Big Brother 13: Episode 1- First Impressions

Big Brother 13 started tonight, and the first episode has left me feeling as excited as I was right before my gallbladder surgery (knowing at some point I would feel better, but not enjoying my current status).

Let’s cover the new cast first.

Lawon

First Impression: Trying hard to get attention.  He will have some good one liners like tonight’s: “My mind is like a Twizzler.” But I don’t think he will have the stamina or mental agility to compete with the Veterans. He just seems flighty. He will likely fulfill floater status for several weeks if he’s able to keep people laughing. If this blog post was a senior yearbook, I’d vote him Most Likely to Entertain During Showtime After Dark

Shelly

First Impression:   She will have a hard time relating to the other girls.  She won’t be into the drama, will tell it like it is, and will be unimpressed by stories of modeling or cocktail waitressing.  My guess is she works for Cabella’s or Bass Pro Shops.  She’s corporate, so hopefully she has a killer “it’s just business, not personal” mentality because people who fall off the banana first and are over 40 never win BB.  I’d vote her Most Likely to (s)Mother Jordan.

Adam

First Impression: He’s playing a caricature, but I will like the real Adam that comes out around week 3.  His metal rawr will get very annoying if he keeps it up, but I find his interests compelling.  Metal music plus 90210?  Seeing Dick in the house is as good as Tori Spelling walking through the door?  Wha?!?! I think it will be interesting to see if Dick will like Adam or crush his super fan dreams.  I’d vote him Most Likely to be in an All-Girl Alliance.

Cassi

First Impression: She looks like Thirteen from House (Olivia Wilde) which is distracting.  She got very little face time in the first episode which makes me question if she has enough personality to warrant attention.  However, I’m guessing Rachel will be most jealous of Cassi because I’d argue she’s the prettiest girl in the house, and that could provide entertainment.  Plus, she sounds more intelligent (so far) than Porsche (and her name isn’t Porsche, so her parents probably did something right).  I’d vote her Most Likely to Float (in the pool and in the game).

Porsche

Speaking of Porsche…. First Impression:  Dislike.  First of all, her name is Porsche.  I understand she didn’t choose her name, but I would have used my middle name if my parents named me after a car.  Second, she’s a “VIP” cocktail waitress, and she lied about her job because people would be jealous of her fabulous lifestyle?  Wait, what?!?!  She’s dumb but doesn’t know it (and not in the endearing Jordan style).  I’d vote her Most Likely to Name Drop.

Keith

First Impression:  Super fan with no skills.  If I watched the first episode on mute, I would have liked him.  He’s an HR Manager with strong faith.  He’s a snappy dresser and has a great smile.  Those are all good things.  However, when you think you have the “perfect plan” before you even get into the house AND draw it on a piece of paper AND name your non-existent alliance “Keith’s Angels” you easily become my vote for Most Likely to Get Blindsided by a Backdoor Vote.

Kalia

First Impression:  She will be this season’s love/hate character.  Half will love her because I guarantee she will start some drama and do lots of smack talking (i.e. not wanting to be paired with Lawon).  Half will hate her because she will be loud and aggressive.  Kudos to CBS for putting a lady with some curves on the show!  However, when you call yourself the “real” Carrie Bradshaw, I’m inclined to dislike you.  Do you know how many love/relationship bloggers there are who sip martinis?  Honey, we’re all Carrie Bradshaw!  Simmer down.  You’re not that fabulous.  I’d vote her Most Likely to Complain About E-V-E-R-Y-T-H-I-N-G!

Dominic

First Impression:  He’s only here because he knows a casting agent.  First of all, he didn’t know who Evel Dick and Danielle were.  Second, he lives with his mom, doesn’t know how to do laundry or dishes?  What?!?!  That will cause lots of problems in this house if he makes it past week 4.  When they get grumpy and stir-crazy they start noticing who cooks, cleans, and washes dishes.  He won’t get by on his good looks (though I personally don’t find him attractive).  If he and Porsche start hooking up, we’ll be looking at a summer of Dumb and Dumber.  I’d vote him Most Likely to Be The First One Voted Out.

