singapore

    Affection, Inclusion, and Control and the added dimensions of Expressed vs Wanted.

    During our FIRO-B® Team Building workshops, we demonstrate the value of value FIRO-B Personality Profiling as follows:

    • It reveals how interpersonal needs drive people’s behaviour.
    • It shapes people’s ability to build trust, influence others, and create productive relationships.
    • It facilitates the formation and reengagement of teams.
    • It highlights perceptual gaps that may inadvertently derail relationships.

    Read here to find out more about our FIRO-B Team Building Workshops

    DiSC PROFILING TEST

    The DiSC® model provides a common language people can use to better understand themselves and those they interact with—and then use this knowledge to reduce conflict and improve working relationships.

    DiSC Personality Test

    DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance,
    (i)nfluence,
    (S)teadiness and (C)onscientiousness.

    People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.

    People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.

    People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity.

    People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency.

    Everything DiSC also measures priorities (the words around the circle), providing more nuanced and memorable feedback in profiles.

    During our DiSC Team Building Workshops, we show you how individuals and organizations can benefit from DiSC profiles in the following ways:

    • Enhance your self-awareness and comprehension of your communication preferences.
    • How you handle conflict
    • What keeps you going?
    • What stresses you out?
    • What method you use to solve problems
    • Learn how you make decisions.
    • Learn how to use the People-Reading process to identify DiSC styles.
    • Put in place actionable strategies to encourage team interactions.
    • Increase your leadership influence by learning new skills.
    • Improve your sales skills by recognizing and responding to customer communication styles.
    • Understanding what motivates and stresses employees and team members allows managers to manage more effectively.

    Click here for more info on DiSC Teambuilding Workshops

    COLORED BRAIN INVENTORY TEST

    Understanding human thought and personal rapport can be a powerful tool for improving both work and personal relationships. Have you ever wondered why there is so much miscommunication and why some people misinterpret the message you’re attempting to convey? This is due to the fact that we all process information differently. “Colored brain processing” helps us understand the four genetic ways of processing information. In this course, ‘Colored Brain: Gateway to Improving Communication Skills at Work,’ we will teach you how to take your interpersonal communication skills to the next level.

    Colored Brain Training

    What does a Red, Blue, Green or Purple Colored Brain mean?

    Participants will learn how to overcome common psychological barriers, identify their own colored brain, and discover how each ‘Colored Brain’ works during this one-day Colored Brain Team Building workshop. Participants will also learn how to master working relationships with people of all different colors.

    Contact 36-HR Training and Consultancy for more information on different Personality Profiling Workshops to find out which suits your needs.

    HOW TO LEAD A TEAM BUILDING SESSION ON MBTI (MYERS BRIGGS PERSONALITY TYPE)

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    Planning to run your first MBTI Team Building Workshop or Offsite? Fret not. This article provides you with practical tips on how to facilitate and lead your MBTI team building session.

    Do you want to improve teamwork and maximize productivity with the help of personality type insights? The MBTI, personality types developed by Isabel Briggs Myers helps improve communication and teamwork by creating self awareness and team awareness.  It also highlights commonalities among members of different backgrounds. Learn how to maximize the effectiveness how to lead your team development session by reading on.

    1.      Define objectives and desired outcomes

    It is very important not to assume every MBTI Team Building workshop is the same, even if you have similar experiences.  Hence an important starting point is the define your objectives and desired outcomes for your team/learners.

    Perhaps you have a general idea of what motivated your interest in a personality type session, but now is the time to refine your objectives. Specifically, what do you hope people will learn from the workshop that they didn’t know before? How might you like to see your team evolve as a result?

    Your workshop will provide a high-level overview of personality traits and how they affect employees’ approaches to the workplace. Participants will develop an openness to differences in types and behaviour, diversity, which can improve teamwork and output. In order to get even more specific with your workshop, you might want to define some objectives as:

    • Enable participants to understand their behaviour, strengths and blindspots
    • Help participants understand each other, and ways to engage each other despite differences in types.
    • Improve quality of conflict management through deeper understanding of each other.

    Increase teamwork and conflict resolution by fostering an understanding of and respect for one another’s differences, as well as participants’ strengths and weaknesses.

    Outlining your goals in advance will aid in communicating their importance to your team and in selecting the best means of achieving them.

    2.      Assess your team

    I normally consider the demographics of the team so that I can appropriately plan and carry out the right types of MBTI team building learning activities. For eg, if you have females who are pregnant, avoid strenous physical exercises. If the majority of your participants are young working adults, avoid ‘lecturing’, and instead facilitate.

    MBTI Team Building Singapore - demographics

    Consider your team’s demographics in the design of your objectives and team learning activities.

    In most cases, it’s a good idea to have all employees who plan on attending the workshop take a personality assessment beforehand so that they can come to the workshop with knowledge about their own personality type already in hand. Educating your participants on the theory of personality types and how their teammates may be different from them will give them a deeper appreciation of the differences and  think about ways to engage each other.  Furthermore, it discusses that perennial favourites of human beings, ourselves, in order to introduce the ideas of personality type.

