Reform To Achieve Maximum Results

October 22, 2015/0 Comments/in Blog /by Scott Schwefel

The last of Jung’s “8 Types” is the Reformer. The Reformer is said to be an abstract thinker who is motivated by results. The motivation can come off as being ultra-competitive to co-workers. Moreover, this same motivation is sometimes offset by their hunger for perfection. Hey, no one is perfect, right? Moreover, this “offset” lets us know that the Reformer is human which makes us all, who do not have this pretty awesome innate ability, feel just a little bit better about ourselves.

With Great Power, Comes Great Responsibility

No matter the type of company you run, there is for sure a natural Reformer there helping to do their part. Jung further describes the Reformer as be quick minded or having great speed of thought. However, when you can think of sound solutions faster than most, this can be counterbalanced by the need to explore ALL possible outcomes as a result of this new thought or solution. Even though the Reformer can show glimpse of brilliance, they struggle as it takes them a lot of time to finally settle on one of their excellent business solutions. So, if you need something like “yesterday” you may not want to seek their help if time is of the essence.

Let A Dog Roam And They’ll Find Their Way Home

A manager who wants to better help this employee reach their full potential, and at the same time, assist the team and company, needs to give the Reformer space to roam. No, not space to roam the hallways at work. Freedom and space to think and do their jobs. This personality type does not need any hand-holding at all; just the occasional push when a deadline is fast approaching.

We Are All Wrong At Some Point In Time

If a Reformer gets the freedom to explore all situations and possibilities, they can be great at problem solving, which, they highly enjoy. Like normal people when they discover that they are actually incorrect on something they thought otherwise, the Reformer can get upset. Not only will they sometimes get upset, but they will also “canvass” their own support network (close co-workers) for support long after they have been unequivocally proven wrong. Or a final decision was already made.

Here Are Some Classic Reformer Personality Traits to Look For:

Inner drive
Deeper thinker
Attention to the job at hand
Strives for excellence
Influences other in a positive way
High self-criticism
If under pressure, can be overly critical, impatient and a negative thinker
Tolerant and understanding of “work code.”

Every office in America needs a Reformer on their team for total “togetherness.” If you would like further help in identifying yourself or someone you know who may be a Reformer, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Coordinating a Great Team

October 13, 2015/0 Comments/in Blog /by Scott Schwefel

Life requires coordination, and work follows suit. Life and work require coordinating a variety of bodies and organizations expressing a myriad of opinions and beliefs. Coordinating is a difficult thing, to say the least! Having Coordinator personalities in life and work can make things run smoothly, efficiently, and correctly.

Coordinators are Carl Jung’s Introverted Sensing type. Coordinators are dependent on others but rely on their strong value system to do their jobs well. Coordinators are known for being diplomatic and sincere as well as for their intuition in business and their personal lives.

Coordinating success

Coordinators have the best of two worlds when it comes to personality type- they are analytical while being sensitive to others and cautious without being withholding. Individuals with Coordinating personalities are sincere and diplomatic which makes them ideal as leaders and coworkers.

In their everyday work, Coordinators want all the information before making a decision. They do have the ability to remain objective, however, which is a valuable skill to have. They have high expectations for themselves and are highly motivated by their internal desire to succeed. Coordinators can be seen as critical by others, but don’t always say what they are thinking or feeling. Coordinators work well in environments where they feel supported and encouraged by those around them.

Coordinators work best when surrounded by a few like-minded people whom they rely on for advice and encouragement. Coordinators may find it difficult to break out of this circle of trusted co-workers and friends as it takes them some time to trust new people. These individuals can be instrumental in helping Coordinators become more comfortable starting new jobs or tasks that may frustrate them.

Assisting a Coordinator

Coordinators can be helped in many ways, in addition to being helpful to those around them. Coordinators like to work in minimally stressful environments and don’t do well with chaos, interpersonal or otherwise. Coordinators can be assisted in their jobs by knowing why they are doing a task in addition to knowing how to do it.

Coordinators influence others using facts, data, logic, and systematic methodology. Unfortunately, they often don’t add their personal opinions to these facts, which can make them seem clinical or overly analytical. Coordinators can be supported by those around them by increasing personal and professional confidence, clarifying job specifications, giving sincere appreciation, creating a non-stressful environment, and by having a systematic manager or team leader as a guide.

Coordinators are loyal, organized, and hardworking because of their internal drive and motivations. They tend to worry about what might happen and procrastinate on beginning projects because of a fear of failure. Coordinators should learn to trust their instincts and voice their opinions, especially when it matters the most.

