Professional Webinars to Expand How You Use Personality Type

Professional Webinars to Expand How You Use Personality Type. A webinar series to show you how to use Personality Type Assessments with other leading development models.

"We are excited about our new partnership with Roger Pearman and Qualifying.org," said TypeLabs President, Kris Kiler. "They are a training partner that allows us to offer access to important and relevant information to professional users of personality type from anywhere in the world."

With over twenty-five years of work with the MBTI, FIRO-B and Strong Interest Inventory instruments, Qualifying.org is uniquely qualified to teach professional practitioners, ways to link the MBTI instrument, and other personality type assessments, with other leading development models.

Participants can register for the webinar at: http://www.typelabs.com/webinars/

The webinar presenter, Roger Pearman, is senior author of I'm Not Crazy, I'm Just Not You, author of Hardwired Leadership, Enhancing Leadership Effectiveness, Leadership Advantage, Introduction to Type and Emotional Intelligence, Type 360, an award-winning multi-rater instrument, and is co-author of You: Being More Effective in Your MBTI Type (May 2005, with Mike Lombardo and Bob Eichinger). Roger has been recognized for his research with both the Isabel Briggs Myers' Research Award (1997) and McCaulley Contribution Award (1999), and is a past president of the Association for Psychological Type.

"Most professional users--coaches, trainers, and consultants--are looking to find ways to capitalize and expand on their work with personality type and have no idea the links they can make with other assessments," says Roger Pearman, President of Qualifying.org. "But this webinar series offers the answers about those links and how to effectively utilize them in their area of practice."

Each Webinar is affordably priced at only $29 per attendee, $149 if you register by May 5, 2009.

• Golden Personality Type Indicator, Majors Personality Type Indicator, and the MBTI: Similarities and Differences. Friday, May 8, 2009 @ 12:00 PM EST
  Explore the value proposition these tools provide.
• Type and Focus/Attention with the TAIS-(The Attention and Interpersonal Style inventory) Friday, May 22, 2009 @ 12:00 PM EST
  Learn the four channels of attention affect how we respond; type affects what we are attending to.
• Type and the BarOn EQ-I Assessment-Emotional Intelligence from the Inside Friday, June 5, 2009 @ 12:00 PM EST
  See how the scales of the BarOn EQ-I and type connect.
• Type and the Entrepreneur Readiness Profile-It Takes All Types to Make A Million Friday, June 19, 2009 @ 12:00 PM EST
  Maximize how types vary among the 18 scales of the Entrepreneur Readiness Profile
• Type and Learning Effectiveness-Strengths and Barriers Friday, July 10, 2009 @ 12:00 PM EST
  Use the five strengths and five barriers make the difference between learning and failure.
• Type and Promotion Insights-Knowing How to Get Job Security Friday, July 31, 2009 @ 12:00 PM EST
  Link the Promotion Insights assessment to type differences
• Type and the CPI260 Assessment-How Linking Two Personality Models is Exponential Friday, August 14, 2009 @ 12:00 PM EST
  Learn how the personality factors of the CPI tools link to personality type.
• Type and Interpersonal Style through the Lens of the FIRO-B Tool Friday, August 21, 2009 @ 12:00 PM EST
  Examine how the FIRO-B and personality type magnify understanding interpersonal style
• Type VOICES--Personality patterns and multi-rater measured competencies Friday, September 11, 2009 @ 12:00 PM EST
  Explore how people's perceptions of your behavior as reflected in multi-rater tools like VOICES varies by type

Participants can register for the webinar at: http://www.typelabs.com/webinars/

About TypeLabs

TypeLabs is a think tank that strives to create, develop and invent technologies that will lead to a greater understanding of human personality differences. We translate these technologies into value for our customers through our Internet services, products, training solutions and consulting businesses worldwide.

On the web:

TypeLabs

http://www.typelabs.com

Update: April 2009

Kiler's 3 bullet points and bottom line...

• I've been working on a lot of new projects and am transitioning out of marketing consulting.
  
• I've been working with Antonio Crawford on Top Book Sales. We're developing author coaching programs, an independent press, an annual conference and a radio network. Our work to help authors create multiple streams of income is very exciting and can't wait to launch!
  
• My work on personality type and talent development has gained clarity lately and will be publishing a few books on the topics within the next 3-6 months.
  

Life is great.