    With technology advancements, personality assessments and tests can be administered online or use of paper test booklets.  For eg, MBTI assessments can be handled easily online where participants’ results can be obtained before the workshop.  For anyone new to the administration of the MBTI assessment – a word of caution:  do give at least 2 weeks to administer the MBTI test.  In Singapore, there is only 1 central MBTI Assessment body which is responsible for the administration – hence there can be ‘traffic’ congestion when many companies do their MBTI assessments at the same time especially during year end.

    Read more on different Personality Profiling Workshops by 36 HR Training & Consultancy.

    3.      Plan your venue and logistics

    You have to decide whether the MBTI teambuilding workshop is in Singapore or overseas, eg Malaysia, Thailand or Indonesia.

    Training Room for MBTI Team Building

    Following that, you have to ensure you secure the venue in advance based on how much space you need, the no. of participants, the types of team building or team development activities you organise. 

    Typically, for small groups, eg up to 15 persons, I prefer to seat the participants in a semi-circle to allow free-flow of ideas.  I also normally do away with tables so there is no psychological barrier between participants.   I also normally like to have the other half of the room to have empty space for activities and movements – but that depends on what types of team building activities you hold.  I usually will design learning activities that bring out the key learning insights, based on the team building objectives.

    For large groups eg, 50 persons or more, then cluster seatings are recommended.  

    There are lots of good teambuilding venues in Singapore.  Depending on your budget, you can get a decent room size (up to 15 persons) for between S$500-$1000 per day.  I will separately write an article to provide suitable corporate teambuilding venues.

    Training Room Venue Singapore for MBTI Team Building

    In Singapore, there are lots of interesting training venues for corporate team building events. This picture shows a training venue (if budget is not a huge concern for your clients) I had recently used which delighted my clients. I will be writing more on these venues in the coming days.

    4.      Plan your resources/Logistics

    Do consider:

    1.  What types of preparation you need in terms of content.  For MBTI Team Development workshops, the lead facilitator should be familiar with the MBTI concepts, and should be certified.  Contact 36 HR Training & Consultancy if you need help in facilitating your planned MBTI Team Development Workshop or any MBTI Offsite event. For more info on 16 MBTI types, read here.
    2. Consider whether you need any assistant facilitators, and whether any help for logistics.  When I facilitate any group larger than 15, I usually will get a logistics helper or trainer.  I will scale up the no. of assistants depending on the size of the learners.
    3. Team Building Activities and Games.  Make your learning insightful but make sure it’s fun too! The best way to learn is to incorporate fun into learning and let participants experience.  Check out some of our suggested MBTI Team Building Learning Activities.
    4. Facilitate using a combination of powerpoint, flip charts and papers, kahoot, games, plus course notes for participants to write their thoughts.
    5. Reflections – how do participants reflect and how do they bring these learnings back to the office?  Plan these!  I usually will create booklets or space in course notes for reflections.
    6. Music – consider using appropriate music for different learning activities.  Music can help create the right mood easily!  But make sure the venue has the means to project your music.  If not, get portable speakers.
    7. I normally will test my laptop connectivity with the venue ahead of the team building event – just to be very sure! 
    8. Feedback – consider how you would get feedback from the participants at the end of the team building event.  Design your feedback form accordingly!

     

    5. Perform A Mock Run

    Do consider practising your facilitation/presentation several times from beginning to end to ensure a smooth flow of ideas whether you use the free presentation script provided above or write your own. Make sure you have everything you need for your planned activities by doing a checklist of timings and logistics.

    Normally I would rehearse with another MBTI trainer at least the first part (eg 15 min) and then walk through the team building games and learning activities.  I often get useful feedback and adjust accordingly.

     

    Ready and Set! Prepare to facilitate and lead your team building workshop on mbti.

    You’ve selected the materials you need to facilitate a workshop on personality type in the workplace, where you’ll help your team members better understand and appreciate one another’s unique qualities and contributions.

    On the day of the workshop, be punctual – you don’t want to be sweating rushing in when participants are seated.  I usually get there early 1 hour before hand to set up the laptop and the space, place the course notes and arrange the flip charts.  And set up the area for the team building activities that have been planned.

    If you would like to get help to facilitate for your company an MBTI Team Building session, or to have a MBTI lunchtime talk, please contact 36 HR Training & Consultancy.

    THE MBTI ASSESSMENT (Singapore, Malaysia, Thailand) by Myers Briggs

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    Note: This is a paid MBTI Test. This MBTI Test can be performed online. The cost of the MBTI test is indicated below. Read on.

    The MBTI assessment, widely used for corporate team building workshops or team development, is more than just a test or evaluation. It’s a process of helping you understand yourself and becoming better.  In fact, there are no correct or incorrect answers, and hence technically MBTI Assessment is not an ‘assessment’ nor test.   Therefore, at 36 HR Training and Consultancy, we don’t say, “Here are the results, best wishes.” Instead, we work with you to discuss the results, and make them more relevant to your reality.  

    Perhaps the most popular and well-known, reigns supreme among all others: the MBTI. The Myers-Briggs Type Indicator, or “MBTI,” is a nearly 100-year-old questionnaire that has become a standard among all personality and profiling “tests”.

