1. Extraversion: Extraversion is characterized by sociability, assertiveness, and positive emotionality. Extraverts may excel in self-management when it comes to initiating and maintaining social interactions, expressing themselves confidently, and maintaining a positive outlook. However, they may also need to manage impulsive tendencies and balance their need for social stimulation with other responsibilities.
2. Agreeableness: Agreeableness refers to traits such as kindness, cooperation, and empathy. Individuals high in agreeableness tend to excel in self-management related to interpersonal relationships. They may prioritize maintaining harmonious interactions, controlling their own behavior in conflict situations, and considering the needs of others. However, they may need to ensure they don’t neglect their own needs and assertiveness in the process.
3. Conscientiousness: Conscientiousness is associated with being organized, responsible, and self-disciplined. Highly conscientious individuals typically exhibit strong self-management skills across various domains. They tend to set clear goals, plan ahead, and persevere in the face of challenges. Conscientious individuals may excel in time management, self-motivation, and adhering to routines. However, they may also need to avoid excessive perfectionism or rigidity and allow for flexibility when necessary.
4. Neuroticism (Emotional Stability): Neuroticism reflects emotional instability, anxiety, and negative emotionality. Individuals low in neuroticism (high in emotional stability) may find it easier to manage their emotions, maintain a calm and composed demeanor, and cope effectively with stress. They may engage in self-management strategies such as relaxation techniques, emotional regulation, and seeking social support. On the other hand, those high in neuroticism may require additional effort to manage their emotions and may benefit from techniques like mindfulness, stress reduction, and cognitive restructuring.
5. Openness to Experience: Openness encompasses traits such as curiosity, imagination, and openness to new ideas. Individuals high in openness may excel in self-management when it comes to seeking out novel experiences, exploring new possibilities, and adapting to change. They may embrace self-reflection, creative problem-solving, and self-improvement strategies. However, they may need to ensure they maintain focus and follow through on commitments, as they may be prone to shifting interests and distractions.

It’s important to note that these descriptions provide a general overview, and individual differences exist within each personality trait. Additionally, self-management skills can be developed and strengthened through practice, regardless of an individual’s personality profile.

Each of the four Inner Heroes personalities has their own unique strengths and talents as well as challenges (weaknesses) inherent in who they are. It requires paying attention to what comes natural to each and flows easily and effortlessly without resistance. The focus needs to be on maximizing what each does best while minimizing personal challenges.

For example, if we consider how each will approach decision making, we will see the differences. If we treat a Doer personality with the same expectations of how a Planner will go about making decisions, we will tend to judge them by the same traits and skill set and possibly determine that one is more capable than the other. One way is not better than the other but instead they are different.

Albert Einstein:

‘”Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

This quote addresses the harm that can be done by not understanding, accepting, appreciating differences in each person, and nurturing their unique genius.

The Inner Heroes Assessment framework typically involves the following steps:

1. Self-Reflection: Individuals are encouraged to reflect on their thoughts, feelings, and behaviors. They are guided to identify their strengths, challenges, and areas for growth.
2. Identifying Inner Heroes: Participants are introduced to a range of positive character traits, such as kindness, perseverance, empathy, resilience, and courage. They are encouraged to identify the traits that resonate with them and feel authentic to their personal experiences.
3. Self-Assessment: Individuals assess themselves on each identified inner hero using a structured assessment tool. The assessment may include self-report questionnaires, interviews, or observational measures.
4. Goal Setting: Based on the assessment results, individuals set goals for personal development. These goals may focus on strengthening specific inner heroes or improving overall social and emotional well-being.
5. Skill-Building and Practice: Participants engage in activities, exercises, and discussions that promote the development of their identified inner heroes. This may involve practicing skills related to empathy, emotional regulation, problem-solving, communication, or conflict resolution.
6. Reflection and Feedback: Individuals regularly reflect on their progress, challenges, and successes. They receive feedback from educators, mentors, or peers, which helps reinforce their efforts and provides guidance for further growth.
7. Integration into Daily Life: The ultimate aim of the Inner Heroes Assessment framework is to help individuals apply their inner heroes in their daily lives, both in personal and social contexts. This may involve implementing learned skills, making positive choices, and exhibiting character strengths in various situations.

The Inner Heroes Assessment framework aligns with the principles of Social Emotional Learning (SEL), which emphasizes the development of self-awareness, self-management, social awareness, relationship skills, and responsible decision-making. By identifying and cultivating inner heroes, individuals can enhance their social-emotional competencies, resilience, and overall well-being.

It’s important to note that the specific implementation of the Inner Heroes Assessment framework may vary across different programs or contexts. Educators, counselors, or SEL practitioners may adapt the framework to suit the needs of their target audience, age group, or cultural context.

