The Personal and Collective Unconscious

November 10, 2015/0 Comments/in Blog /by Scott Schwefel

Back in the early days of analytical psychology, Carl Jung had an idea. He theorized that there was a split between a collective unconscious level that everyone shared, and a personal unconscious that was entirely unique to an individual. Far from being a ‘hive mind,’ the collective unconscious is rather a collection of responses and reactions to common situations humans have encountered since the very beginning. This collective unconscious gives us the fight or flight response and allows us to rest our conscious selves when doing activities we’ve done hundreds of times before.

The personal sphere of consciousness is a different beast entirely. Our personal consciousness is made up of the thoughts, beliefs, behaviors and ideas that make us who we are. All of these traits come from the unconscious and its ability to transform everyday events into character-defining personality types. The personal conscious, unlike the collective unconscious, uses information gathered from a person’s life rather than from humanity’s collective background.

The importance of the personal unconscious

Without a personal unconscious, we wouldn’t be who we are and couldn’t become who we were meant to be. As humans, we begin our lives dependent on our unconscious minds for survival- only as we learn and grow do we begin to develop and practice using our conscious minds to make our way throughout the world.

The personal unconscious helps us approach the world from our unique perspective. For instance, a person who unconsciously filters out information in a more analytical way is less likely to have a feeling-type personality as a strong determining factor in their outward, conscious personality. In this same way, other people may have a tendency to favor feeling over thinking when looking at the world around them, or developing a strong sense of intuition about life’s circumstances versus a more sensory approach to those same situations.

Our personal conscious and personal unconscious exist on separate levels and yet interact with one another in a highly specific way. Working with our conscious and understanding how it works with our unconscious can help us be better leaders, better employees, better coworkers, and better individuals.

The influence of the collective unconscious

As important as our personal unconscious is, we can’t ignore the historical and psychological influence that our collective unconscious holds over us. The very instincts that make us human have developed over a huge span of time; these instincts have taught us to run and hide when we are in danger and to recognize signs of danger or fear through physiological signs like breathing hard or shaking. The collective unconscious also allows us to make quick decisions, often without knowing where they came from in the first place. The collective unconscious governs intuition and reflex, among other important functions.

Jung opened up an entirely new world with his discoveries, and discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, is an invaluable tool in helping people understand themselves and others. If you would like further help in identifying yourself or others as part of the four color personalities, 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!

Jung’s Creation of the Self

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

What do you think of when you think of yourself? Some people envision their physical selves, or how they think they appear to those around them. Other people envision what they are or what they do: they are husbands, daughters, teachers, students. Our sense of self is rooted far deeper than what we appear to be on the outside; far from just being what we look like or what we do, our sense of self runs far deeper than our conscious minds sometimes recognize.

Carl Jung was one of the first to delve into the mysteries of humanity’s subconscious mind, working to discover what we are beneath the surface. His work as a psychoanalyst and later as an analytical psychologist allowed him to take what he observed of human behavior and character and infer greater statements about his ideas of self from there.

The unconscious mind and the self

Jung postulated that the conscious mind was only a part of a greater system that created a person’s internal sense of who they are. The subconscious beliefs, attitudes and perceptions that are contained within every person’s brain influence and affect how a person thinks about themselves, their prominent personality characteristics, and how they behave.

For Carl Jung, the unconscious mind holds power over the psyche, or self. The unconscious mind interacts with the conscious mind in such a way that awareness of a unique sense of self is created in each person. The conscious and unconscious minds still have their own aspects of independence from one another, but interact in such a way that one affects the other equally. The subconscious can’t be made known without the conscious, and the conscious would be very shallow if it weren’t for the insights of the deeper subconscious.

Jung’s idea of the unconscious personal mind was that it held four categories which governed the personality of an individual. These four categories included a mix of perception, judging, sensing, intuition, thinking, and feeling. He then categorized these subconscious categories into introverts and extroverts, a conscious way of labeling people who acted in a certain way.

Developing a sense of self

Jung’s observations of the subconscious and conscious have greatly affected the world of psychology and people’s understanding of personality. The four personality types he identified have been changed into other forms to better explain the intricacies of personality, much like the four color personalities.

Using colors allows people to visualize their strongest characteristics using words and a visual image. The vast majority of people aren’t just one personality type, but rather are a mix of the common personality types. Each subconscious personality type acts on the conscious to greater or lesser degrees, which explains the differences in people’s personalities and behaviors that result from those types.

Jung opened up an entirely new world with his discoveries, and discoveries into the psychology of personality and the self are still being made today. Insights Discovery is based squarely on Jung’s theories, and as such, is an invaluable tool in helping people understand themselves and others. If you would like further help in identifying yourself or others as part of the four color personalities , 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!

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