Working with the Private Sector — March 7, 2016

Working with the Private Sector with Shauna Brummet, Hilary Price and Annette Ratcliff

In this session, our panel will detail best practices for working with the private sector, and how to integrate an entrepreneurial culture into your research, innovation and discovery process. Topics for discussion will include public-private partnerships, intellectual property and more, with plenty of time for discussion. Our panel includes representatives from BioHio, OSU’s Technology & Commercialization Office, and CFAES Office of Development.

Date: Monday, March 7, 2016
Time
: 11:30 a.m. – 1:00 p.m.
Location: Agricultural Administration Building 140G, Columbus; Research Services 209, Wooster

Please R.S.V.P. to this session by emailing burant.2@osu.edu

Meeting Notes: Leadership & Team Development — February 1, 2016

Leadership & Team Development: Implications of your Myers-Briggs Type Indicator (MBTI)

Jeff King: Our behaviors are just the tip of the iceberg. We don’t always think about what’s below the surface, what’s driving those behaviors. We sometimes just react, but we need to take a step back. We need to become more conscious about what’s below the surface. Then, we can be more intentional rather than just acting on preference.

You’ve been gifted with your personality. It’s how you use it, it’s not good or bad. The MBTI is not a competency test, it’s letting you know your preferences. Your behavior is under your own free will.

We explore our source of energy, gathering facts and information, making decisions, and how we function in the outside world.

It’s not about competence it’s about clarity. If your assessment is closer to the middle it just means you are more balanced in those traits.

Your personality is said to be determined at birth and which becomes more defined in our teen years. However, sometimes you will test differently than in the past.

You should take the test as your “shoes off self,” but sometimes what’s going on in our lives can influence that.

You may have developed and refined your non-preferred traits as well.

When we’re in stressful situations, we don’t think about our go-to type. How do I approach things from a different perspective?

I’ll go through each of the pairs and discuss the implications of them to you as a leader and what it means when working in teams.

We all use BOTH preferences.

What are the implications in groups for the different preferences of introvert and extrovert?

Knowledge about ourselves is power to give more attention to these things. So that we’re not reacting based on only emotion.

Extroverts are going to have a tendency to answer more quickly. Extroverts come up with the answer through talking and thinking out loud. Introverts like to think through their idea before they say it outloud.

A strategy can be letting everyone have a chance to talk. You can also ask someone, “tell me what you’re thinking.” This can help encourage an introvert speak out.

Framing your comments is helpful for introverts too. Saying “I haven’t completely thought through this, but this is what’s going through my mind…” helps the person you’re talking with know where you are coming from. It helps people hear how I frame and understand my comment. It’s a little safety net; here’s how I want you to hear my comments.

As you ask for comments in class or meetings, wait a few seconds. Pause, be silent and allow someone to think and share. Introverts are thinking through things, but you have to become comfortable with silence.

Question: As an introvert, are there strategies to jump into conversations more quickly?

Jeff K.: What can help is if you know what topics are going to be discussed. Send out agendas ahead of time so that introverts have time to think through things. Make sure the group knows you would like to think things over. Over time you will become more comfortable in sharing.

The “E” and the “I” differences will show up the quickest. As you get to know someone or a team, when you’ve been around that group for awhile you notice less difference. But the differences are more pronounced when you are working with a new group or a new class.

If you see someone not contributing don’t assume that they aren’t interested. They may still be thinking through it. Make sure you call on people.

Comment: I’m learning to work with extroverts as an introvert and I know that they talk to think, but sometimes that amount of information is overwhelming for me. How do I better manage that?

Jeff K.: You are getting your energy taken away. This is where we need to better appreciate the differences. Ask them, “I’ve heard this before, but can you help me better understand X, Y or Z?” We prefer to operate from our own level of comfort, but as a leader we need to operate where others are at.

The overall population is 50/50 E/I split. We need to be careful about putting good and bad labels on either.

Comment: The idea of encouraging people to participate, I find that hard to do over video linking. It’s harder to speak up and interrupt the conversation that way.

Jeff K.: Yes I’ve tried to get more intentional about directly addressing people at the other site, and knowing their names. When you’re on a conference phone call it’s even harder, so you need to ask them who would like to share their perspective. Sometimes they don’t answer right away, but if it’s silent, let it be a little longer, don’t immediately jump to the next topic. Become comfortable with the silence.

The next pair is the perceiving function, sensing vs intuition. You have a preference, but you do use both!

 

Comment: As an N, I can get a little impatient with an S in meetings because they want to go over every little detail.

Comment: In research, S-types will be good at processing the data.

Jeff K.: You have to do both, you can’t pick and choose one or the other. Sometimes the details I know today as an S, limit what I can know or think about in the future. I know to seek out someone with an N-type to get new information and think a little differently.

When you truly trust something you come across more boldly and don’t see the other side, so you have to consider both

How will giving directions look different if you are an S vs an N?

S-types will like detailed directions. If you’re leading a meeting, share what you’re trying to accomplish today and then go into agenda items. That way you introduce it to both sides.

People can look at the same facts and figures, but be interpreting them differently.

If you’re leading a group you may need to do a time out to bring the future and what we know today together. There’s not a wrong answer, they’re just different perspectives.

75% sensing, 25% intuitive in the overall population.

Next is the judging function – how we make decisions. Both are rational ways to make decisions.

It’s not that T-types don’t care, but sometimes they come across that way because they are thinking more about logic-based items.

Question: Is this generational? Because I have found that millennials want more appreciation?

Jeff K.: Everyone likes to be appreciated! It is how we like to be appreciated, regardless of generations. It Is your starting point…

Comment: Sometimes if you show emotion or a passion it can be put into a good or bad box.

Jeff K.: T-types will think more about the impact on the organization or process, F-types will think more about the impact on people. This an create conflict, so how do we think about both?

The general population is 50/50 on T and F, but 60% of females are F and the opposite for males. This is one where there is a gendered difference.

This is one of the most critical differences when dealing with conflict.

If you’re an F-type working with a group of T-types, they’re going to look at relationships differently, but it’s not always bad. It’s just a different approach.

Judging vs proving. How do we organize things around us?

We’ve gone from a time where we all do our own work and combine it at the end. We now need to collaborate more and more to create new ideas, but you have a conflicting deadline stress. So the best thing to do is to agree to a deadline. We can’t use our personality type as an excuse for why we didn’t do something, so that is why we need to talk and negotiate deadlines.

There are different types of organization!

“We don’t see things as they are, we see things as we are.”