If you would like further help in identifying yourself or someone you know who may be a Coordinator, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Lending a Helping Hand

October 6, 2015/0 Comments/in Blog /by Scott Schwefel

Someone who is a ‘people person’ is known for being warm, sociable, and friendly to a fault. They will go out of their way to lend a helping hand to people they know, people they work for, and occasionally someone they don’t know. Someone who is known as a people person could also be called a Helper, or, as Carl Jung labeled it, the Feeling type personality.

Helpers are sensitive to the needs of others and are always available to lend a hand when others need assistance. At work and in their personal lives they are warm and sociable, always accommodating to others. They are driven by consistency and ambition to succeed with and through others.

Positively a Helper

Helpers seek to create an atmosphere of positive social relationships with the people around them, at work and home. Helpers are ideal in mediation or counseling situations as they are very steady, consistent, and seek the correct solution for another person’s problem. Helpers are great at giving advice and are often sought out for their honesty.

Helpers are best assisted by coworkers and friends who can give a Helper the same care they are given. Helpers can become overwhelmed by taking care of people around them; everyone, even a Helper, needs a support network. Just like Helpers are sought out for advice and a listening ear, Helpers also need these things from their friends and coworkers.

Helpers value loyalty in their friends and appreciate when others help them out. Unfortunately, when Helpers don’t feel like others have given as much for a job or relationship as they have, grudges can form.

Helping a Helper

Helpers struggle to say no, which can cause them to be overwhelmed in work and social situations. They often refuse to turn down requests for help that can cause them to be distracted and anxious that they can’t deliver a great solution to every project they have taken on. Criticism should be given in the right way so that a Helper doesn’t see it as a personal attack; keeping criticism objective is very important for Helpers to improve their work lives.

Sometimes, Helpers need help too. As leaders, Helpers need help to assert their authority. When individuals with Helper personalities are in charge of a team, they are often more concerned with everyone getting along than they are with the results. As Helpers are more attentive to the people rather than the project, others may view them as lacking in proactive tendencies. Focusing a meeting on the actual results of a project can help a Helper realize that disagreement or discussion isn’t a bad thing; rather, they should be encouraged.

If you would like further help in identifying yourself or someone you know who may be a helper, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Motivated for Greatness

September 29, 2015/0 Comments/in Blog /by Scott Schwefel

Motivation is an extraordinary thing. Motivation can be drawn from internal and external sources, and everyone has a source of motivation that stays strong despite what life throws at them. Some people are incredibly motivated, and not just in their personal lives- they can motivate others to greatness, which is an amazing thing to have in the workplace.

Motivators are what Carl Jung called ‘extroverted intuitive’ types. Motivators value results and, equally, the people who achieve those results. Motivators are natural participants who value the social aspects of their lives, but who are also very intuitive into the motivations and characteristics of those around them.

The strength of motivation

Motivators are great people to have in the workplace, both as employees and as leaders. Motivators value establishing a strong network of contacts and gaining the respect of those around them. They are willing to do the work required to reach the objectives they have for themselves and the objectives their work situation has placed in front of them. Motivators are equally as good at negotiation and mediation because they consider the diverse needs of people around them when making decisions.

Motivators are socially assertive and pick projects that make them and their team look good. They thrive in the spotlight but aren’t fame hogs- they give credit where credit is due. Motivators don’t always like detailed work, but will put their best foot forward to get the job done. They sometimes put too much trust in the things their team or coworkers can accomplish, which can make for some awkward moments and tight deadlines. Motivators are natural leaders, but can be difficult to manage if they aren’t already in leadership positions. While they can be quite successful as leaders, they aren’t natural administrators.

Working with Motivators

Other people might view Motivators as hasty and indiscreet, but they would classify themselves as dynamic and enthusiastic. Considering how others could view their actions can make Motivators better leaders and better coworkers. Variations in tasks and working environments keeps Motivators interested and on track when it comes to having control over their working environments.

Motivators are made more effective with control, direction, and written analysis of their projects and expectations for their job. Working with Motivators means having an encouraging and helpful person in your office who can help you see the bigger picture; being a Motivator means taking your energy from the people around you and their successes by motivating them to greater things.

If you would like further help in identifying yourself or someone you know who may be a motivator, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Analytical Observation: The Benefits of People Watching

September 22, 2015/0 Comments/in Blog /by Scott Schwefel

Many of us enjoy people watching- we like to see how people live, how they interact, and how they deal with everyday situations. The same factors that make people watching so intriguing to many of us can also make office environments that much more interesting as well. Observers, or the Cool Blue thinkers, rely on better than average observational skills and discipline to get things done both in their personal and professional lives.

