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Personality Profile Survey
Research is proving that we are biased towards the world around us and use stereotypes all the time. Our brains are wired towards patterns and similarity, while difference is harder to accommodate. Unconscious biases are attitudes beyond our regular perceptions of ourselves and others, and are reinforced by our environment and experiences. They become our patterns of behavior about diversity.
Personality types create a bias (conscious or unconscious) in the workplace. We need to be mindful of that bias when we recruit, promote, allocate work, and manage performance with filters on our thinking. We cannot change what we do not see or acknowledge, but we can change conscious attitudes and beliefs. Unconscious bias in the workplace can mean:
- Talented people are left out of your workforce or not allowed equal opportunity for development and career progression
- Diverse voices aren’t heard in meetings and decisions can be impaired
- Your culture is not genuinely demonstrating inclusive workplace principles
- Employees are not able to fully contribute to your organisation
- Creativity and productivity of your team or organisation may be compromised. M
- Manage unconscious bias in your workplace by having your people take their personality type surveys.
Encourage your leadership team to understand the impact unconscious bias has in the workplace and the importance of interrupting it. Get leaders to complete the Empathinko Group Personality Profile then run an information session on how unconscious bias affects us, host our expert Frank Marinko, and build the topic into your leadership programs. Contact us for a coupon code for your group to complete the surveys.
Explore the opportunity to play a game that currently seems impossible, but if you could achieve it, would make all the difference to your current position.
Your main purpose for playing the game is to unleash your passion and vision as a contribution to the world. Since you are the reason for this game, it depends on your full commitment to it. It doesn’t need to be particularly significant or noble, but it is worth the whole of your life.
You do not enter “The Game” when you go to work, and you do not leave it when you go home. Nor do you sacrifice your private life to it. We have designed the game in such a way that it encompasses your work and your private life and makes both into aspects worth playing.
Character Strengths Survey
The character strengths provide a common language to describe what is best in human beings. An optimal approach to character is a dimensional view rather than a categorical one, and, taken a step further, the character strengths themselves are multidimensional.
We have more or less of a particular strength, therefore strengths are expressed in degrees, which vary by the context. Character strengths are plural in that each person has a unique profile of character strengths and they are expressed in combinations rather than in isolation.
All 24 of the character strengths are within each person and associated with different positive outcomes, therefore all 24 character strengths matter. There are many kinds of strengths human beings have, such as talents and interests, and there are many subtypes of character strengths, such as phasic strengths and happiness strengths.
Character strengths are somewhat stable, context-dependent characteristics; they can be developed with practice. Character strengths are both “being” and “doing” – they are essential for both understanding who we are and for behavioral expression/performance.
Why Are Signature Strengths Important? The case can quickly be made for the significance of signature strengths from not only the science that has emerged over the last couple decades but also from the perspective of the problem of chronic disengagement across organizations, relationships, and individuals.
Positive Psychology Media
We have a list of links to great media, articles, videos, blogs and interviews that may be of interest to many people.
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