As for the Veterans:

Jeff and Jordan

They’ll keep viewers watching because they’re so darn cute.  Jordan will continue to win random challenges, but fail anything physical (and vice versa for Jeff).  They will be the power couple they’ve always been and will distract us from the Brenchel trainwreck that the CBS producers will shove down our throats.  Everyone will want to align with them, and Jordan will think everyone is sweet, but Jeff will have to sort through people’s true intentions. However, we will have to hear about how Jordan doesn’t need the money because she’s already won BB once before (as will Dick).  Notable Jordan quote tonight:  “He makes me feel like chopped liver, and I hate chopped liver.”

Dick and Danielle

They haven’t spoken in 3 years?  Ouch!  But like Jeff said, not talking to each other worked last time.  I will be highly disappointed if Evel Dick doesn’t make Brendan cry by the 2nd week.  Danielle looks good as a brunette, but I’m pretty sure Dick has had some botox on his forehead.  Something isn’t right there.  I think the twist will help Danielle this season.  She may even throw a comp hoping that they are put on the block so she can campaign against her dad.  I’m not saying that’s a good strategy, but it looked like the wheels were turning in her head.  Dick’s put on some weight, so I don’t think he will be much help in the physical challenges, but I think Danielle could have out-lasted Rachel tonight.

Brenchel (ugh!)

Really, CBS?!  REALLY?!?!?  You HAD to ruin my summer with the “uh-huh-huh-huh” laugh?!?!  I intensely dislike them, and hate how the new twist affects voting one of them off early.  Nothing else to say because talking about them makes me lose my pleasing personality!

 

In terms of strategy, if I was on that couch when Chenbot said to pair up, I would have paired with Adam.  I don’t think he will be strong physically, but my gut instinct on him is that he will be super loyal to whoever he friends in the house.  He won’t get into a distracting showmance so he can stay focused on the competition.  He won’t be too into himself and will be able to keep the conversation going on a variety of topics over the next 3 months.

Once the “Big Brother Golden Key” twist was announced, this season got interesting.  I’ll be honest, my overall first impression of the newbies was “meh.”  No one stood out as someone I’d really like or as a clear competitor.  Everyone just seemed average and working to build their modeling/acting portfolio.  However, the twist adds an extra level of complexity to the game.  The question is no longer “Who do you want to vote out?” but “Who can you afford to leave in the house for 4 weeks (plenty long enough to build super strong alliances)?” 

It pains me that Rachel won HoH, but since I like Dick, Danielle, Jeff, and Jordan, I’d have to nominate a newbie.  I think I’d have to nominate Shelly/Cassi first.  I’d want to test them because I think they’ll both float if given a chance, and being on the block is a sure-fire way to expose personalities.  Also, I’m neither impressed not annoyed by either yet, so I wouldn’t feel like I’m making a risky move by guaranteeing them 4 weeks in the house.

So, those were my Episode 1 first impressions.  What did you think?

By the way, I’ll probably keep posting my thoughts/opinions here sporadically throughout the season, but if you want a daily recap of what’s happening in the house plus super witty commentary, go over to Hamsterwatch.com.  I’m a big fan.

 

 

Undercover Boss: Cincinnati Mayor Mark Mallory Gets it Right!

I’ve blogged before about how the leaders featured on Undercover Boss have been getting it all wrong.  I had almost lost all hope in the show and resigned myself to the fact that the show was all fluff, no leadership.

Mark Mallory, Mayor of Cincinnati, completely changed my mind.  While I truly believe every CEO shown on Undercover Boss really cared, I just don’t think they “got it.”  They threw money at single, working moms with crummy shifts who never get to see their kid’s soccer games instead of adjusting schedules.  They gave great team members vacations instead of grooming them for future leadership roles.

