Profiling People to Build Better Relationship
3.3 (9 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,559 students enrolled

Profiling People to Build Better Relationship

A Complete Guide to Profiling People without Handing out a Questionnaire
3.3 (9 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
1,559 students enrolled
Last updated 1/2016
English [Auto]
Current price: $20.99 Original price: $29.99 Discount: 30% off
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This course includes
  • 1 hour on-demand video
  • 1 article
  • 4 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • You will find out the image you convey to others, your personality style, how to figure out the personality of the other person whom you are dealing with, what makes people tick and how to create rapport to succeed in your job.
  • As a result, the participant will be able to: • Manage to get results through people • Forge much more effective work relationships • Better understand yourself
  • This relationship 101, so basically the participant won´t need any previous knowledge before joining this one.

We make a tremendous investment to get a college degree. However, in general, we don´t put any effort to be a well-rounded person, but would you be surprised to know that in the job market, learning how to manage people, how to get along with all sorts of different personalities is one of the most important skill you may acquire in your life? A recent national survey revealed that 80% of the people who are fired from their jobs were fired because they could not effectively relate to each other.

This course is about learning how to profile people with the intent of having far more productive relationships. If you are currently working or are about to enter the job market, this course is a must for you.

When learning how to profile people to build better relationships, you will:

  • Acquire skills to identify the different personalities and how they like to be treated.
  • Learn what makes people tick, i.e., what motivates people to do the things they do.
  • Learn to find the best career fit for your type of personality. And if you have a business of your own, how to hire the right person for the position.

But wait, there´s more!

You're investment will yield knowledge in the following areas:

  • Profiling without the need of having someone taking a psychological test.
  • Personal life. Of course our focus is business oriented, but what you will learn, certainly, will help you have a better relationship at home with your loved ones.
  • Conflict -- you will learn what to do when there is a conflict in your relationship.

This is a course that you won´t take just once, but many times to keep on improving your relationship skills.

Who this course is for:
  • Ideally students who are about to enter into the job market; although, anyone who needs to understand how to work with others and have better relationships, this workshop is very helpful.
Course content
Expand all 78 lectures 01:10:11
+ What image do you convey?
9 lectures 12:44

People may invest US$200 000 or more, and up to 20 years of your life pursuing education to a diploma that will help them get their foot in the door. Unfortunately, this accounts only 20% of their success.

Preview 00:55

80% of the people who are fired from their jobs not because they were not qualified. They were fired because they did not have human skills that are needed to hold their job . Thus, let´s do an about-face and value what matters in life.

Preview 00:46
1.Forge effective relationships.2.Grasp how people make decisions.3.Learn their preferred communication style. and 4. Have an idea of how they will perform on the job.
Preview 00:56

If people had their druthers, they would approach each personality the same way all the time. But in terms of personality, there is no "one size fits all" so to speak.

Preview 01:51

If the only tool you have is a hammer, you see everything as if it were a nail.

Preview 00:36

I am going to compare the study of the language of personality with studying Japanese. The same way in Japanese there are four different ways to address people based on their courtesy system, here we will also learn 4 different ways to address people based on their personality types.

Preview 01:08

The Johari window is used to get to know yourself and others better. It is a communication tool. It has four parts: (1) Things I know about myself (that others also know about me), (2) things others know about me, but that I am not aware of them (3) Things I know about me that other people don´t know (unless I tell them) and (4) things unknown to me and also unknown by others about me.

Preview 04:13

There is no way people can give you feedback unless you expose yourself. So first show what you can do. Then, and this is very important, give your ego a vacation and welcome feedback. That´s the fastest way to grow and improve your relationships.

Expose Yourself and Welcome Feedback

It´s vital for your career to create a positive professional image. In order to do this, you need to be aware of your own behavior, monitor how others perceive you, and if you suffer from any stereotype, you need to strive to build credibility while maintaining authenticity. For that, disclosing yourself strategically and asking for feedback is essential for proving your worth and legitimacy.

Conclusion of "What Image do You Convey?"
+ Find Out Your Personality Type
16 lectures 08:45

When you get to know your personality type, you begin to understand what makes you tick. That´s how you can harness the power of your personality to find a more meaningful career path, create a more enjoyable milieu where you work and develop the skills to overcome any possible conflict you may encounter.

Introduction to "Find Out Your Personality Type"

In this activity, you will have a chance to see four videos and choose whom you´d prefer to interact with.