    What you should know about the MBTI, what research and personality experts think about the test, and how you can work with your results are all covered here.

    16 MBTI Types using MBTI Assessment

    16 MBTI Types by Myers Briggs

    Find Out Which Type You Are with the MBTI Assessment

    In a nutshell: MBTI embraces insights on your perspectives, sources of energy, decision-making style, communication style, strengths, weaknesses…

    These are all aspects of your personality: who you are. And when you truly know yourself, doors open in your job, relationships, and life. With MBTI insights, you not only better understand and appreciate yourself, but you also better understand and appreciate others, and this helps in fostering deeper engagement in teams.

    Click here for more info on the 16 MBTI types

    Trump vs Jobs using MBTI Assessment Tool

    ILLUSTRATION: BOTH DONALD TRUMP AND STEVE JOBS ARE THINKERS.

    But they are as different as night and day.

    FIND OUT USING MBTI Assessment which gives detailed insights on who you are.

    Why MBTI Team Development Workshop?

    One reason for the wide popularity of the MBTI assessment is due to its extensive practical applications, which include:

    • Personal Effectiveness – insights into self is a powerful way to nurture strengths and work on blindspots, and developing behaviours that work for the individuals.
    • Team building and development— it’s a useful tool to identify team strengths and blindspots, facilitate communication between team members, and developing action plans for enhanced performance.
    • Leadership development – increases leaders’ understanding of their own type and the personality types of those they are leading in order to help them manage more effectively, provide more relevant feedback, and enhance individual and team performance.
    • Conflict management – improves skills in detecting conflict sources and intervening early to reduce underperformance, disruption, and disengagement.
    • Stress management – improves resiliency, increases productivity, and provides tools for identifying and coping with stress triggers.
    • However, do not organise any MBTI training for the wrong reasons! You can read more here : Do Not Attend Any MBTI Team Building Workshops until You Have Read This.

    Do you agree?
    “Personality has the power to uplift, depress, curse and to bless.”

    What does a MBTI team development programme look like?

    All our MBTI Team Building and Team Development workshops are customised to suit your needs.  A sample agenda of a 1 day MBTI programme is appended below:

    09:00 – 09:30    Fun Ice-breaker and Getting to know each other

    Create a safe and non-judgmental space for team members to share and learn together

    09:00 – 09:30    Introduction to MBTI Team Building Session

    Understanding from  participants their personal expectations and objectives

    09.30 – 10:30    Introduction to MBTI and ascertain Individual Best Fit Type

    What is MBTI, why MBTI and how it helps understand ourselves the way we do, decide, take in info, organise, and and appreciate the differences in others.

    10:30 – 10:45   Tea Break

    MBTI assessment traces the pattern in behaviour to one of 16 different personality types. We look at this in detail.

    10:45 – 12:30   MBTI Team Building Learning Activities

    12:30 – 13:30   Lunch

    We can recommend interesting and thematic learning venues which provide lunch catering

    13:30 – 14:30    Fun Learning on MBTI types  –  Working styles

    14:30 – 16:00   Applications of MBTI at work and Effective Communication plus case studies

    16:00 – 16:15   MBTI Team

    16:15 – 16:45   MBTI Game: Hello or Silo

    Powerful game to reinforce learning.  Alternative games may be used.

    16:45 – 17:15   MBTI  Team and Self Reflections

    The most important part of learning is to consolidate and to reflect on how it applies to each individual and team.

    17:15 – 17:30   Strategies to transfer learning back to workplace

    How Is Our MBTI Team Building workshop delivered?

    All our MBTI training workshops can be delivered via:

    • In person or zoom
    • In ½ day, 1 day, or 2 days
    • Can be delivered as part of a company’s offsite in Singapore, Malaysia, Indonesia, Thailand, Vietnam or China. 
    • We can train between 5 to 100 participants for different scales and sizes of workshops

    We organise seminars for teams of various stripes, from schools to professionals to managers to CEOs.

    Having a better understanding of oneself and one’s coworkers is one of the main benefits of participating in a workshop, since it can lead to deeper engagement, higher communication quality and better teamwork.

    A Team-building Workshop’s ultimate goal is to help a group or team work better together and accomplish more. The team will have a shared vocabulary and a structure within which to analyze and improve upon its strengths.

    Commonly Asked Questions About MBTI Assessments (Singapore, Malaysia, Thailand)

    How Much Does The MBTI Assessment cost?
    Details can be found in the section below.

    Where can I take the official MBTI test?
    Only certified MBTI trainers, like 36 HR Training & Consultancy, may purchase the online tests and administer the MBTI tests online before the workshop.

    Is MBTI assessment free?
    There are unofficial bootleg versions on the internet which we are unable to recommend.

    Is this a MBTI certification (Singapore)?
    This is not an MBTI certification course, which is only for trainers and coaches.

    What Are The Most Common Types of MBTI Assessments?


