Personality Types

One way to help people understand their personalities and the personalities of others is to use psychometric assessments which sort people into different personality types. Today we’re going to dive into the basics of one assessment that’s often used in a business context to help managers and co-workers understand each other better: The Insights Discovery system.

Insights Discovery is based on the work of psychologist Carl Jung, and sorts people into four colors, then eight personality types and ultimately into one of 72 unique wheel positions. Let’s talk about each of these distinctions so you can understand more about the Insights Discovery System, and how it can dramatically improve communication.

The Four Colors: Approach and Goals

The four colors used in Insights are cool blue, earth green, sunshine yellow, and fiery red. Each of these colors represents two key related pieces of information: the individual’s outlook on life and the way in which they make decisions. This also impacts the way in which a person is perceived by others.

Cool blue is displayed by someone who is very exacting, who wants everything they do to be to a high standard, who is cautious and thoughtful. They are deliberate in their actions and work within a formal structure. In a group they strive for understanding, and they can be perceived by others as thoughtful and analytical but sometimes distant and unemotional.

Earth green is displayed by someone who is caring and encouraging and who values stability and supporting others. They are happy to share with others and are patient when teaching a new skill. Their ultimate goal is harmony and in a group they foster consensus. They are seen by others as agreeable and relaxed but can also be seen as  mild and docile.

Sunshine yellow is displayed by a person who is fun and loves interacting with others. They value socializing and they are enthusiastic around others, particularly when demonstrating a skill. When working in a group, they desire recognition. They are dynamic and spontaneous, which can lead others to see them as disorganized.

Fiery red is displayed by someone who is action driven, and who is certain and confident. They enjoy a challenge and are often competitive and determined to succeed. This determination means that their goal is achievement and overcoming challenges, however, their single-minded focus can sometimes lead others to see them as impatient.

From Four Colors to Eight Types

Of course, no person is entirely described by one of the colors above: We are all a mix of different traits that we will display differently based on our environment and mood. And, a person can be a mix of different color categories too. From this comes the idea of eight personality types, where in addition to types based on the four colors, there are four more types which represent a blend of two colors.

These eight types map onto the work of Jung, who defined personality as four aspects (sensation, intuition, thinking, and feeling) along one axis (extroversion versus introversion).

The Eight Types: Style and Qualities

The eight types of Jung can be related to the four colors to understand both what a person’s motivation is and how they work in groups, plus understand their underlying personality type. The types are as follows:

Director (fiery red)
Extraverted Thinking
A director is a person who is focused primarily on results. Their biggest priority is to get the most important task they have done to a high standard and on time, and they are not afraid to make big decisions and to implement those decisions assertively. These qualities make them excellent leaders, but they need to be careful so they don’t come across as pushy or impatient.

Motivator (fiery red and sunshine yellow)
Extraverted Intuition
The motivator has the same drive to get results as the director, but this is tempered by an emphasis on positive thinking and a sense of fun. This person has high levels of enthusiasm and can get a group motivated to take on a task or to overcome a challenge. Their ability to enthuse people into implementing plans makes them well suited to roles where they inspire their staff to achieve their goals.

Inspirer (sunshine yellow)
Extraverted Feeling
The inspirer’s greatest strength is their people skills, as they enjoy being around others and have a good understanding of how to motivate and inspire them. But they are not just cheerleaders – they are creative types who can find people-oriented solutions to problems that other people might not think of. Their skill at persuasion can make them good sales people as well as creative team members.

Helper (sunshine yellow and earth green)
Introverted Intuition with Extraverted Sensing
The helper has the sociable aspects of the inspirer but also a more grounded, caring aspect. Instead of wild creativity they have a more solid, supportive, practical approach. They enjoy helping others most of all, and they are willing to be flexible and to see others’ points of view. Their skill at sharing ideas make them excellent mediators as they are good at helping a group to build consensus.

Supporter (earth green)
Introverted Feeling
The supporter is someone who prefers to stay out of the spotlight and to facilitate the work of the group. They are excellent listeners and can empathize with others, so they make good counselors. They are highly loyal to their team, and they like to work supporting others and group rather than just driving results on their own.

