T YPE F A CE

The quarterly magazine of the

British Association for Psychological Type
LINKING THE TYPE COMMUNITY

SELECTION OF
TYPE ARTICLES IN
THIS ISSUE

Volume 32 No.3 Summer 2021

 TYPEFACE

BRITISH ASSOCIATION FOR PSYCHOLOGICAL TYPE (BAPT)

Registered Charity No. 1045772

BAPT, c/o Champleys Accountants, Champleys Mews, Market Place, Pickering YO18 7AE.
Email: contact@bapt.org.uk
www.bapt.org.uk

BOARD OF TRUSTEES TYPEFACE TEAM

President & Chair of Board Editor
Sarah Perrott (ESFJ) Gill Clack (ENFJ)
president@bapt.org.uk gill.clack@kcl.ac.uk

Director of Events Assistant Editor

Catherine Stothart (INTP) Nancy Silcox (ENTJ)

events@bapt.org.uk nancysilcox@hotmail.com

Director of Finance
INTEREST AREA CO-ORDINATORS
Richard Owen (INTJ)
payments@bapt.org.uk Careers & Occupations

Membership Secretary Christine Rigden (INFP)

christine@insightsforchange.co.uk
Paula Aamli (ENTP)
membership@bapt.org.uk Diversity & Multicultural Issues

European Development Director Paula Aamli (ENTP)

peaamli@gmail.com
Mette Babitzkow (ENFP)
eu-dev@bapt.org.uk Education, Learning & Development
Board Secretary David Hodgson (ENFP)
buzz.hodgson@gmail.com
Jerry Gilpin (INTJ)
sec@bapt.org.uk Psychotherapy & Counselling
POST VACANT
WEBMASTER
Management & Organisational Development
Christine Rigden (INFP)
tech@bapt.org.uk Susan M Nash (ENFJ)
susan.nash@em-power.com

Religion & Spirituality

BAPT LOCAL AREA GROUPS
Graham Osborne (INTJ)
revgdo@gmail.com
MIDLANDS GROUP
Charles Worth (INFP)
Charles@perceivetraining.co.uk

NORTH WEST GROUP (NW TYPE)

Manchester
Ian Jenner (INFP) & Robin Hills (ENFP)
ianrayjenner@gmail.com & Robin@Ei4change.co.uk

Cover Photographs: Midlands Group workshop participants (Top)

David Hodgson—Midlands Group Speaker (Bottom)
Cover Design: Salmon Consulting Ltd. Graphic Design: Angelina Bennet. Printing: Proteus Print Ltd, Bedworth.

Volume 32, No. 3 1 Summer 2021……...

 TYPEFACE

Contents
President’s Column (Sarah Perrott) .. .. .. .. .. .. .. .. .. .. .. .. .. 4

Farewell to Hilary Perrott .. . .. .. .. .. .. .. .. .. .. .. .. .. 5

New Membership Secretary – Paula Aamli .. .. .. .. .. .. .. .. .. .. .. 6

New European Development Director – Mette Babitzkow Boje .. .. .. .. .. .. .. .. 6

BAPT In Conversation Webinar – Richard Owen with Robin Hills .. .. .. .. .. .. .. .. 7

Midlands Group Workshop Report: Positive Psychology and Type – David Hodgson (Alison Geary) .. .. .. 8

Type Practitioners’ Peer Support (Sarah Perrott) .. .. .. .. .. .. .. .. .. .. .. 9

News from Down Under (Terri Connellan) .. .. .. .. .. .. .. .. .. .. .. .. 10

APT International’s New President – Tim Beggs .. .. .. .. .. .. .. .. .. .. .. 11

Diversity & Multicultural Issues: “Re-Imagining and Re-Making our Worlds” (Paula Aamli) .. .. .. .. .. 12

Management & OD: “Training on Diversity and Inclusion and Type” (Susan Nash) .. .. .. .. .. .. 16

Theory & Research: “The Intricate Link between Personality Type and Emotional Intelligence” .. .. .. .. 19
(Robin Hills)

TypeFace Archive – ‘MILO’ at CAPT .. .. .. .. .. .. .. .. .. .. .. .. .. 22

Spotlight on Research (John Hackston) .. .. .. .. .. .. .. .. .. .. .. .. 23

Words of Wisdom from the Master! (Carl Jung) .. .. .. .. .. .. .. .. .. .. .. 25

Typewatching at the Cinema: “The Clash of the Fashion Titans: .. .. .. .. .. .. .. .. .. 26

Cruella and some ESTJ confrontations” (Peter Malone)

Types of Trees (Nancy Silcox) .. .. .. .. .. .. .. .. .. .. .. .. .. 28

Australian APT Mini Conference On Line: Talking Type Together – 12-14 November, 2021`.. .. .. Back Cover

Volume 32, No. 3 2 Summer 2021……...

 TYPEFACE

EDITOR’S NOTE
GILL CLACK (ENFJ)

The Summer issue of TypeFace comes out as we emerge from nearly 18 months of restrictions due to the pandemic and, hopefully, we shall
get back to some kind of normality with face to face interactions and events
Inside this issue, we commence with our ‘President’s Column’ from Sarah Perrott and, this time, she reports on the Symposium sessions
organised by Richard Owen to celebrate 100 years of Type trying to reach out to the academic community and we hope that this will have
been successful. She then announces the appointment of Mette Babitzkow into the new created Board post of European Development
Director and Mette introduces herself on Page 6. Sarah finishes by drawing attention to a new leadership book which she found interesting
and useful.
Next we sadly have to report the death of Hilary Perrott, a long standing member of BAPT and the type community who passed away in May
in her 90th year. Many of you will have had the pleasure of meeting Hilary as she was a regular attender at our Conferences. She will be sadly
missed.
We then have introductions from Paula Aamli, our new Membership Secretary, and Mette Babitzkow, our new European Development
Director, who give some background on themselves and what they hope to bring to the Association (see P. 6).
Then we announce the next ‘In Conversation with … ‘ webinar which takes place on 7th September and will feature Robin Hills, an expert on
the relationship between type and emotional intelligence, and a series of members’ only webinars for 2021/22 – see also Robin’s article on
Page 19 .
The Midlands Group have continued to be active throughout the pandemic and in April hosted David Hodgson via Zoom who led a workshop
on “Positive Psychology and Type” – a report is given by Alison Geary and it was very well received. Then a reminder of Sarah Perrott’s peer
group support network which will also start up in September - keep an eye on the web site for the next date and sign up if you wish to
participate.
We now come to the first of what will be a regular feature in TypeFace and that is “News from Down Under” where Terri Connellan, the
Australian APT President, writes about their Association and the mini-conference planned online for November and various webinars. BAPT
members are welcome to these. Also APTi announces the election of their new President, Tim Beggs.
This is followed by three articles which fall into our Interest Area Groups. The first, from Paula Aamli, Diversity & Multicultural Issues,
discusses in “Re-imagining and re-making our worlds” how our social and working lives have been imagined in the image of a certain ‘type’,
including in the language of identity politics, where norms tend to be imagined around a person shaped like an elite/white/male. Susan Nash
comes next with her Management & OD article on “Training on Diversity and Inclusion and Type” where she observes that, following the Black
Lives Matter movement, there has been a rise in training on diversity in organisations but many of these interventions have been ineffective.
She suggests way in which these might be improved. Then comes Robin Hills’ article on “The Intricate Link between Personality Type and
Emotional Intelligence” written to highlight the 25th anniversary of Daniel Goleman’s book on Emotional Intelligence. He draws attention to
how both type and emotional intelligence have stood the test of time.
Next we have our regular “Spotlight on Research” in which John Hackston outlines some of the research articles that have been published
recently on Type and Entrepreneurial Orientation; Horticultural Therapy and Architectural Preferences
Then comes Peter Malone’s latest film review where he discusses the recent film “Cruella” where the relationship between Estelle/Cruella and
the Baroness demonstrates some ESTJ confrontations.
Our last article is the latest in Nancy Silcox’s regular ‘Types of … ‘ series where this time she discusses in a light hearted way the “Types of
Trees” those with different type preferences might choose to be if they had the opportunity.
Then we have our usual regular short piece of “Words of Wisdom from the Master”. Sadly, Rob Toomey and his sister Heather have decided
that, for the time being, they are going to take a break from creating type cartoons for us although I hope that they will return in the future. If
you have enjoyed their contributions in past issues then please let Rob know as positive feedback would be really welcome – email:
rob@theideafactory.io.

I hope you will enjoy this issue.

EDITORIAL & ADVERTISING POLICY FOR TYPEFACE

Publication of an advertisement in TypeFace is not an endorsement by BAPT of the advertiser of the product or service offered.
Potential advertisers should contact the Editor for a list of prices and discounts for multiple insertions.
No part of TypeFace may be reproduced in any manner without written permission from BAPT. Write to the Editor in the first
instance. Myers-Briggs Type Indicator® and MBTI® are registered trademarks of the Myers-Briggs Type Indicator Trust in the
United States and other countries.
DEADLINE FOR CONTRIBUTIONS FOR AUTUMN 2021 ISSUE: 1st OCTOBER 2021

Volume 32, No. 3 3 Summer 2021……...