Inner Heroes adds another layer to understanding social and emotional learning. The idea of classifying individuals according to four main personality types is not a new idea. The eminent physician Hippocrates described four dispositions or temperament – choleric, phlegmatic, melancholic and sanguine – as long ago as the fifth century B.C. In the modern era, Carl Jung’s landmark work Psychological Types reaffirms the ancient belief in fixed patterns of behavior.

According to Jung, each of us is born with a particular basic personality and our goal is not to be like anyone else, but to become our “best self.” Despite its powerful influence, Jung’s typology was not adaptable to everyday use until the relatively recent development of the Myers-Briggs Type Indicator, which sparked a renewed interest in personality theory.

Psychologist, Dr. David Keirsey, in his book Please Understand Me, explains the relationship between the four temperaments and the sixteen Myers-Briggs Types. Don Lowry further simplified the 4 temperaments with True Colors and the concept of how the temperaments experienced self-esteem differently. Carolyn Kalil wrote the first True Colors book, Follow Your True Colors To The Work You Love, which has an updated title Follow Your Inner Heroes To The Work You Love. This book helps people match their natural gifts and talents to the work they love.

Jung recognized the universality and diversity among people with these fixed patterns regardless of age, gender, or race. These temperament patterns have proven to be universal in their content and language not only in the US but with cultures worldwide since the 1980’s.

Jung also recognized that the differences in how we approach life can lead to misunderstanding and miscommunication. Inner Heroes and Self-Emotional Learning support teaching people that understanding, accepting, and appreciating differences can unite us rather than divide us.

The need to understand these fixed patterns in the four different hero types that show up in families, classrooms, and cultures will be addressed here although this is true of any context that involves people.

Families and the environment have the most impact on the social and emotional development of their children. Therefore, the need for both emotional and social awareness begins with parents. Inner Heroes teaches parents to become self-aware of their own personality strengths, uniqueness, and parenting style.

Once parents understand who they are, they need to understand each child that has similar personality traits, as well as, the children who have different personality traits. Parents are compatible with children who are more like them because they share the same values. Many of the challenge occurs with children in the family who are different from the parents.

Because of Career Pointer self-assessment success in Colleges and HR departments, Ms. Kalil partnered with Moses Katakanya, a software engineer who spent many years consulting and working with schools, and Dr. Emil Kalil, Ph.D., an educator, trainer, and scientist, to turn it into a software toolkit.

Read more about her work at Innerheroes.com and Learn more about the Inner Heroes personality types

Carolyn Kalil, M.A., a former California Community College System Counselor, Author, Career Coach, Consultant, and CEO of DreamMaker Publishing Inc. Carolyn holds an M.A. in Counseling Education and is the best-selling author of Follow Your True Colors To The Work You Love.

There are (8) types of learning styles (Below are the tips and the benefits)

Article source: Indeed.com

There are many ways to learn at work and school, so understanding those styles can help when starting a new class or taking on a new position. Adopting various styles can also help when trying to understand how others learn in the same environments. Knowing which style works best is essential to learning new information more effectively. In this article, we review various learning styles, their benefits, why it’s important to understand them and how to use them.

Types of learning styles

There are several types of learning styles that can help you learn, regardless of your environment. Knowing which style to implement for yourself and which style is best for others can help you learn and teach more efficiently. Here are the most common styles of learning:

1. Visual learning

Visual learners process information best through sight. This learner absorbs material best when presented via graphs, images, charts, and maps. Videos and written material work well for the visual learner too, as they can be processed and retained by the learner as a visual memory. Visual learners tend to be observant, with strong attention to detail. Tips for working with visual learners include:

• Use visual aids in presentations and discussions.
• Draw diagrams of complex ideas.

• Provide handouts during presentations or meetings.
• Allow learners to take notes and sketch images while obtaining information.
• Provide video tutorials when possible.

2. Auditory learning

Auditory learners process information best by listening to it. They may prefer oral instruction over written directions or visual diagrams. Lectures, podcasts and conversation-based learning are ideal for the auditory learner. Also, while these learners rarely take notes, they may repeat concepts and ideas out loud to help retain the information. Tips for working with auditory learners include:

• Read written information aloud during presentations and meetings instead of depending on visual aids and handouts. You can also provide audio recordings of training and meetings.
• Schedule conversation-based meetings and question-answer sessions.
• Incorporate acronyms and catchy phrases to make information more memorable.
• Encourage learners to read information out loud and to repeat important concepts.

3. Reading and writing learning

Reading and writing learners process information best when using written materials. Books, reports, handouts and printed slide shows work well for this learner. These learners do best when they take written notes on the provided information. These learners enjoy research and reading, and typically use these tactics to develop their professional skills. Tips for working with reading and writing learners include:

• Provide text-based visuals to reference during verbal presentations.
• Encourage note-taking during training and meetings.
• Provide additional readings for further insight on important topics, which can include physical books or digitally written materials.
• Assign essays and reports to these learners to test for comprehension.

