EP 78 Emergenetics

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The founders combined the words emerge and genetics because that's what's rifted in the profile. So what we're measuring are patterns of thinking and behaving that are both a combination of your genetic blueprint and life experience combined. So it's that nature and nurture aspect of who we are.

Hey friends, thank you for listening to the All Things Good for you podcast. Join us as we explore ancient traditions, modern tools and practices in the world of health, wellness and personal development. I'm Amy Christensen, your host and your curated mind coach.

And I'm your co host Brian Bowen, founder of Integrative Health Inc. And Better Human Company High Performance Coaching. Are you ready to take control of your life and start feeling enthusiastic, empowered and limitless Each and every day for a life well lived, let your curiosity flow with all things good for you. Happy afternoon, Amy. We usually talk on Sundays. It's Monday today and it's afternoon.

It is Monday and it is a happy afternoon. I hope everybody's holding on to themselves in Colorado because the last few days have been de windy. Like I'm blown all over the place. I went skiing and then hiking after a ski yesterday and it was significant.

Skiing and hiking in one day is pretty significant. That was mine was spent in the hammock and in the yard. So good. Good for you for kicking butt.

I yeah, we're rapid ski season so I've got maybe one more day and so they're short. Toby goes with me and then when we stop he get he likes to hang out in the car cause he knows he's going to get to go and so I just try to reward him and let him run. And we just hiked up the Continental Divide a little ways yesterday. But we would have gone farther but it was quite. I was leaning in and it was quite funny. Anyway, we had a great time. It was a beautiful Sunday and here we are on Monday doing our podcast. But yeah, I like that we switch it up and flip it around. I like that we have like general schedules and they're not hard schedules. Like sometimes we do it on Sundays, sometimes we do it on Monday. We usually check in a week or two before because you know me I don't like super hard rigid rules. And I've learned this about myself and I built my life around it and it works really well for me.

Speaks to maybe some of your personality, maybe structural. Are you what you're probably sitting around 30% structural. Do you have a personality test on you?

I suppose it depends on the personality test because there's so many. But some of them are more interesting and applicable than others.

I feel like.

Yeah, yeah, we're hinting at something here.

We are hinting a little bit. I love just in case you pick up a hint. First of all things good for you. We're always trying to explore and to find opportunities of awareness and mindfulness and growth and how can we improve our lives? How can we move forward. One of the things that's out there is a personality test or some self reported psychometric assessments which I love to say that because it makes me feel very sophisticated. A self reported reported psychometric estimates and again personality tests. I feel like there's much more. That's why I like the self reported psychometric assessments. But we're going to ask our expert today. But just to drop a couple.

Nay, no.

There's so many out there but people are really familiar with the Myers Briggs and the Enneagrams. I got a list of about 50 on here that I've never heard of but I know one I is one called Hemorrhagenetics. Having such a hard time saying that.

I got it. I got it. I love that.

Yes.

And we have a special guest on today who is a superstar at this and I got to do my self assessment, my psychometric assessment and she spent time with me going over this and literally she was so spot on. But I found opportunities in it. So we just wanted to bring her on and dive into this a little bit as another opportunity for people to again have some self awareness and personal growth, personal development.

Yay. I love that. I like like quizzes and insight into personalities and ways we do things and what tools we can utilize to figure out a little bit more insight into why we do what we do and how we can utilize the things that we have natural to us to our benefit. Because I we're all a little different. I'm probably a little more different than a lot of people which I will embrace that.

No, I think good that you're embracing.

Hey, go with the weird. I like it. But I do think like looking at things like understanding different aspects of your personality or the way you prefer to operate, what makes you comfortable, what makes you thrive just helps you live your life in a better way, whether it's work or personal life. So I'm excited for our conversation today. Do you miss Sharon Taylor? Would you we. Brian, would you like to give her any other accolades before we bring her in?

Yes, literally. So Sharon is so freaking sweet for loss. She's makes my top 10 sweet list. But she is just, you can tell she's really passionate about this in her life and she has a, I'm going to let her share her background because you know, she's, she has a lot of depth to her but having that conversation with her about this, the way she pulls it together and is able to articulate it blew my mind. And so that's why I was super excited to have her as a guest. So with no further ado, Sharon Taylor, welcome.

