presentation for educational institutions

The Power of Self-Discovery: Using Psychometric Profiles to Enhance Personal and Professional Development of Black Students

College Graduation Rates: Where Black Students Do the Best and Where They Fare Poorly Compared to Their White Peers

• Black enrollments in higher education are at an all-time high.

• But nationwide the black student college graduation rate remains dismally low, at a level of about 45 percent.

• The racial climate at some colleges and universities can affect black persistence and graduation rates.

• If black students do not feel welcome or if they experience any sort of racial harassment or discrimination, they will likely drop out of that particular institution.

• Many black students who enroll in college are not adequately prepared for college.

College Graduation Rates: Where Black Students Do the Best and Where They Fare Poorly Compared to Their White Peers

• Many black students come from families that have no tradition of higher education.

• The Journal of Blacks in Higher Education (JBHE) has found more than 80 colleges and universities where the black graduation rate is at least 25 percent points lower than the graduation rate of white students.

• At six colleges and universities the racial gap is more than 40 percent points.

*Source: The Journal of Blacks in Higher Education (2010). Retrieved January 25, 2010, from http://jbhe.com/features/65_gradrates.html

The Labor Market Perceptions of Blacks• In today’s service-based economy, employers often

emphasize a preference for soft skills, creating potential for bias in workplace decisions.

• Soft skills include an array of employee characteristics that are subjectively evaluated by employers.

• According to the American Sociological Association (ASA), employers perceive black men (whether or not they actually interview them) as having limited soft skills but rather are perceived as intimidating, hostile and defensive.

make race and ethnicity significant factors in determining workplace opportunities.

• Indirect barriers to promotion include limited opportunities for mentoring relationships, less effective training opportunities, and employer and supervisor bias in evaluation procedures.

Characteristics of Soft Skills

• How individuals look and dress.

• Their manner of speaking.

• Whether they are perceived to be team players.

• Perceived motivations, cheerfulness, and interpersonal skills.

• Perceived ability to represent the organization

*Source: Race, Ethnicity, and the American Labor Market: What’s at Work. (2005). The American Sociological Association.

© Andrew Lothian, Insights, Dundee, Scotland, 2006. All rights reserved. INSIGHTS, INSIGHTS DISCOVERY and INSIGHTS WHEEL are registered Trade Marks.

Insights Discovery An Introduction

Beginning the Journey …

Insights Discovery

• Insights Discovery is a preference-based system with its foundations in the work of Dr. Carl Jung.

• The Insights Discovery learning system identifies four color energies – Cool Blue, Earth Green, Sunshine Yellow and Fiery Red- and presents these on the Insights Discovery Wheel.

• Using color as a common language for self-understanding, effective interaction, and organizational growth, it is assumed that individuals use these colors energies to varying degrees.

• The preference for one or more color energies will indicate a dominant or preferred style of thinking, working and communicating.

Our Approach – The Insights Discovery Framework• Understand Self: To develop an understanding of self and

how one may be seen by others, to recognize personal strengths and weaknesses and identify individual areas for development.

• Understand Others: To recognize others behavioral style and learn how to respond effectively to other’s needs.

• Adapt and Connect: To adapt personal style and behavior in order to connect more effectively with others and meet the needs--

of others by understanding their personal needs better and by acting on those needs. To learn how to connect powerfully.

• Take Action: To explore effective strategies in dealing with different people or colleagues, and to realize the benefits of a team approach.

Your Individual Profiles

Insights Discovery Personal Profile• The Insights Discovery Personal Profile is a personal

development tool which gives individuals an engaging, reinforcing and transformational insight into themselves and others.

• To receive this profile, individuals complete the 25-frame evaluator

• The 20-40+ page output helps recipients gain a detailed understanding of their personal style, and how this impacts on their relationships in both personal and professional environments. This profile illustrates how recognizing differences can empower individuals, teams and organizations.


Insights Discovery Personal Profile• The Insights Discovery Personal Profile consists of

maximally 5 Chapters:

1.Foundation Chapter

2.Management Chapter

3.Effective Selling Chapter

4.Personal Achievement Chapter

5.Interview Chapter



• The Foundation Chapter is the bedrock on which all Insights workshops and/or coaching sessions are built on.

