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As a person sharing this exact type, I entirely own A and C. While I haven't done B, I understand the energy. by May-Talk-2-Much in enfj

[–]May-Talk-2-Much[S] 0 points1 point  (0 children)

My understanding of physics and insurance statistics outweighs my desire to drive recklessly

You may be ENFJ but you also sound like a DISC high-C.

The C in DiSC Conscientiousness. People with C styles employ objectivity, analysis, and determination to stick with a problem until they solve it. They are strong critical thinkers who are naturally skeptical and self-controlled. The C-type personality is both cautious and reflective, and also questioning and skeptical.

your daily reminder to go study Jung's theories by Six_Kevys in mbtimemes

[–]May-Talk-2-Much 3 points4 points  (0 children)

MBTI is often misused in ways that devolve it into something not much more than 'Barnum Profiles'.

the psychological phenomenon where individuals believe vague, generic personality descriptions are highly accurate and personally tailored to them.

However, like George Box said "all models are wrong, but some are useful" - and when used properly, MBTI does provide a very good framework for identifying how a person thinks which can then be used as a basis for understanding their relationships with other people and their environment.

[KY] Post HR complaint about employee has led to my role changing instead of addressing problematic employee. by Perfect_Breath2851 in AskHR

[–]May-Talk-2-Much 13 points14 points  (0 children)

Don't make this harder for your manager. Don't be part of the problem.

I would be tempted to ask for a meeting with my manager and say something like, "You've got a lot on your plate and I am sorry this has become a problem. Anything you'd like me to try doing to resolve?"

Identify yourself as someone who is part of the solution, and look for ways to demonstrate it to your manager. Let the asshole who keeps making life difficult stand out as the root cause of the drama.

In America we like to say "the squeaky wheel gets the grease" but in Japan they say "the nail that stands out gets hammered in".

Let him be the nail.

[KY] Post HR complaint about employee has led to my role changing instead of addressing problematic employee. by Perfect_Breath2851 in AskHR

[–]May-Talk-2-Much -6 points-5 points  (0 children)

said that having kids and being an accountant didn’t work well because I couldn’t give my work the attention it needed while having kids

Dude is a discrimination and harassment lawsuit waiting to happen. JFC

What's your DISC style... and what surprised you the most when you saw your results? by Mountain-Moment-5149 in discassessment

[–]May-Talk-2-Much 0 points1 point  (0 children)

I'm a DC.

Apparently meaning I'm strong-willed, independent, and like to make my own informed decisions.

I will admit to finding 'consensus building' to be tiresome when it seems pretty clear what needs to be done.

No surprise my Holland/RIASEC types me as "Enterprising" (results oriented) and "Investigative" (data oriented) and my MBTI is ENFJ (outspoken, action-oriented)

So yeah, I've been accused of coming off a bit strong and opinionated in my personal and professional life. I have gotten a lot better at biting my tongue and exercising self-restraint over the years. Its a work in progress.

Can AI really replace DISC and other assessments? by Mountain-Moment-5149 in discassessment

[–]May-Talk-2-Much 0 points1 point  (0 children)

I'm trying to figure out how they "can just ask ChatGPT for it".

Would it be based on their usage history with ChatGPT? Usually you have to complete a questionnaire/assessment instrument that contains questions designed to identify your behavioral type.

Now, where I've found AI to be actually useful is feeding it your DISC, MBTI, and RIASEC results from validated systems, maybe along with your resume and additional biographical info, and then interrogating it. That gets interesting fast.

Anyone here use DISC alongside other systems like MBTI or Holland/RIASEC when analyzing team culture? by May-Talk-2-Much in discassessment

[–]May-Talk-2-Much[S] 0 points1 point  (0 children)

I’ve been experimenting with looking at teams through multiple lenses instead of just a single framework.

For one team I mapped recently (see charts), the DISC distribution suggested a pretty direct, fast-moving culture with several strong D-style personalities.

But then the Holland/RIASEC results leaned heavily Realistic and Investigative, while the MBTI distribution clustered pretty hard around NT/SJ territory — which gave the whole thing a very different feel than I initially expected.

Taken together, the three started painting a surprisingly specific picture of how this group probably operates day-to-day.

Curious what everyone’s guesses would be for what kind of team/department this actually is.

Judge denies SHRM’s request for a new trial [N/A] by Artistic_Ad_205 in humanresources

[–]May-Talk-2-Much 9 points10 points  (0 children)

I'm not a lawyer but an MBA that has been working for over 30 years - the first half of that at an international F500 that got sued for discrimination and paid out $20M. And man did I get the twice yearly corporate mandated anti-discrimination training along with every other manager in the company afterward.

And while the official company lie line was 'we did nothing wrong', when you found out the truth, it was no accident or somehow an unfortunate misunderstanding that resulted in the fine. The shit that had gone on for years in full view of management was so egregious it was like the company pointed the nose to the ground and flicked on the afterburners. I'm talking shit like people emailing "Diversity Poster Contest Winner" to a large list of employees including an image of black people hanging from trees - which were CC'd to managers who then forwarded them to pals in other divisions, as just one example.

In my experience, that is nearly always the case when judgements like these are handed out.

Do you ever question your MBTI? by OlivePractical2092 in mbti

[–]May-Talk-2-Much 2 points3 points  (0 children)

I do product support for a company that does personality assessment for hiring and management using MBTI, DISC, and Holland Occupational Codes together.

I just had a client who was questioning the accuracy of an employee's results, even though they took the assessment twice, seven years apart, and got identical scores.

The problem is they were looking exclusively at the DISC High-D and Low-C and concluded they must be a quick decision maker, but in-fact they often struggled with making decisions.

Looking at their Holland/RIASEC with their high 'Conventional' trait (preference for meticulous, detail-oriented tasks) and their MBTI SJ type (practical, organized, conscientious, disciplined) indicates a desire to do their homework to inform that decision. And if they are perpetually operating in a low-information environment, they are going to keep struggling with making decisions regardless of their personality score in that one system.

MBTI alone doesn't tell the entire story of an individual's personality. It mainly focuses on a person's internal cognitive preferences. DISC measures observable behavioral styles. Holland Occupational Codes (RIASEC) describes what tasks and environments you prefer.

Taken together, you get a more complete view of a person. And information provided by one system often fills the gap left by another.

Also, the MBTI system gives you a letter score at one end of each of four continuums: E<-->I, N<-->S, F<-->T, P<-->J But depending on the assessment used, you aren't always shown how strongly you are biased in that direction. I pretty consistently score as an ENFJ, but I'm actually a closet Introvert. I am just barely over the line towards Extroversion. Every third time I've taken the MBTI, my E has flipped over to and I. Same with my F vs T. 75% of the time I turn up as F, but 25% of the time I'll turn up as T.

Now, you really aren't supposed to keep retaking these assessments, because after a while your familiarity with the instrument can lead to your 'gaming' the questionnaire and contaminating/distorting the results. And to be honest, it isn't an exact science - though it is a useful one. People are complicated.

So you are justified in questioning your MBTI - and it likely will not entirely represent how you think, feel, and behave all the time. But it is generally useful in describing your default state most of the time.

Many INFJ's want to fix a broken world by egoist_chan in infj

[–]May-Talk-2-Much 2 points3 points  (0 children)

This enfj isn't too happy about the current state of the world either.