Coaching, goal setting, change management, realizing our potential - they all go hand in hand. Every person approaches change differently, is motivated by different goals, and has different development needs. This presentation helps coaches to a) use their own Type preferences effectively to uncover their blind spots, and b) use their client's Type preferences effectively to connect more deeply and support their transformation. Also included is an introduction to Matrix Insights, a new software that offers preference descriptions, comparative Type reports, and personalized development strategies and action items in one platform. Contact doris at building the life you want dot com for a demo and a complimentary license.

1. +
With Doris Füllgrabe,
www.buildingthelifeyouwant.com
DFW APT Chapter Meeting,
March 18th, 2014
Taking Your
Type
Coaching to
the Next Level

2. +
My Journey so far…
Barcelona
• Executive PA
Las Palmas
• Soul searching
Aguas-
calientes
• Coaching
Certificate
USA
• DFW, NYC
• MBTI® Master
• Berens CORE
• Neuroscience
Germany
• Born &
raised
Stirling
• BA HR Mgt
& Spanish
London
• Recruitment
Coordinator

3. +
Define Coaching
Wikipedia:
Coaching is a training or
development process via which
an individual is supported while
achieving a specific personal or
professional competence result or
goal.
Merriam-Webster:
Coach:
a person who teaches and trains
an athlete or performer
a person who teaches and trains
the members of a sports team
and makes decisions about how
the team plays during games
a private teacher who gives
someone lessons in a particular
subject
ICF:
Coaching is partnering with
clients in a thought-provoking and
creative process that inspires
them to maximize their personal
and professional potential.

4. +
Focusing on
the problem
reinforces it.
Focus on the
results;
problems will
take care of
themselves.Thomas J. Leonard (1955 – 2003)

5. +
Quick Coaching Session
 Think about a topic you’d like coaching on
 Pair up
 Follow your model of choice, e.g.
 GROW – Goal, Reality, Options, Will
 STAR – Situation, Task, Action, Result
 CIGAR – Current reality, Ideal, Gap, Action, Review
 GAINS – Goal, Assessment, Ideas, Next Steps, Support
 Spend 5 minutes and switch

6. +
Please share
 How was it?
 What did you observe?
 How did you listen?
 How did you respond to questions?
 How effective was your pacing?
 How effective was your reframing?
 Did you feel more energized before or afterward?

7. +
Realize that by
the time you can
fully explain,
describe, or
articulate
something, most
of the
opportunity has
already passed.
Thomas J. Leonard (1955 – 2003)

8. +
General Overview
from Introduction to Type® and Coaching
STs want their coaches to
 Be honest
 Be brief
 Provide specific facts
NTs want their coaches to
 Be businesslike
 Show respect for their expertise
 Present a range of options
SFs want their coaches to
 Be friendly and open
 Listen carefully
 Give practical information
NFs want their coaches to
 Provide individualized approach
 Listen carefully
 Relate information to possibilities

9. +
Making Your Feedback Heard
from Introduction to Type® and Coaching
With STs
 Give practical reasons for
change
 Provide all of the specifics
With NTs
 Respect their competency while
asking them to stretch
 Factor gains to be made into
long-term goals
With SFs
 Show the positive impact of
change on people
 Demonstrate awareness of their
values
With NFs
 Show connections to the needs
of others; values served
 Pay attention to their feelings
and need for integrity

10. +
Encouraging Change
from Introduction to Type® and Coaching
IS emphasize preserving what is
already effective
 Ask about practical reasons
 Like to follow a set plan
 Help understand positive aspects
ES emphasize action and efficiency
 Ask about practical results
 Like to discuss expectations
 Help understand improvements
IN emphasize envisioning / researching
alternatives
 Ask for information, resources
 Like to avoid routine
 Help add voice to set new standards
EN emphasize embracing new
ideas and novelty
 Ask about connections
 Like to brainstorm
 Help them enact actual change

11. +
Past Responses
Image courtesy of www.mbtiparty.com

12. +
ENFJ & INFJ
 Excels at talking, listening, normalizing,
compassion, empathy, and connecting
 May overdo the optimism and overlook
listening and boundaries
 Focuses on possibilities when delivering
feedback
 Takes feedback personally, is quite
sensitive, needs a positive outlook and spin
 Needs positive feedback, a-ha moments,
good evaluations, and progress towards the
goal to be successful
 Finds no emotional reaction and silence
annoying
 Motto is "Go be awesome!"
 Excel at listening, creative,
empathy, connecting pieces,
using past experience
 May overdo definitive speech,
inflexibility
 May overlook facts
 Look for real meaning in
feedback and be encouraging
 Prefer to receive gentle feedback,
feel that they’re understood
 Motto is “you can improve”