    Step I™ Form M (93 items).The current standard form of the MBTI® assessment and is scored for four-letter type and the preference clarity indexes. Online administration and scoring is available through the publisher, The Myers-Briggs Company. Computer or template scoring is also available. (note: only certified trainers may purchase from the online company)
    Step II™ Form Q (144 items).Used to generate a four-letter type and scores on twenty facet scales, with five facets in each of the four primary MBTI dichotomies. The facet results highlight individual differences within type. Used when in-depth individual feedback is needed (e.g., coaching, counseling, executive development, relationship counseling).

    Your Investment – How Much Does the MBTI Assessment (Singapore) Cost?

    The 3 components that you need to invest in, for a MBTI Team Development workshop, are:

    • The MBTI Assessment (Singapore) Tool fee – this ranges between S$66 to S$122 per participant, depending on the type of tool you use. There are broadly 2 categories of MBTI Assessment tools, namely Step I (also known as Form M) and Step II (also known as Form Q) assessments. Type 1 MBTI Assessment will suffice for half or 1 day workshops. However, Type 2 MBTI assessments are extremely insightful and detailed, hence useful for 1-2 days of workshop or one to one leadership coaching. Contact us for samples of the reports and tell us your needs.
    • Training Fees/course notes for facilitating. Our affordable rates are by per half day or day or for 2 days. We also customise for 2 hour lunch time MBTI Talks.
    • Venue – most of our clients use their own venue and hence there is no venue cost.

    Why 36 HR Training and Consultancy

    We have been facilitating team building workshops since 2011.  Our master trainer Tan Teck Kim is certified in MBTI, FIRO, FIRO-B, STRONG, Knowdell, Facilitating Career Development and uses these tools to help leaders, professionals, and organisations to achieve personal and team effectiveness.  One of his favourite tools for Team Building and Team Development is MBTI Assessment by Myers Briggs as he has witnessed teams opening up, becoming more self aware and able to identify weaknesses and make plans to progress.

    We make learning fun and memorable by facilitating using a variety of techniques, from group discussions to individual reflections, video clips, case studies, learning activities and specially designed learning games.

    Tan Teck Kim is a firm believer of lifelong learning and is extremely passionate about people.  His goal is to learn, help and give.  He is most acknowledged for his ability to encourage and inspire. 

    MBTI Team Development Activities

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    36 HR Training & Consultancy uses a variety of fun team building and team development learning activities as well as interesting games to help learners learn to experience during the MBTI Team Building Training Workshops. Below are some examples of simple MBTI Team Development learning activities.

    Extraversion-Introversion Team Development Activity – Birthday Party

    The following exercise will be suitable for groups of 5 to 8 people:

    Myers Briggs Team Building activity on birthday

    It’s a good friend’s birthday, and you want to throw them a surprise party.

    Discuss in your groups what you would do, such as where you would hold the party, what kinds of entertainment you would provide, and anything else you would like to happen.

    Allow the groups about 10 mins to play the party and then have each group describe their party to the other groups.

    Questions to Ask

    • How simple was it to make party decisions?
    • Are they themselves excited about the party?
    • Are the opposite type groups excited about the party?
    • How different groups of people would react to parties planned by others?

    Debriefing

    This is where the fun is. The extroverts typically will use words like “fun”, “interesting”, “outdoors”, to describe their idea of an ideal party. The introverts on the other hand, tend to use words like “quiet”, “indoor” to describe their ideal party. The participants will have a ‘revelation’ of what they want could be very different from what the birthday person wants.

    It is also worthwhile to discuss with the participants to consider this insight that the preferences can be so different and how this insight would affect their decision making or communication with the ‘opposite’ MBTI type from themselves.

    Ok let’s move to the next fun MBTI Team development game.

    Sensing-Intuition Team Development Activity – Apple

    Talk about an Apple

    Fun Team Building Activity on Sensing Intuition using Apple

    As a prop, bring an Apple to the MBTI team building session. Show the apple to the participants and ask the participants to write for 2 minutes about it.

    The Apple Experiment in Sensing and Intuition

    Sensing types will typically write a description based on their senses (what they can see, hear, taste, and touch). Read the sensing student examples below, and then have the sensing students in the class read what they have written. They will frequently provide apple facts.

    Then read the examples from intuitive students below. Then, request that intuitive types read what they have written. These types frequently go beyond the facts to describe associations with apples. They rarely just describe the apple’s physical characteristics.

    When giving instructions for this exercise, use caution. If you ask students to describe the apple, they will all focus on the description rather than using their intuition. Remember that some students are combination personalities, so they may describe the apple in both sensing and intuitive ways. It is beneficial to provide examples of sensing type responses and to inquire whether any sensing types wrote similar responses. Apply the same logic to intuitive responses. This exercise can be done with any other object. Any fruit is appropriate for this exercise because you can describe it using all of your senses and add any creative insights.

    Debriefing

    • Ask participants what differences they have observed between Sensing Participants and Intuition participants.
    • Ask participants to relate these differences at work and how they have managed
    • Invite participants to think about how to engage the opposite type taking into account the differences

    Here are some examples of what my sensing participants wrote about the apple:

    The apple is red and yellow in colour. It has a small stem and does not appear to be fully ripe. It has a sticker on it and is quite small.