Cheers to your success.

Kris Kiler

New Article: Talent Development: Why Management Is Not Enough

In an era of managing costs in order to grow revenue, it's not surprising that talent management software and other programs are so popular. These tools attempt to make all areas of human resources, from employee assessments to controlling labor hours, more efficient and productive. A problem arises when top management realizes that these quality-management programs lack the buy-in from participants that it had hoped the programs would engender. And that's where talent development bridges the gap.

Imagine a professional baseball team that attempts to manage its players with a software program for efficiency. No matter how well staffed the team is, if team management ignore the talent aspect and put their best pitcher on first base, the team just won't play at top capacity. What's more, the pitcher is going to start looking for a team that lets him pursue his goal of pitching, or worse, he'll do nothing and be an average or frustrated player. From that perspective, his behavior makes sense. Because they neglect the development of the talents of individual employees, many companies see the same scenario take place every day.

Employee Behavior Is Not Complex

When employees are not fully engaged in their jobs or careers, they are not willing to give 100 percent. Trying to motivate them with a yearly assessment or an occasional review (core components of many talent management programs) is not enough. While these program components certainly have a role to play, they do not induce genuine employee engagement.

On the other hand, psychological models like psychological type (e.g., Myers-Briggs Type Indicator®), temperament (e.g., Keirsey Temperament Sorter) and social styles (e.g., DiSC Profiles) are excellent examples of tools that can be used on a daily basis to solve problems, improve communications and create better relationships. These models are simple to teach, easy to learn and are supported by vast amounts of resources for long-term use inside organizations. They allow top management team’s to understand the skills and motivations of its team members so that it can align the team’s efforts with the goals of the company.

Employee Engagement Impacts the Bottom Line

A significant amount of research has been done that draws a strong correlation between employee engagement and its effect on customer behavior, revenue and profitability. In fact, companies with truly engaged employees demonstrate lower costs, higher income and higher revenue growth than those companies whose employees are less engaged. According to a recent Towers Perrin 2007-2008 Global Workforce Study, about 21 percent of employees are engaged in their jobs. Corporate-level executives should act on these studies that link talent development activities, like opportunities to learn new skills and career growth programs, with a greater number of employees who are willing to go that extra mile.

Talent Development Improves the Businessperson

In order to produce profound business results, executives must make the necessary capital investment in their employees. Developing the innate skills and strengths of a team requires more insight than filling out a form that rates follow-through on a scale of one to five. It requires focusing in on the potential ability of an employee, understanding his or her goals and desires and aligning those with the goals and needs of the company. That's talent development.

With a diverse and mobile workforce, it's likely that a staff of 200 employees is going to be comprised of different demographics with vastly different motivations. Keeping those top workers is essential, and losing them and retraining new ones is costly. Given the clear relationships between talent development and employee behavior, and between that behavior and company performance, it is obvious that managing your human resources is not enough. Talent development is required to keep businesses viable and thriving in this changing job climate.

Resources

• “Building the Global Village.” Gebauer, Julie. Synnovation: The Quarterly Journal of the EDS Agility Alliance: 1. no. 2 (2006): 24-33.
• Pallera, Maura. “Creating a High-Performance and Adaptive Workforce.” Insight Salary.com, (February 2008).

New Article: Leading with Talent Development

Using talent management software packages to administer employee performance has suddenly become hugely popular. Within this new-found appreciation of the need to better address the management of human capital is the need to develop the actual talent within that resource pool. According to a recent report titled Human Capital Management: The CFO's Perspective, sponsored by CFO Research Services, 92 percent of those interviewed believe that human capital has a direct effect on customer satisfaction, 82 percent said it has an impact on profitability and 72 percent felt it shows up in innovation and product development.

Don’t Put Talent Development in a Corner

Talent development refers to the process of assessing the innate skills, interests and passions of employees and actively aligning them with a company's objectives. Frequently, talent development is relegated to a tab in the talent management software system alongside a yearly assessment or a one-day workshop on communication styles. When this happens, upper management misses out on a huge opportunity to fill needs with the available human resources.

Talent development should be of equal or greater importance to talent management. In a highly competitive race to hire and retain the best individuals, ignoring this component of human resources is a costly decision. The nature of people makes development necessary.

