Socionics & MBTI

Interview with Victor Prokofiev

Victor Prokofiev is the manager director of the Scientific Research Socionics Institute

This interview intended to investigate causalities on health due to relationship interaction under the perspective of Socionics.

Interview conducted by Anna Roman:

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Interviewer: Good evening, Victor! Glad to see you again. Thank you for your time and this interview. I would like to ask you some questions about socionics.

Victor Prokofiev: Good evening! Ok, sure.

Interviewer: Why socionics promotes better social interaction, in your opinion?

Victor Prokofiev: This question is very interesting. I have just finished the webinar. We talked to the girl on the topic, how to interact with her boss, as their interpersonal relations are difficult, her boss is a type of ESTP, while she is ENFP. We had a very interesting conversation. We faced an existing set of stereotypes, that she had. The thing is, socionics does not tell us what to do, but gives us the additional tools that are important to use in any particular situations. With this girl we came to the conclusion that she needs to work on her role function, because several times during our dialogue she used such phrases as: “I am fighting,” “I am under pressure,” she acted by her role function and wondered why she had negative relationship with the boss. We came to the conclusion that she needs to use a basic function, which is located diagonally from the role function. The girl began to wonder how she can change her behaviour and systematize it. We concluded also, that she has to use a basic function, while organizing her work and when she is organizing the interaction with her boss, not only use this behavioural way during one project. It was surprising for her to know that the intuition of opportunities, good understanding of the options and situations, could be used in order to establish a positive contact with her boss, also to find new approaches to him, approaches to carrying out these projects. During the conversation this girl got some appeared fresh ideas and she was gone thinking of the changes. So that’s how socionics may help to promote better social interaction.

Interviewer: Very good example. Let’s talk about bad relationships and a bad social environment. Could it be harmful to one’s health, do you consider that connection true? How does the knowledge of Socionics help on that?

Victor Prokofiev: Definitely, bad social environment and the bad relationships, regardless of whether they are based on socionics or they are just personal, they have a strong negative impact on health. The intertype relationships themselves affect our cooperation. In this case, as there are personal qualities, but also each person has his typological features, all the relationships are different:

• interpersonal relations, where an important role is played by social development, education, etc.

• intertype relationships.

Intertype interaction is most clearly manifested in the long period of time by close contact. As an example, if the conflict relations progress quickly in a short time, then the conflictor might seem pleasant, delight, he might seem better (“He can do something that I can not do”). First impressions of the conflictor can be very positive. Another case, if we deal with conflictor for a long time and very close, then intertype relationships begin to appear. This interaction creates a situation where a person, regardless of his intentions, desires, will, begins to “step on the sore spots”, and presents the information in the most uncomfortable way, even painful way. Here, in fact, this is what leads to serious problems. When we spent another consulting session to the firm, in one of the laboratories an example of such cooperation was clearly manifested. Four people were in a very small office together, carried out a good job, their leader did not have claims to these employees. But the leader said that these people are sick very often. When we started working with them, we found out that one of them periodically visits hospitals, he even had gone through a second heart attack, three workers appeared to go on business trips, even without a special need. When we learned of the situation, we found out that there are very complex intertype relations between them. Being intelligent people, they never made up open conflicts, as well as they never allowed battering. All this resulted in the fact that it has affected their health – they started to feel sick. How did we help? We just gave some specific recommendations on how to divide those people for not to sit together, so they didn’t have to sit together for 8 hours in a row, looking at each other. We offered these people to move to different rooms. They continued their work separately from each other. After a while we got a feedback from them about how they became more calm, happier and how comfortable their work has become. That’s exactly one of the ways to solve the problems of bad social environment with knowledge of socionics.

Interviewer: That’s really interesting! When I talked to Mr. Reinin, we discussed Health groups and Bouquet groups and he told me about the experiments they conducted in hospitals in Saint-Petersburg. They studied the interaction of people in groups. Maybe you know more experiments or maybe you also conducted some of them in your Institute? Maybe you examined any health characteristics? Do you remember?

Victor Prokofiev: Unfortunately, it was not like this. We have our own direction, we focus more on Reinin small groups as the important practical tools to use Socionics. Regarding health, the only case where we actually watched it, was just our work with consulting companies. For now, we haven’t conducted any special experiments on health yet.

Interviewer: Interviewer: I see. Good! Well, if we talk about the “bouquet” groups, are all the four personality types needed to achieve a positive effect? Or maybe two or three of types would be enough?

Victor Prokofiev: I understand the question, but I will answer in a slightly different way. We are now focused on small groups within the family or in the company during consulting We pay attention to the fact that gathering a small group on a separate production, to find it within existing family – it is almost impossible, there is a very low probability. It is extremely difficult to collect all four types together. Groups tend to be of a completely random composition and an arbitrary number. Victor Gulenko examined the integral type working groups. We now actively and successfully use his technique [1], which allows you to show the goal of the group, what is this particular group oriented to, regardless of the members’ amount. This may be a “working group”, “educational team” and other “working team”, that is usually aimed at a specific task. No matter how many people are in this group – 4, 8, 15. A leader can communicate directly with the team as a single person of a certain integral type. Alternatively, if the team communicates with the staff of the adjacent units, it turns out 2 of the integral type, which communicate with each other. Globally, it works well. There is even a type of integrated cities, integral type of countries, but it is associated with the analysis of the mentality of territorial units. With this approach, the analysis of the interaction of cities and countries can also be seen in the way of certain socionic laws.

Interviewer: What is the integral type, explain, please?

Victor Prokofiev: Integral type is considered to be very simple, but it works very effectively. It’s important to analyse the group dichotomies: how many Sensing are there in the group, hoe many Intuitive, etc. If there are more Sensing – then they prevail, put a tick for Sensing. Look how many extroverts / introverts, rational / irrational, logic / ethics. Interestingly, we arranged not only an external consultant, we also conducted the internal consulting at our Institute. We have a turnover, every time we change the composition of the team, we find the integral type of our team. We realized that it works so effective that sometimes we set ourselves the task to pick any specific type of person to change a little bit the integral type of staff depending on our task. And yet, very interesting observation: when the integral type eroded at least one dichotomy, for example, sensing and intuitive an equal amount, the team begins to work less, problems arise. It turns out, a complete analogy with the fact that when a person has type blurred (it is difficult to diagnose), then the person has a psychological problem. The same happens to an integral type, when it is washed away – there are problems. These are the observations we have. And as regards health, we still, unfortunately, don’t have a serious research, probably before now it was not very important.

Interviewer: I see! Maybe you examine people in a relationship? For example, separately conflictors or duals? Maybe you have studied how these relationships affect the overall emotional or physical condition of the person? I have information that the conflicting relationships can lead to serious mental disorders, neurosis, etc. Do you know how it was observed and revealed?

Victor Prokofiev: We affirm and practice shows that there is no bad relationship, “one just needs to know how to prepare them”. There is a certain table, which Igor Kalinauskas [2] prepared, it is very interesting, he put each intertype relationships in line with some problems (tasks). Interestingly, there is a certain hierarchy of intertype relations: best – dual, then the activation, then half-dual, then the custom, but this hierarchy is rigidly tied to a specific task. What do you think, to which task?

Interviewer: Comfortable communication, probably, am I right?

Victor Prokofiev: Comfort and relaxation. That is a hierarchy to build a “classical” family. If we want to come and relax in a family, the most comfortable relationship line up for this hierarchy. But if people have a different task, the hierarchy changes. We have clear examples of when the conflicting people (two conflictors) celebrate their golden wedding. If you look at the table of Kalinauskus, it is the task of selecting and social prestige, improve their social status. These relationships have helped to make both became professors, doctors of sciences, husband worked for some time in the ministry for a good post. They both belong to the same social level; both of them were very successful. (here the communication was broken)

Interviewer: We stopped on intertype relations.

Victor Prokofiev: Yes. In this case, we just looked at the relationship of conflict which contribute to the growth of social status. We are very fond of socionics, especially me, for consistency. Everything has a logical explanation. It is seen very well through the features of these relations. Who is a dual? This is a person who “sticks his shoulder” at a time when the territory of the family or team invading by someone negatively, by an aggressor. What is interesting for the dual relationship is that all 8 functions are contact there. This leads to the fact that in any case of the negative invasion, any contact function switches on and therefore is becomes less vulnerable for one of the partners. After all, the most difficult problems are not only with the function of pain, but also with a base, reference, restrictive functions. They are all noble functions. Accordingly, next to the dual we have some kind of protection. Some negative aggressor appears, and dual has already stood by its pin functions and reflected the negative, while our noble features were not involved. Accordingly, the dual need to lean on in difficult times.

And what can we say about conflictor? When we make a mistake, any awkward movement, a conflictor immediately reports us about it. That’s a well-known fact, that any awkward movements are usually done on weak functions. And if by weak features you do something wrong, poor, conflictor immediately indicates a mistake and pays attention to it. He says, how it should be done, as a fact this way of communication is definitely very painful. But the interesting fact is that if a person wants comfort in a relationship, he is pleased when his dual protects him against negative influences. And if a person has the goal or will to actively move forward, he wants to be criticised, he wants to grow, to take a step. He receives the valuable criticism of his wrong actions. If he wants to promote the development of himself, how he will react to the criticism?

Interviewer: Interviewer: Calm. He will be glad.

Victor Prokofiev: Of course, calm! He understands that it is painful, uncomfortable. But this is important. For example, what a coach sais during the training session? “Don’t look for a comfort here. Upgrade to the new level is only possible in discomfort. We must get out of our comfort zone in order to reach a new level. ” It is clear what conflictor gives us, huh? If we want to grow rapidly, to correct the mistakes, even if it is painful, it means that these relations are convenient, useful for us. And if we want comfort, emotional rest – the best for us are dual relationships, of course.

Interviewer: Let’s summarize: in some cases, conflicting relations may be considered as toxic, harmful, right? And in some case, they, on the contrary, can be productive and useful?

Victor Prokofiev: That’s right. In a relationship, when a person wants to develop himself rapidly, get quick feedback on all the mistakes, conflictual relationship is exactly where he can get it. If a person wants in a relationship to rest and relax, receive energy, cheerfulness, then he needs dual relationship.

Interviewer: Are all the socionic types of quietly accept criticism, even if it is productive? Or there are people who do not take criticism in any form?

Victor Prokofiev: Well, is not really related to socionics, it is more character reasons here. It is our personal will. We’re talking about some people: “They are strong-willed people, achieving, making their own way” – it is not related to socionics. These strong-willed people, if they want to achieve something, they choose their own specific way. So then criticism is just one of the ways for them which is uncomfortable, it is painful but effective. If a person has a purpose – he goes and gets it.

Interviewer: Is there any relationship that for any purpose would be devastating? What kind of relationship will be damaging in any way? How was it discovered?

Victor Prokofiev: I can not say, to be honest, we are not simply studied the table of Kalinauskas, we actively use it. This table helps us to solve many problems in couples relations, consultation with parents and children, family, etc. When we consider not only the relationship, but human purpose, it turns the output on the solution of problems. When does the problem occur? It actually occurs when the real goals are different from the goals written in this table. When a person’s goal with these goals differ – we have problems, but if the goals are the same – it works. It is tested repeatedly; we use it in our practice of professional consultations.

Interviewer: Ok, I see. I have questions regarding the investigation and examination of vital signs: heart rate, pulse, whether such studies have been conducted?

Victor Prokofiev: No, this is not carried out yet. We studied in our own different way. Of course, we have thought about this, but not for health, but the things that are natural. We see that the type accompanies a person throughout his life almost from infancy. The certain symptoms could be seen and determined from the childhood, 2 months old kids. For all 25 years of practice, Tatiana Nikolaevna (*Mrs Prokofieva, Victors’ wife), we have not seen examples type changes. That means that the type is not just somewhere typed in the process of life, but laid genetically, physiologically. Thus, each person has a mental skeleton. The task of the nearest future – to find where this skeleton is to which he attached the body’s physiological characteristics, it is interesting and honourable task. Accordingly, it can lead us to the quick diagnostics, for example, donated blood – identified type. We just know where it is. In this regard, we have set ourselves the task to run. We are motivated to find the certain psycho-physiological parameters with the ability to rapid diagnostics.

Interviewer: Are there examples?

Victor Prokofiev: Yes, but not here. We still do not do it, but now there are lots of brain experiments studied the right and left hemispheres. We haven’t studied that, but nevertheless it is a fact: there are right-handed and left-handed people, totally different in the points of brain activity, psychologists say that it is innate. Maybe, if you understand how to appear lefties and righties, perhaps because somewhere nearby will see the asymmetry of the psyche and the personal type.

Interviewer: That is clear. But how can you quickly recognize that the relationships with the person are conflict and that this particular person is a conflictor to you? How can you determine this for yourself? You start to get nervous, for example, or there is somehow more impact on one’s health, well-being?

Victor Prokofiev: Yes, I understand the question. Here it is necessary to be familiar with socionics, their model, clearly understand what exactly creates discomfort. If the discomfort goes by your strong features, it is likely that it’s something personal. And if there is a negative on weak functions here intertype relationships are likely to be the cause of negativity. Definitely, knowing the weak features here and seeing how a person submits the information on them, you can decide with what it intertype relationships, decide how to proceed and how to communicate.

Interviewer: There is a lot of information about the visual identity on your website. There is a certain set of attributes that describe a particular type. How do you think it is possible to trust such descriptions, and knowing them, to determine the type more likely? At the same time dealing with it, of course.

Victor Prokofiev: Of course, we use external features for rapid diagnosis.

Interviewer: Is rapid diagnosis usually trustworthy?

Victor Prokofiev: Not really and not always. Rapid tests are mostly not reliable. Here, with the amount of human experience increases diagnostic reliability. But reliability is still low. Why do we use it? Because we use socionics as another tool to influence people. If we are dealing with a business partner, a competitor, we always have a set of own personal tools without socionics, that are useful and work in varying degrees of probability. Not every tool is suitable for everyone. If you want to use exactly the same approach to the socionic diagnostics instruments, it is important to understand that we do not have to determine the type 100%, we simply pretend the type and then use any socionic tool. What may be the answer?

Interviewer: Probably it is more reliable to check the type experimentally, isn’t it?

Victor Prokofiev: Yes, or we have to see what works or what doesn’t work. If our tactics worked out well, what should we do?

Interviewer: We continue to communicate this way as we go.

Victor Prokofiev: Yes, we continue in the same spirit, use this pattern of behaviour. And if it did not work?

Interviewer: Try something new?

Victor Prokofiev: Exactly, we may also try something from the social sphere,  try a new hypothesis. In fact, the express-diagnostics gives us a hypothesis. Either we go to such simple methods as a smile, questioning, active listening, and so on. There are many methods that always work. Therefore, if you do not put at the forefront, as a panacea, communication on the basis of socionics, you can use any tool. Another question is, if there is a socionic consultation, we give a person some practical recommendations for the correct definition of his type. Visual identification is important here – this is the initial hypothesis, which then needs to be verbalized. So, according to our observations, in approximately 70% of the causes, a skilled person may determine personality type by simply the visual identification. Therefore, reliability of visual identification is about 70% for an experienced person. On our website you may find a gallery of socionic types. (* Http: //www.socionics.ru/types/photo2)
One young man recently protested: “How it is possible that people belonging to the same type are so different?” But they are really different visually, of course. Appearance provides just 70% of information, although it is very important to know, where to look. There are people who come to us, being diagnosed somewhere in other schools before. Sometimes it’s really curious. We diagnose one type, and he is previously defined in the other type, for example, ISFJ. We ask that person: “What were the main arguments to this identification?” And he replied – “I’ve been told I’m fat and kind, so ISFJ!”. This is visual data, but once you look closer, you may see the important peculiarities of the behaviour, that’s why visual identification is not enough. We always accent that person – is not a type!. Recently I had an article just on this topic. This article tells that the person it not the type, as there are so many other factors. All in all, express-diagnosis is able to give us initial hypothesis.

