1. EDCO 267 – Spring 2016 Practicum in Lifespan and Career Development Shawn Ogimachi MBTI® Certified Practitioner #13086 shogimac@cabrillo.edu

2. Quiz Strong Practice Exercise MBTI Practice Exercise Lesson Plan Lab Counseling

3. Draw Holland ’ s Hexagon, describe each type Give an example of congruence and consistency according to Holland ’ s Theory What is differentiation? Name and describe two scales from the Strong Interest Inventory Quiz

4. Class exercise Groups of four Determine and share your on EDCO 4 client’s presenting issue Your client’s expectation What went well Areas of concern

5. Profiles inborn preferences Genetic Imprints Profiles socialized interests What we experience Interpreted normatively MBTI Strong

6. Sorts preferences Indicates clarity MBTI does not measure degrees or amounts The Strong makes two types of comparisons: How much? How similar? MBTIStrong

7. Strong Interest Inventory® Measures INTEREST

8. Assumptions of Strong The single best predictor of Career Satisfaction is an individual’s interest People should do work that they enjoy With motivation and education, humans can learn and prepare for almost any job

9. Revisions to the Strong Interest Inventory ® EK Strong was a Stanford Professor in the 1920’s and 1930s He is perhaps the first Career Theorist to say that people should choose a career that they “Like” Professor Strong develops the Occupational Scales that become the foundation of the instrument

10. The Strong offers: Focus on business and technology careers and the key skills required to work successfully in teams More precise 5-point answer format to help clients pinpoint the most satisfying career, educational, and leisure choices New Basic Interest Scales—the most extensive revision since their creation in 1968—including the fast-growing fields of Computer Hardware & Electronics, Marketing & Advertising, and Finance & Investing (30 scales) New and revised Occupational Scales, including Computer & IS Manager, Network Administrator, Financial Manager, and ESL Instructor

11. Introduction Profile Section, page 1 Benefits to the user Organization of the profile 2004 Changes – Visual Introduction

12. General Occupational Themes Profile Section 1, page 3 Six broad interest patterns used to describe personalities and work environments 2004 Changes – 1. Rank ordered from highest to lowest 2. Descriptions include interests, work activities, potential skills, values

13. Basic Interest Scales Profile Page 3 30 specific interests that relate to work, leisure, and educational activities 2004 Changes – 1. 10 new scales 2. 7 updated scales 3. Rank order by RIASEC

14. Occupational Scales Profile Page 5 - 8 Indicate similarity to satisfied workers in 130 occupations 2004 Changes – 1. Rank ordered by RIASEC 2. 48 new occupational samples 3.Single gender

15. Personal Style Scales Profile Page 8 Describe five different ways of working and learning 2004 Changes – 1. Addition of Team Orientation Scale 2. Risk Taking scale modified to de- emphasize adventure

16. Profile Summary Profile Section Overview of previous sections Administrative scales to determine validity of results 2004 Changes – 1. Five response items to 291 options 2. Validity cut off at 276 3.Typicality Index (TI) replaces Infrequent Response Index (IR) 4.TI identifies atypical response patterns

17. Typicality Index Alerts counselors to unusual combinations of client responses Instrument will say “combination of item responses appear consistent” if 17 of 24 item pairs were consistent Instrument will say “combination of item responses appears inconsistent” if less 17 of the 24 item pairs are inconsistent

18. Activity Dyads Explain and Introduce the Occupational Themes Explain and review the Basic Interest Scales Explain the Occupational Scales Follow the handout

19. MBTI Type Theory Based on Jung work Psychological Types (1921/1971) As interpreted by Isabel Myers and Katherine Briggs Types not Traits The object of MBTI is to ascertain the four categories to which the respondent belongs Polarity or Dichotomy is the assessment method

20. MBTI Measures personality preference and clarity of preference Based on these four preferences, MBTI predicts one of sixteen Jungian types Counselors work with clients to “verify” their “type”.

21. Uses of the Myers ‑ Briggs Type Indicator Determine your life's mission Organizational Establish an educational and occupational path which provides interest, enjoyment, and satisfaction, Learn to relate other important people in your lives (mates, families, employers, colleagues) Most importantly help you understand yourself.