    The apple is yellow, red, round, delicious, and nutritious. It has a pleasant aroma and flavour.

    The apple is red, yellow, and almost gold in colour. One side is red and gradually blends into the yellow. The stem has a 90-degree bend in it. One side is significantly larger than the other.

    Here are some of the things intuitive participants in my class wrote about apples:

    Apple can feed, but it can also kill, as demonstrated by the wicked godmother’s use of it to choke Snow White.

    Apple is a symbol of invention, as Steve Jobs used to portray it.

    Based on the above insight, you can ask the participants how this impacts their work in the office.

    Let’s go on to the next MBTI activity on Thinking-Feeling.

    Thinking-Feeling Team Development Activity – Workplace Question

    Give the following instructions to the participants:

    Fun Team Building Activity for Thinking-Feeling

    You’ve been invited to lunch with a new employee. He or she inquires,

    “What makes this such a great place to work?”

    How do you respond?

    Take five minutes to brainstorm 4-5 responses with your group.

    Debriefing

    Request that the groups share their responses, noting how their responses tend to demonstrate the values associated with their respective types. Thinkers are more likely to notice opportunities for advancement and personal achievement, high earning potential, or the company’s market standing. Feelers are more likely to notice a positive company culture, helpful coworkers, or a charitable company mission.

    • Ask participants what differences they have observed between Thinking Participants and Feeling participants.
    • Ask participants to relate these differences at work and how they have managed
    • Invite participants to think about how to engage the opposite type taking into account the differences

    Let’s progress to the next MBTI Team building activity on Judging-Perceiving and have some fun!

    Judging-Perceiving Team Development Activity – Workplace Question

    This activity can be completed by each participant individually.  Instructions:

    MBTI Team Building activity on Judging Perceving

    You suddenly inherited $20,000 due to the passing of a distant relative.

    What are you going to do with the money? How do you make your decision?

    Allow 5 minutes for participants to list what they would do with the windfall, and then ask participants from both the Judging and Perceiving types to share their responses.

    Debriefing

    Answers frequently reveal Judging type to be responsible, organized, and intentional with money and Perceiving type’s tendency to be more spontaneous or to gamble or invest the money in order to make more.

    This blog will be regularly updated to reflect more free Myers Briggs activities as well as how to use MBTI learning activities for your MBTI Team Building workshop.

    Readers who read this blog post on MBTI Team Building activities are also interested in our MBTI Resource on

    ESFJ: Extroverted, Sensing, Feeling, Judging

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    ESFJ personality types are conscientious team players who interact closely with others, enjoy a sense of belonging and apply common sense to problems.

    Note: This is a resource page on ESFJ - there are 16 Types of MBTI personalities.  Find out which are you.   This resource page is frequently referred to in our MBTI Teambuilding Workshops to help participants get more information about their MBTI Type.

    The ESFJ personality type, also known as “The Caregiver” or “The Consul,” is one of the Myers-Briggs Type Indicator’s 16 personality types (MBTI). People with the ESFJ personality type are outgoing, loyal, organized, and compassionate. Interaction with other people gives ESFJs energy.

    They are typically described as gregarious and outgoing. They have a way of encouraging others to be their best selves and often have a hard time believing anything negative about those close to them.

    Famous ESFJ persons

    Famous folks like Taylor Swift, Jennifer Lopez, Elton John, Whitney Houston, and Prince William are all partakers of the same personality type- ESFJ. Known for their consul trait, ESFJs are always game when it comes to any role that lets them participate in the most meaningful way, where they know they are valued and appreciated for their service.

    ESFJ Extraverted Sensing Feeling Judging MBTI Type

    One of the most well-known ESFJs is Taylor Swift. She is personable and dependable, and her songs are honest reflections of her inner life. Due to this, many listeners will find that they can identify with her music. The exquisite style of an ESFJ is another hallmark of this personality type. Swift has a reputation for having a refined sense of style that frequently incorporates retro and feminine pieces.

    ESFJs love to help people and make them feel comfortable, and this is something that Swift does through her music and her public persona. She is always quick to offer a helping hand, whether it’s through her charitable work or simply being there for her fans. Swifty has donated money and time to many different causes throughout her years.

    According to psychologist David Keirsey, the ESFJ personality type accounts for 9% to 13% of the population.

    ESFJ KeyCharacteristics

    People with the ESFJ personality type are more likely to:
    Be aware of others’ needs and feelings.
    They derive their value system from outside sources, including the larger community, rather than from intrinsic, ethical, and moral guidelines.
    Take pleasure in assisting others.
    Expect others to notice and appreciate their generous ways.
    Be easily offended by unkindness or indifference
    Have a requirement for approval
    Take care of others
    Desire to be liked by others

    ESFJ Strengths
    ESFJs are sociable and outgoing people who understand what others need and express gratitude for their contributions. They enjoy gathering the information needed to make an informed decision and establishing effective procedures.

    ESFJs’ potential development areas
    When making decisions, ESFJs may be overly influenced by what they believe others want, and they may find it difficult to adjust plans in response to unexpected opportunities. They run the risk of being too accepting or deferential to those in authority.