Interviewer: I’ve heard the opinion that people of the same type can be very different. By the way, here’s an interesting question, I think many of the listeners will be interested: what relationships are usually between people of the same type?

Victor Prokofiev: People of the same type always understand each other very well. This is the best attitude for a couple of “teacher – pupil”. Teacher conveys information so that the teachings of her best perceive. “Parent – Child” – is also a good attitude. This is a very good relationship for the transmission of information.

Interviewer: And what about family relationships?

Victor Prokofiev: This is a question point. There are people, developing and evolving, others are progressing slower or not developing at all. If people do not develop, they quickly become bored. If your partner (of the same type) doesn’t make progress – you will know his actions in advance as well as his thoughts and behaviour, it becomes boring.

Interviewer: What do you think, how reliable and correct is self-diagnosis?

Victor Prokofiev: Here are 2 important conditions: how well a person knows himself and evaluates his actions, and the second condition – how serious and deep he knows socionics. No doubt that the best diagnosis – is an expert diagnosis. Let me give you a simple example. Man is asked what he would do in some situation. He will answer one way. But when he is asked about the previous situations like this, it would appear that he behaved quite differently. Why socionic tests can’t be trustworthy? Because people often unconsciously say “I would have done so.” Unlikely, a qualified expert after the first reply, would rather request a clarification: “Tell us more”. Non-verbal signs are always taken into account: smiling, closing position, curve, body language. Sometimes a person says “Yes” by words, but all his body sais “No”. That’s what I can say about the self-diagnosis. If two main conditions are met, then the person can very accurately determine his type.

Interviewer: I know the cases when person passes socionic test and the results are consistent with his own identity. He finds himself in the description of the result of the test. Does it mean that using the test really helps to accurately determine the type?

Victor Prokofiev: Would you like one more example? One woman studied socionics, and came to us not long ago. We have determined her to ethics. We talk about ethics after the diagnosis, she did not listen and even did not accept the arguments. What happened in the end? She said: “I can not be ethics, because I fight with my husband and I beat my children.” That woman knows herself, reading the type ESTP, and she sees herself through the type ESTP. Most descriptions yet have very many mistakes. Because there is a lot of socially acceptable and socially unacceptable. Does the normal person fight?

Interviewer: Of course, no. It depends on the nature of education, of temperament. Character…

Victor Prokofiev: Even ESTP understands at the level of volitional sensory, power, prestige, but it does not mean that he has to fight. There is a description about INFJ girls. This is a girl who stands at school at the window, says humanitarian topics, never contradicts the teachers… You see, some descriptions require further development.

Interviewer: Do you think that it is possible to harmonize relationships in the existing team, family or work? How to arrange them properly?

Victor Prokofiev: I’ll start far a distance. In the GRTC (* Note – here meaning “NII Gagarin Cosmonaut Training Center» / Russian State Organization «Gagarin Research & Test Cosmonaut Training Center» http://www.gctc.su)
a lot of socionists worked there. We are familiar with the person who was responsible for the medical center, socionist, he appeared at our conferences. We were also at the conference in the GRTC. Socionics is used there, but no creates the special teams of cosmonauts according to the socionics. You know? It is very important. The close interaction for a long time. Astronauts stay together in the closed place for years, and in a confined space the intertype relationships occur very well. But, at the same time, teams are always appointed by the Kremlin. The same thing happens with the American astronauts. We also communicate with them at the conference. They also don’t form teams based on socionics, as the teams are usually formed by government.

Interviewer: Yes, but I remember, Gregory Rainin told me about your common visit to GRTC, and how you saw his book “Secrets of the type.” He told me that Socionics is actively used in space

Victor Prokofiev: Yes, exactly, now I will explain. Socionics is not used for the formation of the team. But when the team is already there, appointed by the Kremlin or other higher-level authorities, socionics starts to be used. In what way socionics is used? It may give recommendations to show where the pain points are for the particular type, also which topics are better not to discuss; what purpose better not to solve together. Certain tasks are performed separately, then combined. There are things that better not to be done together; Some goals are important to not put together. It all depends on intertype relations. Those recommendations will increase the quality of life, definitely.
Interviewer: Does it mean that for family relationships or business it works the same way? In any relationship you can use socionics like that, right?

Victor Prokofiev: Absolutely. Socionics shows us what to get around and where to “lay straw”. There are relationships that can not be broken. Recently there was a situation where mother and daughter came, being in conflict relationship. In this case, there was a question about the relationship. One of the conclusions was not to keep daughter all the time with her. The family has enough money to travel, they also have a grandmother, and of course father. And her mother was trying to solve the problem of excessive heed, over-control of each step. Such close interaction only aggravated relations. In such a relationship should there be the scope of the interaction. We gave mother recommendations to remote interaction. As a result, it helped.

Interviewer: How can these (conflict) relationships affect the human psyche?

Victor Prokofiev: Very negative. Control relations have the worst influence, for example. I have just finished a webinar, we discussed the theory of evolution, where socionics related to the theory of Erikson (* Note – The theory of Erikson http://www.simplypsychology.org/Erik-Erikson.html), he singled out the 8 stages of development, 7 personality crises which people pass. During the lifetime each person passes 7 serious crises at every stage, working out a certain function of model A. If a person worked out the stage well, he doesn’t receive a psychological trauma, he calmly proceeds to the next step. There is a danger for a child, if his parents do not take into account the inter-type relations, problems arise. And coming back to logic, we know that all the problems have their roots in childhood. If in childhood some of the feature had not been properly worked, the problem has not been solved yet. “Exam is not passed” for a child. Conventionally, the problem is not solved.
Interviewer: And what are these 7 crises? Are they all the same or all different for each type?

Victor Prokofiev: 7 crises according to the Erickson theory, they are the same for all, regardless of type. Practice shows that each stage (of 8 steps) corresponds to 8 functions of model A. The first suggestive function differs credulity. For example, 1 point up to one year worked out the trust or distrust of the world. If a person has received this year’s balance sheet, that is, there is no absolute confidence, there is no absolute confidence, than there is a balance, one goes forward. The first function is developed and closed. And such suggestive function is different for each of the 16 individual types.

Interviewer: That is such a function for every type, but each type has its own, right?

Victor Prokofiev: Yes, that’s right.

Interviewer: Can you give any example of such crises due to the types? How did you learn?

Victor Prokofiev: Tatiana Nikolaevna studied that more, actually. The same theory of development was investigated by Ermak, but on a different basis. Accordingly, there is another snap, something that is not in vain this observation appears, continue to actively start using. When we are immersed in human childhood, it is effective. We see the problem. A person comes with a problem, we begin to understand, based on the fact, on what function the problem comes from, we will logically fall into that time where and at what point the problem could arise. It’s like psychoanalysis, psychoanalyst catches the root of the problem from the conversations. Same happens with socionics. We simply define a period when there was a problem, and in this period we find out what happened that time. And then we have the cause of the problem. And when there is a cause of the problem – it is half of the solution.
What we like in Socionics – a quick exit to the cause of the problem. When there are reasons, psychological and socionic methods allow us to solve this problem quickly.

Interviewer: Yes, but here it is possible to identify inner personal problems. Do all the crises occur in childhood?

Victor Prokofiev: Not only. Some of them occur in childhood, adolescence, midlife crisis in 30 years. I can not say for sure, there is an article, I’ll send you the link.

Interviewer: Do you think there is a connection between socionics and astrology?

Victor Prokofiev: Well, some sort of connection probably is.

Interviewer: Have you studied this question?

Victor Prokofiev: Interestingly, long time ago Tatiana, when she had just started to be engaged in socionics, was joined by Alexandra UDALOVA. (* Note – Alexander UDALOVA – astrologist) They had a conscientious job – she talked about astrology, and Tatiana told her about socionics, that this was an interesting exchange of information. She was a professional astrologist. What unites these two disciplines? As a professional astrologist does her astrological analysis, in some moments it intersects with the type. It should be clearly understood that every science has its limits; here it is the framework of their tools, they are too limited. Therefore, some features of the character were crossing that sees astrologist and Socionics. There were no specific studies, however, they should have been done. But they parted ways finally. They had some joint projects, such as: geometry of intertype relations, algebra of intertype relations. By the way, they started to work together on Kalinauskas table. Some of the problems were studied together.

Interviewer: Do you have this table on the website?

Victor Prokofiev: Yes, we have. But there is such a thing “Socionic masks” In situations of a single person interaction is manifested as a different type of situations and for certain purposes. This may be a game, because every person has all the 16 types in varying degrees. Even Ausra said that it is important to work through all the 16 types. This suggests that all people may include weak functions. This is a useful role. “Now I want to look for this man as I am ENFJ. I can simulate this type for my own purposes, but for a long time I can’t, I only prepared to play this role. ” It’s useful. But if a person has a psychological problem, he hangs up the mask for a long time, and he does not remove the mask in the evening, this is called “an adherent mask”, it is a problem. Person, instead of having to switch to the strong function, works as a different type with weak functions. Well, ok, somehow he learned this lesson, learned how to play the role, but success will be low. And if there is a mask – there is a second type. There is also a real type. The two types are obtained intertype relationships. We take a table and look what Kalinauskas tells us: we check the type of the mask, we also check the real type – and we see the resulting problem.

Interviewer: How do you determine a mask? Is it possible to visually identify the mask?

Victor Prokofiev: It is possible to determine by express-diagnosis. If a person is wearing a mask, diagnostics would show it clearly.

Interviewer: How adherent mask is psychologically dangerous to the person?

Victor Prokofiev: Well, it indicates the presence of psychological problems.

Interviewer: What threatens to a person, if he never removes this mask? And he doesn’t behave naturally in his type?

Victor Prokofiev: It is a psychological problem. There are unnecessary negative emotions. Man wrongly held any situation, with the highest losses. And so, if he behaved inside of his type according to his strong features of his type, he could emerge victorious, with minimal losses.

Interviewer: When do you need to adjust to a different type? Where is the line between maintaining a comfortable behaviour within their type and those where you have to adjust to a different type?

Victor Prokofiev: Where is the line … Well, it all depends on the goals. If we want to get something from the person, we arrange under it. But this does not mean that we are always going to be in this state. For example, in collaboration ESTP and ENFJ information is transferred difficultly, because it goes from the base to the role functions. Here, if the manager knows socionics, he knows that it is desirable not to give a lot of information. And if he does not know socionics, he thinks that everyone else is as well to perceive and understand the information, as he did.

Interviewer: But you have mentioned the professional guidance, still remember, we talked about how to choose the right sport. Tell me more, how important is the right choice? Or what is the positive influence of the right choice. Are there examples?

Victor Prokofiev: Very simple. This is a very interesting question. When we define the type of person, then we start to talk to him, we see those who are already on a thought, pondering, “and I did it already, I can remember.” If a man develops himself, we simply explain to him his unconscious action. Let’s say, we “allow” to do so and so. Sometimes, a person forbids himself to do something, maybe environment tells him “It is wrong, so you must do this and that”. And there are often questions such as: “I can get money for what I really love, really?”. People often think that we are all the same, consequently, we all have to do the same things in life.

Interviewer: So you pick the type of activity that is as comfortable as possible?

Victor Prokofiev: Yes, or do we just say that if someone likes his work, he just needs to change the priorities within the job description, change daily routine. Job Description consists from the list of works. We need to try something to pay more attention to, and something – to pay less attention to. And you have to see what would happen to the demand for your work, whether people work with great pleasure. Here the knowledge of socionics purely helps. And in fact, it turns out great. After all, people begin to work with great pleasure. Sometimes people change their position, profession. If you have gained the rich experience, than dramatically change everything from that point is not a good choice, it does not make sense. But to change your behaviour, change priorities – this is what really useful.

Interviewer: What about sports? As it is important to choose the right kind of sports according to your type?

Victor Prokofiev: I guess I would not say so clearly about the sport. My favourite sport can be anything. But what is important here: there is a division between sensible and decisive (feature) – I and IV quadras. Decisive will get more pleasure from extreme sports. Extreme Sports bring them pleasure. And sensible (II and III quadras), on the contrary, do not feel very comfortable with extreme sport. They are more suitable for such kinds of sports where there is a comfortable body-work, like stretching, yoga – quiet, designed to comfort, health and pleasant feelings. Unlike extreme sports, where the emotions, determination, achievement of results are important.

Interviewer: And let’s come back to the health subject, is there anything left? Anything, that we haven’t discussed yet? Perhaps new studies, interesting experiments?

Victor Prokofiev: Well, I say, all is told already)) I understand that you want to highlight the connection between health and socionics. To sum up, a few points are important here, as I said: the negative impact of some conflict intertype relations, about the sport, and that in the family, where it is impossible to separate, the adverse intertype relationship, it is important to follow the recommendations on the distance. It is important to know in what ways which respect the distance.
Interviewer: Are there any reports on these topics?

Victor Prokofiev: There is an article on consulting, analysis of groups with complex intertype relationships, just linked to the health. And as we have decided to issue them. At this point we decide these questions at the consultation: how to avoid problems, give recommendations. But we never describe, because it is personal questions. But we have a lot of other information.

Interviewer: Maybe you could briefly tell me about your report on Reinin threats? What is your report about?

Victor Prokofiev: The report is now very necessary, because the situation with the experiments in socionics very poor. A lot of observations. A lot of theory. But this is a global scientific experiment. Talanov had tried, he developed multiple-question test, that evaluates a lot of different information. But if you do not lay the socionic concepts and wider, and the results are not as specific and wide.
Talanov laid a lot, many things, on the basis of the identified typology. But, in our opinion, it does not correspond to Socionics.
And we conducted, in our view, a very serious experiment, a great science experiment, a lot of the characteristics and requirements for psychological experiments we performed. And now, we began to publish. There’s a lot of material. The problem for many years was unaffordable. Over the years I have learned a psychological terminology. Now we are giving accurate results of our psychological experiment, consider Reinin threats.

Interviewer: I would love to read the report once done, could you send it please?

Victor Prokofiev: Yes, of course! I will do that for sure.

Interviewer: Okay. I will not detain you longer, because it’s late night already. Thank you very much for such an interesting conversation! We are waiting for new information! Thank you once again, Victor!

Victor Prokofiev: Thank you very much, too! All the best

——————–

List of publications related to the subject:

VG Prokofiev. “Layer cake” or the crisis in socionics. Cosmology and Astrophysics personality psychology. – 2006. – N 3. Management and Personnel: Psychology of Management, Socionics and Sociology. – 2010 – of N 7.
VG Prokofiev. Bird in the hand, or is it always need a full diagnosis of TIM. , Cosmology and Astrophysics personality psychology “, 4 2008
EAT. MARKET, VG Prokofiev. The natural style of communication and expression in classical works. , Cosmology and Astrophysics personality psychology. – 2010 – of N 2.
TN Prokofiev VG Prokofiev. Research Institute of Socionics, 2008

TN Prokofiev VG Prokofiev, AS Devyatkin, PE Cleopas. Features of the educational approach in the Institute of Socionics and our competitive advantages 2008
TN Prokofiev VG Prokofiev. Socionic approach to improve the efficiency of teaching and educational work of the teacher, the school psychologist. Management and Personnel: Psychology of Management, Socionics and Sociology. – 2008 – of N 4.
TN Prokofiev VG Prokofiev, NM Shifrin. Why me all the time? 2009, Cosmology and Astrophysics personality psychology. – 2010. – N 1. Management and Personnel: Psychology of Management, Socionics and Sociology. – 2011 – of N 4.
TN Prokofiev VG Prokofiev. Why do we not develop communication? Algebra intertype relations 2009 Management and Personnel: Psychology of Management, Socionics and Sociology. – 2010 – 8 of N
TN Prokofiev VG Prokofiev, AS Devyatkin, Y. Isaev. Methods of determining the psychological type of pre-school age children. , Cosmology and Astrophysics personality psychology. – 2010 – of N 4.
GA Malina, VG Prokofiev. “Finding yourself. , Cosmology and Astrophysics personality psychology.” – 2011 – of N 3.