Coordinator (earth green and cool blue)
Introverted Sensing
The coordinator is highly organized and puts an emphasis on planning and time management. They have a practical approach to what can be achieved and what steps will be required to implement a plan. They make excellent administrative staff and project managers.

Observer (cool blue)
Introverted Thinking
The observer is detail oriented and cares about everything being correct and defined to a high standard. They are strong at analysis and at meeting rules or guidelines, making them well suited to testing or compliance roles, and really any role that required analytical, practical thought. Often a great fit for legal, financial and technological pursuits.

Reformer (cool blue and fiery red)
Extraverted Sensing with Introverted Intuition

The reformer wants both high standards and strong results, which makes them extremely determined. They have a strength in monitoring performance and discipline, making them well suited to roles where decisions might need to be made based upon logic and data, rather than people and relationships.

If this initial overview has piqued your interest and you want to know more about Jung’s personality types, check back soon as that will be the subject of our next post.  You can also learn more at www.scottstedtalk.com, or www.discoveryourself.com

Is What You See Really What You Get?

Everyone knows that you can’t always believe what you see. Despite how it seems to us, our perception of the world around us is actually quite limited and we frequently miss important information from our environment. The most obvious form of perceptual anomaly is optical illusions, where we perceive something that we know cannot be the case.

There’s an illusion called the Ponzo illusion where you see two lines stretching off towards the horizon like train tracks, and you have to estimate the length of two horizontal lines running across the track. These two lines appear to be different lengths, but we can measure and easily observe them to actually be the same length. The strange thing is that even when you know that the lines are the same length, they still appear to be different lengths.

Optical illusions are just one of the ways that our perceptions can lead us astray. Today we’re going to discuss the other ways in which our perceptions can play tricks on us, and learn a bit about how perception works.

Pay attention
When you think about it, it’s obvious that we don’t always perceive all of the details that we think we do. Just consider how it feels when you are tired, in a hurry, or absorbed with a problem, and you’re rushing down the street. You don’t pay much attention to the scene around you, so it’s easy to miss details that you would otherwise notice. There’s obviously a relationship between how much attention you pay to an environment, and the degree of detail that you’ll observe in that environment.

In its extreme form, this effect is called inattentional blindness. There’s a famous experiment from the 1970s called the invisible gorilla. In this test, participants are shown a video of two groups of people playing with a basketball. One group is dressed in white, the other in black. The participant is asked to count how many times the ball is passed between the players in white, which requires careful attention to the video as the passes are made quickly. At the end of the video, participants are asked how many passes were made, and also if they noticed anything unusual about the video. Around half of the participants answer that they saw nothing unusual in the video. But in fact, during the video as the passes are occurring, a person dressed in a gorilla suit enters the frame and dances around the players. If you’re not very focused on a task like counting the number of passes, it’s impossible to miss the gorilla. But when their attention is focused elsewhere, many people don’t see a huge dancing gorilla that is quite literally staring them in the face.

What changed?
It is to some extent obvious that how much attention you pay to a scene will affect how much you perceive of it – and, as in the case of the gorilla, paying a lot of attention to one aspect of a scene will make you less perceptive of other aspects of the scene. But perceptual anomalies go beyond just matters of attentiveness… into strange situations that seem unbelievable at first. One such aspect of perception is called change blindness, and it occurs when a scene is changed before our very eyes and we don’t even notice it.

Normally, humans are very good at detecting change. If we see two similar pictures one after another but there are subtle differences between the pictures, we’ll very quickly pick up on what is different. If you flick back and forth between the two images, you’ll see the differences between them jump out at you very obviously. However, there are ways to trick our brains so that we don’t notice such changes. One way is to introduce a blank screen between the images, so you see picture one – blank screen – picture two. This makes it much harder to detect differences between the pictures.