Thank you, Brian and Amy, I am thrilled to be here and have this opportunity to talk about this talk with the both of you and just a little bit about myself. I'm the director of Quality for Learning and Development at Emergenetics International and what that means is that while I lead workshops and other events like that, I'm also responsible for helping people become associates. So training people in how to use this tool and then I'm also on the content development team. I've been doing this work now for 15 years and sometimes people I think find it more interesting to know that prior to coming to Emergenetics 15 years ago, I worked in an organization where we use this tool as part of our team interaction. So I know firsthand the power that it can lend to team engagement and just overall interaction with individuals. So that's a little bit about myself.

So you use this. So this is good for like just for an individual person but also in organizations, corporate structures, leadership. If you could tell me more about, about some of the benefits and go with it.

Sure. Yes, the individuals complete the M assessment. As Brian mentioned, we're a self reported psychometric which people respond to a questionnaire and from that then they get a one page profile report. Now part of the, one of the objectives of the founders is that they wanted a tool that allow people to get information about themselves in a single page. But more than just that, self awareness, they wanted people to understand how to apply it to improve their interaction with others. And essentially what people get when they complete the emergent ethics questionnaire is a report that identifies their preferences in seven attributes or thinking and tree behaviors. And I do like to say a couple things about the name Merge Genetics just because it's Such an unusual word. And actually it's a coined term. The founders combined the words emerge and genetics because that's what's rifted in the profile. So what we're measuring are patterns of thinking and behaving that are both a combination of your genetic blueprint and life experiences provide. So it's that nature and nurture aspect of who we are.

I love that. Yeah. There's a. I have highlighted here where it decodes the intersection of nature and nurture. Phenomenal.

I love that. Yes. Yeah. And would you like me to just walk through the elements of the profile? Would that be helpful?

Yeah, if you don't mind. I do have one quick question, if you don't mind. Just because when some people take these. It's interesting because even when I was talking about personality, like it's a personality, but there's way, way more than that. But some people, as you're going through this, some people think that I am who I am. So they take a personality test. They're like, oh that makes sense and that's who I am. And but the idea of this is you get a sense of the way you behave, act, think or why and you're trying to find that not necessarily where's the why but how can you find opportunities? How can you strengthen certain areas to. To improve on certain areas? So it's very much, yes, I'm changed, yes, I can change the way I think, yes I can. And so it's not static and it's moving if you tap into that. And what's the difference between if I say a personality test versus a psychometric assessment?

There are any number of personality tests and some of them are linked to how they were developed. Just it might be helpful for people to know that we're pretty proud of our science. So we make the technical report available to anyone who wants to dig into the actual numbers and those are available on the emergenetics.com website. But what this is doing is when people are responding to these questions and they also another key point is they respond to the Likert scale of between 1 to 7, meaning 7 is most like me and 1 is least like me. So it's not either or voice forced choice assessment. So that allows for some recognition of I'm sometimes like this or sometimes I'm not. And then that yields this report that says okay, these.

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Attributes that are in preference, that's the comfort zone and that's how I typically navigate my world. So why does that matter? Once I understand that these, this is my comfort zone, then I can begin to recognize areas that may seem a little challenging to me or even other individuals who are challenging to me. And I begin to recognize different ways of perspective taking. So when I know about myself, then often we talk about preferences. There's also the attributes that are not in preference. And often the people who are most challenging to us are the ones who have preferences and attributes that we don't. And so brushing up against one another in ways that sometimes as humans, we like to make up stories about why people are doing the things they're doing when likely they're coming from their preferences. And when there's those differences, we can brush up against one another in way that can be difficult or seen as challenging. But once I have this information both about myself and then perhaps if, of course, if I can get somebody else's profile, that's even better. But then I can begin to say, oh, maybe they're not doing that action to annoy me. Maybe it's just that's their comfort zone. And so when I begin to connect with others that have preferences that I don't have, if we can see one another in terms of the value that we bring to the table because of that, then now all of a sudden I am valuing what they have to contribute because generally those things are more challenging for me. So we're getting the best on each other. And when we can do that, then of course we're going to get some great outcomes.

