Personality Dimensions – What You See, What You Hear

Big-Group-of-PeopleMichael Tudor (Personality Dimensions® Master Trainer) had his class of Teacher Candidates at the University of Toronto complete the face to face Personality Dimensions® assessment. Michael then asked them to select someone they knew to do the assessment. Could they gain some insight about their subject’s top colour preference by either the way they responded to the request or while they were completing the assessment? To this end the teacher candidates were encouraged to pay attention to verbal and/or non-verbal cues.

They were asked to document their subject’s reactions under the title “What you see, what you hear.”

Here are some of the more telling, revealing and amusing responses…

Authentic Blue:

1) Eager and willing participant. Very attentive. Closed by saying: “I hope you get a good grade.”

2) He said “I would be more than happy to help you”. Very inviting and welcoming. Concerned with final score. At the end said “Oh is that all? Do you want me to help you by answering any other questions?

3) She asked if the questions were hard. Was worried about doing well.

4) Very interested in helping me with the assignment. Attentive and conscientious throughout the process. Was happy to connect with the Authentic Blue picture card.

Inquiring Green:

1) Asked a billion questions. Was impressed that I actually had background knowledge. Analysed every word and looked them up in the dictionary. Took the entire process very seriously.

2) Although at the outset my subject had no preliminary questions pertaining to the exercise, he did begin to analyse the validity of the assessment and my subjectivity in administering it. He questioned the ability of this assessment to accurately define who he is.

3) Questions as follows: “How long will this take? Do I really need to do this? Should I leave the TV on or off? Why Me? I don’t need a long explanation. Just get to the point”

4) Seriously examined the pictures on the cards for a very long time. Then uttered “This is so stupid. Someone associated a picture with a colour? I mean the organized gold card should be the colour green because green represents money (pointing at the dollar sign on the organized gold card). The green card should be brown or grey….. Why do psychologists major in this area if they can’t even get the colours right? Who are they to set such standards? “

5) “Do you think I know myself well enough to answer those questions truthfully and get accurate results?” When he was assured that this was a logically designed assessment, this seemed to assuage his anxiety about the prospect of having to reflect on his feelings

Organized Gold:

1) Took the assessment very seriously. Took time to rearrange the cards until he was satisfied with the results. Very concerned about performing the requirements to the best of his ability.

2) For the assessment to be completed, I had to schedule it ahead of time. In addition, the day before the assessment I was told that it had to be completed by a certain time because something else had been planned afterwards. Wanted no interruptions. Read all instructions twice. The common reaction to all the Resourceful Orange traits was “Absolutely not me.”

3) Followed my instructions to the letter. No indecision on which cards or words were preferred. Wanted all the numbers on the Traits and Characteristics pressure sensitive sheet to be written inside the boxes. Misplaced one number and requested a new assessment.

4) Very willing to assist. Asked the following ‘When are we going to do this? How long will it take? Scheduled time during second intermission of hockey game. Became annoyed when it took longer than expected and missed part of third period. Started whining “Can I watch TV now?

Resourceful Orange:

1) When approached about the assessment he said very little. During the assessment he just did what I asked him to do while stating that he hates following instructions. However very focused and calm despite the fact that we were in a noisy downtown bar where he was able to take a haul off his cigarette and a sip of his pint.

2) Interested at first. At times only physically present. Kept changing radio stations. Questions such as “How much longer? Must you explain it all? Later began to appreciate the results.

3) While completing the card sort, the subject lay on his back, hands behind head; then shifted to lie on one side with head propped up by one arm. Although excited to find out the colour spectrum, was disappointed that there was work to be done.

4) When first mentioned on the phone, she quickly interrupted me to declare that she thought she was Orange. Just like that!!! Trying to tell her more was of no use. She would not listen and suggested that I go ahead with the assessment before she would even see the cards. When I finally got her to sort the picture cards she visually scanned them quickly and again declared “It’s Orange, I already told you”. When I mentioned that there were several more steps (i.e. other dimensions) she rolled her eyes and grudgingly went through the process. In the end I ended up having to complete the score sheet for her while she demanded to know whether we were done finally and “could we go to that movie now”.  Oh, in the meantime, she also managed to select a colour for me.