4. Kinaesthetic learning

Kinaesthetic learners process information best when using a hands-on approach. These learners learn by doing and need to physically participate in the topic being discussed. These learners tend to be energetic and have trouble keeping still. If hands-on learning isn’t an option, it’s best to incorporate movement in some way to help the kinaesthetic learner stay focused. Tips for working with kinaesthetic learners include:

• Incorporate movement by having training sessions during a walk, or requiring candidates to walk around a room to obtain information.
• Kinaesthetic learners strive in role-playing learning scenarios.
• Have them physically perform the act being learned.
• Use flashcards or other active approaches to learning.
• Incorporate frequent short breaks to allow the learner to get up and move. This prevents restlessness and aids in retaining focus on the topic at hand.

5. Logical learning

Logical learners process information best by using rational ordered methods of information processing. They do best when receiving direct instructions and concrete rules. They prefer categorised tasks and information. Logical learners work well with patterns and are capable of quickly identifying relationships within a system. Oftentimes, logical learners are proficient with numbers as well. Logical learners have strong organisation skills. Tips for working with a logical learner include:

• Provide logical structure, direct instructions and concise goals.
• Provide facts and figures relevant to the information.
• Encourage learners to categorise information and tasks using charts, tables and diagrams.
• Incorporate systems and outline patterns in information. This is especially helpful when learning abstract and complex topics.
• Provide critical thinking and problem-solving exercises, and encourage independent work sessions to build these skills.

6. Social learning

Social learners process information best through collaboration and communication. They enjoy being part of a group or team. Many social learners are highly extroverted and are skilled at developing relationships. They also appreciate listening to other people’s thoughts and ideas. Due to these traits, these individuals do well in leadership roles. Tips for working with social learners include:

• Provide opportunities to learn and work in groups.
• Provide feedback and opportunities to discuss their work.
• Incorporate role-playing techniques that allow for interaction with others.
• Encourage social learners to teach others how to learn new skills or tasks.
• Offer opportunities for social learners to speak up about their thoughts, ideas and questions.

7. Solitary learning

Solitary learners process information best when working independently. They strive in quiet environments and often keep to themselves. These individuals are introspective and reflective, and they tend to have strong self-motivation and management skills. The solitary learner may have more than one preferred style. For example, an individual can be a kinaesthetic solitary learner, meaning they learn best through performing a task hands-on independently. Tips for working with a solitary learner include:

• Provide private and quiet areas.
• Ask questions and check in often, as these learners tend not to speak up on their own.
• Provide goals where you can check their progress and help keep them motivated.
• Provide opportunities to deepen understanding of concepts by connecting them to things they have learned previously.
• Provide resources to access independently.

8. Naturalistic learning

Naturalistic learners process information best when working with nature. These individuals benefit from hands-on experiences with the natural world. They enjoy seeing and interacting with natural materials and objects. Naturalistic learners tend to have an interest in science and environmental topics. They tend to find patterns, conduct experiments and use scientific theory to support their understanding of topics. Tips for working with naturalistic learners include:

• Give them opportunities to perform experiments and work hands-on.
• Relate information to the environment and other natural topics to provide value to this learner.
• Encourage naturalistic learners to draft reports and log findings.
• Treat complex concepts like ecosystems, by emphasizing the systems, interactions and patterns between tasks or pieces of information.
• Allow for learning outside, even if the topic is unrelated to nature.

Benefits of learning about the different styles

There are many reasons to learn about different styles of learning. Whether you are an employee or an individual, you can benefit by understanding what style you most closely align with and how to use that knowledge to your advantage. Being aware of your own learning style allows you to ask for the resources and adjustments necessary for you to learn and work most proficiently. When determining your learning style, you assess your areas of strength and weakness. This self-analysis can be beneficial in your career and personal development.

As part of a team, it is also helpful to understand the style of members in your group. This helps you be patient with others and provides you with an opportunity to help them. For example, if a team member is a visual learner and your group holds conversation-based meetings, you can suggest offering printed handouts to aid those with different learning types. As a supervisor or someone in a leadership role, it is helpful to understand the varying types of learning styles, so you can accommodate staff, by including multiple learning tactics into training and meetings.

Learning styles are typically how individuals gather, comprehend and retain new information, knowledge and workable skill sets. They can help you understand how to manage, lead, learn and complete tasks to the best of your ability. Individuals can determine their learning style by assessing their strengths, weaknesses and preferences. Consider the times that you tried to learn new information, perform a new task or develop a new skill. Determine what worked and didn’t work, and use that information to try new methods related to your learning style.