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The Province of Ontario has mandated the shutdown of non-essential businesses effective immediately. The health and safety of our employees, our customers, and the public at large are of utmost importance, and for this reason we will be ceasing our operations until further notice. Resumption of operations will depend entirely on the communications received from our government and public health officials.
In the meantime, our technical support staff for CLSRassessments.com will be working remotely and will be able to help by email at firstname.lastname@example.org.
These are trying times, and we ask that you continue to support Canadian businesses, but when the timing is right to do so. For now, stay at home and stay safe. We will do the same.
Due to the progressing risks of COVID-19 in Ontario, we have made the difficult but important decision to close our office location immediately. We have made this decision with the well-being of our employees, customers, and communities in mind. We will continue to monitor this situation closely as we look forward to re-opening our office and resuming normal operations.
While our customer service line will not be available, but our staff will be working remotely and will be able to answer your questions via email. Orders can still be placed online at www.clsr.ca and will ship out within 2-3 days.
We encourage you to stay-up-to-date and educated on the situation by regularly visiting the Public Health Agency of Canada website, and we would like to thank all of the healthcare and essential service employees that are working tirelessly to keep our communities safe.
Thank-you for your understanding during these unsettling times.
August is a busy month for vacations and it got me thinking about how the four #PersonalityDimensions like to spend their time off. With a couple of my coworkers away, leaving me with few opportunities to get into trouble, I started looking through some old files and notes. I came across a great stretching exercise that looks at vacation planning and personality stereotypes. I won’t get into the details of it, but essentially you gather groups together sorted by their palest/least preferred colour, and answer the question “what is your palest colour’s ideal vacation?” Groups then present their ideas to people that have that as their primary colour and discuss where they hit the nail on the head or missed the mark.
Turning again to my notes, I found a few gems scratched down:
- Not all #InquiringGreens want to spend all day at a museum (especially #Extroverts), at educational conferences, or with their nose in a book.
- Some #ResourcefulOrances like skydiving and mountain climbing, but most just want to experience new things.
- While #OrganizedGolds value organization and structure, a laminated itinerary and a tight schedule aren’t necessary. Generally, they want to know what’s happening next.
- Spending an entire vacation socializing with others doesn’t cut it for all #AuthenticBlues. (The #Introverts are quietly nodding in agreement) Taking part in creative activities is a favourite.
Because We Are All Plaid, our other colours will influence our choices and show us how to be flexible when vacationing with others. So what’s your ideal vacation? Imagine you have an unlimited budget and unlimited time; let us know in the comments below your #PersonalityDimensions and your ideal vacation.
Brad Whitehorn – BA, CCDP is the Sales & Marketing Coordinator at CLSR Inc. He was thrown into the career development field headfirst after completing a Communications degree in 2005, and hasn’t looked back! Since then, Brad has worked on the development, implementation and certification for various career and personality assessments (including Personality Dimensions®), making sure that Career Development Practitioners get the right tools to best serve their clients
A group of non-Japanese-engineers, who had never worked at client-oriented services, joined together and found out how insightful it is to discover one’s uniqueness in Japan! While they are colleagues, they work independently and don’t communicate much in the workplace. They worked on several different teams. Every day they follow a set schedule and deal with machining work individually. Their desire to pave a new career path brought them to Japan to work at a Japanese engineering company.
People are impressed by the Japanese work culture. There is a great deal of attention to detail, schedules are tightly maintained and there are frequent checks to ensure that they are responsible. The high quality of products made in Japan and service here is always being appreciated. Yet, in the background, there are exceptions, as shown in these participant comments.
“Finally I realize why I easily get mad with the workplace and the leaders! They just don’t follow the manual which originally a good guide to preventing mistakes but they just don’t follow it! Even the leaders don’t do so! Everyone just takes the tools and put them on the table but not back on the corner of the table for the tools! That really puts me under stress.” said an Organized Gold engineer.
“I was so depressed when they kept asking me to find the root cause of the incidents. I explained, but they asked me to keep asking myself Why.” said a Resourceful Orange participant.
Japanese companies always emphasize the sense of “collective” but not the individual.
They view Teamwork as having a team goal only and do not always look into the strengths and weakness of the individual, especially when placing someone in a position to raise productivity. They view Communication as the report related to the work between each process, but not as providing ways for sharing opinions from the bottom to the top. The deep collectivist working culture makes employees hesitate to express their thoughts and they may feel very guilty when human mistakes occur. This confuses foreign employees to a large extent.
“I found it’s not the REAL me now. I owned a company in my country and I took a lot of effort on the various tasks for my business. I really hate repeating the same work.” said a Resourceful Orange engineer.