M's Face 2011 ParkMichael Tudor M.Ed is a Personality Dimensions® Master Trainer who has been involved with Personality Dimensions® from its inception in 2003. Together with his partner Larry Konyu (also a Personality Dimensions® Master Trainer) he is the author of Differentiated Instruction: Personality Dimensions and Learning Styles and creator of the DVD, The Lighter Side of Talking In Colour.

As president of Kondor Enterprises and a Level 3 Master Trainer, Michael conducts Personality Dimensions® workshops for high schools, universities and the corporate sector. He also leads Level 1 and 2 Personality Dimensions® certification programs about throughout the year.

Visit Michael’s website at www.kondor.ca, or connect with him at michaeltudor@rogers.com.

Personality Dimensions® Statistics

PD Stats Robot (Patent Pending)
PD Stats Robot (Patent Pending)

It’s that time of year again when the PD Stats Robot (patent pending) finally gets to take a rest after crunching a year’s worth of Personality Dimensions® workshop statistics.  The PD Stats Robot and the rest of the staff at Career/LifeSkills Resources 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 11 years, you will notice very little change with them over time.  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 PD for Youth™.

We ask that every time you conduct an Introductory or Application Session that your keep track of your participants’ Primary Colour Preference, and Introversion/Extraversion preference.  You can find a form on the disk included with your Building Blocks/Manual to do this.  Statistics can then be faxed in to 905-760-0113, or emailed to stats@clsr.ca.  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 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.

Personality Dimensions® – Greetings from Hong Kong

It seems like yesterday when I delivered my very first Personality Dimensions® workshop in Hong Kong in July 2005 at the Chinese University of Hong Kong, Continuing Education Program!  From then onward, we started training qualified Personality Dimensions®  Trainers in Hong Kong, and translating the materials into Chinese.  To date, we are an active network of 1,171 Level 1 Trainers and 53 Level 2 Facilitators in Hong Kong, Mainland China, and Macau!  We have developed the Chinese Participant pack (which is translated from the English Basic version), Chinese Dimension Cards, Chinese Picture Card and Poster Card, Chinese Career Dimensions, and Personality Dimensions® Manual and Building Blocks.

2016-06-09 20.40.23We held our very first Talking in Colour on January 23, 2016 which was well attended by trainers, and we decided we should continue this tradition so that the trainers have a platform to share their experiences and learn about new Personality Dimensions®  materials.

Stay tuned for the pre-order of Chinese PD for Youth.   We have just completed the translation of the PD for Youth Dimension and Picture Cards, PD for Youth Participant Pack, and PD for Youth Power Point Presentation CD.   We will be posting the link for pre-ordering in the next week or two!   The items will be offers at 30% discount during the pre-order period.  We have also begun the translation of the 2nd edition of the Personality Dimensions® Manual and Building Blocks.  Last but not least, we are working on the development of the Chinese PD-Online system.  We encountered major programming problems, which delayed our launch in the beginning of 2016.  We have to painfully decide to scrap the whole system and start from scratch again.  The good news is we have found a great programmer, who is working on the system as we speak.  The expected delivery date of the Chinese PD- Online system is October 2016.  We will keep you posted of any new developments.

Please feel free to drop me a line or two…or drop by when you venture out to Hong Kong!

Have a great summer!

 

Angela ShikAngela Shik, PhD MSW is a PD Master Trainer the Director of Dr Motivate  – Distributor of Personality Dimensions materials in Hong Kong, Mainland China, Macau, and Taiwan.  She can be reached at angela@drmotivate.com.  Her office is at Level 15 Langham Place, 8 Argyle Street, Mong Kok, Kowloon, Hong Kong.

Personality Dimensions® – Certificate of Attendance

PD Certificate of attendanceWe asked … and you answered! Yes, you wanted a “certificate of attendance” that certified Personality Dimensions Certified Trainers® can provide for your workshop attendees and we have one available.

Check out http://www.personalitydimensions.com/additional-resources to see what we’ve come up with. It is modifiable – you can either print out and hand write in the name of the participant and the date, then sign each certificate or you can create a file that you can modify to include the name of the participant and date in a pre-printed format, then print out each certificate and sign them personally.