• It enables participants to gain an overview of their personality and experience their first 'ah ha' moments as they recognise themselves in the profile



Includes sections about: Personal StyleInteracting With OthersDecision MakingStrengths and WeaknessesCommunicationBlind SpotsOpposite TypeSuggestions for Development

Discovery Learning Guide – The Insights Discovery Profile – Section 1.1



• Forms an integral part of any Leadership or Management Development Programme

• Enables Managers to explore their own style, the style of those they manage, and the style of their own manager

• Is an excellent tool to be used within a coaching conversation with leaders



The Insights Discovery Profile –

Management Chapter

• Includes sections about:Ideal EnvironmentMotivatingManagingManagement Style


The Insights Discovery Profile

Effective Selling Chapter

• Invaluable for any individual looking to sell or influence more effectively

• Explores individual preferences at each stage of the sale from preparation to follow-through

• Excellent for inclusion in a sales development or influencing skills programme and/or as a coaching tool


The Insights Discovery Profile – Effective Selling Chapter

•Includes sections about: Selling style Before the Sale Begins Identifying Needs Proposing Handling Buying Resistance Gaining Commitment Follow up and Follow Through Sales Preference Indicators


The Insights Discovery Profile

Personal Achievement Chapter

• A natural next step to the Foundation Chapter

• Explores key personal development topics including creativity and goal setting

• Chapter can be used as an integral part of a Personal Effectiveness Programme and/or individual sections can be selected to support development in specific topics

• Excellent coaching tool to support individual development plans



The Insights Discovery

Profile – Personal

Achievement Chapter

• Includes sections about:Living on PurposeLife and Time ManagementPersonal CreativityLife Long Learning



Insights System

• Look at your position on the Insights Wheel in your Discovery Profile

• Also look at your Insights Color Dynamics page

• There are three bar charts –

• top left, top right and a central graph

Discovery Learning Guide – The Psychology of Self Understanding – Section 1.8

The Discovery Color Dynamics Graphs • Conscious Graph, Less Conscious Graph

and Preference Flow

• Conscious and Less Conscious Graphs

• Colors above the line are visible to others and used competently in behavior with others

• Colors below the line we may be reluctant to use and our use of them may appear less “polished”

• The Preference Flow:

• Arrows going up indicate an effort to increase use of that color energy

• Arrows going down indicate a holding back


Graph I – the Conscious Persona

• That part of the personality where private and public meet and interact

• Where who we are interacts with who we are expected to be The ‘Persona’ was a mask

worn by actors in Ancient Greece to convey the

personality of the part they were playing.



Graph II – the Less Conscious Persona

• The more instinctive “you”

• The “you” when you are not controlling the way you present yourself to the world

The Less Conscious you -

your ‘shoes-off’ self.


What do Your Colors Say to You? • There is a unique individual and

many different stories behind each graph

• Subjective interpretation brings the real awareness of self and others

Look beyond the graphs


Your Preference Flow The Preference Flow Graph (middle graph)

• The degree to which the public persona (who you see yourself to be) (Graph I) moves you from your more instinctive “you” (Graph II)

• Determines which preferences are currently having an impact on your work style and which are having less


The Discovery Wheel


Energies and Types Within The Insights Wheel

The Focused Types




Focused Insights Types

• One energy in conscious inclined usage

• 3% of total population

• Further to the edge, the larger the shadow




The Classic Types




Classic Insights Types

• Two energies in conscious inclined usage





Accommodating Types




Accommodating Insights Types

• Three energies in conscious inclined usage





• No position on the wheel is better than any other.

• Each position offers unique gifts and strengths.

• Every position on the wheel is capable of adapting and connecting.

Whoam I?

Your Insights Journey of Awareness and Discovery

Your Colour Mix

We each have all four colour

energies within us; it is the

combination of the four energies that creates the

unique YOU.

Your Colour Mix

CompetitiveDemandingDeterminedStrong-willedPurposeful

SociableDynamicDemonstrativeEnthusiasticPersuasive

CaringEncouraging

SharingPatient

Relaxed

CautiousPrecise

DeliberateQuestioning

Formal

The Four Discovery Colour Energies

Cool BlueShowing no bias

ObjectiveDetachedAnalytical

Fiery RedPositiveAffirmativeBoldAssertive

StillTranquilCalming

Soothing

EarthGreen

CheerfulUpliftingSpiritedBuoyant

SunshineYellow

On a bad day…

AggressiveControllingDrivingOverbearingIntolerant

ExcitableFranticIndiscreetFlamboyantHasty

DocileBland

PloddingReliant

Stubborn

StuffyIndecisive

SuspiciousCold

Reserved

The Four Discovery Colour Energies

Colorful “blurts”…

Using the color energies to develop a positive mental

attitude

Using the color energies to develop a positive mental

attitude

Colourful Steps to a Positive Mental Attitude


Connect with your Cool Blue Energy

Ask Positive Questions



Connect with your Earth Green Energy

Tell the Truth about Your Feelings




Connect with your Sunshine Yellow EnergyPlay with Positive Metaphors







Connect with your Fiery Red EnergyFocus your mind onsolutions, not problems


Connect with your Sunshine Yellow EnergyPlay with Positive Metaphors





Jung’s Preferences and the Color Energies

20

2020

Cool BlueCool Blue energy is the combination of the Introverted and Thinking preferences - producing a style that is task-focused, calm under pressure, thoughtful and objective.