 TYPEFACE
PRESIDENT’S COLUMN
SARAH PERROTT (ESFJ)
Happy Summer to all Type enthusiasts. We
in the UK have been in the midst of usual
Summer events such as Wimbledon and
Euro 2021. The vaccine programme is roll-
Sarah Perrott works as a
ing out well and we are hopeful of a re-
consultant and executive setting of life and a more social existence.
coach with individuals, Richard Owen the BAPT Treasurer initiat-
teams and groups. She ed, and master minded the Type Cen-
has been working with tenary Symposium, bridging the gap with
academia in June 2021. This was hot on
Type for 18 years and is
the heels of our superb virtual Conference
passionate about
and provided a treasure chest of inter-
enabling others to esting views, opinions and research into
flourish. She is APECS Type. The speakers over six evening ses-
accredited with an MSc in sions were eminent thinkers and scholars
Coaching & Behavioural in the field of Type. The overriding aim of
Change, FCIPD and BPS the Symposium was to define more clearly
what psychological type is about and how
accredited, licensed NLP
it can be supported in terms of wider psy-
practitioner and licensed chology literature. The line up of speakers
HeartMath coach. included Steve Myers, John Hackston,
Email: president Keith McCormick, Carol Shumate, Vicky Jo
Varner, Roger Pearman, Roy Childs, Dario
@bapt.org.uk
Nardi, Mina Barimany, Angelina Bennet
and Richard Owen. All of these stimulating
and fascinating presentations can be
viewed and listened to on the BAPT
YouTube channel. BritPsychType BAPT. I
would highly recommend these sessions to
you. We at BAPT are very keen to engage
with any academic institutions and lectur-
ers in psychology and psychometrics. This
is for a number of reasons. Firstly, to es-
tablish relationships and to encourage
engagement in the conversation about
Type and its application, its use and devel-
opment. Also how it is talked about and
portrayed in academia. We have quite
some way to go here. This area remains an
important focus for BAPT as we seek to
build out and continue to work out our
values of being ethical, accessible, inclu-
sive, and sustainable.
The BAPT Board is aiming to continue to
work hard and have a constant focus on
being inclusive with the new appointment
to the Board of Mette Babitzkow. This ap-
pointment is one among a number of initi-
atives. Mette joins us as European Devel-
opment Director with a remit to bring the
mainland Europe view to our meeting,
conversations and conferences (see her
introduction on Page 6}. She has already
established some firmer contacts with
Type practitioners in her home country of
Volume 32, No. 3 4 Summer 2021…...
Denmark and also in France. Mette report-
ed connecting with Lionel Ancelot from the
French ‘Types Psychologiques’ group which
has about 110 members. We are all very
pleased to have her as part of the Board
and look forward to the difference that she
will make. It was also great to have
Nicholos Toko at our latest strategy
meeting as a co-opted Board member. His
perspective and input was valuable. We
look forward to welcoming Brianna Burgos
to our next meeting.
I was interested in a presentation recently
about a new leadership book. Too Proud to
Lead – a new approach: Leadership with
Humility. The authors are Ben Laker, David
Cobb and Rita Tregan, published by Blooms-
bury and available through all the usual
suspects. I found it appealing and bought
the book. It is an interesting read and co-
vers five main areas. Firstly, it challenges
organisations and those running them to be
wary of repeated successes, encouraging
those in charge to look to change your win-
ning formula. Secondly, recognising that
confidence can lead to hyper confidence,
and in that circumstance to ensure that you
seek out and work on and develop your
blind spots. Thirdly, when being on the re-
ceiving end of uncritical accolades and
merely accepting them to develop a dis-
cernment regarding accolades and praise.
Fourthly, evaluate all feedback, even posi-
tive. Fifthly, to query a view of exemption
from rules and reject your infallibility! And
ultimately to serve others. I was very struck
by how we in the Type community seek to
continually develop ourselves through en-
gaging in webinars, the Conference, the
Symposium etc. As a group, I think we really
do focus on developing ourselves with a
view to better working with others. Often
our motivation is to work effectively with
others and seek to serve their best inter-
ests. So that bodes well for dealing with any
potential hubris, both personally and as a
Type community. I was working with a
group of consultants in the NHS recently
and they came to the view that they would
do well to prioritise their own personal de-
velopment. This was in order to better
serve their clients in the NHS, clinicians etc.
Wishing you and yours a healthy and happy
Summer.
 TYPEFACE

FAREWELL TO
HILARY PERROTT
3RD OCTOBER, 1931 – 23RD MAY, 2021

Quite a number of the people in BAPT and the wider global Type community
will have met, known or interacted with Hilary Perrott.

Hilary was a member of BAPT and a super keen Type enthusiast for 25 plus years. She was a regular attendee at the
BAPT Conferences and an advocate for understanding and celebrating differences. Hilary used Type in her personal
coaching and counselling practice, enthusing others with her interest, passion and knowledge.

Hilary was a well-developed ENFJ, bringing instinctive connections and warmth of people into every conversation.
She will be remembered very fondly by a number of people for her wise sayings, one of my favourites being: “… a
single perspective is always faulty”. Hilary was always both interested and interesting, seeking to continually learn
and grow more throughout her entire life, literally up to the very end. She was always focussed on seeing those
around her flourish and grow and worked tirelessly in many capacities to enable that.

Hilary was mother to three,

grandmother to four and
great grandmother to five
and wife to Michael for 67
years. She will be sorely
missed.

Sarah, Michael and

Hilary Perrott

Volume 32, No. 3 5 Summer 2021……...

 TYPEFACE

NEW MEMBERSHIP SECRETARY

PAULA AAMLI (ENTP)

Paula Aamli, ENTP, has been a member of the British Association of Psychological Type
since 2014 and for most of that time has contributed a twice-yearly column for TypeFace
on diversity and Type in multi-cultural contexts.
Paula’s particular interest in Psychological Type is its capacity to deepen our empathetic understanding of different
styles and preferences. She considers that she is still just beginning to learn about engaging the insights from Jungi-
an Type Psychology in the life-long effort to rebalance “one-sidedness”.
In her day job, Paula works with governance and sustainability in financial services, with a focus on business respon-
sibility, good conduct and how corporations can play a positive role for and within the communities in which they
are located. Paula's greatest personal concern is attempting to process and respond to the emerging threat of cli-
mate crisis, and questions of the condition in which we will hand over the earth to future generations.
Paula completed her doctorate in Organisational Change, entitled “Working Through Climate Grief: A First Person
Poetic Inquiry”, from Hult Ashridge Executive Education in February 2021. Her thesis used arts-based and action re-
search methods to explore the role of creativity in individual resilience and calls for socially just responses to the
climate crisis.
In addition to her interest in governance, sustainability, and personal and leadership development, Paula is a pub-
lished poet. Among other works, her poem "Lockdown" has been published in Issue 26 (March 2021) of Allegro Po-
etry Magazine and her poem “Small Talk” was published in Issue 34 (May 2021) of Shot Glass, an online Poetry Jour-
nal focusing on short verse.
Paula is looking forward to serving as Membership Secretary and plans, for the time being, to continue writing the
Diversity column for TypeFace. She would love to have chance to speak with others who are also interested in this
topic. Email: membership@bapt.org.uk.

NEW EUROPEAN DEVELOPMENT DIRECTOR

METTE BABITZKOW BOJE (ENFP)

Mette is an organizational psychologist and has 20 years of experience working, as an organi-

zational and leadership consultant. She graduated as an Occupational Psychologist from Lon-
don, England and has a diploma in Organizational and Group Analysis.
She works with organizations and management on many different levels, mostly with the subject of leadership, tal-
ent development and group dynamics/teams. The work includes one-on-one coaching, facilitating workshops for
groups of leaders or leaders and their teams, driving leadership development and developing new concepts and pro-
jects to enhance leadership.
Mette has a great interest in working with different personality instruments and leadership tools which she often
uses as a catalyst to work with leaders and their employees. She has specifically been practising type since 2003 and
participated in several BAPT conferences over the last 10 years.
Regarding type Mette is a certified trainer and practitioner of several type instruments and incorporates type into
the development workshops that she mainly delivers in Denmark, but she also works with clients globally.

Some of the topics and foci she will bring to the Board are:
•How to apply Jungian type in the workplace.
•How to work more simplistically with the complexity of the 16 types.
•Work on getting BAPT to become an organization for type-networking and a forum for exchanging experiences
(best practices) between its members especially throughout the European countries.
She looks forward to working with colleagues across Europe to promote Type and would welcome contact with BAPT
members who have a particular interest in the mentioned areas. Email: eu-dev@bapt.org.uk

Volume 32, No. 3 6 Summer 2021……...

 TYPEFACE

BAPT ‘In Conversation...’ Webinars

ANNOUNCING
Get more details and REGISTER for access at bapt.org.uk/events

Emotional Intelligence: BAPT In Conversation with Robin Hills

Tuesday 7th September 2021
Robin Hills is Director of Ei4Change; a company specialising in emotional intelligence, positive psychology
and neuroscience. Their highly comprehensive online courses on emotional intelligence have reached
over 250,000 learners in 180+ countries. Robin has over 35yrs commercial and leadership experience, in
a wide range of sectors and organisations. Join BAPT Treasurer Richard Owen for a conversation about
Robin's life and experience in this field, and how we can combine emotional intelligence with Type.

Join us for this relaxed evening chat!

~45 mins at 8pm UK time
Get more details and REGISTER for access at bapt.org.uk/

BAPT WEBINAR PROGRAMME EXCLUSIVE FOR MEMBERS ONLY – 2021/22

We are delighted to present this series of interactive webinars for members. It’s an opportunity to delve more deeply
into the practical applications of type, the things that matter to all of us: how to get on with children and partners,
how to develop oneself, and how to work ethically with type. Join us for a stimulating series of webinars, delivered by
experts in their field and learn how to make type truly relevant to life in the 21 st Century.

Speaker Topic Date Time

th
David Hodgson Back to School for Parents 14 September 2021 6pm
th
Susan Nash Dating, Mating and Relating 9 November 2021 5pm
Angelina Bennet Type and the Ladder of Ego Development 18th January 2022 7pm
th
Jerry Gilpin How to Use Type Ethically 10 February 2022 6pm

Register for each webinar separately via the Events page on the BAPT website: https://www.bapt.org.uk/category/
events/ or contact Catherine Stothart (Director of Events) for more information events@bapt.org.uk

Volume 32, No. 3 7 Summer 2021……...