13. +
ENTJ & INTJ
 Excels at listening, connecting the
dots, naming insights and the
elephant in the room
 May overdo listening in the hope for
new information, not everything is
related
 Prefer truthful but palatable feedback
 Like to receive direct but human
feedback, consider it and look at merit
 Success is paying attention to the
whole person, having clear
expectations and responsibilities
 Get annoyed by people being late, or
sounding like a broken record
 Excel at intuition, sizing up, making
people comfortable, valuing goals, and
planning
 May overdo closure
 Frames feedback by using language and
having a good rapport, always telling the
truth
 Like to receive feedback openly, to learn
and grow, but may quietly feel hurt. So, it
is important to frame the feedback
 Success is to see results, to structure the
methodology, and to have community
 Procrastination is annoying
 Motto is “take action and get results”

14. +
ENFP & INFP
 Excels at listening, intuiting,
empathizing, making them feel
understood
 May overlook details
 Prefers feedback in context for
success
 Success is an a-ha moment,
when the client realizes part of
their potential
 Can get annoyed by too much
detail, context always matters
 Motto is “Knowing yourself”
 Excels at being flexible
 Feedback does not need to be
too gentle, appreciate fact and
planning
 Motto is “motivate and support”

15. +
ESTJ
 Excels at providing incremental, measurable steps
 May overlook allowing enough time for the insight to come to the client,
not sure how to change the structure and communicate it
 Needs little schmoozing for feedback, better to be straight to the point, the
gems are in the constructive aspects
 Likes to receive constructive feedback, have to be better all the time,
“don’t let me down by holding back”
 Needs a goal to be successful, prefers realistic goals, has to ”get people
there”
 Gets annoyed by no energy and the vagueness
 Motto is “you can do it, make a plan, make it work”

16. +
INTP
 Excels at openness
 May have too many ideas and overlook what’s really going on
 Only accept feedback from trusted people
 Success is in the structure
 Gets annoyed by being told
 ”Allow me to notice”

17. +
The greatest
discovery of my
generation is
that we are
unique. The
greatest
discovery of the
next generation,
I pray, is that we
are one.
Thomas J. Leonard (1955 – 2003)

18. +

19. +
Our Belief
There is a better way to develop
effective leaders and teams.”
“

20. +
Who are we?
Our team consists of individuals with decades of experience in leadership
development, personality type, coaching, and e-learning.
We share a vision to deliver an innovative, effective, and superior leadership
development experience.
Paul Krause
Managing Partner, Co-Founder
Linda V. Berens, Ph.D
Partner, Co-Founder
Roger Pearman, EdD
Partner, Co-Founder
Dario Nardi, Ph.D
Partner, Co-Founder

21. +
Our Lenses
Interaction Styles
Enable High-Performing
Relationships and Teams
Personality Type
A Powerful Resource for Leader
Development
Essential Motivators
Build Understanding at a Deeper
Level
Emotional Competencies
An Emotionally Intelligent Approach to
Emotional Competency Development

22. +
Building More Effective Relationships
• Relevant action
tips based on my
relationships
• Available on-
demand at point of
immediate need
• Accessible:
Learners do not
need to be a
personality expert.

23. +
Enhance Teams Effectiveness

24. + Personalized development strategies and
action tips

25. + Same Competency, Different Needs
Sample Content: “Managing Change and Complexity, ENTP & ISTJ

26. + Three Leaders: Unique Path to Become More
Effective
Research offers insights into typical development opportunities for each personality profile

27. +
Resources
 www.matrixinsights.com
 www.bestofthomas.com
 Krebs Hirsh, Sandra and Kise, Jane:
Introduction to Type® and Coaching
 Exercise inspired by Bernie Goldstein’s
presentation at the NYC APT Chapter
www.goldsteinprofessionaldevelopment.com

28. +
Connect
doris@buildingthelifeyouwant.com
www.linkedin.com/in/dorisfullgrabe
www.twitter.com/dorisfullgrabe
www.facebook.com/buildingthelifeyouwant
www.pinterest.com/dorisfullgrabe
972-757-5591