Observers are very rational. They rely on facts and logic to make sense of the world and to make sense of the tasks they are given in the workplace. They depend on consistency and offer deep insights into the characteristics and behavior of the people around them.

The strengths of Observers

Observers are:

Precise
Cautious
Conscientious

They are also:

Worriers
Slow to act
Avoidant

Observers are observant of themselves and the people around them. They are good at discerning other peoples’ motivations and strengths, in addition to their weaknesses. Observers have a tendency to hire individuals who are also observers, which isn’t always beneficial. Observers are critical to a fault and, although they may be correct, often miss answer because they are afraid to be wrong. Observers are very fact oriented, but may hesitate to express their feelings or thoughts as an employee or if they are in a leadership position.

Working with an Observer

Working with an Observer as a coworker or as your boss can come with its benefits and challenges. Observers are independent and often prefer to work on their own, but create functional and interpersonal work environments. Observers are logical and seek to influence others using facts and proof, which may make them come across as uncaring or impersonal at times. However, they value others’ opinions and are typically very engaging in the workplace.

Observers, like many of us, feel pressured when they are rushed. They crave consistency and will return that consistency to their employees and coworkers when given the chance. Observers resist change, but can be brought around to the idea of new changes based on logical reasoning. When they feel like they don’t have a handle on a situation they can worry, but it is rarely about their jobs or reputation. Observers worry about how others will see them, what they are being judged on, and how they are perceived by those they respect the most.

Working with Observers is an exercise in patience and logic. Observers are stretched by social interactions and must remember that a lot can be learned when they put themselves in relevant social situations.

If you would like further help in identifying yourself or someone you know who may be an observer, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Supporting Your Team: Moderating Consistency and Change

September 15, 2015/0 Comments/in Blog /by Scott Schwefel

Think of your ideal boss- what characteristics do they have? Are they kind? Do they offer support in and outside of work? Do they push you and their other employees to do their best work? What characteristics of a leader do they possess? On the other hand, what are some characteristics of the worst boss you’ve ever had?

Carl Jung called certain individuals high in social skills and praise Introverted, or Sensory, Feelers. In this instance, we call them Supporters, as their main characteristic is their emotional support of others. Supporters are quick to come to the rescue of their friends, will go the extra mile to get a job done, and build a strong network of relationships with their coworkers.

The strength of a Supporter

Support goes a long way in a working environment and having a supporter as a boss or as a coworker can be a blessing and a challenge. Supporters are consistent in their praise of others and when it comes to their own work, and can be relied upon to get the job done. However, they are also easily frustrated when confronted with a tight deadline or pressure from work situations.

A Supporter is challenged by change, and may need help from bosses or coworkers to enact new procedures or adjust to new working requirements. Professional problems evolve, and to stay active and efficient employees have to evolve to create sustainable solutions to those problems. Planning in advance for these changes can help a Supporter get used to the new ideas being implemented, so they are ready to go when those changes are put into action.

Supporters are predictable, steady, and loyal, but are also adverse to risk-taking and resist change. They best work in professional scenarios where they feel they are appreciated and heard. A Supporter’s strength lies in their ability to work well with others; their confidence comes from their boss and peers’ affirmations that they are doing a good job.

Working with a supporter

Supporters are great mediators, which make them excellent colleagues and team leaders. Supporters’ affable nature makes them great in meetings with clients and partners, and they can be trusted to do their jobs very well. They are incredibly loyal workers and can make work environments social and enjoyable for themselves and others.

Individuals with other personality types may find Supporters difficult to get along with because of their steadfast nature and resistance to new ideas, but remembering a few things about Supporters can get everyone back on the same page. Supporters should be given space to complete their tasks, but a gentle push in the right direction can help them meet deadlines. Supporters need a little bit more time to adjust to new protocols or job descriptions, so a bit of warning can make a difference to them.