They just didn’t know what to do with the experience.  For Mayor Mallory, the experience had to be different because he didn’t have a flexible budget for extravagant thank-you’s.

All you need to watch from this week’s Undercover Boss is the 2 minutes where he met with his rockstar team and gave them 4 projects to work on immediately:

• Figure out how to make the parking ticket computer connect with the stolen/missing vehicles registry.
• Find out which other schools needed after-school rec programs.
• Investigate how to get a GPS system for a city vehicle that communicates directly with the dispatch system.
• Assemble the council team to meet with the city vehicle maintenance crew to discuss the process necessary for keeping police/fireman’s vehicles running.

Those 2 minutes were all I needed see.  He saw problems and found results.  He saw opportunity and looked for improvement.  He saw greatness and decided to replicate it.  He saw miscommunication and sought to bridge the gap.  He was decisive, thoughtful, and engaged.  He was a leader.

And yes, he did end up giving each individual about $10,000 through gifts from his friends, but that sort of comes with the territory at Undercover Boss.

Finally, at the end of the show, it was noted that Mayor Mallory continues to work front line jobs in the city to learn more about needs and opportunities.  YES!!!  He “got it.”

We need more Mark Mallory’s leading in this world.

Watch the full episode here.

Extreme Couponing and Personality Type

If you keep up with my posts at Critical-Thinkers.com, you know I’ve recently become obsessed with the new show on TLC called Exteme Couponing.  As I started investigating the extreme couponing process, I learned that this is an addiction made for me.

There is a plan.  There is a strategy.  There is a system.  I can compete with myself.  I can set goals.  I can track my progress.  I can accumulate a stockpile to plan for the future.  It’s an ISTJ dream!

So, I started to wonder, do you think Extreme Couponing is more attractive to certain personality types than others?  Which ones and why?

My Beef with Undercover Boss

I’ve been following Undercover Boss on CBS ever since it started, and was originally excited about the management and HR messages that would be brought to light.  However, as quickly as I fell in love with the show, I fell right back out of love.

Initial episodes showed the good, bad, and ugly about companies and the lack of communication from front line employees to upper management.  Employees needing additional training were shown, inefficiencies were noted, and in the wrap-up at the end the CEO’s created solutions to the problems.

Today, the show is as fluffy as a Hallmark card.  The focus is on how inept CEOs are at basic tasks like taking orders, cleaning, and remembering processes.  The employees who have been doing the job for years laugh at the CEO who was given about an hour of training.  Yes, it’s fun to laugh at the big dogs sweeping the floor, but what a waste of time when we could see some real business issues!

Then, the CEO sits down with the employee (chosen by the show) who has some horrible sob story and they have a heart-to-heart.  The CEO sheds a few tears because he had a shockingly similar experience (what a coincidence), and at the end of the show the company makes a donation on the employee’s behalf to some organization.  Or, if the employee doesn’t have a sob story then the employee is clearly underemployed.  In those cases, the CEO either pays for the employee’s education or tells them about the company’s management program.

Finally, the CEO holds a company-wide meeting where everyone watches clips of the CEO making an ass of him/herself and everyone laughs.  The CEO says how much he appreciates the “little guy” and everyone cries.

Fluff fluff fluff!!!

The show could be so much more!

The closest Undercover Boss gets to business issues is when some minor inefficiency is brought to light (like the fact that the score board at Wrigley Field is really hot) and the CEO acts like a knight in shining armor because he vows he can solve the problem.  Good for you.  Why didn’t you know about the problem before?  What is the real problem here?

Let’s talk about the huge breakdown in communication.  Why hasn’t the employee’s manager addressed the inefficiency?  Why didn’t the manager notify upper management?  Does the company have a process for employees to make suggestions for improvement?

I can’t tell you how many times the CEO tells employees about existing management or tuition assistance programs.  Why don’t the employees already know about the benefits available to them?