Earth GreenEarth Green energy is the combination of the Introverted and Feeling preferences - resulting in an approach that favors depth, reflection, harmony and consensus.

Sunshine YellowSunshine Yellow energy

is the combination of the Extraverted and Feeling preferences – coupling

sociability and consideration for others

with being action-oriented and entertaining.

Fiery RedFiery Red energy is the

combination of the Extraverted and Thinking

preferences - enjoying high activity, working

with others, being logical and focusing on facts.

Psychological Preferences – An IntroductionJung talked about three pairs of preferences:

• Introversion and Extraversion

• the way we react to outer and inner experiences

• Thinking and Feeling

• how we make decisions

• Sensation and Intuition

• how we take-in and process information

“The predominance of one or other points of view depends less upon the objective behavior of things than upon the psychological attitude of the investigator and thinker.”– C. G. Jung ‘Nature of the Psyche’

Preferences – Introversion and Extraversion

Quiet Observant Inward focus Depth Intimate Reserved Reflective Thoughtful Cautious

EnergeticInvolvedOutward

focusBreadth

QuickAction

orientedOutspoken

Bold

EXTRAVERSIONINTROVERSION

"The extravert orients himself predominantly by the outward, collective norms of his times, etc. The attitudes

of the introverted, on the other hand, are determined

mainly by subjective factors"

– Jolande Jacobi, 1962

Attitude: Expressing our Energies

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2020

INT

RO

VE

RS

ION

EX

TR

AV

ER

SIO

N

EXTRAVERSION

Talkative

Involved

Gregarious

Flamboyant

Outspoken

Bold

Action

Breadth

Outward Focus

INTROVERSION

Quiet

Observant

Thoughtful

Intimate

Reserved

Cautious

Reflective

Depth

Inward Focus

“I call the two types rational or judging types because they are

characterised by the supremacy of the reasoning and judging

functions.”

– C. G. Jung, Psychological Types

Thinking and Feeling: Jung’s Rational Functions

Formal, Impersonal, Analytical, Detached, Objective Strong-minded, Competitive, Correct, Task, Systems,

Informal, Personal, Considerate, Involved, Subjective, Caring,

Accommodating, Harmonious, Relationships, Morale

Feeling Preference

Thinking Preference

FormalDetached

Competitive

ImpersonalObjectiveCorrect

InformalConsiderate

Caring

PersonalInvolvedAccommodating

Focus on the Task

Focus on the RelationshipFEELING

THINKING

Thinking and Feeling: Jung’s Rational Functions

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2020

20

Sensation and Intuition: Jung’s Irrational Functions

Specific Present-oriented Realistic Persistent Down-to-earth Practical Precise Factual Step by step

GlobalFuture-

orientedImaginative

Catalytic Process

ConceptualPossibilities

AbstractIndirect

Generalities

IntuitionSensation

“Sensation perceives things as they are and not otherwise. Intuition also

perceives, but less through its capacity for unconscious ‘inner

perception’ of the inherent potentialities of things. "

– Jolande Jacobi, 1962


Sensation and Intuition: Jung’s Irrational Functions

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2020

SE

NS

AT

ION IN

TU

ITIO

N

INTUITION

Global

Concepts

Inspiration

Abstract

General

Indirect

Focus on the imagination and future potential

SENSATION

Specific

Practical

Precise

Factual

Security

Persistent

Focus on the realism and here

and now


The Steps to Personal Effectiveness

Step 1

Explore and

discover more about

yourself

Step 2

Learn how to recognise and

appreciate others’ differences

Step 3

Learn how to adapt your

behaviour to interact more

effectively with othersStep 4

Take action and put

your learning into

practice

Perception

You will see the world differently

from the way other people

see it.

The Ladder of Perception

The event (as a camera

would capture it)

My perception

(selected data)

Value judgements I made

Interpretations and

meanings I gave

Logical conclusions I drew

Emotional and physical

responses

Beliefs I formed

Actions I took

presentation for educational institutions

Documents

registered

fare poorly

cool blue

earth green

discovery

positive metaphors

college graduation

positive questions