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Six Types Of Personalities

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LEAD LEAD

on 9 October 2014

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Transcript of Six Types Of Personalities

Workshop
Relationshiper
Compassionate
Workaholic
Opinioner
Gives a lot of importance to values.
Fun-maker
Player
Six Types Of Personalities
Dreamer
Calm
Promoter
Full of resources,
Problem solver.
Everyone has a personality type
Warm-Hearted
Sensitive
Logical
Organized
Concentrated
Serious
Responsible
Management
Of
People

A matter of personalities

To
With Myself
General Knowledge
The personality types have strong points and weak ones, positive attributes, and negative behaviors under stress.
1 Corinthians 12:15-23
6 months---7 years
No type is better or worse, more or less intelligent, more or less OK.
We develop a personality type very early on in life, and it will never change.
Sometimes, when we are under pressure and we don’t receive enough of the positive attention we need, we <<put on a mask>>, we miscommunicate, and our behavior becomes unproductive.
We are OK.
Ladder technique for improvement.
The more we know about ourselves and our needs, the more means and methods we have to generate positive interaction, the more they are “positive” and the less “negative” interactions there will be.
Everyone has a personality type, and also certain traits belonging to each of the other types.


We are 6 in 1 but 2 clear. One of them my dominants.


We can improve many positives from each type according to the need.

Determined,
Likes challenges
Charmer,
Adaptable
Capable of giving his opinions
Judgments
Spontaneous
Creative
Provoker
Imaginative
Thinks a lot
Contemplative
Can you see me?
Workshop
Relationshiper
Relationshiper:
Strong points
Compassionate, sensitive, warm
This description suits a <<pure>> relationshiper personality
Population Percentages
30%: 25% men, 75% women
Facial expression
Crescent-shaped wrinkles above the eyes, Nails, make-up and hairstyle are very important.
Clothing
Soft, matched colors, jewelry, well-groomed, harmonious appearance.
Characteristics
Ability to care for others and to give, a creator of harmony.
At work/At Home
Warm and cozy, plants, family pictures, nicely scented, comfortable furniture, soft colors, and relaxing music.
Workaholic:
This description suits a <<pure>> workaholic personality
Strong points
logical, responsible, organized.
Facial expression

Worry lines on the forehead.

Characteristics
logical thought processes, links facts and ideas and synthesizes.

At work/At Home
Organized, functional, tidy, diplomas on the wall, “to everything its place”
Population percentages
25% : 75% are men, 25% are women

Clothing
Dressed for the occasion, neat, clean and well-groomed.

Workaholic
Opinioner
Opinioner:
This description suits a <<pure>> opinioner personality
Strong points
Devoted, observant, conscientious.
Population Percentages
10% : 75% are men, 25% are women

Facial expression
Frowning (111), piercing eyes.

Clothing
Classic, for organization.
Characteristics
Ability to express opinions, beliefs, judgments.
At work/At Home
Functional, traditional and antique furniture.
Opinioner
Dreamer:
This description suits a <<pure>> dreamer personality
Strong points
Imaginative, calm, pondered.
Population Percentages
10% : 40% are men, 60% are women

Facial expression
smooth face, few wrinkles even with age, little or no make-up, hair natural.
Clothing
Chosen for weather and comfort, without regard to trends or color.
Characteristics
Ability to be introspective, works on clearly defined tasks. Usually good at anything manual.
At Work/At Home
A place to work or live that is sober, rustic, without gadgets, surroundings do not matter.

Dreamer
Fun-maker:
This description suits a <<pure>> fun-maker personality
Strong points
Spontaneous, creative, fun.
Population Percentages
20% : 40% are men, 60% are women
Facial expression
Little wrinkles around the mouth and eyes; sparkling eyes.
Clothing
To attract attention; personal and/or original.