Perhaps what bothers me the most is the wrap-up session at the end of the show.  The boss gives money, vacations, or donations to the employees with sob stories, minor promotions to the super stars, and tells employees with good ideas that they get to head up a “task force” to look into the issue.

Band-aids.

Giving a vacation to an overworked employee who rarely sees his/her kids doesn’t solve the problem!

If your employee has a long drive to work, giving him/her a raise doesn’t make the commute take less time.  Also, how many other employees have the same or longer commute?

What about all of your other employees with sob stories?  In companies as large as the Chicago Cubs, DirecTV, Frontier Airlines, Waste Management, Hooters, etc there are thousands of employees in need of a little extra help.  There are also just as many super stars who haven’t been discovered.  Instead of only taking care of the 4 employees chosen for the show, why don’t you work on your HR benefits and talent management programs for all employees?

If you want to make this show meaningful, cut the fluff and band-aid solutions.  CEO’s, it’s time to:

• Go back to MBWA (Management By Walking Around) without the reality TV show cameras.  Herb Kelleher did it often at Southwest Airlines, and it’s no surprise Fortune Magazine called him the Best CEO in America.
• Set up decent talent management programs and identify your high potential employees.  Invest in them and they will be your future.
• Create a direct line of communication from front-line employees to upper management.  Share your email address with your employees.  Create an open forum on your corporate intranet for idea sharing.
• Set up a program where employees with special needs or who have experienced great tragedy can ask for help from the company.
• Make sure your employees know about the special benefits available to them.
• Appreciate your employees when cameras aren’t around.  This doesn’t even have to involve money.  An email giving praise to some hard work can make a big difference.
• Most importantly- ask questions and listen.  If given the opportunity, your employees will offer a wealth of information.

What else are the CEOs on Undercover Boss missing?

Psychology, Personality, Assessments, and My Obsession with Prison Shows

If you’ve read my blog for any period of time, you probably know how much reality television I watch (far too much).  One of my newest obsessions is with Lockup on MSNBC.  This series examines the life of prisoners in the United States.  The producers visit various jails, prisons, and detention centers and give viewers a sneak peak into the personal lives of convicts and prison staff.

I know it seems odd for someone to love watching stories about convicts, but I see much more than just the horrible crimes committed when I watch the show.  I’m fascinated by the interplay of politics, prison culture, gangs and race relations, psychology, sociology, rehabilitation and recidivism rates, mental illness, socioeconomic status, intelligence and critical thinking, restriction of freedom, interpretation of rules, locus of control, family support, etc.  Every bit of it fascinates me.

There are incredibly smart prisoners who were nearly masterminds in the crime they committed.  There are individuals who are clear sociopaths.  Many prisoners complain about their rights being taken away in prison, but cannot connect the fact that they took someone’s life away with the fact that they are being punished.  The notion of accountability is nearly impossible to find within prison walls, and yet the sense of entitlement runs high.  There are prisoners who can tell the whole story about how they murdered someone without using a single sentence that states their own action (i.e. “So, he got stabbed.”)  What contributes to the personality and psychology of criminals?

I wonder what the results would be if prisoners were measured with assessments like the Golden Personality Type Profiler (or MBTI), Watson-Glaser II Critical Thinking Appraisal, Thomas Killmann Conflict Mode Instrument, FIRO-B, etc.

What does the personality profile of a prisoner look like?

I never considered a job in Correctional Psychology, but I would love to hear input on the personality of prisoners from someone who has experience in the area!

Could an Introvert Win Big Brother?

If case you didn’t know, I’m a huge reality TV show fan.  I pretty much watch them all- Amazing Race, Survivor, The Real Housewives, So You Think You Can Dance, etc.  My overall favorite is Big Brother.  If I was a contestant on a contest-based reality tv show I think I’d want to be on Big Brother.