Personality Masks in Socionics context

by Anna Roman:

Socionic Masks: How do they help us? How do they harm us?

Our society is arranged in such way that, facing any certain life situations, people put on «masks» with not always a conscious purpose in order to be presented to others in a more favorable light. In this article we are talking about main advantages and drawbacks of using “masks”. In what situations they hinder people, bringing inconvenience and discomfort; and when do they enhance the interaction process with the environment, helping to achieve certain goals.

Igor Kalinauskas associated intertype relationships with concrete personal psychological problems. If a person has a “mask” that means that there are 2 types coexisting in one person, then we can say that between the real type and the mask there are also specific intertype relationships, which also indicate the presence of similar unresolved personal problem.

Mask is a formation of a false image of “yourself to others” in order to suppress the increasing aggressiveness and hide the inner problems.

It is possible to make controlled adjustments to this false image of “yourself to others”, significantly increasing the effectiveness of your social interaction.

If you look at it from the practical side, we can see that the “mask” can both help and hinder our communication and interaction with people.

 

Positive impact of “masks”.

Short-time wearing a “mask” could be very helpful. It can be either unconscious or conscious, especially when a person creates the appearance of any other socionic type.

A “mask” can be used in conjunction with the boss or subordinates in order to make yourself delightful to others, also it may be used in negotiations with business partners, in acting, in diplomacy and politics, and also in private life.

 

Negative impact of “masks”.

Let’s turn to the scenario with the negative effect of “mask”, in other words, the unconscious and long-time wearing of a mask. Solving certain problems in life, person behaves as a representative of a different socionic type, sometimes not even realizing it. It happens frequently, that the “mask” being worn overmuch, adheres to a true socionic type.

This phenomenon leads to the following consequences.

Firstly, that could be seen on arrival at the new place of work, first appearance in a new company or even on a first date, the first impression of the person is incorrectly determined by his mask, not his real type. But after a while the real type begins to appear clearly. As a result, work turns out to be hard at the new place, moreover management’s expectations are not met, which leads to frustration and even more unpleasant consequences.

Secondly, the person who is focused on personal development and uses his knowledge in socionics, but has a certain “mask” – he usually deals with his own type very slowly and hardly. There is confusion between real type and the “mask”, which leads to the fact that people tend to consider themselves even some third type. Unsolved problems remain, furthermore, the new problems arise.

Let’s analyse the example, when the “mask” hinder and harm us. For example, a “Controlled (under control) mask” is associated with debt problems, making persons’ nature facile, sensitive and attackable. It seems that these people are hardly aware of their personal interests and are willing to sacrifice themselves to please the society.

 

How to determine a “mask”? Main attributes.

Dual

Person in such mask tries to create an image of self-sufficient and “standing on his own two feet” – he does everything by himself, he does not need anyone’s help. He can not afford to let his inner child live in piece, therefore for him it is extremely difficult to relax. Consequently, he is overloaded and needs to have rest and comfort. Even with the stable image of self-sufficiency, in reality he is a very dependent person, constantly in need of support, attention, reinforcement, clinging to the other, but he is afraid of admitting it. Sometimes he would likely create a sexy image, whereas in fact there is a problem with the private relationship. He is afraid of loneliness most of all.

Activation

In the case of Activation mask a person’s image resembles a “vagabond”: he has his own, personal value system and he does not care about society and public opinion. He does not see and doesn’t accept his own problems, flatly denies them.

Mirror

The image in this case is associated with the removal from the base of real personality. This is offset by the desire for perfection, the intellectual development. For the man in the Mirror mask urgent problem of the active delivery of results into society is evident, as well as the problem of self-realization. But as long as he is wearing this mask, he won’t succeed. Mirror mask symbolizes the image of a strict teacher. Person wearing this mask shows to the others the scope of their activity and creativity, which needs to be improved in his opinion. He gives the piece of advice absolutely automatically and without special efforts.

Business

Self-assessment of his quality depends on the attitude towards him, and the work is carried out in the language of the subjective logic. There is a desire to act within their own subjective ideals. A person in such mask will certainly begin to compete with others.

Illusion (Mirage)

In the case of Illusion mask person quickly comes to realize that the favorable external appearance is a key to success. He plays a role in life, as an actor plays a role on the stage. He creates an “Illusion” of himself. And this role limits his freedom, it blocks his natural behaviour. This mask symbolizes the problem of inner freedom.

Superego

Person in this mask tirelessly demonstrates his superiority on the relevant aspects. Superego mask is characterized with blocking individuality, duty to be perfect executive, imposed programs that do not meet the real personality, makes this person socially obliged to wear a mask. This mask is usually used for social survival, external success and further progress in the society. It blocks strong sociotype function and inhibits the development of abilities. This mask is recognized better than others.

Quasi-Identity

Reflective desire to explain to another person, how incorrect and wrong is usual for this person way of life. Constantly argues, defends his point of view, but in a very respectful way. As well as the Activation mask, Quasi-Identity mask symbolizes the internal struggle, the rejection of common values, completely dependent on other people’s opinions.

Opposition

He tends to look mobilized, but actually lowered his tone, as he has a deep problem. He looks at the things “from the other side”. Characterized by the phrases: “Never do that! It’s absolutely wrong! Nobody needs that!”. Behavior sometimes reminds a “self-confident teenager”.

Relationship

Lack of frankness. Person may seem selfish; in fact, it is not always like that. He is trying to be like you, sharing interests. When it comes to business, these relationships can be quite fruitful, if the partners share interests. But if their common interests diverge, the relationship can be harsh, unpleasant, annoying.

Half-Dual

The presence of many thoughts about the past is typical, as well as about the pleasant moments that are left in the past. Unexpected behavior is also typical. Person in such mask helps to sort out the problem, and if he is restricted just with theoretical discussion, it is perfectly possible to communicate with him. Half-Dual may surprise you with unexpected act, after which the relations will deteriorate sharply.

Conflictor

Person in such mask aims to have an invulnerable image, always ready to fight. But deep inside such person may feel useless, worthless. In this mask person is unable to exercise his own work and realize his mission. Sometimes the presence of a Conflict mask is manifested in the inability make the hard choices or decisions in a significant situation.

Requester

Image of a person wearing Requester mask – self-confidence. He seems to project strength and power. He aspires to seem special and important. In real life, spending a lot of effort on this image, he usually forgets to keep the promises and doesn’t take responsibility for decision-making. Most of people in such masks are impatient and intolerant.

Characteristically arrogant behavior, increased requirements. mask of the Requester – person pretends to be a Big Boss, he gives instructions to everybody, even though he is not really ready to bear responsibility.

Respondent

Image of a dependable “yes man”, trustworthy executive provokes great expectations to him in human environment. However, in reality such person in a Respondent mask has to make great efforts to fulfil his obligations and to save the face. There is panic and fear to break the promise, or remove the obligation, to loose the control of situation. The other extreme line – he moves beyond the obligations, showing unwillingness to take responsibility for the result of his activity.

Controller

Controller mask – excessive sense of entitlement.

“Controller” symbolizes an older relative, to whom you are liable to account all the time. Quite simple requirements: report, get the evaluation of what you’ve done, come back later to report. Controller always force others to be responsible, learn to report, obtain an estimate, take it seriously and to improve his performance, depending on the evaluation. “Controller” is waiting for confirmation of his significance and self-esteem.

The controller causes the unconscious sense of uncertainty of the others.

Controlled (Under Control)

Here is a verbatim quote of INTJ, being in the “Controlled mask”: “I want to please everybody and I want everything to be fine. In any company I feel the need to keep the perfect relationship no matter what. It is so hard when people are bad to you… ”

“Controlled (under control) mask” also interferes its owner to establish true confidence to family and loved ones. This comes from the confusion in the suggestive function. It is extremely difficult for such people to relax and unwind. They think that they can not spend time for themselves and must dedicate to others. “I can not spend time on myself, as I have too many obligations to my mother in law and relatives. And even if there is free time, as I am on my maternity leave, I have to spend all my time on my child”- that’s exactly how this problem has been expressed by already mentioned girl (INTJ) as a reason why she can’t look after herself and she really wanted to.

The clear attributes of such “Controlled mask” are such words as “have to”, “must” and “commitment”. This is how unilateral sense of duty is expressed among people with “Controlled mask”.

Such behaviour leads to the serious problems, for example, psychological pressure, a difficulty to find inner freedom.

 

Below there is a list of “masks” matching with the specific problems.

«MASK» PROBLEM
Identity (No mask) The lack of “mask” demonstrates that person is easy-going and reliable. This person is honest enough with himself and others, he’s not trying to play the role of someone else, he keeps being adequate to himself.
Dual “Dual mask” is related to the problem of recreation: person needs a rest, comfort, relaxation, maintenance and support.
Activation “Mask” is related to the rejection of the idea that there is a problem and that it should be solved. No motivation to solve problems.
Mirror “Mirror mask” is associated with the problems of realization of the individual, the realization of his creativity, active delivery of results.
Business “Business mask” is associated with the problem of work: the feeling that the workload prevents to live the full life. The difficulties in the organization of work, allocation of priorities. “Business mask” is also associated with the problem of a long, usually unsuccessful, job search.
Illusion (Mirage) “Illusion mask” is associated with the problem of inner freedom: inability to make a separate step, tension, escape from reality into the world of illusions. A person has accumulated his inner tension, with whom he does not know how to cope. As a result –  he creates a tense atmosphere for the other; he runs away to the world of illusions: computer communication, replacing real life, or computer games, that hide his feeling of being lost; feeling of inconsistence with reality.
Superego “Superego mask” is associated with a survival problem. Person does not live freely, he “survives”, he does what he “must”, which is not comparable with his forces and capabilities. No labour / relaxation balance.
Opposition “Repayment mask” is related to the domestic problems. This persons’ life is not enough organized to rest properly.
Quasi-Identities This mask shows the problem of the struggle (with someone – people, circumstances), person takes this fight more serious than he should, or simply this struggle is relevant at the moment. In any case, the presence of “mask” makes life difficult, harder to concentrate; it becomes impossible to choose ones’ own, not someone else’s resources to solve the problems.
Conflictor “Conflictor mask” says about the problem of choice. Person is not inclined to make a clear choice for a long time remained in a state of oscillation, thereby making life difficult for himself and others. This mask also tells about the internal personal conflict.
Relationship ” Relationship mask” is associated with the problem of self-affirmation. That means, that previously this person hasn’t learned how to assert himself, he hasn’t mastered enough his methods of approval his position among the surrounding people, so now he is forced to act against his type, breaking himself to “cover up” the weaknesses, he also has to be presented to others and even to himself (and, currently – in first of all) as like the other person.
Half-Dual ” Half-Dual mask” is associated with learning problems.
Controller “Controller mask” is related to the debt problem (such a person feels superior with the sense of entitlement to others). He considers himself entitled to impose strict requirements to the people, without being self-rigorous.
Controlled “Controlled mask” is related to ones’ inability to ask from his debtors with a greater propensity to repay debts than to ask others. The man believes that “he owes everybody” “conscience is the best controller”. He may face serious problems at the workplace associated with this inability to require subordinates for execution and full compliance of work.
Requester “Requester mask” is associated with the problem of avoiding responsibility for the execution of decisions. People tend to make their own decisions, but place the burden of responsibility for the fulfilment on the others.
Respondent “Respondent mask” is associated with the problem of avoiding responsibility for decision making. People tend to be a disciplinable executor, but not able to take decisions himself, and likely to shift the responsibility for something onto the other person.

Bibliography:
http://socionics.ru/functions-and-models/-lr
– “Games, as played by “We””. First principles of behavior psychology: theory and typology.  Igor Kalinauskas, Kiev, 2005.

Interview with Dr. Gregory Reinin

 

Psychologist, PhD in Psychology, the Doctor of Philosophy in the field of psychology, the Doctor of philosophy in area Socionics, member of International typological Association. Author of several books and training: “Socionics typology. Small groups”;”Songs of the lotus”

Gregory Reinin proposed the mathematical existence of 11 derivative dichotomies describing the same 16 types in addition to the 4 basic ones.

(Gregory is currently on Sri-Lanka having very slow internet connection, so he asked to record the audio call instead of video conversation)

—-

This interview intended to investigate causalities on health due to relationship interaction under the perspective of Socionics.

(Interview conducted by Anna Roman)

Interviewer:

Gregory, good afternoon! Thank you very much that you agreed talk and give us an interview. Let’s try to record the audio conversation, is case Internet connection will be lost, we’ll try again later, ok?

GR:

Yes, I agree. If I’m not mistaken, you have some questions regarding Socionics, right?

Interviewer:

Socionics, exactly. I have some questions for the Socionics researchers in Brazil, who have been interested in your professional knowledge. First we wanted to make the 3-side conversation, but in order to save our common time, I am going to translate your answers into English and provide for this research.

GR:

I can’t hear you very well

(Internet connection was lost, reconnection)

Interviewer:

Could you tell a little about your story with Socionics?

GR:

That happened by accident in 1981, maybe in 1982 I dropped upon the work of Aušra (Aušra Augustinavičiūtė) “Theory of Interpersonal Relations” and found out interesting topics to investigate. When we started to work together, I realized that there are some ‘blank spaces’ to examine in her works and we decided to explore them together.

Interviewer:

Why Socionics promotes better social interaction, in your opinion?

GR:

Socionics describes the relations between 16 types very well, and as a result it appears to be a solid instrument for psychoanalysis, and moreover those socionic effects are mostly shown in the uncomfortable, extreme situations, like professional networking or family life, even an expedition. In those cases, the effects appear at their best and could be used to analyze how to improve relations and organize the teams better. Socionics has a lot of functions and can be useful in different areas, where it helps to orientate: analysis of conflictogenic situations in the collective body, formation of the team according to the specific problem or aim.

Interviewer:

I see, thank you. And how bad relationships or a bad social environment could be harmful to one’s health, do you consider that connection true? How does the knowledge of Socionics help on that?

GR:

Definitely. There is such thing – psychosomatics, when the problem that arises on the psychological basis can affect the body and health, even more if the problem is not being solved for a long time. In that case different strong psychosomatic effects happen and be harmful for the health.

Interviewer:

Yes, I see. And in your works there is a lot of information about the Bouquet groups, could you please tell how those groups were discovered? Was it the result of various experiments? If so, how those experiments were conducted? Could you tell how is this concept applied nowadays?

GR:

Do you mean the theory taken from my book “Mystery of types”? Yes, I’d love to tell about it. In the beginning of the 90s there was a collaborative work with the Medical Academy (St. Petersburg I. I. Mechnikov State Medical Academy) and one rehabilitation hospital, our aim was to find out how different types go through an illness, how do they suffer and how they cure. We discovered that it is possible to consolidate people in the groups according to these parameters. We came to the idea that hospital accomplish two functions: hospital (cure & therapy) and hotel (people are also living there for a while), so the experimental idea was to make them cure in the groups created according to their illnesses, but live in the groups created in compliance with their socionic types in order to make most comfortable living conditions. The results of those experiment were very good, what was proved by Chief Physician. But this experiment didn’t last long. To sum up, we observed those positive results in 2 hospitals, it was documented and described in my works.