 TYPEFACE

BAPT MIDLANDS GROUP WORKSHOP

POSITIVE PSYCHOLOGY AND TYPE
A PRESENTATION BY DAVID HODGSON (ENFP)
HELD ON 20 APRIL, 2021
REPORT BY ALISON M GEARY (ENFP)

I am a supernumerary
Methodist minister, living
in Bournville in SW
Birmingham, enjoying
being a member of the
West Midlands
practitioners’ group and,
although not very active
in MBTI®, still very
interested in it, and enjoy
being part of
conversations about it.
I’ve survived all these
lockdowns by playing the
piano, reading novels,
phoning friends,
organising the
neighbours’ email list,
walking miles each day
and trying not to worry
about not doing any
gardening.
Email: amgeary@aol.com
What are the ten things that bring happi-
ness? I made my list fairly quickly, and
now I would add to it, “listening to David
Hodgson talk about his work on happiness
and being stimulated to think more about
it.”
He offered us three areas that might con-
tribute to happiness, to living a good life.
The first was presence: I am still not very
good at living in the present moment and
appreciating what is around me. I fully
intended to follow his suggestion of taking
a photo of something really small when I
was on my walk this afternoon, but forgot.
I’ll try again tomorrow.
His next point was connection. Now I’m
wondering if my Christmas card list covers
the 130 people who would apparently be
my natural social group, people I might
need to rely on at some point. Maybe my
record of phone calls and emails would
reveal the 6-30 people I have a deeper
relationship with, and some of the causes I
support and am involved with would show
a connection with world issues (My recy-
cling box shows a deep connection with
the environment, I think.)
I loved the idea of a spirit animal for the
different MBTI® types, and I can see how
that would help young people grasp the
idea of their different gifts and stresses, but
I wasn’t sure about being a clownfish, the
ENFP animal. These are also known as
anemone fish, though, and are a variety of
colours, so I’m happy with that.
The third area was meaning or purpose. It
was interesting to find that Ken Dodd had
something helpful to say here: his advice
was to grow something. Whether it’s a
plant or a relationship, growing something
gives one’s life purpose. David suggested
an exercise to consider the qualities we
want in our lives: think of three people you
admire, then consider them in pairs, i.e. in
three ways of pairing them, and find one
quality that each pair shares. It’s likely that
the three qualities you’ve listed give some
indication of how you want to build your
life.
One aspect of David’s talk that I particularly
appreciated was his variety of quotations.
Besides Ken Dodd, he also quoted Anne
Frank clinging to her ideals because she
believed “that people are good at heart”.

Volume 32, No. 3 8 Summer 2021……...

 TYPEFACE

It was a rich and re-

warding morning for the
fourteen members of
our West Midlands Prac-
titioners group who
were in the zoom, and
maybe especially so for
the eleven of us who
had an NF preference.
However, the first thing
we learned was that
each type will be happy
in its own way – I hope
To illustrate presence and living in the moment, he quoted the others were as hap-
William Blake: “ … the world in a grain of sand.” From Rainer py in their ways as I was
Maria Rilke, he quoted, “ … keep going, no feeling is final” in mine.
and Leo Buscaglia, “ … only this moment, the beauty of it.”
[Note: David Hodgson is a training
consultant and author. He mostly
works with teenagers, teachers
and careers advisers in schools
and universities across the UK. He
uses his own version of personali-
ty type, the buzz, see https://
icould.com/buzz-quiz/, to help
motivate and inspire children to
make more informed decisions
about their future. He is ENFP and
writes for TypeFace on education.

TYPE PRACTITIONERS’ PEER SUPPORT

HELD MONTHLY FROM 6.00-7.00 PM
EXCEPT IN AUGUST AND DECEMBER
NEXT SESSION: 28 SEPTEMBER

BAPT offers this one hour opportunity to join with other Type practitioners and engage in sharing ideas, best practice
and expertise. Please do bring any tricky issues that you are facing in either your coaching practice or workshop de-
livery for discussion in a confidential and peer led session. The sessions will be chaired by Sarah Perrott, BAPT Presi-
dent, who looks forward to working with you.

This is a structured session where practitioners can bring their Type work experiences to a peer group for reflective
dialogue and collaborative learning, for the benefit of ourselves and our clients. For those of you who have a coach-
ing or counselling qualification you will be familiar with the value and format of supervision, and likely peer supervi-
sion.

This event is delivered via BAPT’s Zoom platform, and there is a LIMIT of 6 PEOPLE (first-come, first-served) so regis-
ter ASAP to reserve your place via the BAPT web site where the dates will be published. After registering you will
receive a confirmation email containing information about joining the meeting. www.bapt.org.uk.

Volume 32, No. 3 9 Summer 2021……...


AusAPT President Terri
Connellan is a certified life
coach, author and accredited
psychological type
practitioner who specialises
in creativity, personality and
self-leadership especially for
women in transition to a life
with deeper purpose. Terri
works globally through her
creative business Quiet
Writing and her book,
Wholehearted: Self-
leadership for women in
transition will be published
in September.
Email:
president@ausapt.org.au.
Volume 32, No. 3
TYPEFACE
NEWS FROM DOWN UNDER
TERRI CONNELLAN (INTJ)
President, Australian Association for Psychological Type
(AusAPT)
Thank you for the opportunity to feature
AusAPT news in the Summer edition of
TypeFace though it is, of course, mid-
Winter here in the southern hemisphere as
I write!
The Australian Association for Psychologi-
cal Type (AusAPT) has much in common
with the British Association. We, too, sup-
port our community of type users with
events, resources and connections. Like
BAPT, we have celebrated successes and
navigated challenges over the past three
decades.
Life continues to throw up challenges with
connecting face to face and with planning
events. It's fabulous to have so many
online options for us to connect and they
remain a priority for us. But our plan is also
to weave in some in-person opportunities
to connect beginning at the local level.
As we celebrate the 30th Anniversary of
AusAPT and 100 years of psychological
type in 2021, however, we connect the
history of type, the connections over time
and the AusAPT and international type
community we learn in are all great cause
for celebration. We hope you will connect
with us to learn, network and celebrate
across the miles wherever you are.
AusAPT 2021 + 2022 CONFERENCE UP-
DATE
To celebrate 30 years of AusAPT and 100
years of type, we are planning two mini-
10
conference events in 2021:
1. A 1.5 day in-person mini-conference in
Sydney scheduled for 16 to 17 October
– for local engagement (all going well!)
2. An online conference scheduled over
12 to 14 November AEDT.
We look forward to the opportunity to con-
nect virtually and feature international and
local speakers at our November event.
More news soon including a call for pre-
senters. Mark the dates in your calendar
now.
Our Conference in New Zealand - first
planned for 2020 and then later this year -
is now provisionally scheduled for Septem-
ber or October 2022. Our first offshore
Conference in Auckland will celebrate the
30th anniversary of AusAPT’s first-ever
Conference.
JOIN IN AUSAPT WEBINARS
AusAPT’s main way of connecting currently
is via regular webinars with our community.
These webinars are open to all and it’s al-
ways wonderful to have people from
around the world join us for these sessions.
The most recent webinars have focused on:
1. The AusAPT Type Research and
Practice Collection
AusAPT members and APT reciprocal mem-
bers including BAPT members can access
the extensive resources of the Type Re-
search and Practice Collection to help with
research, presentations and any questions
about type you might have. Plus you can
have expert guidance and support in ac-
cessing the resources of the collection.
Peter Geyer, Custodian of the AusAPT Type
Research and Practice Collection, recently
presented about the Collection: what it is;
what it has; how it can help you, and how
you can help it. And answered many ques-
tions on all kinds of topics. You can find out
more about the Collection here: https://
ausapt.org.au/about-the-type-research-and
-practice-collection/
Summer 2021……...
 TYPEFACE

2. Talking through the Language of Type - Harumi Gondo KEEP IN TOUCH:

and the Japanese TypeLAB community
In May, we engaged with Tokyo-based MBTI® Master Practi-
tioner Harumi Gondo and members of the Japanese TypeLAB
community in a highly interactive and bilingual session fo-
cused on type and cultural differences.
You can register for these sessions and receive the record-
ings if you can’t attend live with timezone differences. We
are having a break in July. But events are in planning for Au-
gust and September so keep an eye out for developments on
social media or via our website.
Connections with our international APT partners and commu-
nity are important to us!
You can connect with AusAPT via our website: https://
ausapt.org.au/.
AusAPT is also active on social media so follow us and con-
nect with us via your preferred platform: Facebook, Twitter
or LinkedIn.

APT INTERNATIONAL (APTI) ELECTS

NEW PRESIDENT - TIM BEGGS (ISTJ)

The APTi Board is pleased to announce that Tim Beggs has been elected President of APTi, his term to run from July
1, 2021 until December 31, 2022.

Tim is a MBTI® Master Practitioner and a Human Resources Manager for

one of the largest food banks in the United States. In this role he uses his
knowledge of type to lead, coach and support his colleagues. Prior to his
current position he worked in development and operations at other local
non profits. He has a degree in Politics from Willamette University
(Salem, OR) and served on legislative and campaign staffs in Washington,
DC, Oregon and California. He is a history buff, trivia geek and lover of his
three dogs.

His favourite quote is: “Courage is what it takes to stand up and speak.
Courage is also what it takes to sit down and listen.” – Winston Churchill.

Sources: APTi Newsletter – 6 August, 2021 and APTi Web Site (www.aptinternational.org/leadership)

Volume 32, No. 3 11 Summer 2021……...