But then I started thinking about my personality type, and I’m not sure that I could win in an environment like that.  As an ISTJ, while I would be at gathering information and evaluating it objectively, I also need plenty of time alone to think and recharge my batteries, I like to be in control of my schedule, I need to know what to expect, and I don’t deal well with highly emotional people.  Those aren’t the greatest qualities for a Big Brother contestant.

In Big Brother, you need to be very social and constantly part of “the group.”  The players who spend lots of time alone are seen as “floaters” or not actively playing the game.  An introvert may also be less likely to share their thoughts or feelings, thus making other players wonder about their true allegiances.

I think, in general, an Introvert would be at a disadvantage in the Big Brother house.

Do you think any introverts have won in Big Brother?  The only possible BB introvert winners I can think of are Season 6’s Maggie or Season 10’s Dan.

What do you think?

Undercover Boss- 7 Eleven Episode

I can’t say I had warm and fuzzies after this episode, but I felt like Undercover Boss is back on track after the disturbing episode with Hooters.  Read HR Bartender or Great Leadership for some excellent responses to the Hooters fail.  However, there is just as much to learn in an episode without a disaster employee like Jimbo, and places where I feel Joe DePinto both shined and missed the boat.

My favorite moment in this episode is when Joe travels to the one store that outsells all other stores in coffee sales.  He wanted to know what made that store different and how he can duplicate that success at the other stores.  It didn’t take him long to learn that there wasn’t a special brewing technique or coffee station setup that brought in customers.  The answer was simple- it’s all about Delores.  The customers at Delores’ store felt like it was home.  She knew her customers by name and they greeted her with hugs.  I was thrilled that Joe recognized how Delores was the key to that store’s success.

The next positive moment was when he met with Igor from Kazakhstan (yes, the Borat Kasakhstan).  Igor is the kind of person with a positive outlook on life no matter what challenges are laid before him.  He makes deliveries fun.  He treats his job like it’s the highest priority.  He even finds the silver lining in the schedule challenges that only allow him to see his wife two days a week.

We should all be so lucky to have employees like Delores and Igor.

Of course, the episode would be too fluffy if we didn’t see some missed opportunities.  Joe was able to see the challenge of franchise support first-hand when he ordered new light bulbs for one store and realized it could take 30 days to solve the safety issue.  Then, he met with a promising young man who has worked at 7 Eleven for 4 years while working on his bachelor’s degree.  He tells Joe that he does not see a future for himself after he graduates.  Joe realizes he needs to do more to help sales associates work towards a future at 7 Eleven.

He also sees how 7 Eleven’s charity efforts have not been adopted at the franchise level.  Who knows what the real breakdown in this process is, but this is the kind of thing you can’t discover without communicating with front-line employees.

Joe’s solutions included creating a foundation in Delores’ name for organ donation awareness, giving Igor a vacation with his wife, and making an aspiring artist a freelance addition to the marketing team.  I wasn’t overly impressed by any of those solutions.  I thought it was very nice that he gave a franchise to Igor, though.  Something tells me his customers will love him.

For all of those great lessons, I still think Joe missed some opportunities.  Granted, the show is only 1 hour long so Joe may have addressed these issues behind the scenes already.  If one single employee can create such an environment that her store is able to outsell all of the others in coffee, then you must try to replicate that across all stores.  Help franchise owners learn how to select individuals who are outgoing, caring, and friendly.  Train them to engage with customers on a personal level.  Stress the importance of making every transaction friendly.  It’s about the people, Joe.  Now how do you find more Delores’?

Joe said that 7 Eleven has trouble finding people who want to work the night shift.  You just heard a great place to recruit night shift employees!  Go to college campus recruiting events and find more eager students who are paying their way through school.  Next, you need to sell them on a future with 7 Eleven.  Don’t expect your employees to be satisfied with one role for the rest of their lives, and don’t expect them to know what the next step is or how to get there.  

Joe also missed the opportunity to streamline his stores.  He mentioned how much easier it would be to take care of the coffee if there were a sink on the counter.  Well then do that!  The less time it takes for the employees to stock the shelves, change the coffee filters, and wash the windows, the more time they have to make the customers feel appreciated.