    Personal Relationships
    ESFJs are extroverts who enjoy spending time with others. They not only get energy from social interaction, but they are also genuinely concerned about the well-being of others. They are often described as warm-hearted and empathetic, and they frequently prioritize the needs of others over their own.

    They are typically insecure in situations that are uncertain or chaotic. While this makes ESFJs well-suited to positions involving management or supervision, it can also lead to conflicts when they attempt to exert control over people who do not welcome such direction.

    Because ESFJs are so dependable and loyal, they tend to form strong, long-lasting friendships.

    Career Opportunities
    Because ESFJs enjoy assisting others, they often perform well in practical settings that require them to take on the role of caregiver. ESFJs may excel in social service and healthcare careers because of their helpful nature and desire for order.

    ESFJs have many characteristics that make them well-suited to certain occupations. Because of their dependability and innate need to care for others, they often perform well in jobs that involve supporting and caring for others, such as nursing or teaching. ESFJs work best in an environment that fosters a family-like atmosphere with friendly, caring people. They enjoy interacting closely with customers and colleagues, and communicating the value of a product, service or project. ESFJs are likely to be attracted to jobs in childcare, nursing, teaching or religious institutions

    Popular Careers for ESFJs
    Childcare
    Nursing
    Teaching
    Social service
    Counseling
    Physician
    Receptionist
    Office Manager

    Contact us for MBTI Leadership Development or MBTI Team Building Workshop or MBTI LunchTime Talk or one to one Executive Coaching

    To find out more about MBTI Types: Read Resource Page on 16 MBTI Types

    For detailed reading of each of the 16 MBTI types, please click below. Enjoy!

    ISTJ, ISTP, ISFJ, ISFP

    INFJ, INFP, INTJ, INTP

    ESTP, ESTJ, ESFP, ESFJ

    ENFP, ENFJ, ENTP, ENTJ

    ESFP: Extraverted, Sensing, Feeling, Perceiving

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    ESFP personality types are entertaining, easy-going, sociable people, who like to put others at ease.

    Note: This is a resource page on ESFP - there are 16 Types of MBTI personalities.  Find out which are you.   This resource page is frequently referred to in our MBTI Teambuilding Workshops to help participants get more information about their MBTI Type.

    The Myers-Briggs Type Indicator identifies 16 personality types, including ESFP (extraverted, sensing, feeling, perceiving).  ESFP personality types are frequently described as spontaneous, resourceful, and outgoing. The ESFP personality type is also known as “the entertainer” or “the performer.”

    They enjoy being the center of attention and are frequently referred to as “class clowns.” The ESFP personality type is the polar opposite of the INTJ personality type.

    According to psychologist David Keirsey, the creator of the Keirsey Temperament Sorter, approximately 4% to 10% of all people are ESFPs.

    ESFP Compatibility

    ESFPs tend to get along well with INTJ, INFJ, ISTJ, and ISFJ types, which may be a case of opposites attracting. The “judging” nature in these types often complements the practical side of ESFPs.

    Key Characteristics of an ESFP

    They are resourceful and practical. ESFPs prefer to learn through experience rather than through books and theoretical discussions. As a result, students with ESFP personalities may struggle in traditional classroom settings. They excel, however, in situations where they can interact with others or learn through direct experience.

    They discover things as they go along. ESFPs are very much in the moment and often fail to consider how their current actions will have long-term consequences. They frequently rush into new situations and figure things out as they go. They also dislike routine, enjoy new experiences, and are always on the lookout for new adventures.

    They are extremely understanding. When it comes to other people, ESFPs are perceptive. They can sense how others are feeling and respond appropriately. People find them to be friendly, sympathetic, and easygoing.

    They enjoy themselves. While ESFPs do not avoid the spotlight, they are more concerned with living in the moment and doing what feels right at the time.

    Famous ESFP Persons include Ronald Reagan, Bill Clinton (picture below), Marilyn Monroe, Dolly Parton, Elizabeth Taylor, Judy Garland, Magic Johnson, Elvis Presley etc.

    MBTI Training with ESFP

    If there is a crisis, the ESFP will be there, taking charge, offering support, revelling in their ability to help, loving the drama. Their energies and infectious enthusiasm, mean that other people will like them, and they will build relationships easily and often. The ability of the ESFP to drop everything and provide immediate, practical support may come at the expense of an ability to plan, schedule and prioritise.

    ESFP’s Strengths

    ESFP’s characteristics include adaptability, friendliness, and talkativeness. They like life and being around other people. This personality type enjoys interacting with others and trying new things.

    Potential ESFP development areas

    ESFP personality types can struggle to meet deadlines and do not always finish what they start. They’re easily distracted.

    Personal Relationships of ESFP
    ESFPs, as extraverts, enjoy spending time with others and have excellent interpersonal skills.

    ESFPs are good at understanding how others feel and responding to others’ emotions in productive ways. As a result, ESFPs make excellent leaders and have a talent for mobilizing, motivating, and persuading group members.

    Others find ESFPs to be warm, kind, and thoughtful, which makes them popular and well-liked. ESFPs love meeting new people, but they also crave new experiences.

