Best intro to Type
Knowing where to begin the journey of understanding Type can be a bit challenging. After all, there is no “right” way to look at personality, and many of us in the community have been introduced through many different doors.
Type Talk was one of the first 3 books related to MBTI that I finished, and still to this day I reference it before a session with my clients. In addition to being a fabulous reference for the practitioner such as myself, it is highly accessible to the newbie just breaking into the MBTI world. The background of personality and the history of its progression eases the reader into the Type world, and truly cannot be missed when discussing landmark personality books.
On par with David Keirsey’s Please Understand Me, Type Talk gives a highly thorough and differentiated explanation of the dichotomies. When I say differentiated, I mean that the reader will clearly be able to delineate what the difference between a Sensor (S) and an iNtuitive (N) is based on the descriptions.
Expands understanding of Keirsey Temperaments
Type Talk takes what David Kiersey created with the 4 Temperaments and expands them into many different manifestations we see in day-to-day life. Literally, Type Talk is filled with examples of Temperament in regards to fashion, parenting, management, self-management, decision making, dating/romance, career success, etc.
As you become more aware of the Temperaments, you start to notice patterns. You will say, “That guy dresses like an NT…her speaking style is very SP…she expresses her feelings in a very NF way.” This is not labeling or discriminatory. This is noticing a pattern and applying a framework to it. In addition to helping you empathize and understand others to a deeper degree, this pattern recognition becomes a very fun game that helps you sharpen your typing skills.
Getting a solid benchmark understanding of temperaments is the way I personally started to cement the Types in my head. As I have mentioned previously in videos, articles, and interviews, there is no way to possibly memorize how ALL the 16 types act, speak, or react to things; especially at the beginning of understanding Type. Breaking them down by temperament is the place to start that helps encapsulate their essence.
Sex Differences in Type
Type Talk takes a very compassionate view of the differences between gender and Type. The reality is the reality, no matter how much we rally against it in the modern age. This book recognized the reality, along with the unfairness of gender differences in Type, back in 1988 (before it was cool).
An ESTJ female is going to be received much differently than an ESTJ male, particularly in a corporate environment. According to Type Talk, the desired “femininity” that most corporations look for, is not usually present with the ESTJ female. You tend to see a much more “masculine” and driven person who clashes with the prejudiced view of what a female “should be.”
The ENTJ female will likely experience the same kind of pushback, both from her male and female counterparts. Certainly, there will be a level of intimidation that is felt by colleagues of the ENTJ and ESTJ female, but to deny this reality is to assign blame on things that aren’t actually real. Meaning, your standard sniping remarks at sexual frustration, chip on the shoulder, daddy issues, etc.
Consider the other dynamic which would be the INFP male. The INFP male typically does not exude the standard aggressiveness that is expected of a male in Western society. To counter this, INFP males may overcompensate and attempt to exude hyper-masculinity as a means of fitting in with their male counterparts. Understanding this phenomenon in both yourself and others can help cut to the core of problems that may arise at work or in your personal life.
Concept of Typewatching
Typewatching is the practice of Typing people in your world as you start to notice patterns, as I’ve mentioned previously. You do not need to send them an assessment to know they are an ISFP. Especially with people you live or work with, observational and anecdotal data are more than enough to get a precise Typing of someone.
As with anything we start to do on a daily basis, you get really good at Typing people, and much faster. This doesn’t mean you get more accurate per se, but that you hone in on patterns of activity that you can quickly latch onto when making Typing decisions.
Type Talk deserves a 90/100. It’s nearly the perfect book to intro Type to the world, and it genuinely takes a broad approach to the subject. Though it does not cover the cognitive functions — and it doesn’t need to– there is hardly a topic that isn’t touched on throughout.
Albeit written in 1988, it has stood the test of time, much like the field of personality and MBTI.
Buy a copy here!
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Not everyone can be the manager
People tend to think that the natural progression of a corporate job is management. It’s almost a perfect formula: start at the bottom, put in 5 to 10 years, become a manager. And if you have extraordinary ability, move up into a VP, Director, or C-level role.
In speaking with candidates, the current mindset seems to be that they are ready for management, or rather, they deserve management. Not everyone can be Manager, and not everyone has the chops to effectively do it.
The ideal manager is somebody that has an innate tendency towards leadership, and through their sheer attraction and willpower, can convince others to follow them. Others are inspired to take action on their behalf. There are only a handful of leaders in world history who fully achieved this ideal (Napoleon, Caesar, Washington) . In a corporation, these are the types of people you notice right away that are destined for leadership. There’s an aura about them that exudes confidence and influence.
Believing that it is your turn, or that you put in enough time at the company as a qualifier for leadership, is pervasive. It does make sense from a strictly “promote the most senior colleague” point of view, but it might not be the most effective. After all, those that have been there the longest likely know the business the best, the rationale goes.
Now, the worst reason people become managers is that some people just don’t want to grind anymore. If you are in sales, you don’t want to knock on doors or make cold calls. It’s not necessarily negative to want out of that daily struggle, but moving into management to avoid it doesn’t seem like a noble cause. It’s a harsh way to look at it, but we’ve all worked long enough to know this is a reality that can’t be denied.
Here are some questions to ask potential managers:
- Why do you want to be in management?
- What are the skills that qualify you for management?
- What is your management style?
- In your mind, who exemplifies great leadership?
- Will you step in for an underling and do a “low-level” task?
- What is your day-to-day plan for personal and professional growth?
Using these questions, you should be able to get a good sense of whether this person is destined for leadership, or if they are hoping for management to “get out of the trenches.” The goal here is to find out if a potential managers has genuine intentions towards leadership.
P.S. You can use the Myers-Briggs Type Indicator to assess potential managers. The science behind Type and leadership has been proven out.