Characteristics
Ability to care for others and to give, a creator of harmony.
At work/At Home
Ability to play and to live the present to the full.
Fun-maker
Promoter:
This description suits a <<pure>> promoter personality
Strong points
Adaptable, persuasive, charming.
Population Percentages
5% : 60% are men, 40% are women
Facial expression
Florid complexion (<<sanguine>>).
Clothing
Expensive jewelry and clothing. <<if you have money, show it>>.
Characteristics
Ability to be firm and direct.
At work/At Home
Thick rugs, well stuffed chairs, trophies, likes red and black.
Promoter
And
Personality
The Model
Everyone has a personality type,
and also
certain traits belonging to each of the other types.
Then the other types are arranged in descending orders.
Each of us is a unique combination of the 6 personality types.
It is as if our personality were a 6 story building.
The BASE of the building is our predominant personality type.
The duration can vary from 2 years to lifelong.
The apparent personality type can change with age, continued stress,……..
This is the PHASE.
The phase will be the 1st floor of the building.
Throughout the day we can utilize our 6 story:

We just take the LIFT and go to a different story.

As a
WORKAHOLIC
to analyze a problem with our logic.

As a
RELATIONSHIPER
when warmly welcoming a friend.

As a
DREAMER
when we just relax and concentrate on ourselves.

As an
OPINIONER
when judging an event read in the newspaper.

As a
FUNMAKER
trying to enjoy the maximum watching Tom and Jerry.

However, the most commonly visited level is always the BASE and the PHASE.

It is easier to visit the lower floor than the higher one.

Prolonged stay in a high floor invites stress.
Opinioner

Responsible
Conscientious
Dedicated
Relationshiper

Warm
Sensitive
Compassionate
Dreamer

Introspective
Calm
Imaginative
Workaholic

Logical
Observant
Organized
Promoter

Charming
Resourceful
Adaptable
Fun-maker

Spontaneous
Creative
Fun
Debrief
What is your own building?
Personality
Test
Deliver the story of the prodigal son to each type separately.
Personality Presentation
Draw your building.

Tell us a story including at least 12 phrases.

2 phrases per personality floor
Starting from the base to the top floor.

E.g. last movie, a diner , trip.

Who is doing this?
BMW story
What are the reactions of each?
Summary
Collection
Communication Channels
Communication exists when both offer and acceptance of offer occur on the same communication channel,
Otherwise we observe
Miscommunication
Directive

Allows you engage the other person in the action. The tone of voice is determined, firm without being aggressive.

Informative/interrogative

Allows information to be exchanged, like between 2 computers, the tone of voice is neutral , without any particular emotion.

Fun/emotive

Mainly uses exclamations, interjections and allows you to spontaneously express what you want and your immediate reactions.
The tone of voice
is vivacious
and full of energy.

Supportive


Allows you to express your emotions and what you are feeling in a close , warm and attentive manner. The tone of voice is soft.

Negative satisfaction of the relationshiper’s needs

Has trouble asserting himself.
Feels inadequate and invites criticism.
Over-adapts, doesn’t dare say no.
Becomes confused.
Wants to be pitied.
Needs to be appreciated for himself:
Personalized and convivial relations.
To be liked.

Sensory needs:
Comfortable surroundings.
To please all 5 senses.

The

Psychological

Needs

The Relationshiper’s Needs
Negative satisfaction of the Workaholic’s needs

Doesn’t delegate
Gives too many details, too much information.
Nitpicks, won’t make a decision without having all the relevant information.
Over controls, a born critic.
Risks overworking.
Post-it syndrome.
The Workaholic’s Needs
Needs to be appreciated for his work:
Competence
knowledge

Needs his time to be structured:
Planning
Respecting deadlines

Negative satisfaction of the Opinioner’s needs

Underlines what is going wrong
Expects perfection of others.
Goes on crusade.
Seeks to impose his point of view.
Procedure oriented.
Moralistic.
Needs to be appreciated for his opinions:
To be respected and taken into account for his convictions and beliefs.


Confidence, recognition of work done.

The Opinioner’s Needs
Negative satisfaction of the Dreamer’s needs

Withdrawn.
Has absences.
Passive.
Avoid relations.
Doesn’t decide.
Starts several jobs and does not finish any.



