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Are we part of the same tribe? If we are, you are likely to agree with what I’m about to say, but if you consider me an ‘other’ or one of ‘them’ then anything I put forward will feel wrong to you, regardless of the logic.
 
Tribal Psychology & the magnification effect of socialmedia is at the root of the rise of political divisiveness according to Psychologists, Lilliana Mason and Dan Kahan.
 
From an evolutionary standpoint, being able to spot someone different or outside ‘the tribe’ had distinct safety advantages. So much so that our brain can be tricked into inclusion or exclusion with the smallest and most illogical of differences.
 
In the 1970s, a psychologist named Henri Tajfel developed social identity theory which say that when we define ourselves, we do so in large part by asserting our loyalty to the groups to which we belong. Tajfel developed this theory when in his research he discovered it didn’t take very much for humans to organize themselves into groups, and once they did, they immediately began to act like ‘assholes’ to people who were in groups that they were not. Tajfel’s experiments showed that humans can enter into us-versus-them thinking in seconds, and they will do so over just about anything.
 
The CAUTION therefore, is to look at discoveries or ideas on merit. Once an idea, however factual, such as climate change or gun control, is politicized, people will agree or disagree from their tribal filter rather than assessing the facts.
 
It seems we have always lived in a #posttruth world, it’s just now its 24/7 and on your smartphone!
The only antidote is Self-leadership and specifically self-awareness and critical thinking. So develop the habit of asking;
“Where’s the evidence?”
“In what context does this evidence hold true”
“Will this evidence hold up to scrutiny, regardless of what I currently believe?”
 
So do you agree?

The post Tribal Psychology appeared first on Self Leadership International .

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Psychometric Personality Tests

Effective Self-leadership is only possible with self-awareness of our personality or psychometric. To effectively lead people it is essential to understand how your ‘leadership style’ influences different personalities, and how different personalities interact in teams.

The word personality comes from the Latin persona, which refers to the masks once worn by actors to give clues as to the emotions driving their behavior. Today the term personality refers to the sets of predictable behaviors by which we profile a person. These sets of behaviors are known as types or traits and profiling tools are known as psychometric tests.

Personality profiling goes back 2400 years to Hippocrates. Hippocrates suggested that one’s persona is based upon four separate temperaments (Air, Fire, Earth, and Water). This was probably the first 4-box personality type profiles which are still popular today – you may have come across tools such as DISC (Marston, 1987), or Herman Brain Dominance.

Psychologist Carl Gustav Jung, (1875 – 1961) categorized mental functioning into sensing, intuition, thinking, and feeling. The Myers-Briggs Type Indicator (MBTI) is a 16-type indicator of Carl Jung’s Psychological Types (1940’s). MBTI has been one of the most enduring of the psychometric tests used by organisations.

The weakness of MBTI is that as a ‘Type’ indicator it assumes that people are one of opposites, they are either extrovert or introvert, there is no in-between. The majority of organisational psychologists and common sense, suggest that personality is a ‘Trait’ and is more like a sliding scale (standard distribution) where your personality can be at any point on the scale (1-10).

At Self Leadership International we use the latest Neuroscientific profiling tools developed by Dr. Nigel Guenole, of Goldsmiths, University of London and Dr. Colin De Young, of Personality Lab, University of Minnesota.

Personality Perspectives

Perspectives measures the ten aspects of personality identified by De Young et al. (2010), and can be aggregated to form the big five, and the higher order personality dimensions of stability (alpha) and plasticity (beta).

Perspectives is a self-report inventory. It is 90-questions long, makes minimal reading demands, and can be completed in under 15 minutes. Reports can be generated instantly for selection and development purposes. We use Perspective for Executive Coaching and for Team Alignment Sessions.

Limits

Limits is a measure of a person’s least flattering personality characteristics, commonly referred to as ‘the dark side’ or ‘derailers. Designed to predict job performance and diagnose counterproductive behaviors that might interfere with interpersonal work relationships and might prevent a person achieving their work goals.

Limits measures six maladaptive personality traits associated with extreme scores on the Big 5 personality model,  these are: Competitiveness, Reserve, Negative Emotionality, Disinhibition, Diligence, and Unconventionality.

The Limits Report highlight areas of high risk and provide probing questions and development recommendations.

Contact Us for pricing and more information on using Personality and Psychometric tests for Leadership Development or Executive Coaching.

Photo by Manuel Meurisse on Unsplash

The post Psychometric Personality Tests appeared first on Self Leadership International .

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