“Okay, now I understand why you just told me “Okay,” and seemed unwilling to answer me any more questions when I asked if your leg was okay after the accident.” “Yes, I just wanted to stay alone and not to get any attention as I made a very loud noise when the product dropped.” An Inquiring Green and introverted engineer replied to the extravert.
“I learned how each person is unique from the other, how they behave and what makes me annoyed.” said an Authentic Blue engineer.
Quote from Aristotle, “Knowing yourself is the beginning of all wisdom.” We hope that this small step of Personality Dimensions® entering Japanese societies will bring a new insight into human resources management and gain more popularity in Japan.
“I’ve always wanted to do such a personality assessment. I think our company should actually have something like this!” said a Pilipino engineer who has worked for over 5 years in same the company.
Lok Cheung, Director of Always Alive Workshop, Registered Social Worker, Personality Dimensions® Facilitator (Level I)
Living abroad in Japan. Proficient in Cantonese, English, Mandarin, Korean. Working hard on Spanish and Japanese.
This year we told The PD Stats Robot (patent still pending) that he couldn’t go on his vacation until he published the yearly Personality Dimensions® statistics. Working diligently with his eye on the prize, he churned out this year’s report.
Once again The PD Stats Robot and the rest of the staff at CLSR Inc. would like to thank all of the Certified Trainers who took the time to send in their workshop statistics over the past year. Collecting workshop statistics allows us to do further research on the reliability and validity of Personality Dimensions®. If you look at the Primary Colour Breakdowns over the past 14 years, you will notice very little change with them over time; In fact, there is no change from last year and the year before in the percentage breakdowns. How’s that for reliability?!?! Full statistics for the Canadian market, including this year’s, are published every year in July and are posted at: http://www.personalitydimensions.com/published-statistics
Collecting workshop statistics also helps us in creating new products. For example, the job categories found in Career Dimensions™ were taken directly from the statistics reported to us by Certified Trainers. Your statistics also helped us in developing the recently released PD for Youth Online™, and PD Basics Online.
We ask that every time you conduct an Introductory or Application Session, even if you had your clients take the assessment online, that you keep track of your participants’ Primary Colour Preference, and Introversion/Extraversion preference. You can find a form on the USB included with your Building Blocks/Manual to do this. Statistics can then be faxed to 905-760-0113, or emailed to email@example.com. You can also submit your statistics through the web at: http://www.personalitydimensions.com/submit-your-statistics.
Once received at our office, our PD Stats Robot (patent still pending) diligently processes and categorizes every number and colour submitted! Also, remember to submit your statistics even if you are administering Personality Dimensions® Online. Remember that the assessment component isn’t the final word on an individual’s primary colour, especially if scores are close; clarification also comes from the Brightening Group exercises in a workshop.
Until next time, join us in wishing PD Stats Robot (patent still pending) safe travels and a relaxing vacation.
As readers of this blog know, I’ve been looking for ways to build a bridge between Personality Dimensions® and First Nations people in a way that respects their culture.
Some while ago Terry Maynard (PD Level II) and during that conversation, I mentioned my interest in developing materials that would make a natural bridge between First Nations peoples and Personality Dimensions®. I was surprised to learn that Terry had already done some work with a group of aboriginal youth. I don’t know why I was surprised at this; Terry’s passion is for working with youth and he always seems to be doing creative and innovative things to engage them. In addition to the materials that he had prepared to work with the youth, he also sent me an article that I want to share with you – “The First Nations’ Medicine Wheel Brings Understanding to African Students.” Yes, that’s right; no wonder I have trouble getting him on the phone sometimes – I usually expect that he’s somewhere with a group of youth in Northern Ontario; it seems that he was recently in Africa!
“As a young eagle which direction would you fly, east, north, west or south?”
This was a question posed by Joesph McQuabbie, Chief of Parry Sound Ojibwa. Joseph was in my Employment and Career Counselling program at George Brown College and was asked to share how First Nation Elders counsel their young people in career directions. This question was part of an hour-long story describing the four cardinal directions of the First Nation’s Medicine Wheel. It was a fantastic contribution to our class on Diversity.
Years later, as a Group Facilitator for an Outdoor Leadership Camp, I was again exposed to the Medicine Wheel. This time by my supervisor, who specialized in Shamanic Teachings, and used the Medicine Wheel as a team building and leadership development tool.
It was then that I recognized a striking similarity between the Medicine Wheel and the four personality styles of Personality Dimensions®. What amazed me was that the Medicine Wheel was developed thousands of years before the first European record of personalities by Hippocrates in 400B.C.
People new to personality styles often have a challenge remembering the different styles. However, with the styles associated to a cardinal direction and earth element, it seems easier to remember and relate. For example, I was asked to lead a Personality for Career Direction workshop with a group of Swahili-speaking female students at a secondary school on Mt. Kilimanjaro, Africa. Not only was the language translation a challenge, but introducing the concept of individual personalities was also difficult. This was a culture with a community perspective and the idea of individual personalities was foreign.
