Chapter 9 Discussion Post

1. Concept and Brief Description
2. Emotional Hook (provocative question/claim/real-life problem)
3. Key Points to Elicit in Discussion
4. Facilitative Questions

1. Once you’ve recruited, screened, and trained your employees, how do you ensure they will continue to grow? This is the subject of chapter 9. How do you develop your human capital? Employers must use assessment methods to identify where employee sits and where they could progress. The most common of these methods of assessment is the Myers-Briggs. The Myers-Briggs breaks all individuals into one of two “types:” sensing types and intuitive types. Within sensing lies thinking and feeling, and within intuitive lies feeling and thinking. These categories tell us our preferences for behavior in certain situations. Out of these four types can be combined into 8 personality profiles. These profiles tell can tell you how people will generally behave and you can combine complementary personality types.
2. Looking over the descriptions in the type indicator chart, where do you feel you fall?
3. I have a coworker that is absolutely obsessed with “brain typing” as this is also known as. Within 60 seconds of meeting and speaking with someone, he has brain typed them. He knows how to most effectively communicate with them, and he knows, based on their “types” how they will probably perform within different functions of the organization. After meeting my wife for a minute he was able to list off several characteristics and behavior that he thought she had. He was spot on. He uses brain types to know how to pair people up to work effectively.
4. Have you ever taken the Myer-Briggs test? Did you feel your types were an accurate representation of your personality? Do you feel personality types can be an accurate method of evaluating employees and identifying how to help them grow?

Reflections

Performance management. The key thing I took away from this class discussion was how frequently performance management is done WRONG. Little things like only doing performance reviews once a year, or only putting a "1,2, or 3" for attribute ratings can ruin a company's performance evaluation efforts. I also liked the grid showing four types of employees ranging from low to high skills and low to high motivation. By placing employees into one of these four categories, you can know how to respond to them and proceed so that you can get them where they need to be.