We included a brief overview of some of the key points that are covered in an introductory Personality Dimensions® workshop and that we felt would add value to the certification if it was part of an employment portfolio.

Rather than have the certificate generally available to all who might visit the website, you must request that the file be sent to you. It will only, of course, be sent to Personality Dimensions Certified Trainers.

Keep your comments and suggestions coming … we listen!

Personality Dimensions® – Happy Canada Day!

Happy-Canada-Day-2015-1

Happy Canada Day from all the staff at Career/LifeSkills Resources Inc. – Personality Dimensions’ publisher.  Our office will close at 3:30pm EST (thanks boss!), and will reopen Monday July 4th.  Have a safe and happy long weekend!

Personality Dimensions® – Otto Kroeger

As many of you know, I have a long history of working with type instruments and have had the pleasure of learning from a variety of learned and interesting type professionals over the past 40 years. Few, however, reach the category of super presenter and among those leading stars one shines the brightest – and if you have every had the pleasure of meeting and learning from this person you will know immediately who I am referring to — Otto Kroeger.

Hile Rutledge worked with Otto for many years at OKA and he recently shared about Otto as the Teacher Showman – a description that, even if you never knew Otto, I am sure you will agree with once you read what Hile wrote. My thanks to Hile, and everyone at OKA, for allowing us to share this article with you.

~Denise Hughes, Director – Career/LifeSkills Resources Inc.

 

Ott-presentation-288x197The Teacher Showman — An Otto Kroeger Remembrance

When I was a kid, I could not decide if I wanted to be a teacher or an actor. Teachers seemed to have a great and important gig, but then I saw Paul Newman and Steve McQueen in The Towering Inferno, and acting seemed like the better way to go. In high school and college I did some acting and taught and tutored as well–trying both activities on for size, but I was thrust into the post-college, “get to work” world still not knowing which path I wanted to take—the classroom or the stage. It was not until I met and experienced Otto Kroeger a few years later that I discovered that this was a false choice. If you teach and train correctly, the classroom and stage converge, and you become a teacher showman.

An accomplished and enthusiastic actor/performer himself (Tevye in Fiddler on the Roof and the King in the The King and I were his two favorite roles), Otto taught me plenty about the wisdom of the stage and how it contributes to effective training. These seven lessons have become standard practice at OKA—a critical part of the OKA experience, central both to how we teach and how we craft and mold new trainers. The following insights I learned and developed from working with Otto Kroeger, the master teacher showman:

 

Know Your Lines

I saw Otto smoothly step in many times when he was co-training to redirect the answer to a question, inject some energy, to press re-set on the mood or in some other way steer the audience’s focus. He was able to do this by knowing the content and the goals of the design in such great detail. Training is not about merely transferring facts—it is about facilitating an experience.

Know your part—backwards and forwards. You never hit the boards and face an audience before you learn the lines—and not just your lines but those of everyone who takes the stage. Even if you improvise, facilitate and let your performance stay in the moment, the freedom of such performances is only workable when you first have totally immersed yourself in the part as written. The same applies to effective training. Know your subject matter, your design, your transitions, where it gets challenging and where it gets fun. Know the laugh lines and the parts of the presentation that punch and jab a bit. Know the arc and flow – the music – of your training event.

 

Fill the Space

Otto towers in my memory, but in reality he was not a big man. While he always carried some weight, he was only about 5’9’’. But he knew how to fill a stage. No one could play Tevye or the King of Siam who did not know how to use his body and voice to fill not just the stage, but our imaginations. Great trainers and great actors have this in common.

Otto taught me to use the whole room—visit each corner in setting up and processing exercises, answering questions, and telling stories. Make the whole room part of the action space. Break that fourth wall, and make the audience/participants part of the performance. Take your storytelling up a notch with gesture and animation, and fill up your training space.

 

Play to the Back Row

Otto once lamented with a mix of regret and irritation that a participant in the back of the room seemed to be dozing off in one of his presentations. That the presentation had been a keynote to over 800 people who had eagerly awarded him a standing ovation made little difference. Otto always played to the back row, which means he paid attention to the person least connected, least engaged or furthest away from the action.