I presented personalities through a modified medicine wheel made on the ground with rope and rocks. The four directions were Kijiji’s (Villages) each living out a behaviour of one of the four personality styles. After hearing the translator share Joseph McQuabbie’s story of the Young Eagle students were asked to “fly” to the village most like them:
- Kijiji of the East, where people think up new ideas
- Kijiji of the North, where people are consistent and responsible
- Kijiji of the West, where people are busy building things
- Kijiji of the South, where people care for one another
Upon arriving at the villages the students would read a short list of attributes for the villagers and either remain at that village or fly to another. Once they settled on a village they were given a list of occupations related to that village. The occupations suited to each village were the lists of careers from the Career Dimensions component of Personality Dimensions®. With permission from CLSR, I had the list translated into Swahili and modified to make the occupations relevant to Africa.
The students loved the Medicine Wheel activity. For the first time in 10 years of working with these students it became obvious that they were starting to dream about their future. Instead of fixing their career idea on what they were exposed to (doctors, teachers, nurses), they now dreamt of new possibilities such as computer technician, truck driver, helicopter pilot, even self-employment.
There is no doubt in my mind that the First Nation’s Medicine Wheel is an effective method of presenting personalities to people of diverse cultures and backgrounds.
(Photos courteously provided by ABCD – Art Building Children’s Dreams, Mt. Albert, Ontario www.abcdrams.ca)
By: Terry Maynard
About the author: After a successful 10-year career in corporate training for one of Canada’s top banks, Terry started Unlimited Worth. Since 1995, Terry has specialized in helping young people from a wide variety of cultural backgrounds develop their leadership skills in his Outdoor Therapy programs. You can reach Terry at firstname.lastname@example.org.
We were talking about the early days of working with Personality Dimensions® at the office earlier today – okay, I was talking, the others were listening; they’re all from the next generation – and it reminded me of one presentation that really stands out in my memory and that has helped shape Personality Dimensions® in some ways.
I had been invited to speak at a gathering of leaders for a youth organization. There were leaders from all over southern Ontario present, a hundred or so if memory serves, including from their headquarters. I’d been given an hour or two to do to an introduction to temperament theory/Personality Dimensions® and I included an emphasis on interpersonal communications.
The lovely ladies (it was all ladies present) who volunteered their time and talents to the youth in their units all seemed to be really interested and a lot of discussion took place. The room was, to my eye, largely a sea of blue, and I’m not just talking about the uniforms. Sitting at the front, clustered around one large table were the leaders from headquarters – a very Organized Gold group, with some Authentic Blue and one Inquiring Green. Everyone, regardless of their plaid, was there because they wanted to do the very best job that they could for the kids.
I did the presentation and it was well received so I started to pack up and prepare for my 4 hour drive home. It took me another 2 hours to get out the door! Foregoing the break that was planned immediately after my presentation, many of the ladies gathered around to help me – and to talk about how my presentation applied to them specifically. While some talked about their kids or spouses and how they now recognized why they didn’t always see eye to eye – the usual reaction people have after they’ve been introduced to Personality Dimensions® – many wanted to talk about the actual organization. It seems that there had been some problems between headquarters and many of the leaders. Some were actually in tears (in case you don’t know me, I’m a bright Inquiring Green; tears can be a bit of a challenge for me to deal with so to say I was surprised at this reaction to my presentation would be quite the understatement)!
It quickly became clear that changes were being made to the program at the top level but no one was actually explaining why. Keep in mind that many of the ladies had been volunteering for several years, often starting when their own child wanted to join and a new leader was needed to keep the group going and then staying on long afterwards to continue to give to the next groups. They were hurt and felt a bit resentful. Now they understood a bit more about the differences in communication styles for each colour; it wasn’t personal, and was never intended to be.
I got home a bit later than I’d planned to that evening but the whole event left quite an impression on me – obviously; it took place almost two decades ago and I’m telling you about it now. If we are able, as Personality Dimensions® facilitators, to give those who we have the opportunity to speak with a greater sense of self-respect and understanding for others and in the process allow them to see the differences in communication styles for each colour – and fill in any missing gaps – we will have done a great thing!
Yours, from the back office.
Denise Hughes is the Director and owner of CLSR Inc. and general editor of Personality Dimensions® materials and products. She just noticed the calendar and realized it is just past the 44th anniversary of her introduction to career and type and temperament materials. Those experiences and the expertise she gained through her years with the Guidance Centre, University of Toronto, and now with CLSR, continue to shape the direction that both CLSR and Personality Dimensions® take.