Time and solitude:
Tranquility.
To have time for himself.
To have his own workspace.


Negative satisfaction of the Funmaker’s needs

Doesn’t understand given information.
Everything seems complicated to him.
Complains, moan and groans.
Blames, reproaches.
Accuses:<<it is not my fault>>.
Provokes, tries to make the other person angry.

Needs playful contacts:

Dynamic, varied, fun interactions.
Music.

The Funmaker’s Needs
Negative satisfaction of the Promoter’s needs

Isn’t supportive: <sort things out yourself>
Tries to find out if others are on the ball.
Manipulative.
Bluffs, applies black mail.
Doesn’t respect the rules anymore.
Take excessive risks.

Needs excitement:

Strong sensations
Challenges
Novelty
Thirst for setbacks

The Promoter’s Needs
The Dreamer’s Needs
Transformational Leader
A. Transformational Leader

Transformational leader is concerned with improving the performance of followers and developing followers to their fullest potential (Avolio, 1999; Bass & Avolio, 1990a).

People who exhibit transformational leadership often have a strong set of internal values and ideals, and they are effective at motivating followers to act in ways
that support the greater good rather than
their own self-interests (Kuhnert, 1994).
Definitions
B. Pseudotransformational Leader

Pseudotransformational leadership is considered personalized leadership, which focuses on the leader's own interests rather than on the interests of others.
Transformational Leadership Factors
1. Idealized influence or Charisma:

Strong role models for followers.
These leaders usually have very high standards of moral and ethical conduct ad can be counted on to do the right thing.
They are deeply respected by followers,
who usually place a great deal of
trust in them.
They provide followers with a vision
and sense of mission.
Nelson Mandela

The first non-white president of South Africa. Mandela is viewed as a leader with high moral standards and a vision for South Africa that resulted in monumental change in how the people of South Africa would be governed. His charismatic qualities and the people's response to them transformed an entire nation.
Biblical Example
2. Inspirational Motivation:

Leaders who communicate high expectations to followers, inspiring them through motivation to become committed to and a part of
the shared vision in
the organization.
Biblical Example
This type of leadership supports followers as they try new approaches and develop innovative ways of dealing with organizational issues. It encourages followers to think things out on their own and engage in careful problem solving.
3. Intellectual Stimulation:

Leadership that stimulates followers to be creative and innovative and to challenge their own beliefs and values as well as those of the leader and the organization.
Biblical Example
4. Individualized consideration:

Leaders who provide a supportive climate in which they listen carefully to the individual needs of followers. Leaders act as coaches and advisers while trying to assist followers in becoming fully actualized.

These leaders may use delegation
to help followers grow through
personal challenges.
Biblical Example
Delegation
Delegation involves:

“Dumping” work indiscriminately.

Giving orders.

Abdicating control or responsibility.

WHAT DELEGATION IS NOT

Supervision
Fundamental aspect of manager’s job;
Transferring a task or procedure to someone else!

DELEGATION
Delegation implies that the subordinate is given the authority to do the job, can make independent decisions, and has the responsibility for seeing that the job is done well.

“Transferring responsibility for the performance of an activity from one individual to another while retaining the accountability for the outcome” (ANA, 1993)

“Providing guidance for the accomplishment of a task or activity with direction, periodic inspection of accomplishment”…
“function of qualification”

VERBAL & WRITTEN INSTRUCTIONS

AND/OR

DETAILS

FOUR BASIC STEPS
1. Select a capable person.

2. Explain the task and outcomes to occur.

3. Give the necessary authority and means for doing the job.

4. Arrange to keep in contact and give
feedback.

SIX PRINCIPLES OF DELEGATION
1. Know yourself and team members.

2. Assess strengths, weaknesses, job, situation and skills.

3. Understand the state practice act, limitations, and job descriptions.

4. Know the job requirements.

5. Keep communication clear, complete and
constant.

6. Evaluate-review what happened/measure results.
Determination of the task to be accomplished.
Assessment of each person’s competency.
Amount of decision making needed.
Level of supervision available.
RIGHTS!
Right task.

