Insights

Molly Owens

26 February 2016

Foundation Chapter

Molly Owens

© The Insights Group Ltd, 1992-2016. All rights reserved.

Personal Details

Molly OwensFuture [email protected]

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Date Completed: 26 February 2016

Date Printed: 09 March 2016

Referral Code: ContinuousConservation16

Molly Owens

© The Insights Group Ltd, 1992-2016. All rights reserved. Insights Discovery and Insights Learning Systems were originated by Andi and Andy Lothian. Insights, Insights Discovery and the Insights Wheel are registered trademarks of The Insights Group Ltd.

ContentsIntroduction............................................................................................................... 4

Overview .................................................................................................................. 5Personal Style ................................................................................................................................ 5

Interacting with Others ................................................................................................................... 5

Decision Making ............................................................................................................................. 6

Key Strengths & Weaknesses.................................................................................. 7Strengths ........................................................................................................................................ 7

Possible Weaknesses .................................................................................................................... 8

Value to the Team .................................................................................................... 9

Effective Communications...................................................................................... 10

Barriers to Effective Communication ...................................................................... 11

Possible Blind Spots............................................................................................... 12

Opposite Type ........................................................................................................ 13

Suggestions for Development ................................................................................ 15

The Insights Discovery® 72 Type Wheel ............................................................... 16

The Insights Discovery® Colour Dynamics ............................................................ 17

Molly Owens


IntroductionThis Insights Discovery profile is based on Molly Owens’s responses to the Insights PreferenceEvaluator which was completed on 26 February 2016.

The origins of personality theory can be traced back to the fifth century BC, when Hippocratesidentified four distinct energies exhibited by different people. The Insights System is built aroundthe model of personality first identified by the Swiss psychologist Carl Gustav Jung. This modelwas published in his 1921 work “Psychological Types” and developed in subsequent writings.Jung’s work on personality and preferences has since been adopted as the seminal work inunderstanding personality and has been the subject of study for thousands of researchers to thepresent day.

Using Jung's typology, this Insights Discovery profile offers a framework for self-understandingand development. Research suggests that a good understanding of self, both strengths andweaknesses, enables individuals to develop effective strategies for interaction and can help themto better respond to the demands of their environment.

Generated from several hundred thousand permutations of statements, this profile is unique. Itreports statements which your Evaluator responses indicate may apply to you. Modify or deleteany statement which does not apply, but only after checking with colleagues or friends to identifywhether the statement may be a “blind spot” for you.

Use this profile pro-actively. That is, identify the key areas in which you can develop and takeaction. Share the important aspects with friends and colleagues. Ask for feedback from them onareas which seem particularly relevant for you and develop an action plan for growth personallyand interpersonally.

Molly Owens


OverviewThese statements provide a broad understanding of Molly’s work style. Use this section to gain abetter understanding of her approaches to her activities, relationships and decisions.

Personal Style

Molly is quiet, amiable, dedicated and loyal. She is easy-going and low key and may be prone todoubting her own ability. She resists being labelled by others and is engaged in a never-endingsearch for self-knowledge and self-identity. She is a well of warmth and support, but may be veryreserved until she has broken the ice. She may underestimate herself and either takes anythingshe does well for granted, or regards it as no great achievement at all.

Practical and repetitive mundane work does little to satisfy her as she needs to make a personalcontribution. Enjoying a “low profile”, one of Molly's great strengths is her natural, unobtrusive,accepting manner. Molly tends to be alert and often uncannily correct. It is as if she has anantenna that enables her to detect dangers long before other people do. She is at her best inwork that involves people and task, where co-operation can be achieved through goodwill. She iswarm and gracious and believes in a philosophy of “live and let live”.

Due to her sociable, friendly and warm-hearted demeanour, she is best employed in providingpractical service to others. She can be a rather gentle, compassionate person, but may be proneto stubbornness at times. Molly trusts her insights and people skills to position herself withindeep relationships which help her to understand the truer meaning and purpose of events. She isgently forceful in having her ideas applied where it matters to her. She is loyal, supportive,idealistic and creative. She likes a certain neatness and order and prefers a harmoniousenvironment, where each person can be appreciated for their contribution and can feel a senseof personal accomplishment.