Interviewer:

You mean Bouquet and Health groups, right?

GR:

Exactly, small groups – 4 types.

Interviewer:

I see, and what data did you receive? What was brought to light in this experiment?

GR:

Oh so much time passed, frankly speaking now I don’t remember the details, the main thing that we discovered were those 4 groups of course (ESFP + ESTP + ENTP + ENFP) (ISFP + ISTP + INTP + INFP) (ENTJ + ESTJ + ENFJ + ESFJ) (INTJ + ISTJ + INFJ + ISFJ) – these groups have their own spectrum of illnesses, which exactly I can’t say right now, but when they live together they aggravate and dramatize them. And if they are divided to live in other more comfortable groups, the results would be positive and better.

Interviewer:

So in the framework of those experiments you mixed up the types to see the better matches, right?

GR:

Yes, we combined them in accordance with their socionic types and groups instead of their diagnostics for people to live in comfort groups, to study in comfort groups, etc.

Interviewer:

Did they cure better and faster?

GR:

Yes, we had this result. Unfortunately, we were not able to finish those experiments, as the administration of the hospital had been changed. Well so that was out attendance and examination, the knowledge regarding the Bouquet groups was received in that experimental way. Out hypothesis was confirmed.

Interviewer:

Do you think we need the 4 types to achieve those positive effects? To achieve the perfect interpersonal atmosphere inside the group?

GR:

Perfect by which parameter?

Interviewer:

I mean the most comfortable relations. Do we need all the 4 types?

GR:

In quadra?

Interviewer:

Yes.

GR:

To tell the truth I don’t think it’s possible to create the perfect group even with 4 types, it’s likely impossible to build the perfect relations. But quadra differs from the other groups in the point that people “speak the same language”, it’s easier for them to understand the reasons of the conflict inside of their quadra, moreover they can solve it easily. In other groups it’s not usually like that, as types speak “different languages”, being on a different wavelength. But still I don’t believe in the perfect relations… Maybe in any scientific abstracts or theories

Interviewer:

Yes, I agree. By the way are there people occupying not one but several groups?

GR:

Of course! One type can relate to different groups, definitely. For example, ENTP refers to many groups. If you want, you can read in my book, I told about it more in detail.

Interviewer:

Are there data on how much can Socionics affects vital signs, such as heartbeating, sweating etc.? Maybe it was shown in any experiments maybe in hospitals? I mean any particular interpersonal relations between different types, how do they affect the vital signs?

GR:

Not only in hospitals, we conducted such experiments with people whose socionic types had been already professionally tested. We created quadras and examined peoples’ wellbeing and mood, also they were put inside the “Control ring” (* Control (Audit) Ring – a small group, consisting of four sociotypes associated with each other for audit. Interaction within the group is characterized by mutual suspicion and chicanery).

We saw critical conditions up to headaches and demands to stop the experiment. So such observations shown that sometimes that Control Ring may happen in the business team, for example, so then people can not cooperate and stand each other at all, even if they are great professionals and experts. But still that was not a rigorous professional experiment, that was done by enthusiasts, as we didn’t have the opportunity to conduct the exact rigorous experiment with with verifiable results and statistics, that always needs financial support.

Interviewer:

So any amplitudinous experiments on that matter had been never done?

GR:

Widespread and serious – no, never. We just observed and examined different effects, which were confirmed and clearly shown. No more than that, I’ve never heard of any scientific vast experiments.

 

Interviewer:

As far as I know, your experiments were far the most significant and serious, am I right?

Since your experiments, were there any more research done?

GR:

You are right, such experiments were never done afterwards. After there were lots of discussions mostly. There are lots of theoretical information even online, everywhere you may find some theories, discussions, thoughts regarding Socionics.

Interviewer:

Exactly, lots of theories, but not that much practical information based on real-life experience.

GR:

Yes, lot’s of unconfirmed, unverified theories, based on nothing.

Interviewer:

Are there reported data of how DUAL or CONFLICT interactions affect a persons’ overall outlook? Like, vital signs?

GR:

Outlook? Well, same as the critical mental condition or excellent mental wellbeing may affect the persons’ outlook, I assume in case of dual or conflict interactions it’s possible. As for vital signs… I don’t think do, I’m afraid we don’t have such. But the connection definitely exists.

Interviewer:

Like on the mental health itself, right?

GR:

Of course, these things belong to the same sphere.

Interviewer:

Yes, I have already taken one interview with Kirill Kravchenko, he told me that conflict interactions could even cause several pathologies. Do you agree?

GR:

I agree. If any hard and serious conflict is taking place and lasts long, then any psychosomatic problems appear. Suffering personality throws all the problems like garbage to the body, can you imagine? Then the person becomes sick.

Interviewer:

Ok, well, I see. And what can you say about the visual identification of types? What does the academia and researches say about visual identification? Have you found any particular signs (markers); what have you found out during your research time?

GR:

There is a plenty of these markers in the works of different authors, I can’t say offhand right now, there were special researches on that case (for example, ESTP has prominent cheek-bones and manner of walking, INFJ is usually humpbacked a little bit, generally speaking, there are lots of examined supervisions of the visual signs of types. (*Vitor, I have found an interesting Russian source with full description of visual identification, made by Gulenko, if you want, I will translate it and send to you, too, just let me know).

In olden times, Aušra Augustinavičiūtė prepared the special album: she collected 20-30 characters for each type. Looking at those album, anyone could easily see and understand the markers: physiognomy, countenance, glance, face features; so then the types’ signs were evident.

This album was used to teach the experts.

Interviewer:

Are these signs always reliable? Is the visual identification tricky? Could the signs be improper/false? Maybe person has just humped once?

GR:

No no, of course you can never identify with 100% assurance. One should always check the other attributes: behavior, tests, but please note that there is no perfect and 100% reliable socio-test for the identification.

Interviewer:

Yes, I have heard that. Consequently, the best identification way is professional diagnostics?

GR:

Exactly, for now only professional diagnostics, unfortunately. Well, technically I know how this test should be done, but this is a broad time-consuming laborious work, requiring cooperation with big amount of experts. If I agree to do it one day, that would be only in case of fare financing, because personally I don’t need that, and when Socionics become popular and people will need it – then I would be glad to work.

Interviewer:

And why, in your opinion, Socionics is not so popular in nowadays world? I know that Socionics is still officially unrecognized science, which nevertheless generates a lot of interest.

GR:

Well, it’s a very practical science with the most important ability to analyze interpersonal relations, which no other officially recognized psychological typology is able to provide. Ability to analyse personal types and interpersonal relations – that was a great step Aušra Augustinavičiūtė made, in comparison with other typologies. The next significant step was the typology of small groups that we discussed before, nobody has made any research before me us on that matter. And the fact, that it is not officially recognized science is the result of discreditation and lack of professional use. If you want I have the link with information about the benefits and harm of Socionics (Gregory has sent this link to me, if you want I can translate the information there for you too)

Interviewer:

Yes, of course, thank you.

GR:

I’m sending you the link via Skype. You can read about the harmful effect that Socionics may cause. Personality can not be absolutized, as it has lots of dimensions and aspects. Typology is only one of them, you can not absolutize it. The whole psychology must not be narrowed down to typology. It’s absurdity.

Interviewer:

What do you think, is there any way to spread this science in the right way throughout the world? Make it more popular and useful?

GR:

Well I don’t know, it depends on the interest of serious people, scientists.

I can tell you one interesting thing that I experienced, once I was working in the Y. A. Gagarin Cosmonaut Training Centre, and suddenly I saw my book on the directors’ table, “Mystery of Type”, I noticed that the book is quite old and evidently being used for a long time. I asked: “How come, officially Socionics is not recognized by scientists…” He noted: “Well, scientists may not recognize it, they will probably think about it another 20 years, nevertheless, we see the results, we see that it really works, so we use it”, you know..

Interviewer:

Yes, I have already heard it, Viktor Prokofiev told me the same story

GR:

Exactly, we were together in this Centre that day.

Interviewer:

You see, these people are practicians, they look for the things that really work. If Socionics is officially recognized, or unrecognized, it doesn’t matter for them, they don’t care. If they see the instrument that works – they use it, because they have a real problem with bad communication of people. And how much time will scientists thinks and decide to recognize Socionics, for me it doesn’t matter, too. Maybe the reason is lack of really scientific experiments, everything we have is just investigation and observation.

Interviewer:

Maybe you can denominate the most significant experiments?

GR:

For me the most significant one was the one we conducted with Aušra Augustinavičiūtė in her residence, it has the most important and very significant to me. We investigated the attributes of personality types, which first appeared on paper, I wrote about them, made a table, and then we examined the psychological compatibility of these features. We took socion, a group of 16 personality types, divided it in half, according to the table and examined every indication that there are different tasks, watched how they act, how they behave, how they communicate, for me it was very clear, but this experiment was conducted a very long time ago, since that time such experiments are no longer carried out can be very difficult to meet all the 16 types of personality. To conduct a distortion-free experiment, you need to collect all the 16 personality types together.

Interviewer:

And what about those experiment in the hospital, do you consider it important?

GR:

Yes, but again, it was observation, not an experiment, I would not call it rigorous experiments. Preliminary observations, which allow you to put the problem, objectives, formulate a hypothesis.

Interviewer:

Ok, let’s come back to the visual identification. What should one look for when doing a visual identification? Is it tricky? Could they be improper/false? If so, how can we make sure that the identification is correct?

GR:

It depends on the expert. There are experts who are looking at the little details. There are experts who assess the energy and personality as a whole. For example, I can look at a person, and determine exactly what he is INTJ. At the same time, I can not readily explain how I understood it, I define the overall state overall sound, it’s sounds like INTJ. Then you can test it, you can ask him questions, in accordance with a kind of model, allocate more accurately. But, what to look for? Well, pay attention to the whole person. Aušra has taught me this way: “Today we will go to the family of ESTP with ENTP, and here it is – ISFP, and the other one is definitely ESFP. She was just a finger pointing at the type, and we have studied you look, you see 3 minutes of communication will let you know, who the person is. Now of course they do not teach this way. Not there is much more theory than practice.

Interviewer:

And for ordinary people who are not using Socionics professionally, is it possible to learn how to apply it in practice, learn how to recognize personality types?

GR:

I think that first most important thing is understanding that people are different, a person can be totally different with totally different views and opinions. The second point, do not try to convert people, do not be offended that he is not thinking like you. The very understanding of it is very useful because it allows you to take the edge off of relations. You can teach how to identify if a person is capable of that, we must look on what style of learning is the best: algorithms, theory, practice. Tatiana Prokofiev teaches the identification of personality types. She has an algorithm training scheme, it gives the results. There are experts who is able to just see the type, usually a woman is a good visualization, excellent optic canal, there are such people. There are people who know some ways to learn to identify and determine, there is no single answer. It is difficult to teach, it is also very time-consuming, but there are very capable people who are able to quickly learn. It takes practice and time, three or four months it is necessary to do it.

Interviewer:

I also would like to ask some questions regarding dual and conflict relations. Can a conflicting relationship be considered as toxic? What makes them toxic?

GR:

What do you mean by toxic?

Interviewer:

I mean Harmful, toxic, destructive.

GR

I’ll tell you first about the duality. You may be surprised, but the duals can also be very destructive and toxic to each other, because people can be the same Socionic type, but the social values and moral qualities are totally different, which will cause serious conflict. This people can be opposite. Duals have such a function, they have the opportunity to approach closest to each other emotionally, that is, they can hurt psychologically. That means, if the conflict between the duals, it is much more painful than the conflict inside the conflict relations. I got into such a situation, watched from the side, it happens. Although not as common. In principle, if a long time together, if they have the same value, if they are on the same road – it is good a great relationship. Their bio fields collapse, when two people are no longer needed but each other.

Interviewer:

And what about conflict relationships?

GR:

I described a lot about conflict relations in his book. All relationships, in particular conflict considered from the viewpoint of Conflict, which means, in terms of conflicts and conflicts cause. Conflict relations has the majority of such conflict points. Virtually all functions have conflicts and misunderstandings, someone who is afraid of someone; someone enables someone; someone scares and ignores, it happens all the time, the situation is very complicated.

Heavier – it is only a controlling relationship. Controller with controlled, there is destructive psychologically difficult relationship, people are just beginning to behave inappropriately. That’s the story. However, dual relations, too, are conflicts, there is no perfect relationship, when everything is good for life. No psychologist can not guarantee you that if you do it ensures that he is a fool.

Interviewer:

But still there is the types that are better suited to each other, and there are those who are less match together right?

GR:

Of course, there are quadras. Those who are in your quadra, those are better match for you, those who are outside your quadra – those less suitable, another language and understand each other, that’s worse. Judged by its ideas, there is an illusion of communication, it seems that they understand each other, when in fact they have a total misunderstanding.

Interviewer:

I have couple of questions about the connection of Socionics, dual and conflicting relationships with health. Have there been any studies on the impact of the dual and conflicting relationships to health, physical and mental?

GR:

Here the mass of observations that conflict relations in the family’s bad and unhealthy According psychosomatic mechanism, by other parameters.

Interviewer:

how was that investigated?

GR:

I do not know. I can answer that I do not know sometimes, too, because I do not know of such research, maybe Tatiana did that on her courses, maybe in Kiev, you’d better ask Sasha Bukalov, he is the director of Institute of Socionics in Kiev. Karpenko and Bukalov are the experts in the field of health, they have a lot of information, moreover they regularly publish a scientific magazine. Talk to them, they will tell you, I can give the contact details, you may contact them.

Interviewer:

That would be great, I have a lot of questions on health. How do the dual or conflicting relationships on health indicators such as cortisol level rise, sweating, heart pressure?

GR:

To tell the truth, I do not know, I did not measure these parameters, as I have not studied this exact matter. Only at the level of visual perception of conflict, of course it is obvious, suffering person looks worse and feels worse. It can be measured by the astronauts, but this data is secret and never shown to anyone. It is unlikely that we get any information from them.

Interviewer:

As for the business and teamwork. What kind of relationship are best suited to work in the work community?

GR:

I studied just such an interesting thing, creation of a task group. As for the teams, a group task represents exactly my theory of small groups. In order to solve some specific problems the best solution is to create a certain group of different types to solve business situation. If you already have a team, you need to analyze the points of conflict and potential conflict, then create a matrix of intertype relation in the team. It is necessary to determine the type of all people in the community and create a table of intertype relationship on which to act, it will be a very practical thing. It works quite accurately, and to diagnose current problems. Once again I should say, the effects appear only at a close interaction and sometimes it is sufficient to increase the distance in order to neutralize the conflict. Surely there are plenty of other studies, but I specifically on this issue has not worked.

Interviewer:

In case when there is already the form business team with the existing atmosphere and problems, moreover the mismatch of the types is evident, what could be done in that case?

Which relationships work best on a small work team? How to build the healthy relationship atmosphere in a team? What do you usually recommend?

GR:

If this type of tank, for example, or the plane and there are bad relationships, the pilot can simply be replaced. If there is a redundancy of various types of professionals, it can be replaced, if this is not, then with them separately to work with a team that is. If they are unique specialists that which can not be replaced by anyone, this also happens, then you have to work with them, you can pay attention to issues that we can talk that can not be the same situation in family life. Because when the family is formed and people are already married, you should be able to adapt. It is important to be able to adapt to the fact that there is. This is the purpose Socionics.

Interviewer:

And if that happens so before the creation of the family, two people came to diagnose and they understand that the types are not the best compatibility issues? What could be done it that case?

On an environment with a bad social environment, or else bad Socionics matches, what can be done? How it is possible to improve the harmful situation and unhealthy relationship?