The funny thing is that this works not only with pictures but also in the real world. One experiment took place on a busy street, where an experimenter would stop a random passerby and ask them for directions. While they were asking, two confederates dressed as workmen would walk between the experimenter and the subject holding a large door which blocks the subject’s view for a moment. In that moment, the experimenter would duck out and be replaced by a different person. Once the workmen have passed by, most subjects didn’t even notice that the person they had been talking to a second ago had been replaced by a totally different person. This is how big a change can take place in our perception without us being aware of it.

Seeing patterns everywhere
Another perceptual oddity that humans have is a tendency to see patterns everywhere. The phenomenon of pareidolia refers to the habit we have of seeing patterns even in random noise, and especially of seeing faces. It’s why you get those funny blogs of hundreds of photos of coat hooks, bags, or other inanimate objects that everyone instantly perceives as looking like a face. It’s also why it’s common for people to perceive the face of Jesus in their toast – we have evolved to be so good at pattern recognition, and especially recognition of other faces, that we perceive faces even in random noise.

One of the most important things to understand about perception is that it is led by our mental state, including our prior knowledge and assumptions about the world. We refer to perception as being top-down, meaning that it is guided by our assumptions and knowledge, rather than bottom-up, which would be led by environmental details. It seems to us as if we are perceiving an accurate and objective picture of the world, but in fact large amounts of what we think we perceive is actually filled in by our brains. What you see is just as much about what you believe as it is about what’s in front of you.

To learn more about why we all see the world differently, visit www.discoveryourself.com

The Challenge of Behavior Change

Anyone who has ever made a resolution to get more exercise, to waste less time on Facebook, or to become more organized about their work already knows that it is incredibly hard to change our behavior. Once a behavior has become a habit or a part of our routine, it’s very difficult to replace that habit with something new.

Why is it so hard to change our habits?
If my goal is to get fitter, and I have the equipment, time, and motivation to do so, why is it so hard to stick to a goal like going running twice a week? I might manage my goal for a few weeks, but if I’m like most people then I won’t maintain the new habit in the long term. Even when I know that the new habit will make me feel better and will make me happier overall, it’s still tough to maintain.

The problem is that as humans, we are far less rational than we like to believe. We’d like to think that when we’re presented with clear evidence that a particular action is possible and would make us happier, then of course we’d change our habits. But in truth, we don’t weigh choices rationally. In a previous blog post we talked about an experiment where kids would rather eat one marshmallow now than wait ten minutes and get two marshmallows. It might surprise you to learn that adults do much the same thing. An experiment at New York University offered adults a choice: they could receive $20 now or wait a month and receive more money then. The majority of people chose to have the $20 now, even though they would have received more money if they had waited. The essential problem is that, as human beings, we are bad at weighing our future happiness against our immediate desires.

How can we influence our own behavior?
Given this problem, what can we do to change our behavior? There are two main approaches to this issue:

Firstly, we can get more information about the issue. In the case of exercise, we could learn more about the health benefits of exercise and how it could improve our life. Information like this can provide long term motivation in setting goals, but given that we do not make decisions rationally, it might not be so helpful in getting us out the door for a run right this minute.

The other approach to behavior change is to provide incentives. These can be either positive, like getting a reward for completing a new habit, or negative, like giving money away when you don’t complete the habit. Both positive and negative incentives can be effective, so it’s best to use a combination of the two. It also helps to keep us engaged if these incentives are fun and immediately rewarding.

The role of the environment

If you want to make new habits, there’s something important to understand about human psychology and how it applies to behavior change, and that is the role of the environment. People often think of humans as being “brains first” or “genetics first,” as if there is a core real “us” which is placed into the world. But this isn’t the case. Rather, our brains (and our minds) develop in response to our environment. Your brain and your mind are profoundly affected by the world around you – to such an extent that if you were taken completely out of your environment, you wouldn’t be “you” for much longer.

Instead of thinking of yourself as a pre-formed brain which should make rational decisions based on self-interest (which is not a helpful way to think when you’re trying to change your behavior) think of yourself as a bundle of intentions which responds to environmental cues. Information comes from the environment, it enters our brains, we respond to this information through behavior, and behavior drives outcomes.