She can adapt herself to a wide variety of tasks, but prefers the familiar. Molly is seen by othersas open, mild, modest and rather self-effacing. Although she has a tendency to undertake toomuch, somehow everything gets done in its own time. Her modest manner can restrain her frompushing herself forward and this occasionally results in her being under-valued. She is morecomfortable with people who are prepared to take the time to get to know her and understand herinner drives.

She may speak of or express her ideals indirectly. She needs to remember to withdraw regularlyfrom caring for others to take care of herself. Her need to be of service to others can occasionallyprevent her from relaxing. Even if a mistake has been made by someone else she may spend alot of time sympathising with the “guilty“ party and attempting to spread the responsibility. Shedoes things in a routine manner and is consistent, conscientious and reliable.

Interacting with Others

Molly has a strong sense of duty and faithfulness, but little desire to impress or influence others.Above all, she is idealistic and capable of great devotion and loyalty to a valued person or cause.Molly probably prefers more relaxed social interaction. Do not assume this to be an indicationthat she is not serious about important issues. She would be prepared to walk across brokenglass in her bare feet to help a friend in need. Although somewhat hard to get to know well, her

Molly Owens


fulfilling private life makes her loyal and trustworthy in friendship. She is seen by most people askind and sympathetic.

As she gets to know you, she becomes more enthusiastic and open. Molly feels a love andsensitivity for others and an appreciation for life. She believes that people work best when theyare encouraged and helped - not pressured or criticised. Situations that find her in charge asautocratic leader do not usually suit her as she prefers to be more supportive than directive. Shewishes to be valued for herself.

As most of her energies are directed towards improving the human condition, she has difficultyunderstanding why she may not always be universally accepted by others. When she is helpingothers to understand the importance of her own ideas, then she can be the most convincing. Herdeepest feelings will rarely be articulated. She is compassionate, sympathetic, understandingand sensitive to the feelings of others. Molly can turn her talents to many jobs, but finds moresatisfaction from work that allows her to use her creativity and interpersonal skills.

Decision Making

Open-minded, curious and insightful, Molly has excellent long-range vision and sensitivity. Hernatural introversion does not prevent her from making critical and incisive comments withconviction and presence. She is prepared to make decisions through group consensus. She willbe quiet, but strong, in defending her values. Her quiet demeanour often allows her to getagreement to her alternative solutions.

Molly will be deeply committed whenever she chooses to undertake a role or task. She may tendto be misunderstood because of her tendency not to express herself forcefully. She has littledesire to impress, control or dominate others, apart from maintaining a commitment to her valuesand her work. Molly is a good mediator or peace keeper because she can agree while not beingfully drawn to any one view. She will tend to be concerned with the effect that the decisionmaking process, and its result, will have on others.

Molly will usually listen to, value and accept ideas and opinions from others, even those who maybe viewed as unusual or even “odd”. She tends to make sound future decisions only after deeperreflection. Molly seeks to unite all parties in a controversy and can readily see the validity ofalternative points of view. Her natural leadership style is to resist change for change's sake andto slow down impulsive decision making. She is not usually prepared to commit to high riskdecisions.

Personal Notes

Molly Owens


Key Strengths & WeaknessesStrengthsThis section identifies the key strengths which Molly brings to the organisation. Molly hasabilities, skills and attributes in other areas, but the statements below are likely to be some of thefundamental gifts she has to offer.

Molly’s key strengths:

● Will go the extra mile to support those she values.

● Can gain personal fulfilment through helping others.

● Loyal, self sacrificing and sympathetic.

● Usually reads non-verbal signs effectively.

● Senses the needs of the group.

● Cares for other's physical and emotional needs.

● Can “go with the flow”, particularly where people are concerned.

● Gives and receives trust.

● Solid organisational abilities.

● Sensitive to the needs of others.

Personal Notes

Molly Owens


Key Strengths & WeaknessesPossible WeaknessesJung said “wisdom accepts that all things have two sides”. It has also been said that a weaknessis simply an overused strength. Molly's responses to the Evaluator have suggested these areasas possible weaknesses.

