Recently, I did the Meyers Briggs and DISC assessments tests. Long explanation short, both tests are designed to help (unemotionally) establish our preferential behaviors when it comes to how we think, act and process: at work, relationships and life.
Now, while some may challenge the validity of these "tests," and have a hard time accepting their "designations," - I for one, dig 'em. I really do. (And not just because they don't require me to drop my drawers, or get stuck with a needle; although I never did get a lollipop!?). Simply put, I like them because they help to analytically establish a proactive appreciation for our own, and others, "processing temperament." More better - they help us establish an empathy that we can use with ourselves (i.e. how and/or how not to react to others treatment/style), as well as an understanding when it comes to others style and/or preferences re: style and preferences.
Make sense? Kinda sorta? Just a little!!?
Here's one great upside from these tests (and frankly, the biggest, most usable take away from what I'm trying to say). And it's all about appreciating the difference between saying "I feel," versus "I think," when starting to explain something to someone.
Check it out: when we're trying to make a point or persuade someone to see something our way, we start with either "I think we should .......," or we start with "I feel we should ...." The fact that we choose one over the other has to do with how we prefer to process input/output: as thinkers or feelers. Get it?
If you do, than ask yourself, which one do you prefer? More importantly, ask yourself which one the other person prefers? Why? Because it matters. If you really want to get someone to see it your way - start with seeing it their way: Are they a "thinker," or a "feeler?" If they are a "thinker," - than start with "I think ..." If they are a "feeler," than start with "I feel."
As simple as this sounds, it works amazingly well. Really. Try it.
I Think AND I Feel Are Both Good.
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