Practical advice
What does this mean in practice? What actions can you take to make it more likely that you’ll stick to your new habits? Here are a few suggestions to promote behavior change:

  • Remove “pain points” to make it easy to do the right thing. For example, have your running gear washed, ready, and in one place, and leave your running shoes by the door. Then whenever you do want to go for a run you won’t be put off by the hassle of finding your gear.
  • Put physical reminders in your environment. For example, if you want to work on your finances each morning then put your accounting book on top of the papers on your desk. You’ll have to physically pick up the book to get to your desk so you’ll be reminded and incentivized to do your accounting.
  • Reward yourself for meeting your goals. The trick for this tip is to pick an appropriate reward. If you reward yourself for going running by eating fast food, then you’ll undo all of your good work. Instead, try something small like ticking a box or adding a sticker to your diary. It might sound childish, but a physical reminder of your progress like a sticker can be great motivation.
  • Related to this, do track your progress over the long term. For example, you could record how many days per week you do your accounting, or track how many miles you run each time. You’ll be able to see yourself improving over time, which will reinforce that each run adds towards your long term goal of getting fitter.
  • Get social support. One of the biggest factors in whether someone will be able to successfully quit smoking isn’t whether they use nicotine patches, or if they’re educated about health risks, or even whether they enjoy cigarettes – it’s whether they have support from their social circle. Having friends, family, and colleagues support you in your new behavior will be a big help in getting you to stick with it.

Next time, we’ll talk about perception and the ways that we perceive the environment around us – correctly and incorrectly. So check back soon for more.

The Science Behind Self-Awareness

 

The topic of self-awareness is obviously important for anyone who is seeking to understand themselves and to communicate and act more effectively. So what do we know about the brain based science of self-awareness?

The development of self-awareness

A good way to understand how self-awareness works is to watch how it develops in children. For example, have you ever watched a young child stare at themselves in the mirror? A very young child of around a year old won’t recognize their reflection, and they may try to play with the other baby that they see. But once kids are just a little older, at around 18 to 24 months, they will start to recognize that the person in the mirror is them. This shows that they understand that they have a physical body which is perceived by others in the world.

A famous test of self-awareness in psychology is called the dot test. You put a brightly colored dot sticker on a child’s forehead, and then sit them in front of a mirror. If the child reaches for the mirror, then they possibly don’t understand that the reflection they see is themselves. But if the child reaches for their own forehead to touch or remove the sticker, you can know that the child recognizes themselves in the mirror. This is one of the key developmental stages of acquiring self-awareness.

Awareness of your physical body

Another key aspect of self-awareness is the awareness we have of how our body is positioned. You might think that we work this out visually – for example, that when we catch a ball we look at the ball and then look at our arm, and adjust accordingly. But in fact, that’s not the case. Even with your eyes closed, you can still tell where your limbs are positioned. This is a sense (yes, we have more than five senses!) called proprioception.

There are special receptors in our muscles called muscle spindles which send signals to our brains indicating when a muscle stretches. This allows our brains to calculate the position of our bodies, even when there is no visual information available. Interestingly, this is why it is impossible to tickle yourself. Certain movements on body areas feel ticklish because those movements are unpredictable – but when you are the one moving your fingers over your side, you don’t experience the tickling sensation because your brain already knows how your fingers are moving and is expecting to feel that pattern on your skin.

Awareness of your own mind

There’s a different way to think about self-awareness, and that’s in terms of our awareness of our own minds rather than our bodies. You might have heard of a famous finding called the Dunning-Kruger effect. This is a cognitive bias in which people who are very bad at a task tend to wildly overestimate their ability at that task. If you take a test of skill or knowledge – and it can be practically anything, from skill at driving to mathematical ability – and then ask participants to rate their own performance on the task before you tell them their results, then you might expect participants who are very good at the task to rate themselves highly and people who are bad at the task to rate themselves as low in skill.

