TetraMap | Myer-Briggs type indicator | Belbin Leadership role | Harvard Implicit association test
TetraMap is a globally proven learning model designed to grow everyone’s potential, through reducing complexity and recognising diversity. Perfect teams are built by providing the conditions where people can connect, communicate, collaborate and contribute.
- Known as “sticky learning” Tetramap provides a simple process that engages the head and heart. We help people learn together in ways that are fulfilling and long lasting to create an environment that is playful with serious intent.
- Strength lie in valuing differences “I might not see things as you do, but I value the difference your perspective adds”. Shifting from accelerate positive change and allows differences to be seen as a team strength.
- Tetra map also gives you an insight into your own strength, and aids a transformational change for individuals, teams, and organisations.
- The workshop aims to help people gain the knowledge in order to transform your own performance and shift the performance of others at an accelerated rate.
- To learn through others eyes, learn what motivates others, be able to balance your personality type with the needs of your audience.
- Learning to zero in on the parts of your communication that may be holding you back, as well as motivate others to contribute their suggestions to produce collaborative results.
- Appreciate others differences and understand how to use them as a strength.
- Different types of people = different skills. Becoming more self-aware and acknowledging competencies of different types of people is extremely important for the development of growth.
Myer-Briggs type indicator
Myers-Briggs type indicator (MBTI) if often used to improve overall performance in organisations. It helps to:
- Improve awareness
- Improve emotional intelligence
- Better understand how they, as well as those around them operate in the workplace
The purpose of the Myers- Briggs type indicator (MBTI) personality inventory is to make the theory of psychological types described by the C. G. Jung understandable and useful in people’s lives. The identification of basic preferences of each of the 4 dichotomies, created 16 different distinctive personality types as a result.
Favourite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).
Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N).
Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F).
Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).
It is important to know that all types are equal: the goal of knowing about personality type is to understand and appreciate the differences between people. As all types are equal, there is no best type.
Belbin Leadership role
When discovering your leadership style, research into effective leadership overwhelmingly tells leaders to ‘look within’ for good reason.
- Leadership shapes team culture
- Even unconscious biases can steer the team in a particular direction
- Leaders who can successfully identify, and work with the shape of their leadership style, stand a greater chance of improving engagement and harnessing the potential of those they lead.
- According to Donelson R. Forsyth’s task-relationship model, most leadership behaviours can be classified as maintaining either performance or relationships.
Overall, there isn’t a ‘right’ or ‘perfect’ typology, rather good leaders understand their own strengths and ensure diverse teams/groups to ensure functioning groups.
Harvard Implicit association test
The IAT helps people to understand their personal biases. Not everyone is biased in a particular way, however understanding one’s biases ensure that they do not negatively impact decision making.
IAT ask you to optionally report your attitudes of beliefs about these topics as well as provide information about yourself.
Describing your own self-understanding of the attitude or stereotype will be more valuable to the IAT measures, as well as ability to compare between attitudes and goods.
Value of knowing your own biases
The Implicit association test explained:
Simply shows the rough indicator of the unconscious bias you have, within groups or to a specific person.