    They are generally focused on the present and will frequently be the first to try out the newest ride at an amusement park or a new adventure sport.

    Career Opportunities

    Because of their dislike of routine, ESFPs thrive in jobs that provide a lot of variety. Jobs that require a lot of socializing are also a good fit because they allow people with this personality type to put their considerable people skills to use. Careers that require a lot of structure and solitary work can be challenging for ESFPs, and they frequently become bored in such situations.

    ESFP personalities enjoy making work enjoyable and fostering a cooperative atmosphere. At work, ESFPs learn best by practicing a new skill with others. ESFPs are often drawn to careers that allow them to use their outgoing personality and attention to others, such as healthcare and teaching. Careers that may appeal to ESFPs also include: Elementary Teacher. Recreation Worker. Social Worker. Special Education Teacher. Nurse. Physical Therapist. Massage Therapist. Occupational Therapist, Actor, Athletic Coach, Fashion Designer, etc.

    Contact us for MBTI Leadership Development or MBTI Team Building Workshop or MBTI LunchTime Talk or one to one Executive Coaching

    To find out more about MBTI Types: Read Resource Page on 16 MBTI Types

    For detailed reading of each of the 16 MBTI types, please click below. Enjoy!

    ISTJ, ISTP, ISFJ, ISFP

    INFJ, INFP, INTJ, INTP

    ESTP, ESTJ, ESFP, ESFJ

    ENFP, ENFJ, ENTP, ENTJ

    How A Fixed Mindset Culture Killed Kodak The King of Film

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    Kodak today is often cited as an iconic example of a company that failed to grasp the significance of a technological transition that threatened its business, and unfortunately a popular case study in Growth Mindset vs Fixed Mindset.

    Growth vs Fixed Mindset

    Kodak was founded in the late 1880s, became a giant in the photography industry in the 1970s and filed for bankruptcy in 2012.

    For almost a hundred years, Kodak was at the forefront of photography with dozens of innovations and inventions, making this art accessible to the consumer.  Kodak was the most famous name in the world of photography and videography in the 20th century. Kodak brought about a revolution in the photography and videography industries. At the time when only huge companies could access the cameras used for recording movies, Kodak enabled the availability of cameras to every household by producing equipment that was portable and affordable.

    Whilst being the most dominant company in its field for almost the entire 20th century, but a series of wrong decisions killed its success. How on earth did Kodak, the champion of photography and videography, go bankrupt? What triggered Kodak’s failure? Why did Kodak fail despite being the biggest success of its time? This case study on Growth Mindset vs Fixed Mindset addresses the mystery of Kodak’s failure. 

    First let’s understand what’s Growth Mindset vs Fixed Mindset

    Science once told us that the human brain stops developing in childhood, however, we now know that the brain is constantly evolving and changing. Many parts of the brain respond to experiences and our ‘software’ can be updated through learning.

    Despite the neurological facts, some people still think that you’re stuck with the talents and ‘smarts’ you’re born with. Psychologist Carol Dweck, from Stanford University, was the first researcher to explore the idea of fixed and growth mindsets.

    In Dr. Dweck’s seminal work, she described the two main ways people think about intelligence or ability as having either:

    A fixed mindset: in this mindset, people believe that their intelligence is fixed and static.

    A growth mindset: in this mindset, people believe that intelligence and talents can be improved through effort and learning.

    Individuals with a fixed mindset tend to:

    • Believe intelligence and talent are static
    • Avoid challenges to avoid failure
    • Ignore feedback from others
    • Feel threatened by the success of others
    • Hide flaws so as not to be judged by others
    • Believe putting in effort is worthless
    • View feedback as personal criticism
    • Give up easily

    Organisations with a fixed mindset culture tend to choose to remain status quo, do not constantly innovate nor do they thrive on challenges.   The opposite is true of companies with a growth mindset culture.

    Growth Mindset vs Fixed mindset

    Now let’s go back  to the Kodak case study and see how their mindset culture affected their business.

    An Illustration of Fixed Mindset – 7 Reasons Why Kodak Failed

    1. The Razor and blades business plan was initially successful but turning blind to other strategies was not wise for Kodak
    2. Research and development is a core part of marketing success but Kodak ignored it altogether
    3. When the digital age of photography beckoned Kodak, the company simply ignored its call when the time was ripe to make the transition.
    4. Did you know Steven Sasson, an electrical engineer of Kodak, first discovered the technology behind digital photography?  Yes, it wasn’t Sony nor Fujifilm. It was Kodak, and unfortunately Kodak simply disregarded the new digital technology implications. They used technology to promote film instead… read on below.
    5. Though walls were closing in on Kodak, the company still went on to argue that analog photography is better than digital and it lost 10 valuable years this way.
    6. Though walls were closing in on Kodak, the company still went on to argue that analog photography is better than digital and it lost 10 valuable years this way.
    7. Promotion of the older technologies and not embracing digital photography can be summed up as one of the most prominent mistakes of Kodak.

    The most valuable lesson from Kodak is that despite having been a winner in innovation, even an insightful company can go wrong if it doesn’t push far enough, fast enough into uncomfortable territory.”

