Building the Course Team

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Building the Course Team
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Myers-Briggs Type Indicator

• Learning Outcomes
• Learning about your own personality type and how
  this influences your leadership and working style
• Apply type theory to help us work with, and
  manage individuals and teams.
• Competency Areas of the iCVF
• Developer/Deliverer/Broker cuts across most

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Carl Jung Psychological Types (1922)
Theory of Personality Individual behavior has
distinct patterns characteristics
Sensing
Perception
- how you take in information
Jungian Theory
iNtuition
Introvert
Energy
- how you focus and direct your attention energy
Extravert
Thinking
Judgement
- how you make decisions
Myers-Briggs
Feeling
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Extraversion

• People who prefer Extraversion tend to focus on
  the outer world of people and things.
• Extraverts will probably appear to be more
• Active
• Spontaneous
• Relaxed
• Enthusiastic
• Other oriented
• Like Variety

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Introversion

• People who prefer Introversion tend to focus more
  on their inner world of ideas.
• Introverts will probably appear to be more
• Reserved
• Passive
• Quiet
• Intense
• Reflective
• Do one thing at a time

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E I in Work Situations

• Extraverts
• Are attracted to the outer world of people and
  events
• Are aware of who and what is around them
• May not be aware of what is going on inside
  themselves
• Enjoy meeting and talking with new people
• Are friendly, verbally skilled and easy to know
• Speak out easily and often at meetings
• Can seem shallow get bored and restless if alone
  too long

• Introverts
• Are attracted to the inner world of thoughts,
  feelings and reflections
• Are usually very aware of their inner reactions
• May not be aware of the outer world around them
• Have to make an effort to meet new people can
  get drained and tired with people, esp. strangers
• Hold back at meetings and often have trouble
  getting involved
• Are often quiet, reserved and hard to get to know

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Sensing

• People who have a developed Sensing Function will
  tend to use their eyes, ears and other senses to
  tell them what is there and is actually
  happening.
• Sensing Types tend to be more
• Earthy
• Realistic
• Practical
• Observant
• Steady paced

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iNtuition

• People who have a developed Intuitive Function
  will tend to take in information indirectly and
  go beyond what is real focusing on meaning,
  associations and relationships.
• Intuitive Types tend to be more
• Idealistic
• Creative
• Over-committed
• Looking for meaning
• Imaginative

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S N in Work Situations

• Sensing Types
• Like to establish a way of doing things
  practical and realistic
• Work steadily, with a realistic idea of how long
  it will take
• Are patient with routine detail
• Tend to be good at a precise job
• Reach a conclusion step by step
• Are specific and literal when speaking and
  writing
• Prefer practical concrete problems vs.
  theoretical/abstract problems

• Intuiting Types
• Dislike doing the same thing over and over again,
  variety
• Change is OK
• Work in bursts of enthusiastic energy/slack
  periods in between
• Dislike taking time for precision impatient w.
  details
• Like solving new problems and seeing the big
  picture
• Patient with complex situations
• Imaginative and inventive

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Thinking

• A person with a highly developed Thinking (not
  related to IQ) Function want to be logical,
  impersonal, orderly and systematic.
• Seek an objective standard of truth - frequently
  good at analyzing people and situations
  objectively
• Firm
• Exact
• Fair
• Argumentative
• Deliberate

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Feeling

• A person with a highly developed Feeling (not
  emotions) function consult their own value system
  in making a decision.
• Seek harmony in relationships and tend to deal
  with people tactfully
• Flexible
• Heart / Inner Values driven
• Need for harmony
• Relaxed
• Agreeable

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T F in Work Situations

• Feeling Types
• Often let decisions be influenced by their own or
  other people's likes and wishes
• Dislike telling people unpleasant things
• Like harmony at work
• Relate well to most people
• Need occasional praise
• Decide using personal values and values of others
• Good at understanding people
• May seem over-emotional

• Thinking Types
• May hurt peoples feelings without knowing it
• Tend to decide impersonally, sometimes ignoring
  peoples wishes
• Are relatively unemotional and uninterested in
  peoples feelings
• Need to be treated fairly
• Decide using logic, facts, principles good at
  spotting flaws and stating bluntly
• Fairness justice important
• May seem cold

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Judging

• Those with a Judging attitude live in a planned,
  orderly way, wanting to control their
  environment.
• When using Judging Function - ordering your
  environment, being decisive, exacting, systematic
  and wanting to draw closure
• Organized
• Decisive
• Exacting
• Systematic
• Drawing closure

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Perceiving

• Those with preference for Perception when dealing
  with the outer world like to live in a
  spontaneous, relaxed and adaptable style.
• When using Perception, you are taking in
  information, keeping the options open and putting
  off making decisions
• Adaptable
• Curious
• Tolerant
• Spontaneous
• Avoiding conclusions

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J P in Work Situations

• Perceptive Types
• Tend to be good at adapting to changing
  situations
• Dislike rules and limits prefer freedom and
  exploring
• May postpone unpleasant jobs
• May have trouble making decision, or have no plan
• Dont mind leaving things open for alterations
• May start too many projects and have difficulty
  in finishing them
• May seem disorganised

• Judging Types
• Best when they can plan their work and follow the
  plan
• May decide things too quickly
• May not notice new things that need to be done
• Tend to be satisfied once they reach a judgment
• Dislike interrupting current project for more
  urgent one
• Good at deadlines
• Plan ahead to avoid rushing
• May seem rigid and demanding

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MBTI Type Table-Teams / Classes16 broad
personality types does not limit you to a box
ISTJ ISFJ INFJ INTJ
ISTP ISFP INFP INTP
ESTP ESFP ENFP ENTP
ESTJ ESFJ ENFJ ENTJ
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Course Coordinator Scenarios
Scenario 1

• You receive the eVALUate Course Summary Report
  that indicates there are two units that are
  really underperforming. One unit is taught by a
  respected, long standing, senior staff member,
  John Brown, who is also older than you. The
  results for this unit have shown lt60 agreement
  for overall satisfaction for two consecutive
  semesters. The other unit has been coordinated by
  a relatively inexperienced staff member, Judy
  Smith, and has gone from having 87 to lt60
  agreement for overall satisfaction. What do you
  need to consider to solve the problem (assuming
  there are no changes in resourcing over this
  time)?

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Course Coordinator Scenarios
Scenario 2

• You have several sessional staff teaching in a
  unit for you. In moderating the unit results, you
  identify that one of the sessional staff Paris
  Sheraton, consistently marks much harder than the
  other staff, despite you providing clear
  direction on use of the marking rubric. The staff
  member is difficult to communicate with and does
  not respond to your emails. What do you need to
  consider to solve the problem?

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Course Coordinator Scenarios
Scenario 3

• The Course Summary Report indicates that three
  units in the course have lt60 agreement for the
  item on feedback. Tom and Jerry are involved in
  teaching two units and are willing to examine
  strategies to improve this aspect. Jack and Jill,
  involved in teaching another unit are not.
  Margaret is prepared to discuss her situation but
  argues that nothing seems to make the students
  happy. (Assume all staff have a similar
  workload). What do you need to consider to solve
  the problem?