Paula Aamli (ENTP) is an HR
professional with a degree in
Modern History, 8 years’ work
experience in the charity sector
and 16 years in banking. She has
a particular interest in the
theory and practice surrounding
development tools and
techniques as well as the
principles of fair and balanced
professional assessment. Paula’s
professional focus is on
leadership and people
development; talent
management; client relationship
management; general
management, and HR strategy.
Email: peaamli@gmail.com.
Volume 32, No. 3
TYPEFACE
DIVERSITY AND MULTICULTURAL ISSUES
RE-IMAGINING AND RE-MAKING OUR WORLDS
PAULA AAMLI (ENTP)
Interest Area Co-ordinator
I’m writing this as the UK tentatively un-
winds out of our COVID-19 lockdown dur-
ing Spring 2021. Local indicators seem to
show the pandemic on the wane, but the
grim news headlines of a still-mounting
death-toll in India are a stark reminder
that things are not back to “normal”, and
that we almost certainly now live in a
“normal” where COVID-19 will always ex-
ist.
Such a lot changed in the past 18 months,
though it is too soon to say how lasting
these changes will be. Glancing at my own
life, I see that I’ve adapted, but have I
adapted permanently?
I haven’t been on public transport since
11th March 2020, which as a Londoner,
would have seemed unimaginable in the
“before times”; it now seems normal to
sanitise my hands before picking up a bas-
ket at my local supermarket; and, braving
the British weather, I have embraced out-
door dining in England in April. (Yes, there
was a heater, and yes, we wore our coats!)
At work, we are in conversation about
moving to hybrid models of working when
we eventually re-open our offices on a
post-COVID “normal” basis. Our Group
CEO has announced that he will no longer
be office-based 5 days a week and that he
has converted the private offices on the
executive floor into client meeting rooms,
with the senior team expected to adapt to
– somewhat posh, somewhat distanced –
hot desking (Quinn, 2021).
And yet, at the same time, in some ways,
things have not changed enough. The pa-
pers are still full of wars, and rumours of
wars, and stories of violence, injustice, and
suffering. The effects of economic, social
and political dislocations, including the
effects of the pandemic, continue to be
felt disproportionately by the poor, the
most marginalised, the least represented. I
see consistent reminders that “the normal
landscapes” of our social lives and our
12
working lives have been imagined in the
image of a certain “type”.
This applies when using the language of
identity politics, i.e., noticing the ways that
social norms and working norms continue
to be imagined around a person shaped like
an elite/white/male. It also applies in rela-
tion to certain forms of type preference, i.e.
noticing that our managerial spaces are still
built in certain key respects for people with
a Thinking preference, that our social
worlds in the West increasingly require the
constant marketing and self-promotion
better suited to an Extravert preference,
and that the focus on short-term quick deci-
sion-making that can be relatively easily
discarded and replaced, tends to be a
better fit for individuals with a Judging pref-
erence.
The Myers Briggs Company has been under-
taking research that helps to illustrate the
issue:
Having an inclusive approach to peo-
ple with different personality prefer-
ences can help promote diversity
and inclusion in other areas too. It is
well-known that women are under-
represented in leadership roles in
many organizations, but what is less
well-known is that this is partially
due to personality differences.
One dimension of the MBTI ® assess-
ment, Thinking-Feeling, looks at the
way in which we prefer to make de-
cisions. People with a Thinking pref-
erence prefer to make decisions
based on objective logic, while those
with a Feeling preference prefer to
make decisions based on their val-
ues, and on how the decision will
affect other people.
Inclusion of all personality types can
improve gender inclusion.
Summer 2021……...
 TYPEFACE
In a recent research project, we found that managers
were more likely to have a Thinking preference than
non-managers, men more likely to have a Thinking
preference than women, and men more likely to be
managers than women. Men were slightly more likely
to have a Thinking preference if they were at a higher
level. The same was found for women, but to a much
larger extent. This suggests that for a woman, it may
be more difficult to be promoted if you have a values-
based, people-focused approach to decision-making,
but for a man it does not matter so much. There is an
interaction between personality and the ways in
which men and women are perceived.
Ignoring diversity and being non-inclusive when it
comes to personality can prevent organizations from
being inclusive in other areas too.
(Hackston, 2020, quoting research initially discussed in
Hackston, 2019.)
Fig.01: Google image results, Amanda Gorman reciting at President Biden’s inauguration.
The point is made by reference to gender, i.e. that the con-
ventional workplace hierarchy is constructed to prefer Think-
ing function behaviours, and that this affects progression
pathways for men as well as for women, but with the impact
on female progression more pronounced.
Without having seen the results of similar studies looking at,
say, race, or sexual orientation, or disability – I don’t know,
honestly, whether these studies exist, yet (and if not, how far
away we are from having access to the data that would make
them possible) – I can’t say for sure whether a similar dy-
namic exists for these other populations. My assumption is
that we would find an effect, although not necessarily mani-
festing against the same function; the reason I think this is
linked to people’s preconceptions about what someone in
the role “should be like”.
Volume 32, No. 3
The imagination can be impacted (positively or negatively) on
“both sides of the balance sheet” as it were, i.e. on the side
of those within an institution, making selection and develop-
ment choices, but also on the side of the life paths, goals and
choices aspired to.
This is the point of the BAME Into Leadership article “If I can
see it, I can be it” (2021) and one of the reasons the inclusion
of poet Amanda Gorman in the programme at the inaugura-
tion of President Biden, January 2021, was a powerful ges-
ture. Gorman herself alluded to this, in the text of her poem,
alongside acknowledging the tensions that had preceded the
ceremony, and the challenges (and, perhaps, opportunities)
that lay ahead.
We’ve learned that quiet isn’t always peace and the norms
and notions of what just is, isn’t always justice …
A time where a skinny black girl descended from slaves and
raised by a single mother can dream of becoming president,
only to find herself reciting for one …
And so we lift our gazes not to what stands between us but
what stands before us … (Gorman, 2021, emphasis added.)
[An aside, but as an enthusiast for spoken poetry perfor-
mance, I also took great encouragement from the choice to
include a recital of a fluid, fluent, engaging, contemporary
poetic work.]
So, I see a virtuous cycle, as seeing glimpses of greater diver-
sity (of identity, of culture, of style, and/or of typological
preference) stimulates what we imagined to be possible and
as this flourishing of our imaginations takes us closer to real-
ising that more diverse world in practice.
Sadly, modern social media (for instance) offers many exam-
ples of how a lack of imagination about other ways of being,
a lack of awareness of the ways in which we experience the
world “in our image” leads to denial or silencing of different
experiences.
13 Summer 2021……...
 TYPEFACE

Fig.02: Inspiration for imagining a better world? A view through spring flowers across to the statue of Mahatma Gandhi,
Tavistock Square, London (May 2021).

Volume 32, No. 3 14 Summer 2021……...

 TYPEFACE
Recently, on The Damage Report, Dr Aqualus Gordon cri-
tiqued right-wing commentator Ben Shapiro for accusing
Meghan Markle of fabricating her stories about experiencing
racism in interactions with members of the British Royal Fam-
ily, which Shapiro rejected, effectively on the grounds that “it
doesn’t seem like that would happen”.
I think that we have to stop white people using their feelings
as the arbiter of whether or not racism has occurred. This
idea that, “it didn’t feel racist to me”… well, that’s not your
lived experience… nobody’s going to say that to you … so of
course … it seems unrealistic but the idea that Ben Shapiro of
all people (of all white people) is saying “that doesn’t feel like
something somebody would say”… is pretty ridiculous … it’s a
bad lesson for how racism should be met (The Damage Re-
port, 2021).
By the way, I don’t think it’s possible to tell without looking
more closely whether this is an example of the values orien-
tation of a Feeling preference being mis-applied by Shapiro;
it could be that his sense of offence is a response to a
(Thinking preference) logic being challenged.
Certainly the “antidote” to the kind of narrowness being criti-
cised by Dr Gordon (i.e., “this is not my experience and so
therefore it’s not anyone’s experience”) is to cultivate a
healthy respect for the diverse range of human experiences,
modes of processing, and so on.
Dr Gordon was recently a guest on BAPT’s “In Conversation”
series, hosted by Richard Owen, where he brought up the
diversity of modes of intelligence across the Type prefer-
ences, with Richard agreeing, and remarking that, “you could
say that Jung’s eight function attitudes… [are] like eight
different ways to be intelligent” (BritPsychType BAPT, 2020,
38:40).
Many contemporary workplaces arguably don’t receive the
full benefit of all these “ways to be intelligent” due to the
tendency to be over-reliant, for example, on the Thinking
preference in company management (per John Hackston’s
research, above).
Could we imagine explicitly cultivating “non-preferred” func-
tions in the workplace for balance? BAPT member Nicholas
Toko believes we can, advocating for the Feeling function in
mitigating workplace conflict:
The quickest way to implement the Feeling Function in your
organisation is to remember. Remember human nature and
the dynamics of our relationships both within ourselves and
with others. HR has long forgotten the value of psychological
insight regarding people in the workplace…
Organisations can take things a lot further by remembering
and then enabling self-awareness for leaders, managers and
employees. This is relatively simple to do… [and] by focusing
on the Feeling Function coupled with a discussion with an
appropriate professional, you will see how you contribute to
harmony or disharmony in the workplace and how you can
contribute to the resolution of conflict and avoid displaying
discordant behaviour to others. A harmonious workplace =
productive and profitable company (Toko, 2021).
The kind of inner work Nicholas Toko describes is, I think, a
vital component in the increasingly mainstream and, I be-
lieve, generally well-intentioned, diversity commitments that
were made in many organisations in response to the murder
of George Floyd in May 2020.
In my own workplace, for example, the CEO has made public
Volume 32, No. 3
commitments to a more diverse and representative senior
leadership and to funding various programmes and initiatives
aimed at supporting career progression, sponsorship, and so
on. The is a very good start, providing we don’t simply run a
few programmes and then wonder in a few years why the
profile of our leaders at all levels hasn’t really changed much.
Our imaginations need to change, as that as a culture we have
a far broader view of skills and characteristics we think lead-
ers should possess, and indeed how our leaders at every level
might look or sound or might present themselves. If we can
imagine it, we can imagine making it happen; if you can see it,
you can do it, or be it.
References:
BAME Into Leadership. (2021, March). “If I can see it, I can be
it.” Retrieved on May 08, 2021 from http://
www.bmeintoleadership.co.uk/if-i-can-see-it-i-can-be-it
BritPsychType BAPT. (2020, November 03). Type and academ-
ia: BAPT in conversation with Dr Aqualus Gordon. [Video].
YouTube. https://www.youtube.com/watch?v=j1F6TXslRfo
Gorman, A. (2021). The hill we climb – and other poems. Pen-
guin Random House.
Hackston, J. (2019, June 02). Personality, gender and the glass
ceiling. The Myers Briggs Company. https://
eu.themyersbriggs.com/en/Knowledge-centre/Blog/2019/
June/Personality-gender-and-the-glass-ceiling
Hackston, J. (2020, September 04). Diversity and inclu-
sion...and personality? The Myers Briggs Company. https://
eu.themyersbriggs.com/en/Knowledge-centre/Blog/2020/
September/Diversity-and-inclusion-and-personality
Quinn, N. (2021, April 23). This is a photo of my new office set-
up. LinkedIn. https://www.linkedin.com/feed/update/
urn:li:activity:6789834321114099713/
The Damage Report (@TheDamageReport). (2021, March 09).
“We have to stop letting white people use their feeling as the
arbiter for if racism has occurred. The most (quoting Dr Aqua-
lus Gordon, @Aqualus) [Tweet]. Twitter. https://twitter.com/
TheDamageReport/status/1369417876780818433
Toko, N. (2021, January 27). The feeling function and work-
place conflict. https://www.nicholastoko.com/post/the-
feeling-function-and-workplace-conflict
15 Summer 2021……...