Activity: Choose Whom You Prefer
Type A Personality - Andrew Wiles
1 page
Type B Personality - Brad
1 page
Type C Personality - Donald Trump
1 page

Discover what is your personality type filling out this questionnaire.

Positioning of Questionnaire: What is Your Personality Type?
Questionnaire: What is Your Personality Type?
4 pages

These are systematic, organized, industrious people. Because they ask a lot of question and are sometimes quite concerned about trivial details (which to them are vital), people may think of this type as persnickety, too fussy.

Questionnaire Result: Type A

They are easy going, empathetic, loving people. Because they are always eager to please, many people see them as being too complaisant.

Questionnaire Result: Type B

They are independent, decisive, pragmatic. Because they are not at all discreet, they say what they think, many times interpret this bluntness as being churlish.

Questionnaire Result: Type C

They are visionaries, bodacious, fun. But precisely because the limelight is the cynosure they walk by people tend to see this type as being a show-off.

Questionnaire Result: Type D

He heeds to details, very logical and introspective.

Debriefing: Andrew Wiles (Type A Personality)

Even though he is a programmer, we can see that he makes sure everything is copacetic by favoring team work, which may slow down the decision process, but people will always feel good around him.

Debriefing: Brad (Type B Personality)

Being a driver, Trump tends to be direct, have an authoritative handshake, and speak up what is in his mind. Being power-hungry, he takes charge. One thing you can´t accuse him of is of spontaneous desultory wanderings because this type is so focused that you won´t ever catch him “being lost.”

Debriefing: Donald Trump (Type C Personality)

Tony Robbins use lots of gestures, make eye and physical contact, employ a lively tone with pitch changes, and fill any possibility of silence. This type is interesting because they are both (1) people-centered, i.e., his way of being bespeaks a kindly heart, but at the same time, (2) they have a focus on the task also. The only no-no would be that the D type has a knack to fly off on a tangent.

Debriefing: Tony Robbins (Type D Personality)

You don´t need to be a fortune teller trying to scry the future. If you know your dominant personality style, you will understand how it influences the way you work, make decisions, communicate and perform.

Conclusion of "Find Out Your Personality Type"
+ Profiling Without a Questionnaire
9 lectures 06:47

You don´t need to seek succor from a psychologist in order to verify what kind of personality the other person has, much less to pass out a questionnaire and pencil. Here we will see how to profile someone just by a practical tool.

Introduction to "Profiling Without a Questionnaire"

Assertiveness is acting confidently when you make a request, express your opinion, tell others what to do or make a decision. In other words, assertiveness is how you influence others.

The Definition of Assetiveness

Responsiveness is the ability to react quickly. It can be something physical like when you drive a sports car – the more responsive it is, the more fun it is to drive. We use the term in the sense of responding with emotion or not. In a general sense, responsiveness is a measure of how much someone cares

The Definition of Responsiveness

The spectrum for the Assertiveness axis goes from "asking" stance all the way to the "telling" stance.

The Spectrum of The Assertiveness Axis

The spectrum of the responsiveness axis goes from "task-oriented" focus to "people-oriented" focus.

The Spectrum of The Responsiveness Axis

If you want to be less assertive, you have to ask more, give more support, analyze the risks and make decisions slower. The opposite if you want to be more assertive, i.e., don´t be afraid to tell like it is, take charge, be more competitive, be sharper and to the point.

Moving on The Assertiveness Axis
If you want to be less responsive, try a more professional demeanor rather than a friendly one. Keep your eyes on the prize, that is, show you care about the results. If you want to be more responsive, develop your natural flair. You don´t tell, but you ask. Show you care.
Moving on The Responsiveness Axis
The 4 Personality Types

First, you profile the demeanor. How assertive is this person? Once you know that then you focus on the second component, i.e., on content. Notice how responsive this person is -- Does he have savoir-faire or he only cares about results? In other words, is he task-oriented or people oriented? From here we get the four types:

Personality type A - Task-focused, low assertiveness

Personality type B - People-focused, low assertiveness

Personalty type C - Results-oriented, high assertiveness

Personality type D - Results-oriented, high assertiveness

Conclusion of "Profiling Without a Questionnaire"
+ Psychological Drivers of Each Personality Type
20 lectures 15:07

The psychological drivers is what make people tick.