GR

Well this difficult situation of course when it comes to love, usually people don’t really care about the types, problems arise later. There are moments that are not aware. I have not heard that someone found a family according to Socionic type, Socionics usually comes after. It can only be crazy socionists, who marry according to the Socionic types. This greatly restricts and narrows the outlook.

Interviewer:

I heard the opinion that any type can find a common language important to know the correct distance.

GR

Of course, if you can find a common language, I say again that the type is only one dimension of the person, there are lots of other measurements such as the nature of the social world of the psychological values of factors that affect the personality and does not relate to the type.

Interviewer:

But type does not change with the passage of time, right?

GR:

I think so, I think that does not change, personally I’ve never seen that.

You can change it as a mental exercise, but for the lifetime the type can not be changed. When I worked with the actors in the theatre, for an actor it is very important to be able to change the images, to be able to try on different types. But for a long time to try a different type and change behaviour is very difficult for ordinary people. To live so unnaturally energy-intensive. It’s very simple and at the same time extremely important to behave naturally.

Interviewer:

I have some questions regarding Socionics and other fields of knowledge. What can be said of Socionics throught the concept of Evoluitonary Biology? Could the types be dependant on the evolution and time?

GR:

We can’t say that there is an exact relationship, I have heard such opinions, but never observed in practice. I think It is not in nature, there is no in genetics. There is social heredity as evolutionary or genetic hardly so I do not see the connection.

Interviewer:

Is there a conection between Socionics and Game Theory that you see yourself?

GR:

It could be said that this theory could be applied to socionics, but I don’t see the direct connection. This Theory is separated but definitely could be applied. Not yet, I guess.

Interviewer:

And how it could be applied in your opinion?

GR:

Maybe the expert can use it in the experiments, as the idea of 16 types of people is very broad and deep itself and if it is examined through the prism of Game Theory the results might be interesting.

Interviewer:

How about Gestalt Psychology, do you see a relation between both?

GR:

I guess it also could be applied, from the beginning there is no connection, but as an additional tool that could be useful, because Socionics studies psychological types and interpersonal relations and problems they may cause, and Gestalt Psychology studies the ways to solve those problems. But for now I’ve never heard of such works.

Interviewer:

And one more question, do you consider astrology to be influential in a person personality?

GR:

Well, from the point of philosophy, there is individual and common features by category, for example, we are all Homo sapience, the common feature, and typology, like psychological types, and astrology describes individual features of the specific individual. Plenty of analytical works was done on this topic, but personally I have never interested in astrology, just a little bit. Although, it is surprising how accurate and truthful the individual description could be in the astrology. And Socionics describes the types, that’s the different story.

Interviewer:

Maybe you could advise me any of your works regarding the types and interpersonal relation, health investigations?

GR:

Let me think and I will send you some of my works. I have some analytical papers, I will send you with pleasure.

Interview with Kirill Kravchenko

Head of Online School of Socionics
Socionics specialist
Diagnostician
Coach

Fields of specialization: Training courses, seminars, webinars, consultation, team building, experimentation.

—–

This interview intended to investigate causalities on health due to relationship interaction under the perspective of Socionics.

(interview conducted by Anna Roman)

Interviewer:

Thank you very much for the interview. I would like to ask you some questions. First of all, could you please tell us about your story with Socionics, how did the you start working with this science, how has this interest to Socionics appear and what is your current mission?

KK:

I became acquainted with Socionics by accident. It was a holiday, Day of Airborne forces (Russian Airborne Troops Day), I was with my friends in the hydro park wearing sailors striped vests, music was loud, there was a girl with us. This girl told us about some kind of nicknames (denominations). From the very beginning I found it strange. But then I started to understand the essence, and came to the conclusion, that there is a certain gap in my education. I started to apply those descriptions to my friends and realized that certain coincidence in characteristics is taking place. After approximately a week my interest to Socionics raised and I have started to learn this science immediately. I attended the international Socionics Conference in Kiev, not even knowing that Kiev was the motherland of Socionics.

Interviewer:

Me neither, I didn’t know that

KK:

Yes, and then I came to the courses of Victor Gulenko (*One of the major theorists in the field of Socionics. He carried out the study of administrative and educational institutions, commercial enterprises.

He studied the problem of “masks” types, subtypes, small groups, the use of personality typology in the management and education.

His method of Socionic study calls “Socioanalysis”: it is a combination of one or another polar features for modeling the behavior of the system under study in a particular communicative level. His school in Socionics calls “humanitarian Socionics”.)

I can say that I came exactly to the right place. Before that I didn’t study socionics seriously, well, just a week doesn’t make sense. I read all the books I could find, related to Socionics, and was confused with the contradictions in the theories. I was close to even tear to shreds one of those books. After that, hard to say for how long exactly, maybe for 1 or 2 years I was studying and collecting the knowledge, when the idea to create something own, by myself, came to my mind. By that time, I accumulated rich bundle of knowledge together with well-structured information and decided to create training sessions, fully practical, to show how the socionic attributes work in real life and how they can be practically used. Moreover, internet is full of different information that can be collisional and contradictory, so I decided to show in practice, how the socionical functions and attributes work in the special “game” way, so the theories were given as conclusions. Then I started to conduct courses, personal diagnostics, individual consultations, of course. Now I also conduct team-building trainings, as well as lectures, I teach 2 groups currently: beginners and seniors, coming to Kiev on Saturdays. And individual advisory board together with diagnostics I provide each alternate day. That helps me not to loose my professional skills and diagnostic test instrument knowledge. Each week I provide at least couple of diagnostics by Skype or face-to-face, which helps me to sharpen and improve my skills.

Interviewer:

Only personal diagnostics, right?

KK:

Yes yes, but also I conduct the demonstrative diagnostics during the training session as well, while teaching people how to diagnose. I should say that I am 100% practice oriented, I am not that interested in the theory. Understanding, that the amount of theory nowadays is tragically excessive, while teaching I provide practical knowledge from the very beginning: how to use socionics in life, including the diagnostic skill – the most important in Socionics. 99% of socionists are not skilled enough in diagnostics.

Interviewer:

You mean, most of the socionists are theorists, right?

KK:

Yes, it is a deplorable fact. I was disappointed to see how Viktor Gulenko, one of the most significant figures in Socionics, has no practical experts among his students. And I decided to take this duty.

Interviewer:

  I see. Why Socionics promotes better social interaction, in your opinion?

And if it really does, in which way? How it improves the interpersonal relationships, how it affects business atmosphere? Any kind of social interaction.

KK:

Well, let me give the brief description of what I think Socionics is. As could be seen in the name of this science “Socionics”, it is about different social types of people and interpersonal relations between them. The main purpose of Socionics is the improvement of these relations.

What Socionics gives a person in the very beginning of his learning? It gives meaningful usefulness in understanding the peoples’ differences. Realizing that is a half-way to forgiveness, in case any conflicts are already taking place. It’s important to understand that this conflicts mostly don’t have any serious social reasons.

Sometimes we argue. But why do we argue? Because of the differences in temperaments, values. Person himself could be good and nice, but still something goes wrong. That’s exactly what Socionics can explain, teaching tolerance to other people.

Interviewer:

Better understanding, right?

KK:

Yes, that’s what Socionics gives from the very beginning as the basics. And further while getting to know Socionics better, it gives perspicacity. Deep knowledge can help to perceive the types. Accordingly, in any social cases Socionics helps to understand the main causes and matters, analyzing the situation. The thing is, Socionics which I am professionalizing in, doesn’t consider the psychological type as the whole personality. We fully understand that there is an innate type, which doesn’t cover all our psychological singularities. Moreover, there is personal character, which develops independent from the innate type. Also there are so-called “Accentuates” – the emphasized aspects of personality. And those accentuates could be usually the situational causes of any argues. Those accentuates usually bring the most negative effect to peoples’ relations. I am not denying the fact that socionic types can be dissociable, but when a person has any character trait that is intensified, which means a lot of psychological resources are forwarded to this character trait, from time to time it goes off impulsively. Sometimes it is hidden, sometimes explodes, usually such the activity of this trait is very unstable. In case of such psychological “explosion”, person can become excessively aggressive, unnecessarily pedantic; mood swings can also take place, mood can change every minute in case of intuitive-possibility accentuate.

Those 8 main accentuates can even lead to health pathologies.

Interviewer:

That’s exactly what my second question is about. Could bad relationship or bad social environment be harmful to one’s health?

KK:

I’m jumping ahead of myself. I just want to add that in case this negative accentuates arise, Socionics gives the answer about how to build the relationships. The easiest way to neutralize the negative accentuate is using the Dual (complementary) function to this certain accentuate.

Interviewer:

That means you agree that those accentuates have negative effect to one’s health? Mental or physical.

KK:

Absolutely. Of course is leads to health problems, because our psychology and physiology are united. Particularly in the West (*that means Europe, USA, Canada) hormone system and nervous system are never separated and they are considered to be united as well. Consequently, any hormone disruption will affect physiology immediately.

Interviewer:

Socionics is able to solve those problems, right?

KK:

Of course, socionics helps to solve psychological issues, it is definitely not a medical tool.

Interviewer:

Where to begin studying socionics to understand how affecting a bad attitude on health. It is important to understand something about yourself or about other people?

KK:

I think here we need to move both sides. Each person pay attention to oneself first, the person is selfish by nature, nothing can be done with that fact. This is good because he would not have survived if he had not thought of himself first. Of course, all the people begin to study themselves first, they begin to explore their weaknesses, being an extrovert or introvert. When actually accumulated a lot of knowledge and the answers, people start to think about applying of this knowledge in practice. Socionics suggests options for interaction in different situations. Accentuate functions affected in acute conflicts. Socionics may assist in the strategic interaction between people, when we can not replace the person himself, because he is a relative or he is your boss. Socionics gives us some recommendations that operate at the level of types and their characters, not only accentuation. To make better use of the correctness of all the layers of the psyche, combining the type of personality, character accentuation. When we work on all three levels, we define the problem much better than if we worked only with types. By studying the problem in detail, we can give a more accurate recommendation.

Interviewer:

Is that initially necessary to study 16 types, to understand what type a person refers to?

KK:

Yes, you need to learn how to diagnose because the main tool in Socionics is a diagnosis. If a person is not able to diagnose, then socionics becomes a worthless science, it turns into a philosophy.

Interviewer:

I have a question about the experiments. Have there been any experiments that revealed the particular types and their interpersonal relationships? Were such experiments that examined the interaction of these types?

KK:

We practice constantly experiments during the seminars, courses, but these are small experiments that can not be considered to be serious scientific ones. We examine, we gain experience and knowledge, and then once a year we conduct a broad experiment, observing all the rules. We organize the so-called “double blindness” so then people invited to the experiment do not know what is the essence of the experiment, in which they will be involved, even leading the experiment does not know the essence of the experiment. Observers also not aware of the goal of the experiment, they do not understand the essence, too.

Interviewer:

Were there any specific experiments? Was it made in hospitals? What was observed? Have you seen the data? Maybe any vital signs were tested.

 

KK:

I understand what you mean. But as long as the instrument method we are just starting. Let me tell you about an experiment that we carried out 6 years ago. There is a sign of Socionics called central – peripheral. Central types are those people who were born in the “centre”, they have high ambitions in life, they have a value of an aggressive nature, they can sacrifice themselves and others for their own purposes. Half of all socion has a different nature, the peripheral type. They have a strong ideology; these people are often scientific or religious workers, if they occur complexity it is easier to get away from work. Central types not particularly cherish their health. It was perfectly evident in the experiment. The first task it was necessary to move between the trees at the bottom could not get through. We had to jump. The central team types no one thought for a long time, the guy in the white pants and a white T-shirt leaned over and climbed through the mud. Besides, people do not know why they were selected to this team. In the second group which worked out all the little shoes carefully removed gently help each other crossed. It was in such a caring style.

Interviewer:

So there were two different types of central and peripheral right?

KK:

Yes, and after that we prepared more significant tasks. They had to dig a hole and bury the bottle. Representatives of the central type a hatchet and peripheral took a shovel. Representatives of the central type were digging faster and more active; they didn’t even worry about the possibility to cut fingers. They were not afraid to dig the ground.

Interviewer:

A peripheral types of groups they dug a pit ahead, they found the roots to explore the area, and found this place worse than they bad mood and he did not want to do anything. There was a very strong final moment then had to pick opponents cheese. in fact, there was a warning that no fight should not be. Nevertheless, the confrontation was strong.

Interviewer:

You mean that the central type is those who are born in geographically central regions and peripheral types, respectively, in the peripheral regions, right? Is this a sign of the place of birth Dependent?

KK:

No, what determines the type no one knows. Genetic type does not convey the central value is stress, they are ready to sacrifice themselves and others for their own purposes. It is not dependent on the regions in which they were born and the birth place of those who belong to the type of peripheral They often tend to the centre.

Interviewer:

This experiment has shown fundamental differences on the basis of it?

KK:

Yes, for the credibility we spent not 1, but 2 days of the experiment. On the second day all the differences hatched even more a consequence of stress. On the second day the team of peripherals announced that they do not want to continue, they are not interested to participate longer in the experiment and that they have no mood to win, but because they were asked to participate, they are ready to continue. A central team for the first day was just a warm-up for the second day motivation and excitement have only increased.

Interviewer:

Is that experiment the only one carried out since that time?

KK:

Every year we carry out such experiments, always with social interaction. The experiments we conducted in the most stressful conditions; people have forgotten that it was an experiment. In 2014, we conducted an experiment to identify the instigators, that is an inborn quality of provocateurs. These are people with an innate quality to provoke any action and conflict. They are often endowed with talent, but they have a very poor organization. It’s hard for them to organize themselves. The experiment has shown that the ability to organize is very low, but by themselves they are mavericks and provocateurs. People with opposite qualities, they never discussed anything and immediately proceeded to action, the tension was very high. Very high self-organization helping people with the opposite type of effect. A more coordinated team “not provocateurs” acted more quickly, more active, better. Moreover, the accuracy of the experiment, we always do a control group. At the end was a child task, it was necessary to solve the puzzle baby wolf sheep cabbage and so command the provocateurs were not able to solve this problem and 2 team coped very quickly and easily. In the course of the conflict broke out the experiment, people no longer even talk to each other. They have taken seriously and have even forgot that it was just an experiment.

Interviewer:

So you mean the provocateurs are the representatives of the conflict type, is it right?

KK:

They tend to conflicts more, that’s right.

Interviewer:

Ok, and how is it better to contact with them?

KK:

One should understand that some people tend to provoke conflicts. And as I already said before, it is important to use the additional function. Let me give an example. There is a function of the force sensing, usually illustrated as temper, aggressiveness. But such people usually calm down quickly. If there is a provocation for this function, it is necessary to apply the position of the added function. In this case it would be the position of the victim (the intuition of time), against the provocation is the best strategy. Any aggressor will be powerless.

Interviewer:

So that means, you need to take the position of the victim?

KK:

Yes, absolutely, aggressor looses any interest to continue. And if the opposite person is very emotional in a good and bad sense, these emotions can also be destructive for others. In this case, you need to show the complementary function of impartial behavior. Just very strictly it explains everything you need. No emotions does not exhibit this type. The person who will be in bright emotions calm down and go to the balance and impartiality of the wave.

Interviewer:

Could you please explain more about the complementary function?

KK:

There are 16 types and consequently there are 16 different kinds of interpersonal relations between them. In fact, we can not say that there is any bad relationship, there is a wrong-chosen distance. Any relationship can carry the positive aspects, it is only important to choose the right distance and the right time for these relationships. There are relationships that are good for close range (sexual relations), but they are disruptive for business. A lot of nuances are taking place here; I use them in teambuilding. Best relations are those that are complementary – dual relationship.

