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Organization Development in the "World of Preferences"

Generic Model of Awareness an Application Build-up

Introduction : Are these events familiar to you?

You are leading or recommending a change!

You are analyzing options for taking a very important decision.

Each event is "of", "for" and "by" the people (hey, I know it reminds the great definition of democracy!) who are innately different in what they prefer. Such natural preferences over the other lead individuals to direct energy and to develop working patterns! And for that one needs to understand these preferences!

Organization and MBTI® Usage :

An organization is all about managing some or the other similar events! Big or small, intricate or straightforward, short term or long term, pleasant or unpleasant!
Let that be an event of :

Organizations have found in value in using the MBTI to deal more effectively with many organizational concerns.

Methodology :

The methodology suggests following packages.

Goals setting exercise:

Introducing psychological types and the MBTI into the organization is exciting and rewarding for your organization. It is positive and the possibilities for application & integration into daily life are limitless. A well defined objective(s) is the first thing to do to get the fullest benefit.
Origination leader(s) would help identify the objective(s). The professional, ethical and contributory use of MBTI can help organizations in many forms like

TYPE Filter / inventory creation :

An unbiased introduction, with attention to type verification and to the full type description and some opportunities to apply the information to some day-to-day work settings provide the best guarantee that the organization will profit from the benefits and avoid potential pitfalls. It is observed that if it is introduced briefly or unconsciously participants forget their types and they tend to stereotyping and label others.
This will comprise of some sessions as mentioned below. It is advisable to conduct these sessions on one day.

Training, facilitations, and applying principles and TYPEs for Goals :

Using this deeper interpretive level expands the usefulness providing the basis for many applications and objectives as listed in point 1 above. This part needs categorical work and frequent interactions with the people in different teams.
E.g. Interaction and development of communications with people (who either work together or do not work together) will provide them with valuable information about why other may misunderstand their communication as well as suggest ways to modify their styles.
The data on TYPE inventory so gathered must be used in constructive and ethical manner. Also such data enhances the application of current HR, Business policies/principles/methods. TYPE theory does not substitute or devaluate such existing resources.

Part Members Mode Time
1. Decision Makers, Leaders Meetings, interviews 2 hrs.
2.1 Participants from identified areas/ departments
   including decision makers, leaders.
Orientation sessions 2 hrs.*
2.2 Training sessions 5 hrs.*
2.3 Interactive sessions 1 hr.*
3. Participants from identified areas/ departments
    including decision makers, leaders
Training & handholding sessions 8 to 24 hrs*#

* : Time necessary per batch.    # : Needs re-estimate after initial meetings.

About MBTI® :

The Myers Briggs Type Indicator (MBTI)® instrument was developed by Isabel Myers and Katharine Briggs as an application of Carl Jung's theory of psychological types. This theory suggests that we have opposite ways or preferences of gaining energy (Extraversion or Introversion), gathering or becoming aware of information (Sensing or Intuition), deciding or coming to a conclusion about that information (Thinking or Feeling), and dealing with the world around us (Judging or Perceiving).
The MBTI instrument is a way to help you become aware of your particular style and to better understand and appreciate the helpful ways that people differ from one another.