Introduction to "Psychological Drivers of Each Personality Type"

As the name implies, extrinsic reward is something that comes from the outside. It is often said, “It is the details that make the difference”. Here we are not talking necessarily about physical tokens of appreciation such as when your boss decides to foot the bill. We are talking more about a gesture of appreciation from others. Do you agree that you can find a firm on nearly every street corner of this country? Now, what is it that makes it stand out from the rest? Why do you like your company? Whatever the reply is, basically, it is the extrinsic rewards.

1st Psychological Driver: Extrinsic Reward

Have you seen a person who is constantly busy yet willing to go the extra mile to do things? This dude's is really gung-ho about his job, a true go getter, one crackerjack of an employee. What can account for this attitude? Intrinsic rewards. Intrinsic reward is defined as doing something for the fun of it – for its own challenge.

2nd Psychological Driver: Intrinsic Reward

Can you identify the feeling when friends come to you to help them set up their brand new Wi-Fi router? And you actually help them? You feel a true sense of satisfaction, pride, and artistry in how well you handled the challenge. After all, you´re the wizard. That´s what type A personality loves to feel – a sense of competence.

Intrinsic Reward - Analyticals (Sense of Competence)

In Leviticus 19:34, it says, “the foreigner residing among you must be treated as your native-born. Love them as yourself…” the idea behind this concept is that of generating a sense of belonging. People who have type B personality almost naturally create an environment where people are willing to help each other; they celebrate accomplished milestones and make the people really feel part of the team. This is sense of belonging in action.

Intrinsic Reward - Bon Type (Sense of Belonging)

People at certain times in their lives experiment this sense of power. Do you remember when you were, say, 19 and you believed you could conquer the world? You felt free to choose where you want to go, how you were going to accomplish the task. In terms of job position, a person who has this sense of power, feel the freedom to make his own decisions, people give him access to relevant company information. In other word, he has a feeling that he literally has the power in his hands to make things happen.

Intrinsic Reward - Constructor Type (Sense of Power)

The type D personality has a hankering for a sense of meaningfulness. They have a hard time to do things are repetitive or menial jobs. When you hire this type, remember that they need will thrive if they can do things with passion. For instance, they need to know that they making the difference. In other words, they need to feel that they have an opportunity to accomplish something of real value. They feel that they are on a path that is worth their time and energy, when they can clearly see or feel this sense of purpose or direction.

Intrinsic Reward - Datashow (Sense of Meaningfulness)

To capitalize on the strength of our personality to find the best career fit. Specifically, the task-oriented focus of Analyticals has to do with anything that helps them to show their competence. In a company, that could be improving things, reducing costs or guaranteeing quality standards.

Task-Oriented Focus - Analyticals

The people-oriented focus of the bon type has to do with will do anything that is in sync with their own nature, meaning that they will go out of their way to make people feel welcomed by involving others in the decision-making process.

Task-Oriented Focus - Bon Type

Since Constructors have a strong sense of Power, their task-oriented focus translates into having them always in charge of the situation and creating a sense of urgency.

Task-Oriented Focus - Constructor Type

The Datashow or expressive types have a strong sense of meaningfulness so they will want to participate in the design of the company´s vision, and whenever appropriate, they want to receive personal recognition for a job well-done.

Task-Oriented Focus - Datashow Type

A strong belief that something will happen or be the case in the future. It is the person´s desire and wishes.

3rd Psychological Driver: Expectation

This psychological driver influences in a negative manner the way the person acts. Angst implies a feeling of dread, anxiety, or anguish.

4th Psychological Driver: Angst

Sleeping with your boots on if you are not a cowboy is not normal. This type of quirk has nothing to do with personality; rather, it has to do with the person. Everyone has his or her idiosyncrasies.

5th Psychological Driver: Eccentricity

Value adding in terms of relationship is making the other feel comfortable talking to you, being emotionally involved or at least connected in some way. May be a courtesy (doing something), or being sensitive (not doing something that may annoy the other).

6th Psychological Driver: Value Adding

The Analytical who is rational by nature will focus on the how when making a decision. The Bon type who is people-centered, i.e., who is relational want to understand the why. The Constructor who is the most pragmatic type is concerned about the what. Finally, the Datashow or the intuitive type has as the major concern with the who and if.

7th Psychological Driver: Decision Making Style

For practice now, we will see a short video of Zach portraying all the four personality types now.

Positioning: Zach Portraying The 4 Personality Types

Determine the sequence of all personality types.

Zach Portraying The 4 Personality Types

We are not strictly A, B, C, or D. Just like life, things are not black and white, but there are shades of gray. Nevertheless, it is given that the substantial majority of us has a preferred, natural personality type that appears strongest when we are either under stress or when no one is looking.