However, that’s not what happens. People who are in the middle of performance on tests tend to rate themselves accurately as scoring in the middle. People who perform very well on a test tend to rate themselves as a bit lower than their actual performance was. But people who perform very poorly on a test rate themselves as average or above average in their performance.

The problem is that in order to assess your performance on a test accurately, you have to have knowledge of the subject. In other words, you have to know what you don’t know. There is also the issue that people tend to assume that others are similar to them – so highly competent people rate themselves as just a bit above average because they overestimate the skills of others, while people low in competence rate themselves as above average because they overestimate their own skills.

Dunning-Kruger is often used to make jokes about incompetence, but it also reveals an important aspect of self-awareness called metacognition. This is the ability to think about your own thinking: this means the ability to understand how you learn, to decide which strategy you should use to solve a problem, and to gain insight into your own strengths and weaknesses.

Why self-awareness matters so much

One of the reasons that metacognition is so important is that self-awareness is linked to self-regulation. Self-regulation refers to the ability to manage your emotions in a productive way – for example, the ability to stay calm and not lose your temper when you have to deal with an overbearing colleague. This process requires you to suppress some emotional responses and plan for the future in order to achieve a long term goal – in this case, to get your work project completed and not to get fired.

There’s a test of self-regulation that’s often performed with kids, called the marshmallow test. The test is simple: you take a child, and tell them they can either have one marshmallow now, or two marshmallows in ten minutes. While kids would obviously prefer to have two marshmallows than one, this is a tough test because children often lack a firm understanding of time – so “in ten minutes” seems like it could be forever for a child. The test requires that the children prioritize their future happiness at having two marshmallows later on, over the current desire to have one marshmallow now.

The interesting part of this test is the long term results. Researchers at Stanford found that children who were able to self-regulate and to wait for the two marshmallows had better outcomes later in life than children who couldn’t. These children who could self-regulate had better educational performance, better physical health, and more successful careers. The ability to regulate your emotions and to prioritize the future over immediate gratification is a key skill for a happy and successful life.

This is just scratching the surface of the research on self-awareness in cognitive psychology, so check back here soon for more about this fascinating topic, or visit www.scottstedtalk.com to learn more. You can also contact Scott at www.discoveryourself.com

How Psychometric Testing Can Help You Build Stronger Teams


You may have heard about the use of personality tests, or psychometric testing, in business contexts in order to achieve a higher standard of management and team building. Today we’re going to look at what these tests measure and the ways that they can bring business benefits to your team.

Why study personality?
The theories of personality psychology may be interesting to read about, but more than this they can provide concrete advice on how to work more effectively. Psychometric testing can be used to give insights which enable people to gain self-understanding, letting them be more aware of their personality style and strengths and weaknesses. From this information, people can learn better strategies for interactions with others based on the specific needs of each personality type.

In a business context, psychometric testing can bring distinct benefits to your team. You can adapt your management style to bring out the best from each member of your team by finding the correct motivation and communication style for them. And by sharing the insights into personality that you gain with your team, they can interact with each other in a more effective and productive way as well.

Types of personality tests
As complicated as humans are, there are many different ways to measure and define personality. In academic contexts, personality is most frequently analyzed in terms of the degree to which a person displays the ‘big five’ personality traits: openness, conscientiousness, extroversion, agreeableness, and neuroticism. Another style of psychometric testing which is popular among the public and in some business contexts is the Myers-Briggs Type Indicator (MBTI) system, which is based on the theories of Carl Jung. The MBTI assigns personality to a pole from each of the dichotomies of sensing/intuition, feeling/thinking, introversion/extroversion, and perception/judging.

The Insights Discovery profile system that we use at Discover Yourself is also based on the work of Jung, but with greater detail than MBTI and with profiles that are optimized to provide information for management contexts. Each Insights profile will give concrete advice on communicating with, managing, and motivating the person, as well as information on how the person would manage others.