Interviewer:

In what way has been revealed that any specific types form dual relationship?

KK:

In a practical way. This empiricist on observations. We observed relations; socionics differs from other sciences in that it is the science of relationships. Even it is not clear which is more important – the type or relationship. For some people, relations may be more important than the type. Anyway, we take into account all the advantages and drawbacks of the relationship.

Interviewer:

Is it possible to build a favourable and healthy relationships that are inherently in conflict? That means, is it possible to obtain a positive outcome. Or so it will be a conflict all the time? Or is it more important to be able to adapt?

KK:

In Conflict relations it is more difficult to communicate. Socionics is often seen as a table of types, “who fits me / who fits me not”. I find it wrong, not the right way to treat people, you need to be friends with those who want to be friends, as well as you should love those whom you want to love; and if dialogue fails then socionics will help. That my vision of socionics. Socionics is the science for life, not life is for socionics. Therefore, it is possible to solve any problems in the relationship of conflict, it is possible to live a normal life being married with your conflict type , I know the certain examples, but there are certain rules you need to know. You have to understand that people have completely different values. If both people are aware of socionics, they should be tolerant to each other. Then there are methods that can smooth out the approaching conflict. Most often, the conflict in a relationship is formed, where the distance is too close. We begin to impose their values, not to understand the partners to whom they are alien. Such moments can not be allowed, there are key points that you should always remember. We call them ‘markers’. Actually, getting away from the conflict is very simple, you just need to change the distance, move away. By the way, it is important to be able to negotiate. For example, in this room we live by my rules, we live by your rules. You will see the element of interest.

Interviewer:

So for any of the 16 types this method would work, right?

KK:

Yes, this method is suitable for any type. There are types more accommodating, as well as less accommodating, but the method will suit anyone. Of course, conflict is not the best way to form a relationship, but if it happened, then it’s no problem, no need to get divorced. Socionics does not recommend such extreme methods.

Interviewer:

What do you think of INTJ and ESFP, do these types form conflict relations?

KK:

Absolutely. Any relations for these types is very rare thing. That’s strange to see such people in any relationship, as the type ESFP is very sensitive to people, and as I have noticed during our experiments in schools, they usually find suitable people for the relationship themselves. The majority of the marriages of ESFP is with a dual. Sometimes they can even choose the best dual among several of them. So I consider such relationship between INTJ and ESFP to be extremely rare.

Interviewer:

Since Reinin’s, were there any more research done? As far as I know Reinin’s experiments were very significant.

KK:

Let me tell a little bit about Reinin. How Reinin’s features appeared? What are they? Reinin is a mathematician, who became interested in psychology. He studied the works of Jung, Jung wrote about such a special number 4. Rainin counted some mathematical formulas and concluded that number 4 has a causal relationship with the number 15. Accordingly, he came to the thought that if 4 and 15 are related, that means somewhere there must be another 11 features. That means, Jung gave four features, Reinin had to find 11 more. He went to Aušra, founder of Socionics, and he told her his idea. She immediately endowed 11 features with special properties. Together  they conducted 2 experiments to detect Reinin features. There have been some results, then they decided to repeat the experiment, and finally it had shown absolutely different results … So we can say that no serious experiments were conducted by Rainin, it was more like an observation. Experiments were conducted incorrectly, showing quite different results.

 

Interviewer:

I have also questions here regarding the visual identification. What should one look for when doing a visual identification? Is it tricky? Are there any special features inherent to any specific types? When you see the person for the first time, is it possible to identify?

KK:

I should say that Socionics is based on 2 things: temperament and information base. Temperament can not be determined by appearance, because temperament is learned in the dynamics of behaviour. During my practice I saw identical twin’s diagnostic. Well, they’re completely identical, but always have different temperaments, absolutely each time. Therefore, people are very similar to each other have very different temperaments totally different type.

Interviewer:

Is type an innate quality?

KK:

Of course. Temperament is also innate quality. Psychologists is in sympathy with socionics in this matter. I must say that there is a tendency to define certain qualities in appearance. Temperament we can not determine, but we can look at behavior and we can understand the installation. Here is an example: Managers. These people are specific, down to earth, they see the object, but not what stands behind. They cope well with the organizational moments, chatting on duty phrases. The eyes are very concentrated. Short legs, long well-coordinated body. These are attributes of Managers.

You can define a Humanitarian. Humanitarians looks completely different. Humanitarian installation is close to the female in some points, it is more “feminine”. Male Managers are different from men-Humanitarians. They are less coordinated, eyes staring into the distance, they do not see that in front of his nose, but clearly sees the far horizon. A good facial expression. Sincere smile, even the eyes are smiling. They feel people very well.

Social type is like the Managers type in some points, powerful figures, but unlike the managers they have movable facial expressions, well versed in people, charming, able to position himself with smile. It is always evident that they are interested in dialogue. Such people are excellent sellers. (Examples from Russian show business)

There are also Scientists. These researchers look into the distance, with a facial expression worse than the Managers have, can not show emotions in a timely manner, can smile then when it is inappropriate. They have a very high abstract intelligence and social respectively their duals –Socials, because they know how to reach out to anyone. Therefore, they can be recognized by non-congruate facial expressions and scattered look. They usually have a big head, thin neck, sometimes elongated facial features, unlike Managers who usually have flat faces. But to determine the type by photo is incorrect, because the temperament can not be traced visually, without watching for a long time after the person.

Interviewer:

And where do INTJ and ESFP belong to?

KK:

INTJ is a Scientist and ESFP belongs to Social type.

Interviewer:

So only after watching and analysing the behaviour one can determine the persons’ type?

KK:

The best solution is diagnostics, which is always available. It is the fastest and most accurate way to determine the type clearly. Not only type, but also sub-type, accentuates, etc. Apart from diagnostics, behavior is the most important way to observe and analyze.

It’s the most significant think to pay attention to. Appearance is important as well, and behavior to understand persons’ temperament. However, the accuracy of the diagnostics depends on the competency of the expert, also it depends on the ambiance, for better results the situation should be stressful to find out the real type and to see the real emotions. Relaxed situation will not show anything specific, we are all the same when relaxed. That’s why we usually conduct rigorous experiments.

Interviewer:

I see. Ok, and when we already know the type, what can we do to avoid conflict relations? What happens physiologically and psychologically in a conflict relationship? I mean, does cortisol levels or sweat raises, can it be measured? How conflict relations affect persons’ health, does he become nervous, annoyed?

KK:

The problem lies in the lack of understanding that goes into a permanent regime. The man begins to doubt, it becomes irritable. If you do not take any steps to solve the problem, it can bring to a nervous breakdown, psychosis, psychological diseases. In conflict relationship is the load on the features that initially weak. These functions begin to deteriorate, increase. Man takes on the power with which he can not cope. Example: there is a water pump that pumps the water for big powerful hoses. Water flowing, everything is fine. And there is a small hose, and it served the same pressure capacity. It turns out that it takes uncharacteristic pressure and breaks, as well as function.

There are 8 pathologies that result from such a situation. Intuition of opportunities, for example. When this function increases, it leads to mood swings and bipolar disorder. Mad rise in energy leads to the breakdown – manic-depressive psychosis. These people then rise manic mood is depressed. Another example, the business logic. Business logic is associated with persistent behavior. First person becomes demanding, annoying, bringing the case to the end. Then the person begins to think that all the enemies are around him, then he faces paranoia. There is structural logic: reason, pedantry. A person can become nervous, it tends to over-control, striking example – perfectionists. There is still a force sensing – aggression, outbursts of anger on the grounds alleged attempt on his status. For short periods of time a person has a lot of emission of such aggression, which can lead to epilepsy.

Interviewer:

Impact on health is obvious. I would like to clarify that there is an exacerbation of these functions are shown in the case where the type of conflict is an irritant? These functions are obtained excessive that leads to health problems.

KK:

Yes, definitely. This is the worst outcome, but also the state border injurious to health.

Interviewer:

Which relationships are considered to be the best in a small work team? How to build the healthy relationship atmosphere in a team? What do you usually recommend?

KK:

First you need to determine what kind of types are there in a team. It is also important to understand the purpose of the project. It may be that someone wants to build a financial pyramid, and some organized crime groups, there are different goals. You have to understand which types are suitable for which purpose.

Interviewer:

Who is best to work with for INTJ? And who will be tensions and conflicts?

KK:

For INTJ very good partners are usually ENFJ, semi-dual relationship. But working relationships are more complicated than they seem. There is such relationship kind that was initially considered to be much worse than conflict – audit relationship. But for such kind of a relationship, business or small working team, audit relations will be normal. For INTJ the auditor will be ESTP because INTJ has a weak sensory power, and is the basis for ESTP force sensorics. INTJ will be good to learn from him. By itself, this type of ESTP is a good leader, especially the crisis manager. Hard tidying.

Interviewer:

What about your vision of whether it is useful for INTJ to be a leader?

KK:

I’ll say this, here we look at the character. There are 4 types of character: harmonizing (in India, will not interfere), normalizing (the majority, the average workers live by the rules), creative (people who go against the rules, they are visited by the original ideas, talented, but they are difficult in the team, they individualists), and rare type – dominant (they have a very strong dominant power, they are interested in what is beneficial. they are great motivators, always bring it to the end). If INTJ is the dominant subtype, it will be a good leader.

Interviewer:

On an environment with a bad social environment, or else bad Socionics matches, what can be done? How it is possible to improve the harmful situation and unhealthy relationship? What if there is already a difficult team, which can not be changed?

KK:

I must say that here it is important to examine and understand existing types. For example, there is a type ISFP, he can lap to any team. A ESTP, on the contrary, is always very straight, they think – they say. They do not think about the consequences. Of course, if you understand the purpose of the collective and explore the types, then it is easy to find solutions. Perhaps you need to take such a niche, which is empty in the team, any empty role, as a result you will see the collective harmonization.

Interviewer:

And what do you usually recommend while working with business teams? Do you usually work individually or collectively, creating any collective tests?

KK:

Depends on the needs of the customer. The best way is to conduct the individual diagnostics. And then I give the recommendations directly to the director. Sometimes people could be simply replaced, sometimes they need to be separated.

Interviewer:

Could it be the situation when a creative worker occupies the wrong place, for example, doing analytical job?

KK:

Yes, of course. Moreover, sometimes general director is searching for the deputy for himself, the most common mistake here, they search for the same type of person, exactly the same. But mostly it is incorrect decision. Those people are more likely to argue rather than work efficiently. Even if the person is a great professional, they can be simply conflicting all the time.

If we want to find a person who keeps things in order and who is accommodating, the best type is normalizing. In case we need anyone result-oriented – then creative would be suitable. If there is a project that need communicative people. For example, for the trade. In that case Social type is the best. Mediator will smooth all the conflicts. If you want to specifically agree on the major issues and deliveries, then the policy is needed.

Interviewer:

Back to dual relationship, does dual relationship show positive health and psychological effects then?

KK:

Absolutely. People are harmonized, the mood is good, become calmer. This is all thanks to the dual relationship. What is the dual relationship? They initially were greatly exaggerated, that is, if a person is not dualized, he can not live a normal life. The dual relationship – this is when a person does not adapt to his partner. If there is a gating, then small. At straight and hard people have their own duality. It has more flexible duality manifests itself immediately.

Interviewer:

And in terms of physical health? Whether studies have been done on that matter?

KK:

As for health, peripheral types can show more. There is a duality type of inspector-instructor (ISTJ and ENFJ), their duality can not be called harmony of their relationship from the look like a continuous conflict. They have permanent emotions, the constant drama. They seem to argue, but this lifetime charged. They absolutely do not care about their health, but such an emotional charge promotes life.

For example, if the wife – the ethical-intuitive extrovert, she satisfied her husband scandals, tantrums, but oddly enough, he suffers. It saves energy in itself, then goes to work, requires a higher pay demands increase positions, that is, in this way moves. And for another type of such a model would be devastating.

In the peripheral type of duality can lead to strong harmonization and obsession with each other. In this case, they do not want to build a career. A central more ambitious and are designed to promote career goals. Socionics is the same psychology, but it is a universal philosophy, a tool that can be applied universally.

Nowadays, too many theorists who does not reinforce their knowledge.

Interviewer:

Were there situations when a person came and complained of persistent headaches, health problems? And then it turned out that his toxic relationship problem caused stress?

KK:

I must say that I am not a doctor. But with such complaints people came to me, then I saw the improvement afterwards. I sometimes work in tandem with the doctor, she does her diagnosis, so do I, then together we find a solution to the problems. It is a family physician. We even tried to determine the type of hardware by the use of the apparatus Voll.

(Electroacupuncture according to Voll or EAV is a device used in alternative medicine. While some may use the device to diagnose ailments, for which there is no credible evidence of diagnostic capability, there are many that use the device for that of which is was designed, the measurement of energy on acupuncture end points. The measurement of energy on acupunture end points was Dr. Voll’s initial interest in EAV. Only several devices are registered in FDA as a galvanic skin response measuring device; they still can’t be used in diagnosis and treatment. The American Cancer Society has concluded that the evidence does not support the use of EAV “as a method that can diagnose, cure, or otherwise help people with cancer” or “as a reliable aid in diagnosis or treatment of .. other illness”

Units reportedly sell for around $15,000 and are promoted for diagnosis of conditions including “parasites, food and environmental sensitivities, candida, nutritional deficiencies and much more.” It is promoted for diagnosis of allergies but “results are not reproducible when subject to rigorous testing and do not correlate with clinical evidence of allergy”.

In tests, double-blind trials, “A wide variability of the measurements was found in most patients irrespective of their allergy status and of the substance tested. Allergic patients showed more negative skin electrical response at the second trial, compared to normal controls, independent of the tested substance. No significant difference in skin electrical response between allergens and negative controls could be detected.)

It was developed during the time of Nazi Germany. Further the development of the machine was stopped, but then resumed again. This tool can determine the appearance of painful lesions. The doctor tried to determine the type, based on the idea that each authority is responsible for a specific psychological function. She diagnosed separately in the same room, I was alone in the other room. Of the 17 respondents have coincided 15. She tried to determine what features are most active in the public areas of the body, on this basis to draw conclusions about socionic type. Separately, it is diagnosed extroversion and introversion.

Interviewer:

How can you determine the hardware method?

KK:

If I’m not mistaken, she pored over her throat. When a person is shy, squeezed his throat, so evident introversion.

17 participants it is not enough, of course, we had planned to hold a large-scale experiment that reached at least 100 participants.

Interviewer:

And you are trying to post their research?

KK:

At conferences, unfortunately, do not publish these reports. We publish in journals.

Interviewer:

Do you carry out diagnostics on Skype?

KK:

Oh sure. Basically skype nowadays.

Interviewer:

How far socionics developed at the moment, in your opinion? In Russia it is not as developed as it should be.

KK:

In Ukraine, too, only in the big cities. In Kiev, in Odessa. The Conference is nowadays not such a large scale as they were before. The problem hides in those theorists who spoiled socionics, they are trying to assert themselves, not test their hypothesis. They refer to the fact that socionics is a young science, but in fact it is not. People are really engaged with earlier practice; nobody is interested in groundless philosophy.