Debriefing: Zach Portraying The 4 Personality Types

If you know what drives people, what they want, how they expect to be treated, for sure, you have the tools to accomplish things through people.

Conclusion of "Psychological Drivers of Each Personality Type"
+ Career Fit and Success
17 lectures 11:31

A critical success factor is to do what you are.

Introduction of "Career Fit and Success"

Mathematicians need to be methodical, organized and logical in their approach. Are you organized, systematic?

Professions of Analyticals - Mathematicians

Statistician need to be careful, attentive to details, good at sizing up and diagnosing problems. How good are you at that?

Professions of Analyticals - Statistician

Forensic accountants are good at locating missing funds, finding traces of embezzlement. They are asker by nature – a perfect skill for a meticulous job See if these characteristics fit your personality style.

Professions of Analyticals - Forensic Accountants

Chemists & Physicists do require problem-solving and scientific reasoning skills.

Professions of Analyticals - Chemists and Physicists
Professions of Analyticals - Physicians and Engineers

I could mention many other professions that require analytical skills such as aerospace engineer, detective, lawyer, meteorologist etc. To see if there is a career fit, do a soul searching and see if you like to follow systematic procedures because they are a perfect fit for analyticals.

Conclusion of Career Choices of Analytical Thinkers

Doctors, nurses, social worker or anyone who cares for the well-being of others.

Professions of The Bon Type - Doctors, Nurses, Social Workers, etc...

Teachers or anyone who delights helping kids with their education, clergyperson who has got a natural inclination to care and love the people he or she serves, are a great fit for the Bon type.

Professions of The Bon Type - Teachers, Clergyperson...

Psychologists and Human Resources personnel or anyone who has a natural inclination to deal with people or manage them.

Professions of The Bon Type - Psychologists, HR Personnel...

The best candidates for the Bon type natural fit are people who are particularly good listeners, have a knack for mediation, prefer making decision by consensus, are inclined to be team players and spontaneously care about others.

Conclusion of Careers Choices of The Bon Type

You find constructors in position of power.

What About Constructors?

In the Government, you find constructors being the Armed Forces General, Navy Admiral, Air Force Marshal,Chief of Police. They are drivers. power hungry. In the private sector, constructors tend to be in leadership roles such as the President, vice-president, Director.

Professions of Constructors - Public/Private Positions of Power

If you are the type that assume risks, want results “now”, does not tolerate mediocrity and tends to put pressure to reach results, taking on a leader type of role is for you.

Conclusion of Career Choices of The Constructor Type

Any profession that requires the power of oratory.

What About Datashow Type?

Careers like these: comedian, actor, MC (Master of Ceremony), key note speaker -- all of them are a perfect fit for a type D personality.

Conclusion of Career Choices of The Data Show

If you hire the wrong people, you waste of time, money and energy. If you get fired from your job, it´s a traumatic experience. If you stay in a job you hate, this is a serious risk to your health. It can lead to burnout, lowered self-esteem, anxiety, and depression. The point is most of us will spend 100 000 hours working to make a living – so let´s make it count.

Conclusion of "Career Fit and Success"
+ The H..E.A.R.T. Principle
7 lectures 08:19
Introduction to "The H.E.A.R.T Principle"
The H.E.A.R.T Principle - Hear What the Other Has to Say

Even if you disagree, avoid the urge to make others wrong.

The H.E.A.R.T Principle - Even if You Disagree...

If you look at someone who you may be having an argument and somehow you cannot see any talent, anything you admire to praise his or her greatness do this: Imagine you are in an interstellar voyage millions of miles of empty space and harsh worlds. You´re all alone. How would you feel if you saw a human being? Appreciate them for being a fellow human. Acknowledge his greatness.

The H.E.A.R.T Principle - Acknowledge His Greatness

Remember his loving intention means before you criticize make sure you understand what was the reason that mobilized this person to do what they did. A lot of the time, they did not foresee the consequence of what they are doing, and, believe it or not, they were trying to help. So look for their loving intention.

The H.E.A.R.T Principle - Remember His Loving Intention
The H.E.A.R.T Principle - Tell The Truth With Compassion

I will wrap-up this section with a saying by Mandela:

“If you talk to a man in a language he understands, that goes to his head.

If you talk to him in his language, that goes to his heart.”

Conclusion of "The H.E.A.R.T Principle"