Susan Nash is owner of EM
-Power, Inc., author of
over 11 books, nine on
Whole Type, and a global
speaker on psychological
type and its applications in
improving self-
understanding,
communication, leadership
and team effectiveness.
She has been a President
of APT International (APTi)
and was the winner of the
2017 APTi President’s
award.
Email: susan.nash@type-
academy.co.uk.
Volume 32, No. 3
TYPEFACE
MANAGEMENT & ORGANISATIONAL DEVELOPMENT
TRAINING ON DIVERSITY AND INCLUSION AND TYPE
SUSAN NASH (ENFJ)
Interest Area Co-ordinator
The death of George Floyd and the expansion of the Black Lives Matter movement in the past
few years has seen a steep rise in the delivery of training within organizations as a way of in-
creasing diversity. McKinsey and Company estimated that expenditure on Diversity and Inclu-
sion plus Unconscious Bias training was worth over $8 billion in the U.S. 2017. Yet, according to
an article on BBC Worklife by Zulekka Nathoo in June 2021, many of these interventions are
ineffective. In this article I will explore the reasons for this result and explore how effective
course design and measurement and/or the use of psychological type might help to bridge the
gap between positive intention and actual behavior change.
WHY IS DIVERSITY AND INCLUSION TRAINING NOT EFFECTIVE?
There are many reasons why these types of trainings tend to be ineffective. Often the initiative
is viewed as a “Tick Box” exercise which is expected by customers from large organizations. It
can be valued by Judges if there are legal disputes. In addition, training is often not supported
by senior management (KPMG’s UK chair had to resign when his comments dismissing the
effectiveness of the process were shared). In addition, these training initiatives are often not
part of a cohesive strategy that encompasses such key elements as mentoring, reviewing hiring
practices and implementing internal working groups. So, what can be done about this?
DESIGN EFFECTIVE LEARNING EXPERIENCES
Often these types of trainings tend to be delivered virtually with limited interaction. For learn-
ing interventions to be effective, the design process needs to be more considered and
thoughtful to encourage empathy and interaction with other groups. Balancing Active and Pas-
sive Learning using the T.E.A.C.H. methodology can contribute to increased retention and
broader understanding of differing perspectives.
The T.E.A.C.H. Methodology is used to structure content to optimize learning and create a con-
versational tone. Below are some questions that might help to customize a Diversity and Inclu-
sion session to a target audience.
The T.E.A.C.H. Methodology and Design Questions
Topic and Hook: State the subject
T What statistics could you share on diversity for your organization to raise awareness of the need
for greater variety, e.g. Number of women leaders?
Engage the Audience: Conduct an activity to enlist the group in learning, begin the Learning Cycle
E and/or identify what they already know.
What question can you ask the group to identify the challenges in achieving diversity goals? What
activity could you use to experience some of these diversity issues?
A Abstract Information: Introduce concepts, theories, models, information, techniques, and skills.
What specific approach, knowledge or skills do you wish to teach your team members?
C Concrete Application: Use examples, exercises and activities to cement learning.
What activity could you use to apply the Abstract data that you have just introduced?
How to Apply: Encourage learners to take responsibility for implementing learning
H What specific performance goals will each individual establish to ensure there are changes to
behavior?
©The T.E.A.C.H. methodology was created by Susan Nash, EM-Power Inc. and cannot be used without expressed written
permission.
16 Summer 2021……...
 TYPEFACE

Using this framework, it can be possible to customize the learning intervention to contribute to raising awareness and under-
standing of diversity and achieving long-term change.

MEASURE PROGRAM EFFECTIVENESS

Most of the measurement of these types of programs tends to focus on numbers of employees who attend (See Level 0 –
Reach) and satisfaction with the program (See Level 1 – Reaction). Neither of these measurement practices captures how effec-
tive the learning intervention is. If we can instead focus on Learning (Level 2), Behavior Change (Level 3) and Results (Level 4)
organizations will be in a better place to adjust program and learning approaches to make sustainable change. As you can see
from the Visual A, it can be possible to incorporate specific measurement criteria based on the organization’s goals and objec-
tives.

Visual A - Credit to adidas for Learning Measurement Approach

COULD INTRODUCING TYPE HELP?

As research has shown, the challenges in uncovering and changing these deep-rooted mental biases are significant. It occurs to
me that introducing audiences to psychological type might help to build bridges by focusing on innate similarities between di-
verse audiences. In running type workshops globally, I have been amazed at how the three type lenses can create connections
between different cultural groups.
Temperament
Temperament helps individuals to identify their innate core needs and values, in addition to providing an understanding of
working talents and possible observed behaviors. When introducing Temperament to one global client in Budapest, with 50
people from 14 different cultures, I observed that when activities were being performed in Temperament Teams, there was
strong identification with Temperament behavior within each team, and cultural norms and behaviors became less relevant.
Working globally with Temperament for more than 25 years, identifying best-fit Temperament can be more complicated as par-
ticipants have to filter any self-assessment process through life experiences and unwritten cultural values and norms to identify
the inner core. Once defined, however, Temperament can provide a common language which then cuts through possible cultur-
al barriers.
Cognitive Processes
The eight function-attitudes originally described by Carl Jung, provide another approach to understanding and valuing differ-
ences by considering “cognitive diversity” (credit to Rob Toomey). Often managers tend to recruit new team members in their
image – not only culturally but cognitively – the “Be Like Me” Unconscious Bias in action. As a result, different thought process-
es can be missing or undervalued in the team. Rob Toomey (in the Bulletin of Psychological Type, Volume 43, Number 1) talked
about one element of cognitive diversity - the difference between “process” innovation (probably a gift for those who use Re-
calling) and “light bulb” innovation (more probably linked to Visioning and/or Brainstorming). Both are necessary for long term

Volume 32, No. 3 17 Summer 2021……...

 TYPEFACE

innovation to succeed. Introducing the Cognitive Processes to teams can help in identifying strengths and possible blind spots. In
addition, having team members, who may be culturally diverse, but use the same thinking processes, can stimulate a connection
through which to explore cultural and diversity differences.

Interaction Style
Interaction Style can help identify an individual’s innate patterns of energy, pace, movement, drives and beliefs when engaging
with others. This lens can help to understand the sources of and solutions to interpersonal conflict. According to Catherine Sto-
thart in her book “How to Get On with Anyone”, each Interaction Style has a positive intent when engaging with others:
• In-Charge to get an attainable result
• Chart-the-Course to get a desired result
• Get-Things-Going to get an embraced result
• Behind-the-Scenes to get the best possible result

What can happen though is that when each style expresses its innate drive, the interaction can be perceived differently by the
other person:
• In-Charge can be perceived as bossy and dictatorial (as they drive to action)
• Chart-the Course can be perceived as stand-offish and uninterested (as they think through actions)
• Get-Things-Going can be perceived as frenetic and unfocused (as they talk and engage for involvement)
• Behind-the-Scenes can be perceived as submissive and lacking in confidence (as they weigh pros and cons before taking
action)

Visual B: The Three Type Lenses Copyright Type Academy

Helping team members to understand different communication patterns could help to reduce conflict and provide a framework
and approach for challenging conversations about Diversity and Inclusion. In addition, when Interaction Style teams work to-
gether, there is often instant “rapport” which can be capilalized on when discussing differences.
In conclusion, to truly achieve diversity and inclusion objectives, it is necessary to customize Active and Passive Learning pro-
grams using T.E.A.C.H., and develop more effective measurement practices encompassing learning, behavior change and results.
In addition, I would challenge readers to answer this question, “How could the Type Community position psychological type as
a tool to facilitate more effective Diversity and Inclusion conversations within organizations?”

Volume 32, No. 3 18 Summer 2021……...