Molly’s possible weaknesses:

● Her need to assimilate information takes time. This may frustrate others who expect a moreimmediate response.

● The tendency to focus upon past failures rather than significant successes.

● Seems to lack drive or initiative when pressured.

● Finds it difficult to say “no” if relationships are being threatened.

● Needs time to fully understand complex or pressured projects.

● A lack of confidence in her own judgement, although that judgement is often correct.

● Avoids conflict like the plague.

● Was once indecisive, but she is not so sure now!

● Over-dependence on rules and procedures.

● Digs in if not convinced of need for change.

Personal Notes

Molly Owens


Value to the TeamEach person brings a unique set of gifts, attributes and expectations to the environment in whichthey operate. Add to this list any other experiences, skills or other attributes which Molly brings,and make the most important items on the list available to other team members.

As a team member, Molly:

● Is prepared to spend time to resolve personal issues.

● Helps generate trust for the team.

● Is a dedicated supporter of the team.

● Prefers flexibility and open mindedness.

● Brings quiet stability to most things.

● Offers emotional support to others.

● Will be sympathetic to others needs.

● Impacts many and varied ideas.

● Is a caring team player who honours her commitments.

● Shows ingenuity and imagination.

Personal Notes

Molly Owens


CommunicationEffective CommunicationsCommunication can only be effective if it is received and understood by the recipient. For eachperson certain communication strategies are more effective than others. This section identifiessome of the key strategies which will lead to effective communication with Molly. Identify themost important statements and make them available to colleagues.

Strategies for communicating with Molly:

● Praise her contribution before finding fault.

● Remember that she may not be revealing her real underlying concerns.

● Appreciate her ability to amass a wide range of information.

● Provide regular support and feedback - show interest.

● Be honest, moderately paced, straightforward and open with her.

● Avoid personal conflict.

● Always seek her willing co-operation.

● Mirror her normally calm and even-tempered nature.

● Let her organise her thoughts.

● Allow her time to gather her thoughts and to express her feelings.

● Expect her to come back later for clarification.

● Put important messages in writing for clarity.

Personal Notes

Molly Owens


CommunicationBarriers to Effective CommunicationCertain strategies will be less effective when communicating with Molly. Some of the things to beavoided are listed below. This information can be used to develop powerful, effective andmutually acceptable communication strategies.

When communicating with Molly, DO NOT:

● Dismiss her work, ideas or opinions lightly.

● Show impatience with, or annoyance of, her calm exterior.

● Create a hostile environment devoid of feelings.

● Set unrealistic deadlines that restrict her quality outputs.

● Set deadlines you really believe cannot be reached.

● Fail to respect her need for occasional isolation.

● Forget to provide regular feedback.

● Question her loyalties or genuine interest.

● Ignore her personal values.

● Criticise without first acknowledging positive contributions.

● Pressure her or encroach on her free time.

● Discourage her participation by forcibly suppressing her viewpoint.

Personal Notes

Molly Owens


Possible Blind SpotsOur perceptions of self may be different to the perceptions others have of us. We project who weare onto the outside world through our “persona” and are not always aware of the effect our lessconscious behaviours have on others. These less conscious behaviours are termed “BlindSpots”. Highlight the important statements in this section of which you are unaware and test themfor validity by asking for feedback from friends or colleagues.

Molly’s possible Blind Spots:

Molly would do well to take a step back and try to see a situation more objectively beforereacting. She needs to work toward becoming more articulate and action-oriented. She would bebetter to speak up immediately when she feels that she is being taken advantage of.

A rather private nature may prevent Molly from asking questions. Encourage her to demonstrateher grasp of new ideas by slowing the pace of the interaction. Because of her strong desire forharmony, she can overlook her own needs and ignore real personal problems. She may exertpressure on others to do the “right thing“ from a moral standpoint - but the “right thing” comesfrom her perception. She could do better to become more assertive about her own needs andfully consider the implications of interactions with others. Molly may reflect longer than isnecessary before undertaking or beginning a project.