However, where 7 Eleven really impressed me is their use of Twitter immediately after the show.  They are doing a great job of promoting the brand after the episode and talking about the changes they’ve made.  Follow them at @7elevencareers.

This show continues to prove that there needs to be better communication between front-line employees and top level management.  As HR Bartender said, Management By Walking Around (MBWA) still works and is crucial.  I don’t believe that it needs to be done “undercover” like on this show, but this show makes the rewards clear.

I also believe this show makes it clear that HR needs a seat at the executive table.  A good HR person would have already managed succession plans for sales associates and decided that Jimbo from Hooters needed to go.  I’d love to hear more about what HR has to say after each episode.

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Undercover Boss- Hooters Edition

I told myself I wouldn’t blog about this episode of Undercover Boss even before it aired, and it only took me 30 minutes to change my mind.  After I watched the Waste Management episode, I had goose bumps of inspiration and hope.  After this episode, I just want to take a shower.

No, that’s not because I have a problem with Hooters as either a restaurant or it’s implications for women’s rights.  Actually, I dig their wings and fries.  I have frequented the local Hooters more times than I can count and personally, I could care less what the waitress wears as long as she gets the order right and delivers it quickly.

I just felt “icky” after watching that episode for 2 reasons:  1) JIMBO and 2) the messages all fell on deaf ears.

Let’s begin with the main messages.  Coby Brooks uncovered several issues, but he doesn’t GET it.  He saw a single mom struggling with the stress of restaurant management, so his solution was to send her family on a company-paid vacation.  That’s a really great gesture, but 1) you didn’t change what made her job stressful, 2) you still don’t get work/life balance, and 3) I’ll bet there are tons of other single parents doing stressful jobs in the company- where’s their trip to Disney Land?

Then, Coby sees a former Marine who runs the back of his restaurant like clock-work.  He’s clearly efficient and has high expectations.  Why didn’t Mr. Brooks take that success and find ways to replicate it across the other restaurants?  He mentions how important the people who run the back of the business are, but in his reflection moment he says NOTHING about how he can highlight their importance in the organization.

And then there was the man-on-the-street moment.  I find it SHOCKING that the CEO of Hooters has never heard the negative comments about the brand.  I find it UNBELIEVABLE that he has never heard someone say that the brand is demeaning to women.  If that is true, then he needs to spend less time on the corporate jet and talk to a few more mothers out there.  More importantly, though, once he hears this information (apparently for the first time EVER) his solution is to tell people about the community service they Hooters does.  Again, I have no problem with Hooters, but if you speak with a woman who does, it will boil down to one thing- the uniform.  Here’s a solution Mr. Brooks- buy the ladies some jeans!

Let’s be honest, the uniform has deserved an update for a few decades.  They still wear high-top white sneakers, super puffy slouch socks, and shimmery tights!  Really?!?!  Why not let the ladies wear the cute jersey’s that the promo girls were wearing and a pair of jeans?  The message is simple, Mr. Brooks, many women are uncomfortable taking their impressionable children into a restaurant where the message is “you can only work here if you’re a size 0 and show off 75% of your “assets.”  If you want people to try your food, then change the message you promote.  Something about the phrase “Delightfully tacky, yet tastefully unrefined” just doesn’t scream family dining to me.  Even your boardroom has the infamous “Bumps ahead” sign on the wall, and you’re shocked that women aren’t talking about the wings?  Really?!?!

And then there’s Jimbo….oh Jimbo.  I would love to see a follow-up on his career.  There are many people you can train, mentor, and coach, but when someone has such a phenomenal lack of respect for another gender, he is a liability my friends.  He is an HR nightmare.  The line-up made me sick to my stomach.  Ladies, where is your self-respect?  Call an employment lawyer and get out of that hostile work environment!

