Temat: Dyskusje o MBTI na Linkedin

Witajcie,
dość cicho na naszej grupie...
a na linkedin w grupach MBTI bardzo dynamicznie - super tematy i dużo ciekawych przykładów jak pracować z MBTI.
Zapraszam do kontaktu na linkedin.com i dołączonia do dyskusji
Szczególnie polecam grupę Myers Briggs Type Indicator Assessment. Jest to jedna z aktywniejszych grup - około 3500 członków, np: post Skye proszący o ćwiczenia i przykłady na klaryfikację wymiaru T/F ma obecnie 45 odpowiedzi - każda bardzo wartościowa.

Jak będziecie szukali, a nie znajdziecie tej grupy - spójrzcie na mój profil i kilknijcie ikonkę MBTI.

UWAGA !!!! Nie znaczy, że zmieniamy nasze forum !!!!

Napiszcie co was zaintrygowało na forum międzynarodowym, może w ten sposób rozruszamy tą grupę?

Serdecznie Pozdrawiam
Przemek

ps. niestety są to dyskusje w j.ang. - ale naprawdę WARTO !!! poniżej tylko 1 komentarz dotyczący wymiaru T/F - a takich wartościowych komentarzy są setki !

komentarz skopiowany z http://www.linkedin.com/

John McDonald • Ian & Cheryl, great suggestions for using right & wrong scenarios and asking for a discussion of the meaning/role of fairness (a word that definitely does not have the same meaning for T and F preferring people).

Two caveats for consideration: 1st, one might want to add the extravertedF-intraverted F differences when reviewing the broader T-F differences (especially with regards to WHOSE values are being employed in a group setting); and, 2nd, would suggest clarifying the fact that the "detaching" aspect of the T preference for "objectivity" is not quite about perceiving oneself as being "outside" the group.

The "objective" process requires considering everyone in the group from an "objective" viewpoint---rather than by connecting-empathizing with the subjective conditions/opinions of one member over another. This application of "consistent principles" is very different from the subjective valuing process of the F function. In the latter case, IF a negative evaluation is reached by the F preferring person(s), they can end up either nudging members out of the group or, more likely, excluding them from the group to begin with (i.e., if they have not previously generated a positive valuing reaction).

One example of how this works in practice comes to mind where strong extraverted-Feeling preferring person happen to come to a negative judgment about a person in their group by applying outside "values" that are strongly held in the broader community. Another will be seen where the introverted-Feeling process ends up with a negative valuation of someone who fails to meet highly personal and strongly held F values (since the latter is the very essence of the introverted Feeling process).

Understanding the power of the F judgment process across the full range of positive to negative evaluations (along with describing the role of attaching vs. detaching before coming to a judgment) has been critical for us in explaining why the F judgment process is so important and powerful. We find this understanding especially important in gaining the respect the Feeling function deserves in the world of business that is, to this day, still dominated by T judgment (regardless of the hopes of those who prefer the Feeling judgment function). Detaching T-F from gender stereotyping is part of that solution also.

The biggest failure that we have seen over the years in describing F preferences (of either introverted or extraverted form) is the reluctance (sometimes refusal) to recognize the critical role of negative valuing in the Feeling judgment process.

While the results of negative evaluations are frequently held under cover in a group setting, such negative evaluations (ranging from mild to very deep) are very real and Feeling preferring people constantly act in various ways on such negative evaluations. In fact, negative Feeling judgment is one of the most important contributions of the function (e.g., in framing things in terms of "right" or "wrong" rather than "correct" or "incorrect" as the T function prefers to frame things).

T preferring people, while appearing "critical" in discussions, actually tend to act in ways that lessen negative evaluations in the name of "fairness" and therefore can let slip behaviors, etc. that can be destructive.

John & Barbara