If you would like further help in identifying yourself or someone you know who may be a supporter, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Harnessing the Power of Inspiration

September 8, 2015/0 Comments/in Blog /by Scott Schwefel

Think about something, or someone, that inspires you. It could be a parent or a former mentor, or a childhood sports hero. Your inspiration could come from other people, but could just as likely come from hearing the theme song to Chariots of Fire. Whatever it is that inspires you allows you to continue reaching for your goals and working towards what you want in life, despite setbacks.
We all need someone to inspire us, to encourage us during those setbacks. Carl Jung calls this person an ‘Extroverted Feeler’, ‘Rational Feeler,’ or ‘Inspirer.’ Inspirers are known for their ability to network and communicate with youthful, vibrant energy.
The power to inspire
Having the power to inspire others can be a driving force for leaders and members of a working team. Coworkers need the ability to be inspired by one another, and bosses should also know how to utilize inspirer traits to motivate their team members.
Inspirers seek environments that are sociable and allow them to network, both personally and professionally. These social interactions give Inspirers the ability to draw on a broad base of ideas and professional experiences of those they’ve networked with. Inspirers are creative, promote their own ideas, and encourage others by developing strong friendships and working relationships.
However, there are pitfalls to being an Inspirer that those of this personality type should be aware of. Inspirers can often:
• Misjudge others
• Misjudge abilities
• Leap to conclusions
• See the good in everyone
This last pitfall might not seem like a bad thing, and it certainly isn’t. Inspirers are valued for their optimism! This optimism can lead to viewing situations and people with rose colored glasses when this might not be the most realistic perspective.

Working with Inspirers
Inspirers can appear inconsistent because of their steadfastness to their own ideas. A good leader of an Inspirer can navigate this aspect of their personality by supervising them fairly and democratically. Inspirers sometimes feel pressured by deadlines or feel uncertain, they can complete a task, but may not voice this to their coworkers or boss. Utilizing time management and having open workplace communication can assist with this.
Inspirers are the life of the party and can be vital in keeping up the mood and motivation in a workplace. As an Inspirer boss, watch out for overuse of flattery and compliments. Inspirer employees are strongest when they are interacting with others, so placing them in these situations can lead to great successes.
If you would like further help in identifying yourself or someone you know like a director, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Directing Yourself and Others: The Power of the Rational Thinker

September 3, 2015/0 Comments/in Blog /by Scott Schwefel

Imagine being on a movie set. There are hundreds of people working, each with an important job to do. Some people act, while others adjust the lights or make sure the stage is ready for another take. At the helm of all this activity is the Director. The Director doesn’t just shout ‘Action!’ to mark the beginning of a scene but is also in charge of keeping the bigger picture in mind. Although you may not be the director of a movie, many people find their personalities and working styles are similar to that of a movie director.

Characteristics of an extroverted thinker

As the psychologist Carl Jung put it, directors are also known as extroverted thinkers, or rational thinkers. They are highly goal oriented and are driven to complete tasks quickly and well. They focus on results and motivate their team to achieve those results through action and hard work. They are personally motivated by the desire to achieve, and to achieve in the leadership roles they have been given.

Directors are:

Decision makers
Decisive
Assertive
Imaginative
Task-oriented

They can also be:

Forceful
Demanding
Autocratic
Selfish
Overbearing

When a director uses their strengths, they can put together a highly-functioning and productive team in their work setting. In their relationships, they can be trusted to provide a blunt assessment of a situation and give their honest opinion. They do not sugarcoat things. Sometimes a director’s strengths can turn into weakness and they can be seen as harsh, authoritarian, and unwilling to listen or cooperate with others.

Working together

A director can be headstrong and stubborn which makes working for one difficult at times. Being an employee of a director when you have director characteristics yourself can also present challenges, both interpersonally and in the workplace. Directors are logical, but can come up with imaginative solutions to the problems they face. They work best when left to their own devices, and excess supervision and routine chafe against them.

Directors judge others by their ability to finish tasks. Directors should watch how they interact with others who are of different personality types to make sure they are judging them based on their strengths, not just their ability to get the job done. Directors need to be careful not to overexert their independence or individualism because this can fracture the relationships they have with people around them. Directors can improve their interpersonal interactions by listening to others and accepting that the way someone else does a task isn’t wrong, just different.

If you would like further help in identifying yourself or someone you know like a director, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

Does wearing a mask in the workplace mean you are “fake”?

August 26, 2015/0 Comments/in Blog /by Scott Schwefel

When you are the supervisor or the manager at your workplace, you are being counted on (and paid too) by your employer to effectively teach, manage, and develop the employees they hire. With the uniqueness of humans, no two employees will respond the same way to getting trained, managed, developed, or even disciplined.

Some supervisors and managers just supervise and manage only one way. Sometimes they don’t care and have that “it’s my way or the highway” attitude. Those managers run the risk of burning out after a few years on the job. And some supervisors and managers just don’t know how to manage any other way. These managers won’t burn out, but will only get average work quality from the employees they supervise and manage. Does wearing a “mask” in the workplace make you fake? No. In fact, this is a great way to communicate with different personalities, and to get above and excellent work from your employees.

