In NZ with Sara Heard
Welcome to the fourth blog about the Myers Briggs Type Indicator (MBTI) and a few tips about how I relate this to facilitation.
Judging Types (J) like to get things settled and finished, work best when they can plan their work and follow the plan. Are self-regimented, purposeful and exacting. So yes you guessed it; J’s like to have the agenda and stick to it. They like workshops to run to time and finish on time. J’s can find it stressful if the workshop runs over time as they probably have something else in their schedule.
Perceiving Types (P) adapt well to changing situations, they are happy to leave things open for alterations as time progresses. They live according to the situation or moment and adjust themselves easily. P’s love a constant flow of new experiences -they are curious, flexible, adaptable and tolerant.
From a facilitator perspective (as a J myself) I always have breaks on time and finish on time. I have learnt over the years to take a flexible approach to the material or process in the workshop and not provide a “too exacting” or detailed agenda. (remembering to provide enough detail for the “S” Types) This approach enables to J’s to feel we are on time and a sense of control but enables to P’s to explore the material in the workshop and satisfy their curiosity.
One of the challenges for me is co-facilitating with a P who may not have the same “importance of time” I apply to my sessions. As a J something I find the most challenging is when we have agreed on a timeframe for topics and the P I’m working with runs overtime – reducing the time for my section of the agenda.
You have probably worked out the MBTI is a passion of mine – I love to observe personality and behaviour – link to frameworks and consider how this might apply to my work and life. I’m currently developing a workshop on adoption of technology which I’m finding really engaging – working in flow with the time disappearing as I become more creative! Typical behaviour for an INTJ 🙂
More of this in later blogs.
I would love to hear your thoughts or comments on my personality blogs areas for more discussion.
This blog brings us back to the discussion about personality types in facilitation and workshops. We are up to discussing the Feeling/Thinking dichotomy in Myers Briggs which is how we make decisions.
Thinking (T) types make decisions more logically and analytical, focusing on facts – they can appear critical. Feeling (F) types take into consideration their values and beliefs and the impacts on people in their decisions.
As a T, it wasn’t until I co-facilitated with an F several years ago that I realised I didn’t do a very good job of catering for F types. This wonderful woman looked after the comforts in the workshop, she focused on lollies, food, water on the tables, making the environment as comfortable as possible – all common sense I know but what I noticed was the way she went about it.
She also was fantastic at hosting people as they arrived, ensuring they were introduced to someone and felt welcomed into the training room. I watched and learnt from her warm friendly approach.Years later we were complimented by a workshop attendee about how comfortable she felt when arriving at one of our training events, something she told us, wasn’t wasn’t common for her.
The theory of MBTI refers to F children who don’t like the teacher having trouble learning and how T types look for competence in the teacher. In adult education this reminds us of the importance of establishing competence with our group as well as making them feel comfortable.
T’s like to know the person in front has the skills, qualifications, experience and credibility to be facilitating or delivering on a topic. Once you have established competence they are more open to learning and enjoy debating and analysing information.
Finally I have found F types are very good at “picking up on” emotions in others including myself as the facilitator. Be careful about your own projections – leave your emotional baggage at the door and be there 100% for the participants.
Next week I will focus on the final dichotomy – Judging and Perceiving.
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In my last blog I began unpacking the Myers Briggs Personality Type Indicator (MBTI) and impacts for the facilitator. We looked at Introvert and Extravert – this blog will focus on Senate ( S – detail) and Intuition (N – Big Picture).
The S and N dichotomy in MBTI refers to the way we take in information and learn. I am an N – so big picture person. I go along to a workshop wanting to know “What will I get out of this?” “What will be the outcome?”, I’m not so concerned about the detail until I understand the big picture. This is the opposite to the S Type who requires the detail to clearly understand the big picture.
In simple terms an N builds understanding from the top down, an S builds understanding from the bottom up.
So what are the considerations for the facilitator?
- We need to cater for both types – provide the big picture of the workshop and then give the detailed agenda. Be careful about going into masses of detail early in the workshop as the N types will switch off – find a balance between the two.
- When presenting information give the overall model first to capture the N and then break into the detail – review the model at the end to satisfy both types learning.
- In strategic planning recognise that while N’s love this type of activity, particularly the visioning stage, the S’s are looking forward to getting their teeth into the action planning. Ensure that participants understand the process so they know their needs will be met.
On a personal level I ensure that I plan for the S types – as I’m not one! I ensure I provide a detailed agenda and run through it with the group, I focus on the detail required for learning and think about how to structure my content.
I enjoy facilitating the MBTI as it provides me with the unique opportunity of discussing with the different types what they prefer in a workshop and how they like the process to work.
This post follows the theme of my last post “Facilitation begins with you” understanding yourself and your style when facilitating.
In the last blog I focused on VARK as a model this time I start personality types. I like to use the Myers Briggs Personality Type Indicator (MBTI). It is more complicated than many other simple types with only four quadrants however it provides a more in-depth understanding – particularly if like me you don’t fit easily into one of the quadrants.
I am an INTJ – in simple terms an introvert, big picture, logical and organised person. What do I need to consider as a facilitator when working with different types?
As an introvert I need some time out to rebuild my energy levels. Lots of interaction can be tiring to an introvert as compared to an extravert who gains energy from other people. When I’m facilitating I see this as an opportunity to practice being my opposite and many people in the group are often surprised to find out my type.
To manage this I need to give myself time out if possible in the breaks and especially at the end of the day if the workshop is for two days. I don’t facilitate for more than 2 days in a row and I make sure I get plenty of rest between workshops.
