Overview
This lecture covers Linda Berens’ work on personality type, focusing on the development and application of Interaction Styles and Essential Motivators, and explains how context, culture, and adaptation influence individual personality expression.
Introduction & Background
- Linda Berens has worked with personality type models since the 1970s, including Keirsey’s Temperament Theory, Myers-Briggs, and Jungian theory.
- She developed Interaction Styles and founded InterStrength to teach integrated personality frameworks.
Interaction Styles Framework
- Four Interaction Styles: In Charge (achieves results), Get Things Going (generates involvement), Chart the Course (anticipates and plans), and Behind the Scenes (gathers input for best results).
- Each style relates to both directing/informing (how people communicate) and initiating/responding (how people engage).
- The matrix of these traits helps individuals and teams understand and resolve conflicts.
Essential Motivators (Temperaments)
- Renamed Keirsey’s temperaments to reduce bias: Stabilizer (SJ/Guardian), Improviser (SP/Artisan), Theorist (NT/Rational), Catalyst (NF/Idealist).
- Each has a core need and a signature talent: Stabilizer (security/logistics), Improviser (freedom/tactics), Theorist (competence/strategy), Catalyst (identity/diplomacy).
- Each Essential Motivator has four variations, forming the 16 personality types.
Core Self, Contextual Self, and Developed Self
- The core self is innate; the contextual self is shaped by external influences (culture, family, trauma); the developed self is the integration of both.
- Context and adaptation influence how personality traits are expressed.
- Culture and family can mask or enhance natural preferences.
Variability Within Types
- Different people with the same type can behave differently due to context, adaptation, and cultural upbringing.
- Trauma and environment may suppress or encourage certain aspects of one's type.
- Personality measurement can shift, but core tendencies persist.
Be Like Me (BLM) and Be Like Them (BLT) Bias
- BLM: Expecting others to be like oneself; BLT: Adapting oneself to fit others.
- Both biases can hinder authentic self-expression and cause conflict.
- Recognizing and respecting differences fosters collaboration and reduces shame.
Cognitive Dynamics & Development
- Understanding cognitive functions (e.g., introverted/extraverted thinking/feeling) provides a roadmap for self-development.
- Awareness of dominant functions helps in applying strengths appropriately.
Key Terms & Definitions
- Interaction Styles — Four patterns of social engagement and communication.
- Essential Motivators — Four temperament patterns renamed to reduce bias: Stabilizer, Improviser, Theorist, Catalyst.
- Core Self — The innate, foundational aspect of personality.
- Contextual Self — Personality expression shaped by environment and situations.
- Developed Self — The total self, integrating core and contextual influences.
- Be Like Me (BLM) Syndrome — Expecting others to act like oneself.
- Be Like Them (BLT) — Feeling pressured to act like others.
Action Items / Next Steps
- Reflect on your own interaction style and essential motivator.
- Observe how your context and culture influence your behavior.
- Consider unlearning biases (BLM/BLT) and focusing on authentic strengths.
- Optional: Explore InterStrength resources for further learning.