The benefits of personality testing
The advantage of personality testing is that it gives you a set of tools with which to think about yourself. Do you interact best working alone in a small team or do you thrive in a large group? Do you prefer a high level of organization with rigid structures, or are you more comfortable in a flexible situation where you can respond quickly to new information? Do you communicate most effectively in a written, visual, or oral form? These are the kinds of insights that you can clarify with personality testing.

When it comes to personality testing in business, the creation of a space in which people can express their preferences is a tremendous boon. Perhaps a team member finds phone calls stressful and would prefer to be emailed when possible. Or a manager likes to be looped in on all relevant emails by their staff, even if they are not directly involved in the discussion, so that they can maintain an overview of their team. In the work world there are rarely opportunities for members of teams to frankly discuss their personal preferences, and personality testing enables and supports these conversations to give your team confidence when interacting with each other.

Understanding personality test data
If you are considering using psychometric testing to gather information on your team, there are a few key issues to remember. Most important is the understanding that results from psychometric tests are descriptive, not prescriptive. This means that personality data can describe the ways in which a person will tend towards thinking and interacting with others, but does not provide strict rules about how a person will always behave. Each person is different, and while personality testing can be used for broad general information about personality types, individual differences will always be present. This means that personality tests should be used as guidelines and inspiration for experimentation with new communication styles, and not taken to represent a fundamental and unchangeable part of a person.

Further, psychometric tests like MBTI and Insights rely on people’s own judgment of themselves and their self-reporting of these judgments. Therefore the results will only be as accurate as a person’s honesty and self-insight. This is in some ways a strength of the format, as it stems from the belief that people know themselves best. But in some testing scenarios, there is also the opportunity for people to bring in the insights of their colleagues or friends to give them information on how they are perceived by others as well as how they perceive themselves, which can improve accuracy and the applicability of the test results.

Personality data and your team

Once you have personality data about your team, you can use this to optimize and improve your team interactions. Some people erroneously believe that there is one personality type that is best suited to business, or that a team needs to be made up of similar personalities in order to be successful. But this is not the case: a team benefits from a variety of personality types interacting. You can benefit from having both outgoing, social and communicative extroverts as well as thoughtful, interior-focused and introverted members for different tasks. As a manager you can assign roles based on differing strengths, such as assigning your extroverts to client management or networking tasks and assigning detail-oriented conceptual work that needs to be performed by one person to the more introverted members of your team.

Finally, consider the value of understanding not just personality types in isolation, but also knowing how these types will interact with other personality types. With detailed personality profiles like the Insight, you’ll see information on the opposite types of a given personality as well as advice on how that personality will interact with managers and with other colleagues. Being able to predict how your team members will interact with others will allow you to assign duties in a way that maximizes your team’s chances of success.

Find out more about psychometric testing and how personality data can help you to build a stronger team at Discover Yourself: http://discoveryourself.com/

Beyond Success

 

success2

Throughout the past few weeks, we’ve talked about success and how to achieve it. Achieving success following this path requires much thought and personal work, but in the end, it will hopefully allow you to reach some of the personal goals you have created for yourself. Using the power of your personality type and what we know about the subconscious mind, we can create successful patterns of living our lives and accomplishing our goals.

Working towards success

“Success is not final, failure is not fatal: it is the courage to continue that counts.” William Churchill spoke these words as a man acquainted with both great failure and great success. Churchill, Edison, Einstein, and other individuals throughout history had failed many times before they were able to produce the successes they knew they were capable of. Einstein puzzled with the very nature of the makeup of the universe, and his contributions to physics and mathematics were products of asking questions, finding answers, figuring out if they were right or wrong, and continuing on his line of questioning until he reached the end.

When creating the filament wire for the lightbulb, Edison failed over and over again in the quest for light. In Edison’s case, this was finding the literal light in the form of contained electricity. He failed over a thousand times to create the right filament, and yet he continued to work away at this problem until he got it right.

Success and happiness

This isn’t all to say that all the successful people we know aren’t faced with challenges eventually. Albert Schweitzer said: “Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.” Combining what we are passionate about with what we do every day can have a major impact on our overall success rate as well as how happy we feel about the path our lives are on.