I always give focused attention to the sight lines and room atmosphere for those in the worst seats in the room. Do they have obstructed views; can they hear everything; can I and the rest of the group see and hear them, and do they get as much of my energy as the folks at the front table? Every seat in the house deserves the same great show.

 

Move with Purpose

Otto understood that his words and voice were only part of what he was communicating. Over twenty years in the pulpit as a Lutheran minister taught him this as well. Gestures, walking, and movement were powerful tools to harness.

OKA teaches the trainers it trains to move (fill the space) but to do so with intention and direction. Taking a few steps in one direction or another could reinforce a content point, personally connect to a participant, grab or re-direct attention, offer visual variety, or any number of things. A good trainer—like a good performer—gives thought to movement and intentionally selects the physical presentation that best serves the lesson.

 

Control the Stage

As a student of good acting and performing, Otto knew Anton Chekov’s urging for effective stage dressing. If there is a candlestick on the mantle when the curtain goes up, that candlestick should be used in some way before the curtain comes down.

OKA’s translation of this theater principle is keeping the training room focused, neat and clean. Use plenty of visuals and training support tools, but as soon as the point is made or the topic changes, clean up, organize, pare down and focus your visuals. The only visuals participants should see are those that are still needed for support or reference. Good trainers, like good performers, control and organize their performance space.

 

Commit to the Part

Otto believed in Type, and he was equally committed to the human interaction lessons at the heart of the NTL training he designed and delivered, but he declined to train on a number of topics and tools over the years because he knew that to be believable, the performer must commit to his part. An actor should never take a part to which he/she cannot authentically commit.

If you don’t believe what you are saying, and if you have not integrated the material you are offering, you will not be seen as a trusted trainer/presenter. When you are watching a great performer, you never wonder if he or she believes what is being said or done—authenticity is core to a powerful performance or training.

 

Comedy Beats Tragedy

Otto died in 2013. That year’s Best Picture Academy Award winner was 12 Years a Slave. That same year, Despicable Me 2 (the Steve Carell comedy) was one of the biggest money makers—earning more than 7 times what the gritty Oscar winner brought in. While there are many provocative and thought-provoking conclusions that can be drawn from this, the important one here is simple and powerful- people are generally more drawn to comedy than tragedy. Hamlet is amazing, but Much Ado About Nothing is more fun.

Otto was always interested in making people laugh. Facts need to be conveyed, but when they come clothed in a funny story, they are both enjoyed and remembered. Having fun and laughing are common experiences at an OKA event. Keep them laughing to keep them learning.

 

HileOKA President Hile Rutledge is one of America’s most respected trainers in both the Myers-Briggs Type Indicator® (MBTI®) and the EQ-i® (Emotional Intelligence) assessment instruments.  He is the author of the MBTI® Introduction Workbook, the EQ Workbook, the Four temperaments Workbook and co-author of the best-seller Type Talk at Work, as well as the creator of OKA online tutorials, videos and many other publications and training tools.  Hile’s primary area of expertise is the practical use of assessment tools in the development of self-awareness and improved self-management for leaders, teams and organizations.  www.oka-online.com

Personality Dimensions® – Congratulations!

Congratulations to the latest class of Personality Dimensions Level I and Level II trainers.  Master trainers Michael Tudor and Larry Konyu shared their years of experience with this group to get them ready to go out on their own!  Find out more about Michael and Larry and the training they offer at their website at www.kondor.ca.


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Personality Dimensions – Musings from the Back Office

PD Quadrant smallI was watching television the other night, a courtroom drama, and my ears picked up as the lead actor stood up from behind a table, straightened her jacket and said, “With all due respect … .” Really?! What came next didn’t extend a whole lot of respect to anyone.

That got me thinking. It’s easy to laugh at others, belittle them or make them the butt of insensitive jokes or careless statements. And we can easily be worn down when we’re on the receiving end. For years now we have emphasized the importance of making a positive impact in each and every Personality Dimensions® workshop. As facilitators, this often means re-framing or rephrasing things that come up that might be hurtful to others, or, in other words, constitutes “colour bashing.”