Robin is an emotional
intelligence coach trainer
and facilitator and
Director of Ei4Change. He
is qualified to use a variety
of psychometrics to assess
type, trait, behaviour, and
emotional intelligence,
which includes MBTI (Step
I and II) and EQ-i 2.0.
Robin has published the
most comprehensive
range of self-paced
courses based on
emotional intelligence
available online. He is one
of the top instructors on
Udemy and Alison with
over 250,000 enrolled
learners in over 190
countries.
Email:
robin@ei4change.com.
Website:
www.ei4change.com.
Volume 32, No. 3
TYPEFACE
THEORY AND RESEARCH
THE INTRICATE LINK BETWEEN PERSONALITY
TYPE AND EMOTIONAL INTELLIGENCE
ROBIN HILLS (ENFP)
2021 marks two significant anniversaries, 100 years since Carl Jung published his ground-
breaking work on Personality Types and 25 years since Daniel Goleman published his semi-
nal book on Emotional Intelligence bringing the construct to the attention of the public.
Both theories have undergone the usual peer reviews of any new concept. Initially creating
a wave of enthusiasm, condemned by critics, and then reaching a more balanced and evi-
dence-based position. Rather than being short-lived fads, both have stood the test of time,
weathering storms and emerging with greater wisdom and perspective.
Personality Type theory, developed 100 years ago by Carl Jung and later refined by
Katharine Briggs and Isabel Myers, suggests that if people differ in what they perceive and
in how they reach conclusions, then it is only reasonable for them to differ correspondingly
in their interests, reactions, values, motivations, and skills.
The emergence of Emotional Intelligence reflects a greater appreciation for the importance
of emotions in people’s daily and working lives, as well as a better understanding of their
impact on thinking and behaviour. Much of this largely results from the great advances
made in neuroscience.
Two American psychologists, John D. Mayer and Peter Salovey, conducted the first academ-
ic research into Emotional Intelligence in the 1980s. Daniel Goleman, another American
psychologist, later built on their work and published his first well-known book 25 years ago
on the subject.
Motivation - the drive to work and succeed
Self-awareness - understanding self, strengths and weaknesses and the impact that these
have on others
Self-regulation - the ability to control emotions and think before taking action
Empathy - how well other people’s viewpoints are understood and considered
Social skills - communicating and relating to others
19 Summer 2021……...
 TYPEFACE

On the anniversary of both constructs, let us make the most of the opportunity to consider how they compare and contrast.

Type is fixed: Emotional Intelligence is changeable

Personality Type theory suggests that a person’s type preferences do not change, although they can be enhanced or impeded
by upbringing and the environment. Emotional Intelligence, on the other hand, is comprised of a series of attitudes, habits, and
skills which are acquired through experience and, therefore, can change.

Type is about preference: Emotional Intelligence is about competence

Personality Type theory provides a model for understanding individual differences based on how preferences are expressed.
However, it does not suggest that any particular Type is better nor more competent than another Type. Emotional Intelligence,
on the other hand, emphasises a big difference between good and bad levels of Emotional Intelligence and the impact that
these can have on relationship development and performance.

There are two main ways of considering the relationship between Personality Type and Emotional Intelligence.
• Type will influence the development of Emotional Intelligence
• Emotional Intelligence will influence the development of Type.

These suggest that Type and Emotional Intelligence are interdependent. This interdependence means that Emotional Intelli-
gence influences the effectiveness with which Type is expressed, and Type influences the ease with which different characteris-
tics of Emotional Intelligence are learnt.

Personality Type influences how Emotional Intelligence develops

Type dynamics gives an indication of the order of strengths in the corresponding parts of the Emotional Intelligence framework.
The expression of Emotional intelligence with the introverted mental functions of perceiving (Sensing and Intuition) will be
focused within the inner world. They are associated with self-awareness - perceptions around competencies, abilities,
strengths, capabilities, attitudes, etc.
The expression of Emotional Intelligence with the introverted mental functions of judging (Thinking and Feeling) will be fo-
cused within the inner world associated with self-regulation - making judgements around emotions; how they are managed
and expressed.
The expression of Emotional Intelligence with the extraverted mental functions of perceiving (Sensing and Intuition) will be
focused within the outer world associated with empathy - perceptions around emotions and how they are being expressed and
managed in others.
The expression of Emotional Intelligence with the extraverted mental functions of judging (Thinking and Feeling) will be fo-
cused within the outer world of social skills - communicating effectively with others on a one-to-one basis, in small groups, or in
large teams.
Another component of Emotional Intelligence that will influence expression is the level of motivation – self-motivation and the
willingness and ability to motivate others. This will be independent of Type as it is more closely aligned to attitude which is a
learned tendency to evaluate things in a certain way.

Volume 32, No. 3 20 Summer 2021……...

 TYPEFACE

The expression of the mental function as a dominant function will, obviously, be vastly different from the expression of the
same mental function as an inferior function.

The table below gives some insights into how these are expressed. The depth of expression of emotional intelligence will be
dependent upon whether the function is dominant, auxiliary, tertiary or inferior and will be further influenced by the expres-
sion of the position of the functions and how they are expressed.

Mental Function
Introverted Sensing
Introverted Intuition
Introverted Thinking
Introverted Feeling
Extraverted Sensing
Extraverted Intuition
Extraverted Thinking
Extraverted Feeling
Component of Emotional
Implication on Emotional Intelligence
Intelligence
The awareness of what others do
Self-awareness
that influences my behaviour
The awareness of how other’s
Self-awareness
behaviour influences me
The way I regulate my thinking
Self-regulation
to control my behaviour
The way I regulate my emotions
Self-regulation
to control my behaviour
The awareness of what I do
Empathy
to influence other’s behaviour
The awareness of how I can
Empathy
influence others behaviour
The sharing of rational, logical
Social skills
thinking to achieve tasks
The sharing of values and
Social skills
emotions to build relationships

Each Personality Type has their strengths and challenges with their Emotional Intelligence. With good levels of Emotional Intel-
ligence, each type is able to express their components of Emotional Intelligence afforded by their mental functions well to com-
bine their thinking with their feelings to make quality decisions and develop authentic relationships.

Emotional Intelligence influences how Type develops and is applied

Emotional Intelligence largely influences how effectively a person learns to apply their Personality Type. For example, someone
who has a clear Introversion preference and is Emotionally Intelligent has developed the attitudes, skills, and habits to be inter-
personally effective. In other words, they have learnt to use their less preferred Extraversion attitude. Equally, a person who has
a clear Introversion preference yet who is Emotionally Unintelligent may have poor interpersonal behaviour (underdeveloped
Extraverted attitude) because they lack the necessary attitudes, skills, and habits.
A fully functioning personality must apply their Emotional Intelligence so as to develop Type preferences and non-preferences.
How this is achieved is broadly explained by the definition of Emotional Intelligence – combining thinking with feelings in order
to guide behaviour that builds authentic relationships and makes good, quality decisions.
Several Emotional Intelligence components (and, therefore, expression of Type functions) are capable of being developed.
The links between the two models make it possible to see how effectively Personality Type is applied and how to make im-
provements. This can be supported by a valid Emotional Intelligence measure and a focus on training and developing the relat-
ed Emotional Intelligence components.
Type and Emotional Intelligence models are intricately linked, yet retain fundamental differences, which is what makes them so
valuable when applied in combination.
Type and Emotional Intelligence are interdependent providing a much more detailed picture - Emotional Intelligence helps us to
manage our personality and measure our Type development, and Type provides a model for understanding how best we can
apply our Emotional Intelligence. Before the next significant anniversaries, both Personality Type and Emotional Intelligence will
evolve further through research and application to become even more established as core attributes that meet the demands of
constantly changing workplaces.

Bibliography
Jung, C. G. [1921] 1971. Psychological Types, Collected Works of C.G. Jung, Vol. 6. Princeton, NJ: Princeton University Press.
Goleman, D. (1996). Emotional intelligence: why it can matter more than IQ. New York: Bantam Books. Performance. Journal of
General Management. Braybrooke Press Ltd.
Maddocks. J (2006) APT Bulletin of Psychological Type, Vol. 29, No. 3.
Pearman R.R. (2002) Introduction to Type and Emotional Intelligence, CPP

Volume 32, No. 3 21 Summer 2021……...

 TYPEFACE

BAPT LIBRARY
A VALUABLE RESOURCE FOR YOU!!

The BAPT Library is an absolutely fascinating treasure trove for those passionate about type and holds many of the
latest publications. Check it out and if you want to have a look at a book before buying it then do think about bor-
rowing it first. The Library holds:
Over 90 books on type-related subjects such as type theory, careers and occupations, leadership and team working,
spiritual growth, organisational applications, relationships and so on.
If you have research/topic specific interest there are thousands of articles in back copies of the following:
APT Conference Proceedings
‘Journal of Psychological Type’ (including earlier volumes under its previous name ‘Research in Psychological Type’)
Also, back copies of ‘TypeFace’ and APT ‘Bulletin of Psychological Type’’
Tapes and videos
Whilst you can now access articles from the Journal of Psychological Type and TypeFace on-line via the Mary & Isabel
Memorial Library (MILO) held at CAPT, others are not available digitally.

Interested?
Go to the BAPT website at www.bapt.org.uk and look in the Resources section for access to the library lists and in-
formation on how to use the library.

TYPEFACE ARCHIVE – ‘MILO’ AT CAPT

Members are reminded that they can access, download and print all articles published in TypeFace, since its inception in
1989, from the archive created at the Center for Applications of Psychological Type (CAPT) in their bibliographic
database MILO. You can also search for articles by author and topic.

Follow this link: http://www.capt.org/MILO/TypeFace.htm and you will then be directed to the Index of Volumes and
individual articles.
As agreed at the BAPT Conference in 2015, the only exceptions are the issues from the most recent two years and these
can be viewed on the BAPT web site in the ‘Members’ Only’ section. If you wish to obtain a copy of any of these articles,
then please contact Chris Rigden, Webmaster: tech@bapt.org.uk.

Volume 32, No. 3 22 Summer 2021……...