Success doesn’t always lead to happiness – just ask the lottery winners who may be financially successful, but are no happier than they were before they won. Successful professionals may find that their professional success has come with many personal sacrifices and that their passion has waned. However, success in these fields would be extremely beneficial to the person who has planned out their personal and professional goals, done the work to achieve those goals and has remained aligned with their passion for what they do.

Carl Jung opened up an entirely new world with his discoveries, and new discoveries in the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, it is an invaluable tool in helping people to understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easily understood way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Success, One Day at a Time

success

The path to success isn’t found through a formula. Success doesn’t just happen because someone got lucky, or won the lottery. Success looks different for everyone, which is what makes defining success and following your own path that much more important.

There were eight steps outlined in the last eight blogs to show one way how success can be achieved using your passion and what you want your life to look like. The first step was to find your passion, which is a statement that can seem simpler than it is in practice. Finding your passion can take time, but think about what you would do if you didn’t have to worry about money or time. What would you do?

Steps to success

The second step to success was to define success as it pertained to you; this doesn’t mean success as society, your family, or your job defines it. Step three was to know your personality, what you are good at and who you are at both work and home. Step four was to set goals which align with your passions and can be placed into categories like your physical health, your spiritual life, your family, your friendships, and your financial and work lives.

Step five was to think. Think about your goals once you’ve written them down and work towards attaining those goals, one day and one step at a time. These accomplishments may not seem like much, but in the long term, they reveal much more about who you are and how far you’ve come. Setting your mind to your goals is a powerful tool.

The next two steps were the most essential. Operate with integrity both at home and at work, and execute your plan to utilize your passion every day and find success. Inspiring respect in others is a by-product of living with integrity and executing your personal plan for success on your terms.

This isn’t the end

Of course, finding success isn’t the end of the line. Failures happen, and success is temporary, but continuing to strive towards personal success creates good habits and brings you closer to living out your passions consistently. Giving back to the people who helped you accomplish your goals is essential, as is giving your knowledge and experience back to others who may be on their journeys to success behind you.

Carl Jung opened up an entirely new world with his discoveries, and new discoveries in the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, it is an invaluable tool in helping people to understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easily understood way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Giving Back

 

giving back

You are on a roll! You have accomplished a few of the goals you have set for yourself and are seeing improvements in your personal, professional, and social lives. What happens now? There will always be a few setbacks when it comes to shaping your life and accomplishing your goals, but over time you may find that setting your attention towards your goals makes them easier to attain.

You may start to feel better, not only mentally, but physically as well. If one of your goals was to eat better and exercise more, you should feel the physical benefits of this new lifestyle as your body grows healthier and more energetic. If your goals were professionally oriented, you might have gotten closer to a coveted position within your company or finally settled into a new career that is more closely aligned with your passions.

Looking ahead

Looking ahead to the future means continually assessing and evaluating your goals to see what you have accomplished in the last few months or years. Knowing how far you’ve come can give you a much-needed mental boost on those days when you feel like you haven’t accomplished very much. Take this newfound energy and success and channel it not only towards yourself, but towards other people as well.

You can imagine that you are in a place of growth as you accomplish your goals and create a life you are passionate about. This direction leads you towards places of influence over others, whether it is within your family or your professional sphere. As you grow and begin to know yourself better, you can have an incredibly positive effect on those around you. Giving back to the people you interact with every day can be as simple as smiling at the barista at your local coffee shop or not losing your temper when confronted with bad drivers on your commute.

We can’t always control the world around us, but we can control our reactions to the people, circumstances, and situations we find ourselves in. As we enter a new phase of defining and finding success for ourselves, we need to remember that we are in control of our futures and our destinies.

We are what we think

The idea that we are what we think about is nothing new. Everyone from the Greeks to Buddha to figures in the Bible echoes a concept along those lines. If we are consistently thinking about who we are, what we want to accomplish, and how we are going to obtain success, our lives will naturally flow in those directions.