Co-facilitating works well for me as it gives some break time during the workshop to build up my energy.
Introverts also like to think before they speak – this can be challenging when you are the deliverer and another reason while I prefer a facilitative approach compared to deliverer. As the facilitator I draw on the experiences of the individuals in the group to answer questions from the floor – “What do members of the group think about that?” is a great way to deflect the question, buy some thinking time and draw on all of the vast experiences of the adults in the room.
Keep in mind the “think before speak” and provide time for the introverts to think about answers before group input – they prefer not to be put on the spot unless it’s a topic they are knowledgable about.
My next blog will focus on the S/N (detail vs big picture) dichotomy in MBTI.
Please feel free to share my blog with your colleagues and friends and provide me with any feedback – it’s the best way to learn!
Have you ever been to a workshop with a mate only to find what you thought was a fabulous presentation they found difficult to follow and were disengaged?
As a facilitator have you ever spent time really analyzing yourself? Do we fall into the pattern of believing everyone likes to learn like we do?
Time spent understanding ourselves is not only valuable for us it’s extremely important in making sure we engage our audience more completely. There are lots of frameworks which can be used – we use these in our planning but have we really applied them to ourselves and how this plays out as we facilitate.
One of the frameworks I like to use is VARK – Visual, Auditory, Read-write, Kinaesthetic, if you visit www.vark-learn.com you can complete a simple on line questionnaire to determine your preferences. There are also great resources on this website you can download and consider for your workshops.
I am a very visual leaner and use lots of visual aids in my presentations – coloured markers, pictures and posters. I enjoy some creativity and seeing flip charts developed throughout the workshop as a preference to power point.
My lowest score is auditory and I find auditory presenters who get up and speak with no visual aids or notes very difficult to concentrate on – I remember in pictures not words. Unless I take lots of notes I don’t retain much of their presentation. Auditory learners enjoy story telling and if stories are told with visual clues this will help me learn.
Read -write preferences have told me about the importance of the notes and hand outs at the workshop. They like detail in the notes and spaces to write their own thoughts and observations or add to the detail provided. For me this has been something I have needed to focus on developing, I would provide brief notes with lots of space for people to write their own ideas and have been told this is not enough for many with this preference.
Kinaesthetic learners like to be doing something. They need to be actively engaged in their learning – build in activities and time to practice new skills in a safe environment. Consider how you react to activities and the types of activities in workshops – for example I hate role plays and dislike being “put on the spot”, however am quite comfortable with small group activities and reporting back.
Consider your preferences and how this might impact on your style – what areas do you need to focus on more to capture all types?
I will continue this theme in future blogs looking more at the role of the facilitator and understanding styles and impacts.
I believe it’s very important to finish on time and close the workshop – don’t let people drift off unsure of the end.
I have attended workshops with very enthusiastic presenters who just keep on going! One I recall missed afternoon tea completely and then half an hour after his closing time participants started to leave. Without a formal end there was no opportunity to reflect on learning’s, evaluate the workshop or celebrate the success.
The closing process begins with referring back to the “Expectations” flip chart you set up at the beginning of the session. Run through the list and check with participants to see if their expectations have been met.
This simple exercise helps them to reflect on what it was they were looking for at the beginning and also provides reflection for the group about the topics covered. It is the beginning of the closure process.
The benefits of closing the day
- Provides time to reflect on learning’s
- Pick up ideas for others as to their key learning’s
- Facilitators gain a sense of what has been valuable to the group
- You know the day has ended
Closing can take many forms and simply be a “closing comment” from each person. As a facilitator I like to know something people will take away so often ask “What is something you will now do differently?”
During the close I like to use the ball as I did at the beginning of the workshop, throwing the ball around the room randomly as people provide a closing comment. Make your closing comment the last one of the group so you can include your thankyou and reminder of any follow up activities.
If the workshop has included a lot of ‘sitting’ at tables standing in a circle is an effective way to change the dynamics at the end.
Feedback – it’s something we all like to have so we can improve .. even though sometimes we might not like what we hear!
Good constructive feedback helps us grow and learn, develop our skills and become better at what we do. Without it we may tend to keep doing what we have always done because it works for us.
I like to evaluate every workshop using several techniques if possible. These might include
- Finishing off the day with an ORID – this is asking an Objective, Reflective, Interpretive and Decisional question of the group, it aims to captures the facts, feelings, key messages and changes.
- If there isn’t time for an ORID …as a minimum asking for a closing comment from everyone
- Evaluation forms
- On-line surveys
- Discussion with a co-facilitator or trusted colleague (who you know will be honest!) What worked well? What could be done differently?
- Contact a participant or two after the event and check in with them. Plan a few questions rather than having a general conversation. I like to know what they have implemented or changed since attending the workshop.
- A self evaluation – if we are really honest with ourselves we know when things have gone well or could have been better – I like to think this through and make some notes in my journal to refer back to. Remember can be our own worst critic so don’t be too hard on yourself!
I’d really like to hear from all of you about feedback ..
- What is the best way to get the feedback?
- Are you really honest on evaluation forms?
- Is it better to reflect and then provide feedback via an online survey later?
- Will you complete a survey after you have left the workshop or is this too late?
- What is the best way for a facilitator to receive honest feedback from you?
Finally as Ken Solly told us at an Adaptive Management workshop last week – “Milk every mistake for all it’s worth.”
Looking forward to hearing some thoughts …..