22. Underlying Assumptions of MBTI “True Preferences” actually exist Persons can give an indication of the preferences that combine to form type The preferences are dichotomized, and the two poles of a preference are equally valuable

23. The Four Dichotomies Extraversion v Introversion Sensing v iNtuition Thinking v Feeling Judging v Perceiving

24. Energizing- Where you focus your attention Gets energy by interacting with people Likes information from others or outside resources Prefers having others around when working Learns best through outside interactions Gets energy by introspective reflection Likes to think things over independently Prefers working alone to complete tasks Learns best by independent analysis Extroversion (E) “Talk to me” Introversion (I) “I’ve got to think about this”

25. Perception - How you gather information Likes to have all the facts and details before forming opinions Likes to process information sequentially from beginning to end in work and learning Enjoys using all their senses for work or learning Likes being grounded in the here and now Sensing (S) “I need the relevant facts and data” iNtuition (N) “I can see the big picture” Doesn’t like to get bogged down in the details Can easily see the relationships between ideas and concepts to form opinions Jumps around to different tasks or ideas to process information when learning or working Enjoys looking at the “what if” possibilities in work or learning

26. Judgment - How you make decisions Makes logical decisions based on evidence at hand through systemized analysis May appear “cold” or “aloof” in learning or work environments when discussing people Likes interaction to be rational and objective Makes plans using impersonal logic Thinking (T) “I only use logic” Has concerns that decisions may affect others negatively or cause discomfort Is sensitive to others in the group or workplace and how they will react Comfortable discussing the social implications of actions or performance Likes a supportive, pleasant work or learning environment Feeling (F) “I am concerned how others will react”

27. Living - How you lead your life Likes things done in a precise manner and order according to detailed plans Is punctual and prefers clearly defined work hours Task oriented, moving sequentially from one to another, on time Like unambiguous requirements and objectives Judging (J) “I need to get it done now” Takes things as they come and enjoys deviating from the plan Is not a slave to the clock and enjoys coming and going freely Can start projects but lacks the follow-through to completion, often running up against deadlines Easily distracted Perceiving (P) “I want to look at all of my options first”

28. Practice Exercise Dyads – Counselor, Client Spend three minutes interviewing, using open ended questions to MBTI “preferences” Debrief after three minutes– list useful questions Change roles and repeat

29. Perceiving and Judging Two ways to Perceive: Sensing and iNtuition Two ways of judging: Thinking and Feeling

30. Combinations of Perceiving and Judging Sensing and Thinking Sensing and Feeling iNtuition and Feeling iNtuition and Thinking

31. Sensing and Thinking Likely to focus on facts that are verified by observation Would like to see or hear what has happened Tend to use rational decision making based on information they acquire from literature and informational interviews in career selection Occupations that require the analysis of facts Law, business, management, accounting, auditing

32. Sensing and Feeling Make decisions based on feeling Interested in observing people rather than objects Careers involving people and helping Career decisions made by looking at people and occupations and awareness of how they will feel about performing the work Social work, teaching children, medical and social work

33. iNtuition and Feeling Concern about future possibilities Feeling is personal, warm, inspired Use creative approaches to meeting human needs, less concerned about objects Likely to use hunches in career decision making Clergy, teaching, advertising, social service

34. iNtuition and Thinking Enjoy problem solving, particularly those of a theoretical nature Make decisions based on projections and hunches about the future See themselves in the future and think about opportunities Scientific research, computing, business, financial

35. Dominant and Auxiliary Processes For Extraverts J or P indicates the dominant process if P then Sensing or iNtuitive is dominant and Thinking or Feeling is auxiliary if J then Thinking or Feeling is dominant and Sensing or iNtuitive is auxiliary For Introverts the J or P indicates the auxiliary function if P then Sensing or iNtuitive is auxiliary and Thinking or Feeling is dominant if J then Thinking or Feeling is auxiliary and Sensing or iNtuitive is dominant

36. EDCO 267 – Spring 2016 Practicum in Lifespan and Career Development Shawn Ogimachi MBTI® Certified Practitioner #13086 shogimac@cabrillo. Ending Slide