John is Head of Thought
Leadership at The Myers
-Briggs Company; he is a
Chartered Psychologist
with over thirty years of
experience in helping
clients to use
psychometric tests and
questionnaires. He
carries out research to
bring personality
assessments, in
particular the MBTI®, to
life, helping practitioners
and end users apply the
insights they gain both
inside and outside work.
Email: JHackston
@themyersbriggs.com
Volume 32, No. 3
TYPEFACE
SPOTLIGHT ON RESEARCH
JOHN HACKSTON (INTP)
Spotlight on research: linked by lock-
down.
By the time this article is read, the UK will
have been in some form of lockdown for
18 months or so. In this edition of Spotlight
on Research, I’ll be looking at recent stud-
ies that have at least some connection to
the strange times that we are all living
through. Of course, some of those connec-
tions are more direct than others.
What factors influence people’s ac-
ceptance of COVID-19 vaccines?
COVID-19 vaccines have been available for
some time now, with many in the UK al-
ready ‘double-jabbed’. However, not eve-
ryone has taken up the offer of vaccina-
tion, and it is important to identify the
factors that might influence this decision.
One study of Chinese healthcare workers
investigated the effect of demographic
factors, mental health, quality of life and
personality type.
Yufang Sun and colleagues surveyed 505
healthcare workers, including nurses, clini-
cians, administrative staff and other roles.
Via an online questionnaire, participants
contributed general demographic infor-
mation, and completed the General Health
Questionnaire (GHQ-12), the MBTI® as-
sessment, the Depression, Anxiety, and
Stress Scales (DASS-21), and the 12-item
Short Form Health Survey (SF-12).
Overall, just over three-quarters (76.63%)
said that they would accept the vaccine,
suggesting that a quarter of health work-
ers were likely to remain unvaccinated.
The results showed that sex, age, occupa-
tion, educational level, marital status,
physical or mental health and personality
type had no significant impact on the stat-
ed decision to accept or decline the vac-
cine. Those who accepted the vaccine
were, however, more likely to be living
with an elderly individual, were more wor-
ried about infection, believed COVID-19
would have a greater effect on their lives,
were more likely to have previously taken
up offers of a flu vaccination, and ex-
23
pressed a greater level of understanding
about the vaccine. The authors went on to
discuss how this data could be used to drive
further vaccination efforts.
This study I think provides a useful remind-
er that when it comes to some specific as-
pects of human behaviour, personality
differences may not be the principal driving
force.
Do you fancy becoming an entrepreneur?
Type and entrepreneurial orientation.
In the wake of the COVID crisis, many peo-
ple lost their jobs. Some reacted by setting
up their own business – becoming an entre-
preneur. But how does psychological type
relate to entrepreneurship? Well, back in
2017, we carried out research into the links
between type and entrepreneurship
(Hackston, 2017). Among other results, we
found that people with a preference for
Extraversion, Intuition, Thinking and Per-
ceiving tended to show greater levels of
entrepreneurial orientation, and that those
with a preference for Intuition and Perceiv-
ing were significantly more likely to have
become entrepreneurs than those with a
preference for Sensing or Judging. In terms
of dominant functions, the most likely to
have become an entrepreneur were Extra-
verted Intuition types (Explorers – ENFP
and ENTP) and the least likely were Intro-
verted Sensing types (Conservers – ISTJ and
ISFJ). Now new research by Tiina Brandt
and Nina Helander has shown similar, but
not identical, results.
The researchers used a dataset of 889 peo-
ple, collected between 2015 and 2018 for,
in the words of the journal article,
“different purposes”. All had completed the
Finnish version of the MBTI® assessment
and a five-item scale of entrepreneurial
attitude, covering risk-taking and growth
orientation. It was found that participants
with Extraversion and Intuition preferences
were more risk-orientated than those with
Introversion or Sensing preferences, and
that those with a Thinking preference were
more growth-orientated than those with a
Summer 2021……...
 TYPEFACE
Feeling preference. Those with Extraverted, Intuitive or
Thinking preferences scored significantly higher on overall
entrepreneurial attitude than, respectively, those with Intro-
verted, Sensing or Feeling preferences. There was no signifi-
cant Judging-Perceiving difference. The most entrepreneurial
type was ENTJ, with ENTP the second most prevalent, fol-
lowed by ENFP, INTP and then INTJ. The least entrepreneuri-
al were ISFJ. Then ISFP and INFJ.
Of course, this research does not indicate who will make a
better or more successful entrepreneur, only who is more
orientated to become an entrepreneur. Our previous re-
search suggested that people of all types do become entre-
preneurs, but that type may be relevant to their strengths
and inform their blind spots. Tips for entrepreneurs of each
type preference can be downloaded from here: https://
bit.ly/3h9YI37.
A spot of gardening could do you the world of good
(whatever your type)
The last 18 months have been stressful for most of us. For
some, gardening has been one way to cope. The possible
benefits of gardening have been formalized in the practice of
horticultural therapy, where a client carries out gardening
and other plant-based activities, facilitated by a trained ther-
apist, to achieve specific therapeutic treatment goals. In the-
ory, direct contact with plants is believed to guide a person's
focus away from stress, thereby enhancing their overall
quality of life. But how effective are such programmes, and
does their effectiveness relate to an individual’s personality?
Su Yeon An and colleagues decided to find out.
The researchers recruited 30 participants, 15 with a Judging
preference and 15 with a Perceiving preference. All were
women; after very few men applied to take part, it was de-
cided to make this an all-female study. The participants took
part in six therapy sessions (making a bouquet; transplanting
and caring for a monstera plant; decoration using pressed
flowers; making a flower basket; watching garden video clips
and making a desk mini-garden; making preserved lemons
with edible flowers and using these to make and enjoy floral
tea together). All the participants also completed the Korean
Form M version of the MBTI® assessment and, both before
and after the therapy sessions, a 50-item life stress scale
with eight subscales. They also rated their preferences for
each of the six different therapy sessions.
Before the therapy sessions, there was no real difference in
stress levels between Judging and Perceiving participants
and no significant difference in level of interest in horticul-
ture (though the difference in interest was of medium size in
absolute terms, with those with a Cohen d of 0.52 and Judg-
ing individuals expressing higher interest). Following the
sessions, the overall stress levels of both Judging and Per-
ceiving participants decreased by a significant amount. Look-
ing at the stress subscales, there was a J-P difference. Partici-
pants with a Judging preference showed a stress reduction in
five of the eight subscales (relationship with the opposite
sex, relationship with family, economic problems, future
problems, value problems), while those with a Perceiving
preference showed the stress relieving effect in three sub-
scales (relationship with family, economic problems, value
problems). Judging participants also on average showed a
higher degree of preference for each of the six sessions than
Volume 32, No. 3
Perceiving participants. The researchers suggest that some of
these differences may be due to a greater appreciation of
structured activities on behalf of those with a Judging prefer-
ence, and that future horticultural therapy sessions may ben-
efit by being customized according to personality type.
The results of this study do suggest that horticultural therapy
can reduce stress, though there are some limitations. The
sample size is small, and all the participants were female un-
dergraduates, making it more difficult to generalize from the
findings, and the study would have been more convincing if
there had also been a control group who, for example, took
part in some other activity not predicted to reduce stress.
And it isn’t clear from the paper why the researchers chose
only to look at Judging and Perceiving. Nevertheless, it is an
interesting study which if nothing else could spark some in-
terest in the therapeutic possibilities of horticulture. And
maybe, if you need it, an excuse for you to do some garden-
ing.
What are your architectural preferences?
Does your working environment relate to your psychological
type? Possibly yes, given that since the first lockdown, many
of us are working from home. But if you worked in an office
before COVID, did it then? Several researchers have in the
past explored the relationship between personality type and
preferred working environment. In a 2021 conference paper
two architects, Ahmed Marey and Ahmed Baraket, explored
this area from a different angle. They set out to develop a
method to customize architectural design based on the per-
sonality type of a client.
187 individuals took part in the research. Some already knew
their type, but most completed a “set of 14 questions, each
corresponding to certain traits”. As a result, rather than look-
ing at whole type or even preference pairs, the analysis ana-
lysed type as (for example) Extrovert (sic), Introvert or “In
between”. Participants also viewed a set of images and rated
their preference, on a 1 to 5 scale, for each. These results
showed to what extent they preferred: more open and ex-
posed or less open environments; layouts with a more or less
direct and practical circulation; more ‘urban’ or more
‘natural’ views; more organized or more flexible plans; and
deeper or more pastel colours.
The results showed that the Sensing-Intuition dimension had
the biggest influence, relating to views, plans and colours.
Those classified in this study as “in between” on Sensing-
Intuition were more likely to choose a natural view over an
urban one than those with a clear Sensing or Intuitive prefer-
ence and were more likely to choose a flexible plan in place
of an organized one. Those classified as Intuitive were more
likely to select deep colours compared to their Sensing coun-
terparts. In addition, those classified as ‘in between’ on Extra-
version-Introversion had a larger preference for natural views
over urban views compared with both clear Extraverts and
clear Introverts.
This study was an intriguing, though arguably flawed, attempt
to relate personality type to architectural preferences, and it
would be interesting to see the results of similar studies
based on a more robust measurement of type. Until then, at
the very least I might watch TV programmes like “Your home
made perfect” through a different lens.
24 Summer 2021……...
 TYPEFACE
References:
An, S. Y., Hong, J.W., Jang, E.J., & Kim, J. (2021). Comparison
of stress relieving effects of horticultural therapy programs
between Judging and Perceiving personality types among
female undergraduate students. Journal of People, Plants
and Environment, 24(1): 63-73,
Brandt, T., & Helander, N. (2020). Entrepreneurial tenden-
cies by different personalities. Journal of Finnish Studies, 23
(2): 104-116.
Hackston, J. (2017). Type and Entrepreneurship. The Myers-
Briggs Company.
[This quotation is reproduced, with their permission, from the
Christmas Holiday Edition, 2008, of the Newsletter of Type Resources Inc.]
Volume 32, No. 3
Ma, J., Feng, X., Gong, Z., & Zhang, Q. (2021). The design defi-
nition and research of in-car digital AI assistant. Journal of
Physics: Conference Series 1802 032096
Marey, A., & Barakat, A. (2021). The customized habitat: An
exploration of personality-induced mass customization
through shape grammars. ASCAAD Conference: Architecture
in the Age of Disruptive Technologies.
Sun, Y., Chen, X. Cao, M., Xiang, T., Zhang, J., Wang, P., & Dai,
H. (2021). Will healthcare workers accept a COVID-19 vaccine
when it becomes available? A cross-sectional study in China.
Frontiers in Public Health, 9, 609.
WORDS OF WISDOM
FROM THE MASTER!
“Nowhere do such wide divergences of meaning occur
as in the domain of psychology, creating only too
frequently the most obstinate misunderstandings.”
(C.G. Jung)
25 Summer 2021……...
 TYPEFACE
TYPEWATCHING AT THE CINEMA
THE CLASH OF THE FASHION TITANS
Cruella and some ESTJ confrontations
PETER MALONE (INFJ)
Peter Malone (INFJ) is an Cruella. Cruella De Vil. We all know who
Australian, Melbourne- she is – even the most ardent Type devo-
tee who rarely goes to the cinema. In fact,
based. He was president
she achieved worldwide fame 60 years
of SIGNIS, The World ago, younger Type devotees inheriting her
Catholic Association for from parents (and grandparents) through
Communications, and is Disney’s animated film version of Dodie
a member of the SIGNIS Smith’s popular novel, 101 Dalmatians.
Her reputation, especially with her sur-
Cinema Desk. His books
name, De Vil, was reinforced in the 1990s
on Type are ‘Let a Viking
in Disney’s live-action stories with Glenn
do it: Hagar and family
Close embodying Cruella. Who could ask
illustrate the Myers- for anything more! Well, of course, in the
Briggs Type Indicator’; trend in the superheroes and villains’
‘Myers-Briggs goes to movies, an origin story. Which gives us an
opportunity to ask questions about Cruel-
the movies’; ‘Mirror,
la and how she ticks, why she ticks!
Mirror on the Screen’
Actually, this could be seen as a light-
and ‘The same as Christ hearted exercise. Is the often monstrous
Jesus: Gospel and Type’. Cruella her real self? And can she stand up
He has served in a to some Type analysis? Speculative, very
variety of capacities in speculative, of course.
international media So, here we are, back in the 1960s, at least
for this story’s purposes, with the birth of
organisations. He is a
Estella, growing up in the north of Eng-
Life Member of the land, sometimes quite abrasive at school,
Australian Association especially towards the bullies, her charac-
for Psychological Type teristic black and white hair, and a kind of
(AusAPT). dark personality, Cruella, sometimes
emerging. And, soon, expulsion from
school (though her kindly mother quickly
Email: petermalonemsc
@yahoo.co.uk
Volume 32, No. 3 26
insists to the principal that she is transfer-
ring her daughter to avoid expulsion).
And this is all being narrated by the older
Cruella, Emma Stone, British accent and all.
Estella soon encounters the woman who is
to be her nemesis, The Baroness, so we had
better work The Baroness and her person-
ality into the mix.
There are many elements of quite black
comedy in this origin story, an initial death
which is rather shocking – and has quite
some shocking consequences. Estella wan-
ders around a lavish mansion, chasing her
dog, causing all kinds of mayhem, the home
of fashion-designer icon, the Baroness. Of
course, Cruella is going to meet her match
– or the Baroness meet her match in Cruel-
la – a clash of the Titans of the fashion
world, so to speak, especially when the
Baroness is played by Emma Thompson.
Emma is the queen of British haute Couture
(lending itself to the happy pun, haughty
Couture).
So, a word about The Baroness before con-
sidering Estella/Cruella. Emma Thompson’s
staring and arrogant manner is a severe
one-note performance. Type? Speculation:
ESTJ (of the most severe kind). She func-
tions as an Extravert. She may have an in-
ner life but she ignores it completely or
suppresses it. She lives in a world of glam-
Summer 2021……...
 TYPEFACE