What does it mean to wear a Mask?

A lot of people wear a mask in the real world and in the workplace for many different reasons. Wearing a mask typically, means that when the person is aware someone is watching them, they tend to wear a different colored mask and not act like their normal selves.

However, wearing a masking mask in our example, is close to the above. But, we are specifically speaking about strategically wearing a different color mask to communicate more effectively with employees who not all may be wired the same.

Looking at this from the Insights Discovery® Color Energies’ point of view

For example, let’s say that you have four employees who lead with either, Fiery Red, Cool Blue, Earth Green, or Sunshine Yellow. An effective supervisor or manager who has the ability of “full and total awareness” would have four different ways of approaching, speaking and communicating with all four of these different personality types. This supervisor or manager is wearing a mask, especially if they normally lead with another color while at home and another color when at work. A not so effective supervisor or manager would address all four employees in one way and most likely, NEVER would truly make a connection with these employees or get their best work.

So as you can see, people wear masks for many different reasons in life, good and bad. With respects to trying to communicate effectively in the workplace with today’s highly diverse workforces, wearing a mask to be more effective, and getting your employees’ best effort, is the a mask worth wearing.

Every organization needs a good mix of color energies and a few people who know how to wear a mask properly. If you’d like help in identifying this person (s) on your team, schedule me, Scott Schwefel, as your keynote speaker, I will come to your group and address the difference of personalities in a truthful, fun, and easy to understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

The Cool Blue Energy – As cool as the other side of the pillow

August 18, 2015/0 Comments/in Blog /by Scott Schwefel

Documentation, preparation and just being precise in corporate America has never been more important. Good organizational practices are key in teaching new employees the way your company does things, complying with regulatory bodies such as the Securities & Exchange Commission (SEC), the Centers for Medicare and Medicaid Services (CMS) and other Federal governing bodies. Good documentation practices can also keep you and your company out of the courtrooms and with your money still intact. No one knows this better than the Insights Discovery® Color Energy: Cool Blue.
This Is What I Mean
As a case in point, while at the office, have you ever called someone in the office to get an explanation, or to ask a question of any kind of importance, only to have the phone go right to voicemail, but 60 seconds later, you receive a “ping” (a notification of an instant message alert) from that same person? Doesn’t that drive you crazy sometimes? Well, truth be told, this person is strategically trying to either:
1. Avoid speaking with you altogether
2. Really busy and simply was just on another line
3. Was not by their phone
4. Is an Insights Discovery® Color Energy: Cool Blue

What Are The Characteristics Of An Insights Discovery® Color Energy Cool Blue Personality?
Insights Discovery does personality assessment profiles for businesses across the world similar to a Myers-Briggs personality assessment, but more in depth. When a person takes a profile assessment, their results will be sprinkled over the four Insights Discovery® Color Energies with one of the four colors, Fiery Red, Sunshine Yellow, Earth Green and Cool Blue, leading the way.
A person who leads with Cool Blue in the phone vs ping scenarios from up above is most likely choosing to ping over call, not because they don’t want to speak with you (which actually could be one of the reasons as people who lead with this color tend to be introverted), but because they want their reply, or your reply to be documented to cover their tails in the event something down the road goes wrong. They now would have a paper trail to clear their name and/or avoid not being prepared for any given business situation.
The Classic Characteristics Of A Person Leading With Cool Blue
A person in your office who leads with this color will have a hard time not displaying to you and other co-workers that they are very formal and are usually very conservative. These people will also display that:
• They are an introvert
• They are very thorough
• Want to be correct by being prepared
• Are cautious
• Precise
• Deliberate
• Questioning
• Formal
Fears Of The Cool Blue Personality
A co-worker, or even a boss for that matter, leading with Cool Blue is very cool as they will make your team very organized, prepared, accurate and ready for just about whatever business issue that shows its ugly face. However, this person is not superman or superwoman, they too have fears. Some of the fears this person will do everything they can to avoid are:
• Not being prepared for a big meeting
• General embarrassment
• Having to move and process very fast, as sometimes speeding up means more mistakes

When a person leading with a Cool Blue energy is on your team, they will be systematic, and the process will be very important to them. If you would like further help in identifying this person, schedule me, Scott Schwefel, as your keynote speaker. I will come to your group and address the differences in personalities in a truthful, fun, and easy-to-understand way. Follow me on Facebook, LinkedIn, and Twitter to share my blogs with the color energies you work with!

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