She has a tendency towards perfectionism which leads her to refine and polish her ideas to apoint where they may even fail to emerge. Because of her well developed tolerance of herselfand other people, Molly may appear detached and disinterested. By applying some objectivityand even scepticism to her analysis, she might become a better judge of others. She doesn'talways express her negative feelings and opinions about ideas or plans and this can misleadothers into thinking they have her agreement. Sometimes envious of others whose drive andenthusiasm seems greater than her own, Molly should worry less about what others might thinkof her.

Personal Notes

Molly Owens


Opposite TypeThe description in this section is based on Molly's opposite type on the Insights Wheel. Often, wehave most difficulty understanding and interacting with those whose preferences are different toour own. Recognising these characteristics can help in developing strategies for personal growthand enhanced interpersonal effectiveness.

Recognising your Opposite Type:

Molly’s opposite Insights type is the Director, Jung’s “Extraverted Thinking” type.

Directors are forceful, demanding, decisive people who tend to be strong individualists. They areforward looking, progressive and compete to attain goals. Molly will see them as headstrong andthey often have a wide range of interests. In solving problems they are logical and incisive. Mollymay well experience the Director as cold, blunt and over-bearing. Directors tend to be seen asself-centred and lacking in empathy and can be highly critical and fault finding when theirstandards are not met.

Directors may overstep boundaries and may be impatient and dissatisfied with routine work.They want freedom from control, supervision and details. Molly may see the Director asaggressive and tending to order people around, as they often rely on personal forcefulness andintimidation to achieve their aims. Directors are “take charge” types with very high control needs.They may not often cope well personally when things do not go as planned.

Molly sees Directors as having short fuses. When pushed the Director may become loud, rigidand domineering. The Director tends to be a focused, if somewhat disorganised, manager with atenacious drive towards the future.

The Director’s biggest drawbacks may be perceived by Molly as arrogance, impatience andinsensitivity to others’ feelings.

Personal Notes

Molly Owens


Opposite TypeCommunication with Molly's Opposite TypeWritten specifically for Molly, this section suggests some strategies she could use for effectiveinteraction with someone who is her opposite type on the Insights Wheel.

Molly Owens: How you can meet the needs of your Opposite Type:

● Provide facts and figures.

● Use humour in moderation.

● Keep it brief and to the point.

● Allow her to review the agenda.

● Be frank, earnest, decisive and confident.

● Understand her goals and objectives.

Molly Owens: When dealing with your opposite type DO NOT:

● Talk slowly, mumble or whisper.

● Underestimate her abilities to decide for herself.

● “Fudge” the issue or waffle.

● Tell her what to do or how to do it.

● Procrastinate, prevaricate or interrupt her.

● Argue or personalise the conversation.

Personal Notes

Molly Owens


Suggestions for DevelopmentInsights Discovery does not offer direct measures of skill, intelligence, education or training.However, listed below are some suggestions for Molly’s development. Identify the most importantareas which have not yet been addressed. These can then be incorporated into a personaldevelopment plan.

Molly may benefit from:

● Trusting her own decisions.

● Concentrating on producing action plans and a deadline for completion.

● Taking time out to dream about possibilities.

● Taking positive action to release her potential.

● Asking herself “what is the worst thing that can happen?” then being prepared to accept itshould it occur.

● Bouncing back, rather than withdrawing when she feels disappointed.

● Consciously fighting the negative “inner voice” that may prevent her from achieving her fullpotential.

● Bringing more variety of activity into her life.

● More confidence, sincere appreciation, job clarity and sympathetic management.

● Focus on her own needs rather than those of others.

Personal Notes

Molly Owens


The Insights Discovery® 72 Type Wheel

Conscious Wheel Position50: Helping Supporter (Accommodating)

Less Conscious Wheel Position10: Helping Supporter (Focused)

Molly Owens


The Insights Discovery® Colour Dynamics

Persona (Conscious) Preference Flow Persona (Less Conscious)

6

3

0

BLUE GREEN YELLOW RED

3.20 4.08 3.40 2.4453% 68% 57% 41%

100

50

0

50

100

20.6%

6

3

0

BLUE GREEN YELLOW RED

2.60 3.56 2.80 1.9243% 59% 47% 32%

Conscious

Less Conscious

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