By the way, I remembered that I wanted to say about the health effects associated with the sport. Man may not choose a sport. First, it creates the risk that it will invest a lot of effort, do not achieve the desired result, and accordingly, if the forces are not directed to the right place, there will be negative consequences. How does this happen? The man has white muscles, which are responsible for endurance, and red muscles that are responsible for the effect. There are people sprinters, absolutely hardy, there is a marathon, on the contrary is very hardy. We have previously studied the matter in detail, we found that there is such thing: rationality and irrationality. Rational – a clear, accurate, consistent, totally flexible. A irrationals – impulsive, sharp, quickly mobilized. Thus, irrational longer fast-twitch muscles, while the contrary is rational over slow twitch muscles, they are more hardy. While as irrationals have more speed and power. Given subtypes, and if they match the types – effect would be great. Boxer will not do load endurance. Those people who work on the stamina, they do not fit the character of the power load, such loads will lead to injuries, and the energy is destructive, the body will be exhausted. An interesting feature in this case is the effect of subtype is even stronger than the effect of type. Personally, I am a rational type and irrational subtype, nevertheless in sport the basis of a subtype.

The correct choice of sport is highly dependent on the health, definitely.

Interviewer:

Thank you very much for this interesting conversation, I was incredibly pleased to talk to you.

KK:

Thank you!

Researches on Types of Information Metabolism

(note: tim = type of informational metabolism)
————


Results of linguistic Socionics Association Experiment

Tests some of the propositions of socionics:
1. The preferred use of vocabulary related to the “values of TIM” and “quadra values”;
2. Constant activation of ego-block functions for solving creative problems (subject to successful solutions);
3. Activation of strong (including vital) functions when the performance of a task requires the use of the weak ones. Additional aim of the study: to find out how intra-group relations influence the perception and processing of “non-standard educational information” by different types of TIM, and whether it correlates with the subtypes of School of Humanitarian Socionics (SHS).

http://www.socionics.su/2011/01/medvedovskaya-n-v-opyt-lingvosocionicheskogo-associativnogo-eksperimenta/

Киев, сентябрь 2007. Доклад на ХХІІІ Международной конференции по соционике. / Kiev, Sep 2007. Report at the XXIII International Conference on Socionics.
————


On problem of statistical verification of the concepts of intertype relations

One of the first attempts to statistically verify the idea of intertype relations in small groups, as described in post-Jungian typology.

http://socioniko.net/ru/articles/bog-k-probl-stat-ver.html
Личность и общество: Актуальные проблемы современной психологии, 2000 / Individual and society: Actual problems of modern psychology
————

Factor analysis of results of the study using Leonhard-Shmishek questionnaire

Presents the results obtained by factor analysis of a mass survey using Shmishec’s questionnaire designed to determine personality accentuations suggested by K. Leonhard. The analysis found four factors-dichotomies and eight psychological parameters that correspond to eight types or functions of the human psyche, described by Jung in his work “Psychological Types” and in the work of the Lithuanian sociologist A.Augustinavichiute. The main value of this work lies in the fact that it practically confirmed the typology of CG Jung – A.Augustinavichiute.

http://socioniko.net/ru/articles/kvasyuk-analiz.html

————

 

Dichotomous approach to determining TIM: pilot empirical study of some testing methodologies

Provides empirical evidence on validity and reliability of some well-known TIM testing methods – D.Keirsy’s test, S.Nakrokhina’s test, as well as methodology developed by the author of the publication.

http://tikhonov-psy.info/wp-content/uploads/2009/11/%D0%A1%D1%82%D0%B0%D1%82%D1%8C%D1%8F-3_ST200_31_all.pdf
Соционика, ментология и психология личности, 2000 / Socionics, Mentology and Psychology of Personality
————

COMPLEX DIAGNOSTICS OF THE PECULIARITIES
OF A PERSON’S INFORMATIONAL METABOLISM

Presents a new psychological diagnostic complex that helps to define the type of psychological metabolism of a person correctly. The results of the use of the most well-known projective methods for defining TIM are also presented here. The parameters which have high coefficient of correlation with the IM elements were discovered. The author worked out the vector model of TIM that helps to integrate the results of researches according to different methods, and display the main tendencies which promote defining the TIM type.

http://philology-and-culture.kpfu.ru/?q=system/files/%D0%A1%20120-125.pdf
Вестник ТГГПУ, 2009 / Newspaper of Tatar State University of Humanities and Education
————

OPTIMIZATION OF INTERNAL PSYCHOLOGICAL CLIMATE OF PROJECT TEAMS AS A WAY TO INCREASE THE COMPETITIVENESS OF AN ENTERPRISE

Ahe object of the research is the formation of a project team to enhance the competitiveness of enterprises. The subject of the research is the formation of the internal psychological climate of project teams.

The purpose of this research is to develop a mechanism to optimize the internal psychological climate in project teams for the effective use of human resources based on the analysis of the features of the socionic environment itself as well as on the analysis of the intensity of the poles that form this environment (i.e. what the percentage of each pole are Reinin Criterion (RC) is).

The author has defined the main problems associated with general psychological environment in the team, with the processes of information exchange in the community at the intersection of various disciplines: project management, socionics and information science.

Using knowledge of these disciplines helps to create decision support system for project managers. The computer program “Lad” can be applied by project managers and project team members to develop a strategy and tactics of the optimization of the internal psychological climate in the team in order to solve effectively their specific tasks. Knowledge of the characteristics of communication within a particular group helps both to effectively combine people in a working environment and to create specific groups for different purposes: for long-term cooperation, for “brainstorming”, etc.

The author has suggested an approach to optimize the internal psychological climate of a team for efficient use of human resources with the computer program “Lad.”

http://journals.uran.ua/tarp/article/view/12242/10133
Technology audit and production reserves — № 1/2(9), 2013
————

THE INTERTYPE RELATIONS IN THE WORKING GROUPS

Deals with the intertype relations and formation of the workkgroups based on Reinin’s types. Looks into solving two problems:
– Determining the type of group intertype relationships based on psychological types
represented in the group;
– Forming of workgroups according to their target setting, taking into account
psychotypes of the people, of whom it is necessary to form a specific group.

http://www.scienceforum.ru/2014/pdf/3661.pdf
————

Lection 8. Small Groups

Discusses the morphology and formation of small groups as well as the types of the groups based on the psychotype of its members and the type of intertype relations within the group
(Health and Bouqet groups are discussed, among others – more or less only a theoretical approach though!)

http://www.isra-trainings.com/reinin/socionics/08_1.html
————


Small Groups in socionics

Analysis of formation and psychological climate of small workgroups based on the intertype relations within the group. Discusses the results of experiments based on Reinin’s group types so far.

http://www.socioniko.net/ru/articles/shekh-smallgr.html
“Соционика” (информационный бюллетень), Киев – Новосибирск, 1990, № 1
————

Formation of groups based on the coefficient of comfort in small social groups

This article is an attempt to continue the thought of G. Reinin expressed in his “Morphology of Small Groups”, that “the union of individuals in the group modifies some aspects of their mental activity, significantly changing the speed, the strength and nature of their reactions to the external situation.”

http://www.dynamicsocionics.ru/stati/13-mironov-v-v/31-mironov-v-v-formirovanie-kollektivov-s-uchetom-koeffitsienta-komfortnosti-v-malykh-sotsialnykh-gruppakh.html
————
Morphology of Small Groups

Original article of G. Reinin where he describes the types of small groups based on the intertype relationships within the group.

http://www.dynamicsocionics.ru/stati/60-rejnin-g-r/245-rejnin-g-r-morfologiya-malykh-grupp.html
————
Working Group on Socionics. Method of assigning Reinin’s traits using content analysis

The goal of this study – the development of a practical method of content analysis of written texts and recordings of oral speech based on socionic characteristics. The basis of the method of content analysis was developed for a long time, it is widely used in social psychology and sociology. The study used the results obtained by the working group during the pilot experiment to identify traits of Reinin. It was suggested that some behavioral symptoms that were demonstrated by the subjects could be associated with specific units of TIM.

http://www.dynamicsocionics.ru/issledovaniya/kontent-analiz.html

Evidence of Complementary Brain Activities

Captura de Tela 2016-02-09 às 18.54.18.png

This is the measurement of brain activities over the same task.

This couple according to Socionics (MBTI parallel theory) are of complementary personalities. It’s interesting because regions that are off in one personality is lighten up in the other.

It supports the “Dual” theory by Aushra Augusta, Socionics founder. “Duals” are supposed to be two specific personalities that complement each other in activities.

——

Font: https://www.youtube.com/watch?v=MGfhQTbcqmA

Q&A with Dr. Dario Nardi on Reddit

https://www.reddit.com/r/mbti/comments/18gudp/ama_with_typologist_dario_nardi/

Dr. Dario Nardi scanned brain activities with EEG and discovered some fundamental diferences between different personalities as described in MBTI and Socionics typology. In this link he answer questions from public.

Interesting bits:

(…) my research suggests that the second most common pattern is our near-opposite personality type, say ISFP for INTJ. That’s Fi + Se. As I look at the brain activity of midlife adults now in my lab, and not just college students, I see this more than ever. I’ve had two midlife INFJs. Could hardly tell if they are INFJ or ISTP.”

“I describe in “Neuroscience of Personality” a variety of correlations between personality type and frequencies and amplitudes. For example, “solid bright blue” relates to a flow or waiting state, where all regions of the neocortex are dominated by very high amplitude delta waves. Anyone might show this pattern. The link to type is what tasks or events correlate with it. Then there is the “Christmas tree” pattern typical of Ne types. That pattern is high amplitude combined with a range of ever-changing frequencies.”

“With regard to Feeling versus Thinking types, some research about EQ and type (by Roger Pearman?), strongly suggested that Feeling types develop emotional competencies in a particular, steady order that affords decent coverage of all the competences, while Thinking types develop emotional competences to meet environmental demands, often in a haphazard order, and thus can be quite adept in some emotional areas and severely deficient in others.”

 “Also, some people show relatively much more activity in the prefrontal regions than other regions, at least in my lab environment. Among these are the dominant extraverted Intuiting types (ENFP and ENTP) along with most introverted types.”

“Regarding general intelligence, I’ve met INFJs with more accurate mental models and effective definitions than their INTP counterparts in the same technical domain. Similarly, I can imagine an ESFP having more effective organizing skills than her ESTJ peer. I’ve seen ENFJs with more effective use of extraverted Sensing than ISTPs in the same domain. There are many possible reasons: — better integration of self and the various functions — an environment that is more appropriate (e.g. INTP alchemist versus ISFP chemist–who does chemistry better?) — different developmental space (or developmental level, if you’re into that)”

“In the EEG, I have never seen an INFJ or INTJ — either college age or among the 3 midlifers — meet the criteria for the “Christmas tree” pattern so common with ENTP and ENFP, and present at times for INTP and INFP. That form of cross-contextual thinking is just not happening in the brain.”

 

Gulenko & Nardi discusses ‘Introverted Intuition’

Neuroloscientist Dr. Dario Nardi and Socionist Dr. Viktor Gulenko discusses NI or “Intuition of time” and it’s correlation to brain activities on the areas of T6 and P4 (regions of brain activities).

A Talk by Dario Nardi on Personality Brain Scanning

UCLA professor and author, Dario Nardi, has discovered that people of different personality types don’t merely rely on different brain regions — they use their brains in fundamentally different ways.

 

MBTI courses and workshops in Europe and Asia

(in contrast to the Socionics courses which are mostly provided by research institutes, MBTI courses are provided mostly by private training companies)

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MBTI & Your Leadership Style, Workshop
Newcastle University

Content: 
-Who are you?
-16 most common personality types
-Personalities in team work
-Strengths and pitfalls of personality types
-Synergise differences in effective team culture

Duration: 1 day Open for Public Staff Development Unit, Newcastle University, Newcastle upon Tyne, NE1 7RU, UK
Newcastle University
karen.robb@ncl.ac.uk
1.912.086.119

————————————————— 
MBTI Step I Training
OPP, European distributor of MBTI

Content:
– How to unlock the power of the MBTI Step I framework, the first stage of the MBTI Development Journey
– Essential skills and techniques to apply MBTI insights in one-to-one and group settings
– Technical aspects of personality assessment including test reliability and validity
– How to gain maximum impact from resources such as the MBTI Development Workbook, Flip a Type Tip!, Feedback cards, the MBTI Personal Impact Report and more – over £550 of materials received by each participant!
-Simple, fun and memorable exercises to help others explore and appreciate personality differences
-How to use the MBTI assessment ethically and with impact
-Using Type Dynamics to add depth and understanding to personality differences
-Why organisations worldwide trust the MBTI assessment to boost productivity and performance.

Duration: 3+1 days
Investment: L 2,985.00 ex VAT

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
customersupport@opp.com
44 (0)1865 404500

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MBTI Conversion from Level B/TUOP
OPP, European distributor of MBTI

Content:
-The MBTI model and its insights into personality differences
-Type dynamics for greater depth and understanding of personality types
-Essential skills to apply the MBTI tool in both one-to-one and group settings
-Simple, practical, fun tools to enable you to apply the MBTI quickly and easily with your clients
-A deeper understanding of how to be a professional, ethical and competent practitioner.

Duration: 3 days
Investment: L 1,890.00 ex VAT
For professionals and practitioners only.

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
customersupport@opp.com
44 (0)1865 404500

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MBTI Step II accreditation
OPP, European distributor of MBTI

-How to unlock insights provided by MBTI Step II
-How to give feedback to get the best out of the tool and enhance individuals’ self awareness and development
-Essential skills to apply MBTI Step II in one-to-one and group settings and develop plans to improve effectiveness
-How to use MBTI Step II to improve mutual understanding and develop practical ways of working together
-Simple, practical and relevant exercises to enable you to apply MBTI Step II insights to resolve common business challenges.

Duration: 2 days
Investment: L 1,345.00 ex VAT
Only for MBTI qualified practitioners

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
customersupport@opp.com
44 (0)1865 404500

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MBTI Refresh and Reconnect
OPP, European distributor of MBTI

-Clarification of the meaning of the four type dichotomies
-An introduction to the latest recommended MBTI feedback process
-Experiential learning in how to give individual and group MBTI feedback
-Revision of application areas and appropriate uses of the instrument
-Ask the experts’ question-and-answer session.

Duration: 1 day
Investment: L 495.00 ex VAT
For MBTI qualified practitioners

Elsfield Hall, 15-17 Elsfield Way, Oxford OX2 8EP, UK
experts in business psychology, personality assessment, psychometrics
customersupport@opp.com
44 (0)1865 404500

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The training of the MBTI -step I
Assessio

Content:
The training goes through type theory, the MBTI preferences, exercises around the results, interpretation, ethical questions, feedback and specific testing knowledge.

When: anytime
Duration: 3+1 days
Investment: 28 900 SEX excl. VAT, License fee of 20 000 SEK will be added.
For senior managers, HR managers, middle managers, and coaches.

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
info@assessio.se
46 8 775 09 00

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MBTI step II
Assessio

Content:
The program broadens and deepens the understanding of the MBTI and typteorin. MBTI Step II is a powerful tool for anyone working with staff development, leadership development, career development, conflict management and coaching. People with the same type of MBTI Step I get here an opportunity to examine the similarities and differences they have between themselves and why they experienced themselves as different.

When: anytime
Duration: 2 days
Investment: 9900 SEK excl. VAT. License fee of 20 000 will be added
For HR, Coaches, etc..

Hornsbruksgatan 28, 117 34 Stockholm, Sweden 
Datadriven Psykologi
info@assessio.se
46 8 775 09 00

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Practical Aplication courses for MBTI
Smart ways to use the MBTI
Communication.
Workshop
by Assessio

– Using MBTI communication report (English)
– Using the wizard Introduction to Type and Communication
– Specific exercises for MBTI communication
– Slideshow, instructor guide and training in how to lead a workshop in MBTI communication

When: june 2, 2016
Duration: 1 day
Investment: 1990 SEK per education

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
info@assessio.se
46 8 775 09 00

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Practical application courses for MBTI
Smart ways to use the MBTI
Change
Workshop
by Assessio

-Using the MBTI – Personal interpretation report
-Using the wizard Introduction to Type and Change
-Specific exercises for MBTI and change
-Action plan for managing change
-Slideshow, instructor guide and training in how to lead a workshop in MBTI change

When: june 3, 2016
duration: 1 day
Investment: 1990 SEK per education
For completed training of the MBTI step 1 and licensed training.