orous fashion Sensing -and we discover that she relies on One of the challenges in appreciating Estella is that we know
others’ designs. She seems to have no real creativity except that Cruella is going to overwhelm Estella. The voice-over
in devising how to win at all costs, Thinking principles. And keeps reassuring us of this. And Estella does have some good
she does get things done. But for the sake of the confronta- moments, and relates well to her friends Jasper (Joel Fry) and
tion, she is a stereotype of ESTJ. And the more we get to the rotund Horace, a touch dim and sentimental (Paul Walter
learn her history, the worse she is. Hauser from Richard Jewell).
Ultimately, fashion takes over, fashion in London in the 1970s,
and Cruella emerges from Estella, moving in a sometimes de-
mented ESTJ mode. The fashion is accompanied by a huge
playlist of popular songs of the period. The costume designers
have obviously been working overtime, lavish dress after
dress, gown after gown, displayed by the two Emmas. Sensing
exuberance and delight.
Which will ultimately lead to combat, confrontation, the real
ESTJ versus shadow, the ‘dark side’ ESTJ, a great deal of mean
-mindedness on the part of both Cruella and the Baroness,
and an ultimate stand-off. No prize for working out who will
win! It is how the victory is achieved is the important thing,
quite tricky and complex (from Australian Tony Mc Namara’s
Easier to speculate about Estella. There is a lot of prelimi- ironic screenplay).
nary entertainment in the first half of the film when little
orphan Estella, possibly Introverted with some inner life, The film runs
Sensing, creatively involved in design as well as the dress- for 134
making (and some extravaganza with her dresses and their minutes so it is
display. She seems to be (when at her best) a Feeler. And not just some
she gets things done with a vengeance (that is meant to be quickie either
taken literally). She teams up with two young thieves, Jas- in running time
per and Horace, spending 10 years picking a pocket or two or in produc-
on London transport. tion values and
But, Estella has shown her talent for fashion design and the sequel is
eventually, Jasper providing false references, gets a job at being written
the Baroness’s enterprise, cleaning the toilets amongst oth- even as we
er things! And looked down on by a prim, haughty manager. read this piece.
And there are several of those in the Baroness’s employ,
especially with her extensive security guard. (Lots of inci- Speculative, for
dental Type parody of STJ London types!). a bit of Type
analysis fun.

Volume 32, No. 3 27 Summer 2021……...

 TYPEFACE

BY NANCY SILCOX (ENTJ)

Assistant Editor

E-Chestnut S-Hazel T-Pine J-Beech

I - Laurel N-Willow F-Lilac P-Banana

This issue of the ‘Types of … ’ article is going to be a bit light-hearted. Times have been hard these last 18 months with the
pandemic, people having difficulties with jobs, schooling, mortgages, loneliness and so many other issues from both COVID
and lockdown restrictions. So I thought it might divert the mind to ask, ‘If you were a tree, what variety would you be?’ Now,
this is pure speculation drawn from the preferences of the different Types and possibly has nothing whatever to do with
what kind of trees you like, but let’s have a look:

E- Extraverted Types might walk in a park and linger over colourful specimens like Maple in the autumn to delight the senses as
the wind blows rustling the russet leaves, listening to the birds singing sweetly among the branches. There might be a squirrel
scampering around gathering nuts from the Chestnut tree with its large saw-toothed edges.

I- Introverted Types might look into their garden and plant Laurel which is evergreen and provides privacy summer and winter.
Leyland Cypress grows thick and fast to make a hedge and create a secluded space to barbeque with a few friends, or sit with a
drink by the pond watching the goldfish and perhaps a frog or dragonfly. Hang a swing on the old beech and daydream or remi-
nisce.

S- Those who prefer Sensing may be practical and choose trees based on their functionality. Perhaps fast-growing Poplar to
screen the street noise from their garden. They might choose trees that produce tasty fruit that can be eaten like the Cherry or
Hazel. And then Ash’s tall leafy bowers to shade the house in summer heat, yet in winter let in the light through their bare
branches. Fruit trees trained into a fan make them much easier to harvest.

N- Variety that’s what we need says the iNtuitive preference, such as trees that cloister or hang down like the Weeping Willow
to provide secret nooks where you can meet someone or hide away to read a book and imagine what stories were played out
under its boughs. Topiary might tickle their fancy and love of design, and elaborate treehouses for adventure.

T- A Thinking Preference might value a tree farm and plant Pine trees to yield wood for building and kindling for their open fire-
place. This would also contribute to the budget by either selling the wood or from not needing to purchase it. The logical tree
for city streets is the Plane Tree which deals with pollution as it sheds its bark.

F- Feeling Types might favour trees that bear lovely flowers which can be shared with others such as Camellias or Lilacs. Some
experts say that embracing nature by hugging a tree has a positive effect on emotions and attitude. Trees like Lime and Syca-
more draw birds, butterflies and bees into the hedgerows and parks, and evoke conservation slogans like ‘Save Trees, Save the
Planet, Save Life!’

J- Careful planning typifies the Judging Type, laying them out in rows or circles to provide screening, to draw the eye to a focal
point and shelter a bench with a vista. They would choose trees with a view to how they would grow over time. The Beech ave-
nue would be planted by a far-sighted ‘J’, knowing it is worth the long wait for maturity.

P- Tall Oak and Scots Pine trees draw your heart and mind up to the skies with limitless possibilities for the Perceiving Type
who delights in variety and the unusual. A Monkey Puzzle Tree might grace their garden or exotic specimens from foreign lands
like Palm and Banana, which make eye-catching features. Bonsai are different and intriguing.

Horse Chestnut, Birch, Hornbeam, Yew, Alder, the variety is endless with trees yielding blossom, fruit, shade, wood, habitat,
oxygen and enhancing our lives in so many ways. Plant a tree and feel the value to your world, to your life. What kind of a
tree would you choose?

© This article, together with others in the ‘Types of … ‘ series, which have been published in TypeFace between Autumn, 2002,
to the current issue are the copyright of Nancy Silcox. Assistant Editor. Permission granted for publication in TypeFace.

Volume 32, No. 3 28 Summer 2021……...