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Managing Your Style
Many of us have taken the Myers Briggs Type Indicator and also the DiSC Profile. We have sat in seminars or corporate training sessions designed to help us understand our "style" and how our "type" relates to the rest of the world. These insights are helpful at understanding ourselves and how we can improve relations with other people. I believe style needs to be considered more as a dynamic process - not static. For that we should think about the possibility of actively managing our style.

Deadly Sin#7B: One-size-fits-all Sales Pitches
There are two basic weaknesses to one-size-fits-all sales pitches: 1. Failure to appeal to different types of prospects 2. Failure to discriminate among different types of prospects with the same general interests, but who have different "social styles"
Distracted by Life
'The Frazzled Entrepreneur' isn't at all a myth: it's the fate of too many men who jump ship from their careers to become an entrepreneur without enough thought. Things may not be as urgent as you think!
Sales Training – Introvert Salespeople Celebrate Speed Reduction Day to Rev Up Sales!
Selling has a balance of extroverting and introverting activities. Yet, as human beings selling, we are mostly doing instead of being, and that’s where the problem is when introverts follow an extrovert’s lead in selling.
Exceptional Employee Performance Review Questions
As a manager or leader in life, we often think that part of the role is knowing all of the answers when someone asks us a question. We automatically go into “solution” mode when someone presents us with a question or problem. The challenge with this approach is that we are then creating dependence on ourselves rather than creating independence for the other person.

Building a Leadership Team - Part 3
Talent is necessary for building a winning leadership team, but talent is not sufficient. You can recruit the very best in every functional area of responsibility in your organization, but unless they work well together, you will fail to create sustainable value. And in a competitive environment, you will lose to teams with far less talent if they work well together but you don’t. There is a tongue in cheek axiom that comes as a corollary to this – “I’d rather be lucky than good.” If you believe in blind luck, go with God and stop reading. If you believe we make our own luck, I’d like to share three principles for creating a great leadership team and some practical insights into each: agreement on the mission, clear communication, and balance. Part 3 = Balance
Building a Leadership Team - Part 2
Talent is necessary for building a winning leadership team, but talent is not sufficient. You can recruit the very best in every functional area of responsibility in your organization, but unless they work well together, you will fail to create sustainable value. And in a competitive environment, you will lose to teams with far less talent if they work well together but you don’t. There is a tongue in cheek axiom that comes as a corollary to this – “I’d rather be lucky than good.” If you believe in blind luck, go with God and stop reading. If you believe we make our own luck, I’d like to share three principles for creating a great leadership team and some practical insights into each: agreement on the mission, clear communication, and balance. Part 2 = Clear Communication
Make 2008 the Best Year of Your Career
Yep, folks, it’s that time again--a time to set resolutions which we seem to assume we won’t keep, a time to think about really getting the job of our dreams. Here are some ideas/steps for making 2008 the best year of your career. So, why not take 2-3 hours to think about how you can make 2008 the year of your career
Using the Myers-Briggs Type Indicator to bridge the leadership 'reality gap'
Latest research in the UK reveals a 'reality gap' between what leaders think of themselves and what their employees think! Maybe the Myers Briggs Type Indicator (MBTI) can help bridge the gap? According to the latest Employee Outlook survey from the Chartered Institute of Personnel and Development (CIPD) in the UK, while managers believe they are outstanding leaders their employers thinks something quite different. Some 72% of employers report a lack of leadership and management skills within their business. How do you best deal with this ‘reality gap’? What if you could empower these individuals to better understand the type of person they are? Maybe the MBTI can help.

Other myers briggs Related Articles

Get Tuned In by Leaving the Office
I just started reading an advance copy of "Tuned In", a new book by David Meerman Scott, Craig Stull and Phil Myers that is due to hit stores in July. Tuned In offers up an in-depth six step process that helps businesses understand and connect with markets in order to provide products and services that customers really want. The first step in the process flushes out a point that I feel is very important to small business owners and managers: "The critical first step to becoming tuned in is to understand, in great detail, what existing market problems your organization could solve. The only way to accomplish this is to get out of your office."
Managing Your Style
Many of us have taken the Myers Briggs Type Indicator and also the DiSC Profile. We have sat in seminars or corporate training sessions designed to help us understand our "style" and how our "type" relates to the rest of the world. These insights are helpful at understanding ourselves and how we can improve relations with other people. I believe style needs to be considered more as a dynamic process - not static. For that we should think about the possibility of actively managing our style.

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