Carl Jung opened up an entirely new world with his discoveries, and new discoveries in the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, it is an invaluable tool in helping people to understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easily understood way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Activate Success

success

The most successful people didn’t get where they are by accident; they had a plan, worked hard, and were rewarded with successful outcomes. Everyone’s definition of personal success is unique unto themselves, but what we can all agree on is that knowing where you are going and what to do is an important part of being successful.

Executing a plan that will lead to success comes from the goals you’ve already set for yourself. Your goals will ultimately lead you to achieve different objectives in your life, both personally and professionally, and often lead to greater feelings of success. This execution of the plan is the means by which we set out to accomplish these goals.

Step by step

Step by step, goals -and therefore success- are accomplished. You create a list of goals you wanted to achieve in various areas of your life that include physical, spiritual, family, friends, and finance/work goals. The hope is to align these goals with the passions you have in your life to create a happier, healthier, and more successful version of who you are today. These goals may not be able to be accomplished overnight, which is where the execution of the plan comes into play.

Setting goals based on passion and striving towards them with integrity doesn’t mean anything unless you keep at it. Failure happens, yet all too many people give up after failing to meet their goals. Some passions are harder to integrate into your life, just as some goals are harder to accomplish. Not giving up is an essential part of finding success.

Making a plan

Making a plan to accomplish your goals means evaluating them and knowing what you need to do to check those goals off your list. If you’re looking to change careers or get promoted in your current job, who do you need to network with? What other training or tasks can you do to improve your chances? Do you need another recommendation or perhaps networking in a new industry?

Your plan will change, which is just as frustrating as coming up against a perceived failure when trying to reach your goals. Rolling with the changes and re-evaluating your plan can help keep you in touch with what you’re trying to accomplish and spark the passion you have for the things you’re doing in your life.

Our goals are the lighthouse, and failures are the waves that keep us out of sight of our passions and goals. Failure happens, but we can always use the lighthouse to navigate our way towards our goals even if we get a bit off course.

Jung opened up an entirely new world with his discoveries, and discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such is an invaluable tool in helping people understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Investing in Integrity

 

integrity

When you think of the word integrity, what comes to mind? Do you think of people presently in your life or remnants of characters from days gone by? Is integrity a real and concrete character trait that is being encouraged by our families and societies, or is it something that we’ve pushed into the background?

Success used to be closely associated with integrity. Early business pioneers like Andrew Carnegie and Henry Ford were known not just for their business acumen, but for their personal integrity when doing business as well. Integrity wasn’t just something that was reserved for those who found success in their various professional fields, but for everyone who desired to be respected by those around them.

Modern success

Modern definitions of success often leave out integrity. We’ve grown up assuming that success is attained by earning the most money, acquiring the most business experience, or rising in the ranks faster using whatever means necessary. Integrity as a personal and professional character trait has fallen by the wayside and is no longer closely tied to our concepts of success.

This doesn’t have to be the case, however. Although the media sensationalizes the scandals involving celebrities and politicians, less attention is paid to the people who value integrity as an essential part of their business plans. These individuals and organizations have risen, many very quietly, to influence and change the world around them in meaningful ways.

Valuing success means valuing the choices and characteristics that bring success in the long term. If integrity is one of these factors, wouldn’t you want to work with a company and with other people that value the level of integrity you expect?

Bringing integrity

Although modern society’s definition of success may not include integrity as a core principle, many successful businesses have maintained their growth because of the moral integrity of their founder and employees.

Individuals are the beginning of integrity. Without an individual, an organization or business won’t have the integrity it needs to succeed over the long term. Other individuals or organizations may find quick success using less than moral methods, but everything we do (both good and bad) eventually catches up with us. Behavioral change has to occur on an individual level to create a culture of integrity that impacts the professional world we live and work in every day.

Carl Jung opened up an entirely new world with his discoveries, and new discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, it is an invaluable tool in helping people to understand themselves and others. Schedule me, Scott Schwefel, as your keynote speaker, and I will come to your group and address the differences in personalities in a truthful, fun, and easily understood way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!