Right person.

Right communication.

Right feedback

PITFALLS OF DELEGATION
Manager’s reluctance to “give away”.

Feeling that need to do it yourself.

Lack of confidence in subordinate.

Fear of losing authority.
“Being obligated to answer for one’s acts, including the act of supervision.”

ACCOUNTABILITY
Leaders/Managers should never attempt to Delegate:

Personal accountability.

Discipline of employees.

Recognition and praise/actions associated with morale and related motivation.

STRESS?
S.S. Technique
Scientific Spiritual Technique
A
Acknowledge yourself.

(Know your strengths well.)
F
Fear of failure just 10%
D

( Live your dream it will come true, visualize yourself as you want to be.)
C
Catch positive thoughts.

(Positive attracts Positive.)
L
Long Prayers
B
Breath 5 minutes/day without thinking to free your mind.

(Slow down to go faster.)
E

(After winter comes spring.)
H
Hobbies

(Workout, music, art,.....etc.
I
Improve your mistakes.
J
Jester
K
Keep yourself outside the box of any problem to think better.
G
Goals and Priorities
Dream well.
Every problem has an end.
(Statistics observed that 90% of our fears never happened.)
(Set your goals clearly on a piece of paper and schedule your priorities.)
“The key is not to prioritise what's on your schedule, but to schedule your priorities.” - Stephen R. Covey
(It is not the end of the world to make mistakes.)
(Spend time to laugh daily.)
"Forgetting those things which are behind and reaching forward to those things which are ahead". (Philippians 3:13).
Origin Of Stress
The term stress was first used in 1936 by Hans Selye, a young man who emigrated from Hungary to Canada. He defined it as "nonspecific response of the body to any demand made upon it" (Selye, 1974, p.27)
Selye (1956) observed stress as a process of three parts:
The Alarm Reaction.

The Resistance Stage.

The Exhaustion Stage
The Alarm reaction:

When the body's defensive forces are sparked into reaction.
Resistance Stage:

This occurs when the body defends itself by such means as the secretion of adrenocorticotropic hormone (ACTH).
Carried through the vascular system, this substance acts directly on the adrenal cortex, stimulating it to release various hormones, including cortisone.
In essence, this is the alarm stage settled in for a long period of time.
The heart beats faster, breathing rate increases, blood clotting mechanisms are released to reduce loss of blood, muscles are tightened, the digestive system is shut down, and sugar is extracted out of the liver into the blood stream to provide extra energy, whatever it may be.
The stage of resistance remains until the danger is perceived to have passed or can be controlled by one's normal resources.

Obviously, the longer the person remains in this stage the more wear and tear will be on the body.
Exhaustion Stage:

If the pressure continues too long the organism may lose its ability to resist.
50--80% of all diseases are believed to have their origin in stress.
The term "Psychosomatic" was introduced by Felix Deutsch in 1929.

Harold G. Wolff was another pioneer whose studies in psychosomatic medicine demonstrated that the organism responds with the same physiological reactions to numerous stimuli, including emotional conflicts.
How to deal with stress!!!
13 steps alphabetically
M
Mommy Technique

(Find someone to lean on when stressed to support you and share feelings.)
References
1. Management a matter of personalities by Taibi Kahler.
2. www.processcom.com
3. Leadership theory and practice by Northouse.
4. Stress is a choice by David Zerfos.
5. The power of discipline by Brian Tracy.
6. Eat the frog by Brian Tracy.
7. 69 secrets to a stress free life by Wendy Theorn 2001).
8. Contemporary leadership and intercultural competence by Michael A. Moodian.
N.B: Stress is a choice and the choice is yours.
David Zerfos
- Know yourself & others.

- Manage people around you.

- Transformational Leader.

- Delegation.

- Stress.

Leadership
Education
And
Development

LEAD
Agenda
I am wonderful.
S E G A
Full transcript