Self-Actualization Equals High Performance

Maslow’s hierarchy of needs is a very simple way to illustrate the need to have a talent development strategy. The theory’s familiar pyramid represents the five human psychological needs. It starts from the most basic, with physiological needs like food and water, and continues with safety, love and belonging, esteem and finally self-actualization. Of course, most employees get the first two levels fulfilled just from a basic paycheck.

In order to encourage people to become high-performing contributors to the organization, their other needs must be met too. This nurturing is often looked at as fuzzy or soft, but these actions can have the most concrete impact of any organizational initiative. In fact, problem-solving skills and creativity are found at the top of the pyramid in self-actualized individuals─the very ones you want to recruit and retain.

Providing the opportunity for individuals to learn about how they communicate, how they become stressed, how they approach working on a team and how they typically meet their psychological needs is not soft. These personal dynamics have a real impact on each employee’s engagement in the organization’s larger purpose. A cohesive program of talent development activities that addresses these needs and is part of a comprehensive plan for the long-term fulfillment of key positions in your company has become a critical aspect of integrating talent development with company vision and success.

Resources

• Best Practices in Talent Management Workforce.com in Workforce Management
• Towers Perrin-ISR. “Employee Engagement Underpins Business Transformation.” Towers Perrin-ISR Case Study, July 2008.

New Article: The Ebook Market Explosion

Ebooks are becoming increasingly popular options for many people. They are a smart choice for the environment and are easily accessible at any time from any place. While there is still a demand for printed books, ebooks will probably never completely replace printed books. The demand for ebooks exists and is growing.

Growth of the Ebook Market

In the past seven years, there has been tremendous growth in ebooks. The International Digital Publishing Forum makes it their business to track such growth. Their research shows that first quarter 2002 wholesale ebook sales of less than $2,000,000 in the United States grew to over $16,000,000 in the fourth quarter of 2008. Retail sales are estimated to be double these numbers. Japan’s ebook market in 2006 reported sales of over $58,000,000 USD for mobile phone ebooks and $68,000,000 USD for online ebook sales.

Demand for Ebooks

In today’s digital age, more and more people are getting information from portable media devices like their Kindle, iPod, laptop and even their cell phone or PDA. Ebooks are the perfect complement to such devices. Because most people who have these electronic items are rarely without them, it makes buying ebooks and accessing them fast and easy.

There is great potential in this market, as one of the most common complaints by ebook buyers is that there is simply not enough selection available. According to a 2006 survey, users of ebooks often find that when they search for a particular title that it is unavailable in the format they prefer. In addition, there are presently technology problems in regards to the format used for reading different ebooks. There is no industry standard and this is holding back the market’s growth. Ebook sellers who offer their books in a multi-platform format have a distinct advantage over other companies in the marketplace. Reducing or removing digital rights management would greatly help growth also.

Potential markets to expand in ebook selling:

• people living abroad, for whom shipping books is costly
• travelers who wish to carry multiple books with them
• individuals who are physically handicapped and don't travel well to bookstores
• those who want to read at night without disturbing their partner
• researchers who need access to multiple books simultaneously

Market Acceptance for Ebooks

By looking at the steady growth of ebook sales worldwide, one can see that market acceptance of ebooks is growing. While initially rejected for multiple reasons, the convenience and ease of ebook use are making them a more popular option for many people. It is unlikely that ebooks will completely replace print books in our lifetime. However, when and if issues like digital rights management and multi-platform formats are standardized, market acceptance will skyrocket and sales will grow at an exponential rate.

In the multi-billion dollar industry of book sales, ebook sales to date are small, but growing. In 2007, the Association of American Publishers reported sales of $25 billion. Ebook sales statistics show that the market acceptance of this new product is nowhere close to its ultimate potential. The book industry itself is huge; therefore the potential for revenue in ebooks is also huge. Ebooks are already very popular with a certain segment of the population. With time and some changes to laws that are likely to happen, ebooks are sure to become an even more popular alternative to printed books and those who are a part of the industry will benefit greatly.

• http://www.tedgoas.com/docs/goasThesis.pdf
• http://www.openebook.org/doc_library/surveys/IDPF_eBook_User_Survey_2006.pdf
• http://www.openebook.org/doc_library/industrystats.htm
• http://www.publishers.org/main/IndustryStats/indStats_02.htm

New Article: The Environmental Impact of Ebooks and Printed Books

The impact ebooks have on the environmental is far less than that of printed books in a variety of ways. According to the research study conducted by Consuming Australia, for every dollar we spend, 720 grams of greenhouse gas is emitted into the air. It takes 28 liters of water to publish a traditional paper back book.