For that very reason, one of the hardest projects under the Personality Dimensions umbrella that I have been involved with was working with Lynda McKim, and later with the team of reviewers, to develop the In Conflict cards. We needed to be sensitive to a myriad of things that might be unintentionally hurtful or harmful and yet, at the same time, make the cards as useful as possible.

I love it when I can laugh at myself – and with some of the stuff I get into it’s a good thing I came with a strong sense of humour – and that’s why I enjoy watching The Lighter Side of Talking in Colour: it always gives me a good chuckle or two.

It’s great to have permission to laugh at myself and with others as we enjoy learning about how others see us. Hope you’re having a day littered with little moments that you can look back at and, at the very least, smile when you think about them.

 

Denise Hughes is the Director and owner of Denise HeadshotCareer/LifeSkills Resources Inc. and general editor of Personality Dimensions® materials and products. She just noticed the calendar and realized it is just past the 41st 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 Career/LifeSkills Resources and Personality Dimensions® take.

Personality Dimensions® and Creativity

wciw

World Creativity and Innovation Week, April 15 – 21 is a dedicated time worldwide to inspire new action, create novel ideas, make new decisions; solve problems in new ways, do something new, support new thinking, partner with new people, hold new conversations, use a new pair of eyes. It’s is a global launch pad for new ideas, new decisions and new actions.  www.wciw.org

 

What is Innovation?

Management expert Peter Drucker calls innovation, “change that creates a new dimension of performance” (Hesselbein, et al 2002).

Innovation could not exist without creativity. To create new dimensions of performance, we need new ideas and new criteria. And we need to be personally involved, working from our restlessness with integrity.

 

Why Is Creativity Important in Innovation?

Creativity is the foundation of innovation-it’s the source and expression of new ideas and new solutions. We create when we feel a restlessness to improve or change the status quo-meaningfully, responsibly, wisely, and with impact. Innovation, on the other hand, is the successful implementation of a new idea with agreement from others. Demands for innovation are increasing in each industry sector and area of personal concern. You, your colleagues, and your children will be challenged to revise your decision-making criteria to fit the future you want given the resources at hand-and to have faith and confidence in your ability to meet new challenges and recognize new opportunities.

 

What Does Creativity Involve?

Creativity involves transformation-a thorough or dramatic change in form, structure, process, appearance, or character-of a person, a process, a product, or an environment. In other words, when creativity is involved, movement away from a less desirable present toward a more fulfilling and engaging future occurs. Creativity is a condition of our species; it is natural. From creativity, new life begins. In business, you express your creativity by imagining, wondering, planning, reasoning, and communicating new ideas and solutions. You discuss, analyze, structure, and prove why these new ideas will work to yield greater returns.

 

Why Do You Create?

Restlessness prompts you to create-to contribute to making the world and your place in it more purposeful, beautiful, efficient, sustainable, and comfortable. Sometimes you create to experiment with new ideas because your perceptions have shifted to embrace new viewpoints and learning. Sometimes your create because external environmental conditions have changed. In essence, you create when you decide to or are moved to look for and invent new pathways and new solutions.

 

Do We All Create the Same Way?

How one person identifies creativity may not match how another does. We all experience restlessness as a source of creativity. What each of us is restless about and how we go about dealing with that restlessness is personal and patterned according to our temperament pattern. How each of the four temperament patterns approach creativity is highlighted in this book.

 

How Does It Feel to Create?

How you feel about yourself, risk taking, and your influence on the environment impacts how you create. When you engage in a creative act, you enter uncharted territory. You may feel intrigued, confident, engaged, curious, and eager to explore while others may simultaneously fear abandonment, loss of security or social status, and being overwhelmed with more work. How you feel about proceeding and your attitude toward success impacts your actions. Emotions are part of the system of creating. Positive emotions support new actions more than negative ones.

You can promote positive creative experiences. Choose to make a difference. Rather than focus on what you feel you lack, appreciate your desire to move forward. Replace skepticism toward risking with a curiosity to learn from successes and failures. Generate enthusiasm for the good you might find. Promote your sense of self worth by devising a new dimension of performance for yourself, your team, and your company.

 

The Bottom Line

Creativity is personal and results from a restlessness to improve current or future conditions. Innovation is societal. It results from applying creativity to meet the established criteria for success. For success in innovation, others’ needs and values must be met.