    So, before its bankruptcy, why was Kodak so incredibly successful?

    “You press the button, we do the rest.”

    George Eastman (Kodak’s founder)

    Firstly, George Eastman, Kodak’s founder set out to democratize photography.

    Eastman believed in making photography available to everyone, by changing the way people took photographs. This belief translated into a new and innovative Kodak camera which made it possible for anyone interested in photography to take great pictures.

    Throughout the following decades, innovations and inventions followed, fulfilling the company founder’s vision.

    Eastman believed in making photography available to everyone, by changing the way people took photographs.

    Secondly, Kodak’s business strategy bloomed, followed the razor and blades business model whereby one item was sold at a low price or given away for free in order to increase sales of a complementary good, such as consumable supplies (Kodak film)

    How it worked: the clients would take photos with the Kodak camera and then send the camera to the Kodak factory where the camera’s film was developed, and photos were printed.

    The company’s core product was the film and printing photos, never the camera. Kodak’s Kodachrome film was the company’s main cash cow. With the advent of digital cameras, this was discontinued in 2006 after over 70 years of production.

    Now let’s look at how a Fixed Mindset culture killed Kodak.

    Kodak management’s inability to see digital photography as a disruptive technology, even as its researchers extended the boundaries of the technology, would continue for decades.

    Unfortunately Kodak stayed in denial for an extended time as explained below. Vince Barabba, former head of market intelligence, recounts from 1981, conducted a very extensive research effort that looked at the core technologies and likely adoption curves around silver halide film versus digital photography, over threats of digital photography posed by Sony’s first electronic camera.

    The results of the study produced both “bad” and “good” news. The “bad” news was that digital photography had the potential capability to replace Kodak’s established film based business. The “good” news was that it would take some time for that to occur and that Kodak had roughly 10 years to prepare for the transition.

    Fixed Mindset example 1: Kodak continued to stick to film strategy.

    The problem is that, during its 10-year window of opportunity, Kodak did little to prepare for the later disruption.

    Barabba left Kodak in 1985 but remained close to its senior management. Thus he got a close look at the fact that, rather than prepare for the time when digital photography would replace film, as Eastman had with prior disruptive technologies, Kodak choose to use digital to improve the quality of film!

    Kodak Fixed Mindset didn't do anything for 10 years
    Kodak Fixed Mindset story

    This strategy continued even though, in 1986, Kodak’s research labs developed the first mega-pixel camera, one of the milestones that Barabba’s study had forecasted as a tipping point in terms of the viability of standalone digital photography.

    Fixed Mindset example 2: Kodak used newer technology to promote film!
    The choice to use digital as a prop for the film business culminated in the 1996 introduction of the Advantix Preview film and camera system, which Kodak spent more than $500M to develop and launch. One of the key features of the Advantix system was that it allowed users to preview their shots and indicate how many prints they wanted. The Advantix Preview could do that because it was a digital camera. Yet it still used film and emphasized print because Kodak was in the photo film, chemical and paper business. Advantix flopped. Why buy a digital camera and still pay for film and prints? Kodak wrote off almost the entire cost of development.

    Fixed Mindset example 3: Kodak chose CEOs that would continue its own way of success – film!
    In 1989, the Kodak board of directors had a chance to take make a course change when Colby Chandler, the CEO, retired. The choices came down to Phil Samper and Kay R. Whitmore. Whitmore represented the traditional film business, where he had moved up the rank for three decades. Samper had a deep appreciation for digital technology. The board chose Whitmore. As the New York Times reported at the time, Mr. Whitmore said he would make sure Kodak stayed closer to its core businesses in film and photographic chemicals.

    Whitmore CEO Kodak had fixed mindset and did not change

    Samper resigned and would demonstrate his grasp of the digital world in later roles as president of Sun Microsystems and then CEO of Cray Research. Whitmore lasted a little more than three tumultous years, before the board fired him in 1993.

    For more than another decade, a series of new Kodak CEOs would blame his predecessor’s failure to transform the organization to digital, declare his own intention to do so, and proceed to fail at the transition, as well. George Fisher, who was lured from his position as CEO of Motorola to succeed Whitmore in 1993, captured the core issue when he told the New York Times that Kodak

    “regarded digital photography as the enemy, an evil juggernaut that would kill the chemical-based film and paper business that fueled Kodak’s sales and profits for decades.”

    In conclusion,

    With the benefit of hindsight and learning on the failure of a fixed mindset culture, adopting a growth mindset culture might have turned Kodak’s fate into something entirely different. Let’s look at the success stories of growth mindset in other articles and be inspired!

    Summary of Fixed Mindset video on Kodak

    Recommended Readings on Growth vs Fixed Mindset

    Why Having A Growth Mindset Matters To You
    15 Ways To Develop A Growth Mindset
    How To Maximise Your Personal Development with MBTI and Growth Mindset
    Learning Videos on Growth Mindset and Fixed Mindset
    Why Companies are recruiting employees with a growth mindset
    Why Growth Mindset Should be part of your personal brand
    How A Fixed Mindset Culture Killed Kodak