Hornsbruksgatan 28, 117 34 Stockholm, Sweden
Datadriven Psykologi
info@assessio.se
46 8 775 09 00

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MBTI Workshop
KSL Training
Content:
-Understanding MBTI Type: overview presentation and discussion of MBTI Type with practical examples to help participants understand each communication preference and start to make an assessment of their own preferences.
-Deciding your preferred Type: individual review and coaching, reading of Introduction to Type booklet to assist self assessment. Each participant’s preference is then recorded onto flipchart to enable the whole team to see each person’s preference and start to gain some insights into the team’s overall communication preference.
-Acquiring insights on your preferred Type: facilitated group review of each person’s preferred Type in the team.
-Valuing differences: 4 interactive exercises and group discussions to explore the communication preferences and differences to increase understanding. Participants are split into two teams for each exercise according to their self assessed preference enabling them to confirm their assessment and observe the opposite preference with their colleagues. A review of each exercise is conducted enabling key insights to be shared and learning to be applied to the working environment.
-Review of Team preference dimensions: group review of team’s collective communication preferences. Facilitated discussion on the potential impact and how best to address any perceived under or over utilisation of communication preferences within the team.
When: anytime
duration: 25 minutes
Open for public4 Water Ln, Greenham, Thatcham, West Berkshire RG19 8SS, UK
Management Training Company, Corporate Training Provider
info@ksl-training.co.uk
441.635.582.510

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MBTI Workshop
Advanced People Strategies

Content:
The workshop can be adapted in length and focus to support team away-days, meetings or a full team building event. The workshop explores how personality preferences can impact both positively and negatively on team effeciveness and results. By the end of the session participants have a clear understanding of how their, and their colleagues, personality preferences impact on their work.

Mulberry House, Lamport Drive, Daventry NN11 8YH, United Kingdom
UK Distributor of Hogan Assessments, Myers-Briggs and other world-class personality assessments
info@advancedpeoplestrategies.co.uk
44(0)1327 437000

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MBTI Workshop
Private Company

Content:
-A unique way to gain insights into teamwork! Optimize collaboration in your teams with a tailor made workshop about personality profiles.
-In a fun, dynamic and interactive way, your team will learn how the team members get their energyfrom different sources, and how they can optimally work together.  The gained insights will be applicable both to professional and private life.
-We use the widely used Myers-Briggs®  typology because it is very easy and intuitive to use and understand.
-Fully integrated into the workshop, team members will play an Out of the Box Escape Game.  The game is designed to bring out and make full use of each member’s personality.  Throughout the day, we use insights gained from the game to understand preferences and personality differences.
-This approach is unique, and helps to give more context to personal preferences beyond the daily work examples, where people are sometimes asked to behave in a certain way.
-Each team member will receive his personal profile and learn how to optimally use his strengths, but also how to cooperate with those that have a completely different profile. Each training is custom made, based on the team’s needs, and the profiles of your team members.

Workshops can be held both in English and in Dutch.
When: anytime
Duration: 60 minutes
Invetment:  €350 per person
Open for PublicHANGAR 26, Entrance A Rijnkaai 97,  2000 Antwerpen, Belgium
interactieve MBTI workshops voor jouw team in Antwerpen
outoftheboxescapegames@outlook.com
3,25E+10

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MBTI Workshop
Barnard Training

Content:
-Welcome and introductions
-Setting the scene: reviewing our team and its world
-MBTI: input about type theory
-Understanding ourselves and self assessing: group activities
-Validating our MBTI self assessment
-VARK: input about Learning Styles, and self assessment questionnaire
-So what? Applying the insights from MBTI and VARK to the challenges faced by the team
-Agreeing actions
-Closing input: how MBTI can help you in your life outside work!

This workshop is aimed at Team Leaders, Supervisors and Managers who are focussed on improvements, and wish to use the MBTI tool as a way of acquiring a different perspective on relationships both within the team and outside.

16 Kitchener Way, Shotley Gate, Ipswich, Suffolk IP9 1RW, UK
Barnard Training
info@barnardtraining.co.uk
1.473.858.746

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MBTI Workshop
Interpoint BV

Content:
-As a team building program or part thereof
-Introduction to the MBTI instrument and what it can do for your team or -organization
-Understand and understanding of differences within the team
-SWOT analysis of the team
-Understanding management styles
-Coping with change
-Improve Decision Making
-Improving communication
-MBTI & sale

Postbus 480, 2700 AI Zoetermeer – The Netherlands
INTERPOINT Development Center for Dutch Caribbean & Suriname
hrsolutionsxm@gmail.com
1,72E+10

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Team Building & Meyers-Briggs
New Oceans
content:
-improve communication while increasing productivity
-provide guidelines to deal with conflict
-promote diversity and the appreciation of differences
-identify weak spots and help members anticipate them
-show members how to value and capitalise on each others’ strengths

Duration: 2 days
Investment: L 300$

39 Jennings Rd, St Albans, Hertfordshire AL1 4NX, UK
http://new-oceans.co.uk
info@new-oceans.co.uk
1.727.869.782

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MBTI Workshop
Canicas

Kleine-gartmanplantsoen 21, 1017 RP Amsterdam
Canicas | online marketing results
hans@canicas.nl
3,12E+10

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MBTI Workshop
Spires HR

Content:
-MBTI team development day
-Using MBTI to develop Innovation
-Using MBTI to develop Sales Capability.

Duration: 1 day
MBTI practitioners | MBTI team development workshop
enquiries@spireshr.co.uk.

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MBTI Workshop
12 improve

Content:
The MBTI Basic Workshop is specifically designed for all employees within an organization who want to better understand themselves and / or to better understand each other. The workshop is an introduction to MBTI. Personality preferences can be more easily identified so that strengths of people can be more effectively used for the benefit of a better interaction with each other and even with increasing uptake as a result. Possible applications are: individual development and coaching courses for management and leadership development, team building and development, organizational change, improving communication.

Duration: 4 hours
Investment: E$ 225 per person (including $100 for equipment)
For employees within and organization.

Antareslaan 65, 2132 JE Hoofddorp, Netherlands
MBTI Workshop
info@12mprove.nl
085-4018731

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Knowing yourself and others with the MBTI-workshop
by Boulden

Content:
-Learn how your personality profile affects the way you make decisions
-Develop your ability to manage the different personalities in your team
-Design strategies for building more effective team relationshipsDuration: half day course
Open for public

87 Bilton Rd, Rugby, Warwickshire CV22 7AS, UK
Boulden Management Consultants
Boulden Management Consultants contact
441.788.475.877

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MBTI ® Team Workshop
Anke Michels

Content:
-reflection of different personality preferences
-identification of the personality types of the single team members
-analysis of the structure of the whole team
-explanation of the different approaches to typical work situations
-development of a measures plan to strengthen cooperation in the team and make optimal use  of the different personality preferences

Duration: 1-2 days
Open for public

Alt-Stralau 53, 10245 Berlin, Germany
MBTI ® Team Workshop
info@anke-michels.de
49 (0) 30 214 614 13
49 (0) 178 196 12 86

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MBTI Workshop
Nyansa

Content:
-Introduction to theory and practice of MBTI;
-More insight into your own personality style and that of others;
-Understanding the impact of different personality types and how you get energy, information gathering, communicating and taking decisions;
-Greater understanding of the differences between personality types.

Duration: 3.5 hours
Investment: $E 390
Open for Public

Louis Braillelaan 60, 2719 EK Zoetermeer, Netherlands
Ontdek jouw persoonlijkheid aan de hand van MBTI
marion@nyansa.nl
6 29.03071

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MBTI workshop for successful teamwork
Lux Umbra

Content:
-Personal I speed: recognize and use individual preferences and personality types in Team
-Insert perceiving and judging as the central mental processes of the MBTI for conviction strong communication: Successful and type-related communication
-MBTI and Change: occupy and use roles and preferences in change processes
-Crises, conflicts and confrontation: the MBTI as an explanation for difficult situations see “Blind Spots” of yourself and your own team

Reisholzer Werftstraße 29, 40589 Düsseldorf, Germany
MBTI Workshop für erfolgreiche Teamarbeit
info@lux-umbra.de
211  828 00 767—————————————-

MBTI Workshop
Klos-Training

Content:
-The MBTI instrument helps people understand their personal strengths, preferences, and behaviors.
-Knowing your own preferences, and learning about others people’s, can help you understand where your special talents are, what kinds of work you might enjoy and be successful doing, and how people with different preferences can relate to each other and be valuable to an organization.

ul. Wejnerta 26m7, 02-619 Warszawa, Polony
Klos Training
info@klos-training.com
22 844 25 00

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MBTI Step I Training
London Leadership Academy

Content:
-The content of the MBTI framework and how to unlock the insight it provides on personality differences
-Essential skills to apply the MBTI instrument in one-to-one and group settings
-Simple, practical, fun and relevant exercises to enable you to apply MBTI insights quickly and easily
-How to be a professional, ethical and competent practitioner
-How to use type dynamics to gain greater depth and understanding of personality types
-How to get organisation-wide buy-in to the MBTI instrument

Duration: 3 + 1 day
Investment: L1.500 per person
(You must be an NHS employee
You must use it to assess at least 3 people a year
You must be able to attend all four training days
You must be able to be released to facilitate many 1:1 sessions
This programme is therefore recommended for Band 6 and above)

Stewart House, 32 Russell Square, London WC1B 5DN, UK
MBTI Step I Training
Charmane.Williams@ncel.hee.nhs.uk

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MBTI-traing

Content:
-The MBTI instrument is very versatile and widely used for many purposes including:
-Individual development – identifying leadership style, developing managerial potential, time and stress management, and executive coaching
-Team building and team development – improving communication, enhancing team problem solving, valuing diversity and resolving conflict
-Organisational change – understanding and dealing with responses to rapid change, understanding team and corporate culture
-Improving communication – developing selling and influencing skills
-Education and career counselling – identifying learning styles and motivations, improving teaching and training methods, and providing career guidance

Investment: L260 +vat per person
Open for public

Burley Woodhead, Ilkley, West Yorkshire LS29 7AX, UK
MBTI – for Self Awareness
mbti@goodwilltraining.co.uk
1943-862209
07836-335434

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Myers-Briggs Type Indicator
Grahame Robb Associates Ltd

Content:
-Our MBTI workshop can be facilitated in various ways. It’s a practical, interactive session that explores the different personality types and how they react to one another in the workplace. Leading teams, problem solving, communication styles and reactions to change are all considered though the temperament lens of MBTI and its theory.
-Participants are encouraged to engage in a self-assessment activity that allows them to find their “best fit” and understand what MBTI means to them.

Itchen Abbas, Winchester, Hampshire SO21 1BQ, UK
Grahame Robb Associates | Learning & Development | Training | VitalSmarts | Organisational Change | Hampshire | UK
enquiries@gra.uk.com
44 (0) 1962 779911

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MBTI training
Psi Executive Coaching

content:
-Where you focus your attention
-How you take in information
-The way you make a decision based on that information
-How you deal with world
-Team development—helps ease communication among team members, identify -team strengths and weaknesses, and create action plans for improved performance
-Leadership development—deepens leaders’ understanding of their personality -type and the types of those they are leading to help them manage better, give more meaningful feedback, and improve individual and team performance
-Conflict management—improves skills in identifying sources of conflict and intervening early to prevent underperformance, disruption, and disengagement
-Stress management—builds resilience, increases productivity, and offers strategies for identifying and managing stress triggers
-Career transition and planning—helps guide individuals on career choice, development, and management

Duration: 2 hours
Investment: one on one feedback: $L225
Open for public72 Southover, London N12 7HB, UK
Training -MBTI I
info@PsiExecutiveCoaching.com
44 (0)20 329 2947

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On-line training course “practical course on typology of MBTI”
Rossia L Board

Content:
-A practical study of the typology of MBTI personality
-Elaboration of techniques of influence based on the typology of personality
-Study and understanding your own personality type.

When: anytime
Open for public

Russia
Доска объявлений в России rossia.lboard.net бесплатные объявления
7 (926) 522 84 08

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Course “MBTI ® Certification program: Step I”
OPP ltda

Content:
The program is conducted by the method of the British company OPP Ltd, the official distributor of the MBTI ® instrument. Training takes place in an interactive format and assumes active participation of everyone in discussions and role-playing games, performing practical tasks, solving situational cases, independent and group work, as well as distance learning.

Duration: 4 days
Investment: 185000 RUB

-Specialists and managers of the staff development services, responsible for the construction and work of enterprise learning and development management reserve.
-Coaches, counselors and organizational development specialists, coaches.
-Heads of the working groups and project teams.

Malaya Morskaya, 23. St. Petersburg,Russia
Курс “MBTI®: Сертификационная программа Step I” (Санкт-Петербург). Все Тренинги .ру
7 812 703 78 34

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Personality types (typology of MBTI personality)-Distance learning
Akademkurs Online Courses

Content:
-Typology of MBTI personality is one of the most popular methods to determine personality types. It is widely used in business and advising: in building a team, in sales and customer service, as well as in the choice of profession, choosing a partner in personal life, education of children etc.
-The main advantage of the typology of MBTI personality in that development does not need any special knowledge. Founder of the typology of MBTI Isabel Briggs was not a psychologist, she has developed its methodology to ensure that every person could use it in their daily lives. At the same time, typology of MBTI personality is based on the theory of the famous psychologist Carl Jung.
-Summary of training “personality types (typology of MBTI personality)”
-Introduction to personality typology of MBTI
-At the beginning of the training, you will learn what is the typology of MBTI personality and how it can help influence people. We’ll cover the basics of tarining, its brief history and methodology.
-Part 1. Basics of typological types.
-In this part of the training, you will learn how to determine:
-1. What is directed human consciousness?
-2. How information is perceived from the outside world?
-3. What is the basis for the decision?
-4. What are some ways to prepare for action will use one or the other person?
-Part 2. Types of temperament in MBTI. Personality types
-In this part of the training we consider how different traits coexist in one person and as a combination of two traits gives absolutely new characteristics and personality traits of their owner. We consider the Basic 4 personality type.
-Part 3. MBTI personality types
-In this part of the training, you will master all of the 16 MBTI personality types.
-We consider psychological portrait of each of these types.
-You will learn how to influence the interviewee using its individual features.

Duration: 1 day
Investment: RUB 24500

Moscow, Russia
Типы личности (Типология личности MBTI)
Академкурс () – обучение, обучающие курсы, современные образовательные программы и технологии повышения квалификации и переподготовки кадров. Лучшие формы и учебные курсы лекции профессионального и бизнес обучение персонала.
7 926 535 50 61
7 495 507 10 76

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MBTI®certificate program: Step I of Business Academy EY
Ey Academy of Business

Content:
-To familiarize the participants with the MBTI tool®
-Provide participants with the necessary knowledge and skills that will start applying the MBTI® quickly and safely
-Shw the practical application of the MBTI instrument® in the organizational context
-Form necessary skills for application of the MBTI instrument® When conducting individual and group coaching sessions and workshops
-To prepare participants to pass the qualification exam for OPP on the first try.

Duration: 4 days
Investment: per day 65250 RUB, per person 185000 RUB
For professionals, coaches, head of teams, etc..

Moscow, 115035 Russia
MBTI®: Повышение личной и командной эффективности
academy@ru.ey.com
7 (495) 755 9700

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