Ebooks are becoming more and more popular amongst those who have a deep concern for the environment. Why? Publishing books using digital technology save trees. The information is written in a word document and stored on the Internet or a file server. Ebooks can be easily downloaded or distributed in an email over the World Wide Web. . Ebook do not take up any physical storage space on book shelves. Since you do not need physical transportation to distribute eBooks into the marketplace it means big savings for the environment.

Carbon Foot Print of Printed Books Affects the Environment

A printed book makes a much bigger carbon footprint than an eBook. Let me explain further. Every aspect of making a traditional book impacts the environment, here’s how:

• The Ink and paper used to create a book
• Energy used to create publish a book
• Packaging of the book for transport
• Cost of transportation to a warehouse and bookstore

For you as a shopper, buying a book impacts the environment by the energy consumption and gas emission from your drive to the bookstore to the bag it is placed in. This doesn’t even begin to consider the energy consumed in the marketing of the book and the running of the store itself.

Gas and Greenhouse Emissions of Printed Books

For every gallon of gas you use on your trip to and from the bookstore, you create 22 pounds of greenhouse emissions. This number is even higher for the trucks and airplanes used in transporting the goods to the store. The bookstore uses energy to light the store, to climate control it and much more in order to sell the books you buy. Marketing means additional environmental impact from lighted signs to brochures, ads and pamphlets. Each makes a carbon footprint. Even if you skip the bag it is placed in at the sales counter or order a book online, there are still many environmental effects of the books themselves like packaging paper and materials.

How Many Trees Does it take to Make a Book?

About 30 million trees are used annually in the making of books. Attempts have been made by the publishing industry to be more environmentally friendly. Books made with recycled paper have made less than half the impact on the environment as ones that have new paper in them. A Composite Environment Impact Index, CEII, was comprised to quantify the carbon footprint of a variety of things. Recycled paper production uses 170.07 pounds. Paper pulp made from wood makes 298,562 pounds of impact. Regardless of whether a book is from recycled or virgin paper, it makes a much bigger environmental impact than an ebook.

Other Environmental Factors of Printed Books and Ebooks

Another environmental aspect to consider is what happens to printed books with time. Unfortunately, when books come to the end of their usefulness, people don’t always choose to do the right thing. There are 37 million tons of paper thrown away on a yearly basis that could be reused and recycled. Many of those books that end up in landfills are paperbacks which have never been read. The cover is torn off and the retailer gets credit for not having sold the book, while the remainder of the book typically goes in the trash.

Ebooks consume energy in order to be read. If you choose to invest in an electronic reader, there is the environmental impact of the production and purchase of that product to consider. However, a reader is used with countless ebooks, making it a product that reduces waste because it is being used over and over. The amount of energy consumed in the reading of an ebook is minimal when compared with even the commute to the bookstore.

Ebooks stand out as an environmentally good choice. Anytime an ebook can replace a printed book, the earth breathes a little easier.

• http://envimpact.org/
• http://www.treehugger.com/files/2007/08/shopping_is_cos.php
• http://envirostats.files.wordpress.com/2007/07/fiber_cycle_communications_deck.pdf
• https://www.greenpressinitiative.org/about/bookSector.htm
• http://www.cutyourfootprint.com/index.php

Working on launching Typexperience - online library of personality type video's

I'm launching a video sharing community (think youtube) for people interested in personality type theories (think myers-briggs, keirsey, disc, enneagram..etc).

http://www.typexperience.com

Someone asked what the mission was...(my response below)

The ultimate goal is to create a public library with real videos of real people. I think when you're first learning about personality type theory it can be more efficient to watch 20 videos of a specific type and start learning their patterns then to guess on 1 person or even a few. The smaller sample doesn't necessarily cover the differentiation within the types and can lead to stereotyping. By having this library with different people--gender, culture, generation, and possibly even context--we can see the entire spectrum of the type.

Because there are so many people mistyped out there there is the argument that some people might be presenting a type in the incorrect way. This is where the community aspect comes in. People can vote, comment--or even post response videos. Hopefully it generates dialogue about the different personality type's behavior and increases learning among a large group of viewers (the world).