The man actually told Coby that the most important part of being a manager is the ability to spin a tray.  He flings rubber bands, and organizes “reindeer games” to determine who will go home early.  I don’t know how someone like this even gets into management.  Who is steering this ship?  What part does the franchise manager play here?

I can’t wait to hear what my HR blogging colleagues have to say about this episode.  I am especially interested in hearing what you would do about Jimbo?  Would you put him on a performance plan/probation period or fire him on the spot?  How would you coach and develop him?  Is he coach-able?

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Undercover Boss and Decision Making

I’m hoping you were able to fight through your food coma after the Super Bowl long enough to catch CBS’s new show- Undercover Boss. If you did, I bet the show gave you goosebumps. It really affected me in a profound way.

The premise of the show is a CEO goes undercover and works in the entry level jobs that are too often under appreciated in large companies. Larry O’Donnell, President and COO of Waste Management, was the first to take on the challenge of going undercover in his own organization. He picked up liter (and got fired), cleaned out port-a-potties, and ran a trash route. To say he had an eye-opening experience wouldn’t do the show justice.

Not only did he see the negative impact of some of his policies, but he saw one manager take an initiative too far (and corrected it). He also recognized an emerging leader in the organization and rewarded her with a promotion and career track.

First, let me give credit where it’s due. Mr. O’Donnell is clearly a man who has a huge heart. He didn’t take on the challenge to find out what he’s doing right, he took on the challenge to see what his employees see every day. He made personal connections and was moved by every experience. I don’t believe everyone going through this project will have a Larry O’Donnell moment, but there is a big lesson here.

I believe every management decision and attempt at better productivity that Larry made before the project was in good faith. I don’t think he ever understood that something so simple as saying “we expect our workers to only take 30 minutes for lunch” could create such anxiety that it caused a woman to run through a lunch room to punch in at the right time. I doubt he ever considered how someone would take a restroom break on a trash route.

What we see in action is Larry realizing what assumptions he’s made without concrete knowledge of how his actions will play out for his employees. In every decision we make, we must be sure to gather as much information from every possible source to ensure we check our assumptions.

This show isn’t just a lesson for CEO’s either. Have you ever made an assumption about another department in your organization without realizing what THEIR goals and responsibilities are? I am absolutely guilty of these incorrect assumptions. What if you went undercover in your organization’s Legal, Human Resources, Customer Service or Accounting department? What would you learn? What changes would you make to your assessment of their value to the organization?

If we asked more questions and made fewer assumptions we might just find more common ground and respect for one another.

Have you ever walked in someone else’s shoes and realized you’d made a false assumption about him/her?

 

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Introversion/Extroversion and Puppy Bowl VI

Super Bowl is one of my favorite days of the year. No- that’s not because I am a big football fan. No- it’s not because of the commercials. It’s due to Animal Planet’s annual Puppy Bowl and Kitty Half-time Show.

I look forward to 2 hours of the most feel-good TV you can see all year long. Two full hours of laughing and saying “awe!” It’s pure animal-lover heaven!

I had an unexpected observation during this year’s game. If you’re looking for a fun new way to introduce the behaviors typical of Introversion or Extroversion, you might want to add a few YouTube video clips from the Puppy Bowl.

The puppies behave like true Extroverts. They barrel onto the field looking for fun and playmates. They “introduce” themselves, don’t hesitate to jump into a “conversation,” and seem to gain more and more energy as the game goes on.

The kitties, in contrast, tend to be less interactive and more like an Introvert. They are more likely to take in the environment before approaching another kitten. They are cautious before wanting to play with another kitty, and often prefer to play with toys on their own. That’s not to say that they are anti-social, though, they just tend to play independently more often. They also seem to be easily overstimulated in this loud, active environment.

What a fun new way to introduce the concept of Introversion and Extroversion! Any time I can deviate from a textbook approach to describing personality type, I do. Introducing video clips from popular shows can really add context and a little fun to your workshop.

 

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