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Individual Development

Do You Want to Develop Your People Skills for Career Advancement?

Individual Type Development Coaching provides clients an opportunity to identify and maximize strengths and create tactics and strategies to minimize blind spots, propelling professional development forward. Whether you are an individual contributor who aspires to a management position, or a leader in the C-suite, individual self-awareness and self-management are key components for building successful workplace relationships, teams and organizations.

Our Type Development Process can be accomplished through a combination of, phone, webinar or in-person meetings, with the opportunity for skill development in-between sessions. We work together with clients to help them integrate insight and then begin to apply that insight in small steps. We carve out action steps together to ensure  development goals are supported within the context and current climate of the client’s situation.

Our Process:

1.  Enhance Self-Awareness through Assessment

Using self-report questionnaires including Psychological Type and Emotional Intelligence assessments, and communication models and lens’, clients discover key cognitive, emotional and behavioral touch-points to begin the coaching conversation. The assessment process provides a neutral framework and common understanding, allowing clients to accept and more easily integrate feedback. Clients become familiar with, and gain an understanding of, the why behind behavior and how their behavior may be perceived by others, or be hindering their workplace effectiveness.

2.  Create a Development Plan

After reviewing, synthesizing and integrating information from various lenses and assessments, clients evaluate opportunities for change and create a development plan that follows the natural path of who they are within the context of their particular workplace situations. Clients select several areas where focused development will have the most impact on achieving current and/or future goals.

3.  Implement the Development Plan

We support clients with helping them to identify specific tasks, activities and resources that may them reach their goals. Together, we create on-the-job assignments and activities and/or set up different experiences for clients to try out and solidify new skill sets. We identify possible barriers that clients may face while trying to implement new skills while on the job,  and find ways to overcome them.

4. Review Progress and Adjust the Plan

We partner with clients to monitor and adjust progress and continued opportunities for development, updating the development plan and implementation strategies as the engagement progresses.

Type Development Defined

Type Development is a process that allows each individual to first discover who they are, and map a path forward from a holistic and dynamic perspective. It entails (1) understanding how we naturally see situations; (2) deciphering when the situation calls for a different perspective and; (3) putting that different perspective into action by altering behavior. Then repeating the process.

In the Psychological Type model, Type Development  is the effective use of the Dominant and Auxiliary functions, and use of the other functions as is appropriate for the situation. Jung’s developmental model underscores the importance of integrating changes into who we are (not simply changing who we are) by incorporating our less conscious and less used functions into our conscious personality.

Myers captured the pattern of how we theoretically use and develop in our Type, with her unique hierarchy of functions for each of the 16 MBTI® Types. A Type’s hierarchy of functions provides a theoretical path for use, growth and development of the functions – they are ordered from most to least used and developed. The Dominant (leading) function is first, followed by the Auxiliary, Tertiary and Inferior. The theory goes that if we are supported in our life by our environment – our family of origin, context, surroundings, jobs, etc. we will naturally progress from comfort with our Dominant and Auxiliary through the first stages of life, to becoming increasingly more comfortable without the Auxiliary, Tertiary and Inferior functions as we age.

When we overuse a strength, it can become a blind spot, and we can appear to be out of balance. The more we are aware of our innate type patterns, the more we are able to maintain balance in the workplace.