Creativity results from restlessness. Innovation results from creativity.

 

How Temperament/Personality Dimensions® Influences Creativity

You have the capacity to more fully express your true nature when your temperament pattern’s core needs and values are being met. When they are not met, you will do what you can to balance your energy to create equilibrium.

Becoming aware of your temperament pattern/Personality Dimensions® and those of the people around you gives you freedom to choose, act, and generate and consider ideas from many different viewpoints. It’s a gift to the creativity equation-four sources of knowledge, four sources of imagination, and four sources of evaluation from which to choose to invent and implement surprisingly relevant and new solutions.

 

The Four Temperament Motivations for Using Creative Thinking

Authentic Blue

Championing a cause, encouraging others, unifying diverse factions, improving relationships among people, inspiring others, revitalizing morale, interpreting trends from a human dimension, empathizing with others, developing human potential, seeking common ground, mediating disputes.

Authentic Blues want to make a difference in meaningful ways. They synthesize and harmonize the human spirit to maximize group synergy and output.

Organized Gold

Assessing situations for safety and security, sequencing processes, getting the right amount to the right people and not the wrong amount to the wrong people, enforcing procedures, stabilizing chaos, specifying resources, protecting group accord and progress, organizing people and things, making plans more efficient.

Organized Golds effectively structure and standardize to maximize group cohesion minimize chaos in the human experience.

Inquiring Green

Analyzing systems, building prototypes, defining challenges, searching for systemic inefficiencies, designing models, conceptualizing potentials, classifying competencies, questioning ideas, forecasting, exploring probabilities, envisioning futures, hypothesizing, deducing rudiments of global truths, inventing strategies.

Inquiring Greens understand the human experience from a conceptual base. They identify the variables, systems, and ideas used to model theories for consideration.

Resourceful Orange

Adapting to the needs of a situation, performing with skill and panache, negotiating agreements, entertaining others through speech and action, making things happen, responding to the needs of the moment, improvising and troubleshooting, varying applications.

Resourceful Oranges manipulate opportunities in the immediate environment to produce impactful and simple solutions. They cater to the sensual experience of the human spirit.

 

 

Adapted from Marci Segal, Quick Guide to the Four Temperaments and Creativity: A Psychological Understanding of Creativity. Used with permission.  Available at www.clsr.ca.

 

MarciMarci Segal, MS, founder of World Creativity and Innovation Week April 15-21 frees people’s thinking so they can create new futures. She has traveled the world as a creativity expert for over 30 years, working with senior teams, inspiring audiences, and engaging leaders in conversations that demystify creativity and bring it into everyone’s reach. Marci is Canada’s first Master of Science graduate in Creativity and Change Leadership from the International Center for Studies in Creativity at Buffalo State College, an author of three books, and loves living in Canmore.

Find Marci on FacebookTwitter, and LinkedIn.

Personality Dimensions® – Top 10 Traits of Introverts

Introvert MonthIntroversion was once a topic that many felt uncomfortable speaking about. Now, we see many publications which outline the psychological principles of Introversion, and the strengths that Introverts provide within the worlds of business, parenting, and relationship building. Remember Introversion isn’t about how shy you are, it’s about where you get your energy! The following top 10 traits outline some key information, which can help provide validation for Introverts and those who care about them.

 

10) Introverts often run internal dialogues to themselves.

9) Introverts often feel a strange sense of duality: They feel like they’re missing out, but want to be a part of things at the same time.

8) Introverts aren’t “anti-social” they’re “anti-draining”.

7) Introverts make up approximately 50% of the world’s population.

6) Introverts find “downtime” re-energizing.

5) Introverts find traditional networking draining and difficult.

4) Introverts find new situations and parties exhausting.

3) Introverts are generally very observant.

2) Introverts are generally great listeners.

1) Introverts generally dislike “small talk”.

 

NancyNancy Tavares-Jones, MC, RP, CCC is a registered psychotherapist in Toronto, Ontario.  She has a thriving private practice, and is an on-site trauma responder for organizations needing immediate on-site support.  She is a self-proclaimed “personality type geek”, and loves to help people learn more about themselves and others.  Feel free to visit and connect with her at www.personalitytype.me.