Isla, Sorry, go ahead.

Amy.

No, yeah, go ahead. I like all my curiosity on the, and I know we're going to get into the details about that, all the quiz and everything and the details about the different aspects of it. My question on a lot of these, like Myers Briggs and Disc and Enneagram, how often do you recommend for people or organization if they're having their employees take these, how often do you recommend people take the quiz? Because I feel or do that does, is it necessary? Are we always the same or do we not change? Because I definitely feel like I've shifted from when I took my Myers Briggs years ago.

Our test retest validation is really strong. And generally speaking, no matter how many times you take the questionnaire, Your profile will remain the same. However, there are three conditions in which they may shift conscious effort. Now if someone yeah we're humans we can make some changes if we want to. However because we're measuring both genetic blueprint and life experiences to make any significant change in your profile means you're creating new neural pathways and that takes a lot of effort and consistent effort to make that happen. Do people do it so yes and but it takes a lot of work just adding then a significant life event may cause a shift and that significant life event could be anything from something joyous somebody's getting married or maybe they're having a baby or even something tragic they've experienced. But what's interesting in our data is that 18 months to 24 months post that event the profile tends to go back to what it was pre the event we like to describe stretching out a rubber band so when you think about how you stretch out a rubber band and when you release one end of that stretched out rubber band it resumes its original shape. So we've had some individuals who've gone through really experiences directly just significant global experiences and it's remained true while their profile changed following that experience it didn't stick it resumed its original shape. And then the third reason someone's profile may change is if they're using and abusing alcohol or drugs or any of those kinds of things which then affects everyone's whole life let all their virgin.

Profile yeah and I do you feel like age they did it really shows the same because I I definitely feel like it's an area that I would have said in my 20s I would let I when you talk get into talking about the details I would have led very heavily with that much more than I do today. So as far as time length they do do people typically change their focal point I guess that would be similar to in a life event but it was not like a major impact at a moment it's time to shift looking.

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To individuals whose profile has changed from because I've worked with tons of individuals as you I exactly when I when people show me profiles where their first one was one way and then they had Another one. Every single time when there's been a change, they've been able to tell me what was going on in their lives that now they have this change. And then part of it too is sometimes when people are new to an organization, we've had this too where people have responded to the questionnaire in the they think the company perceives them or wants them to be, not necessarily who they really are themselves. When you know that usually oftentimes come up comes up in our workshop and then I'll get pulled aside and they'll sell. This really isn't my profile. I took it based on what I thought the company wanted from me. But now that I understand what we're really doing, could I take this again and I'll answer it truthfully? So that lends us back to, to that self reported aspect of the tool because people are responding ideally as they actually perceive themselves. Because we want just a top of mind response, not anything that people. You've both taken the questionnaire. So it's the kind of questions and we just want an immediate top of mind response. Yeah.

Yeah. Do you find you work with people individually or more in a corporate group setting?

Both. Yeah.

Okay.

Yeah.

I think I can see the value of not just the self understanding and seeing your traits and how you can behave and think and feel and all that, but I think to, to you going through this yourself and some things going back to what you were saying earlier about how you can bump up against somebody. I think we always, you know, want to encourage people to be more passionate towards others because we don't even, we don't know or we're so quick to judge or whatever. But having the insights of doing something like this for yourself is so great because I think it helps give you the insights and understanding of maybe you don't understand exactly where they are but you have compassion to understand that they're in their own, they have their own profile, they have their own this. And I think that's amazing. And I also think on a joking note that this should be a dating app.

Yeah, we've had, I, we've had people do, I'm telling you, they've brought in their significant other or they've known people that they know. I want my boyfriend to do this or I have a girlfriend to do this and have talked to couples. I've actually done this as well. And, and there it's such an aha that comes from that experience just because then people are recognizing that their partner, whoever that is, is just behaving who they are. And then now we have a new language with which to address it. So now it's not because like I said, all the stories we make up about people because they, someone can say maybe, maybe one's partner has a lot of structure on their profile and they want the details, they want a plan, they want all those things. Now they can say, my greed, my structural is eating this. So now, okay, we can sit down and have this conversation around planning and getting really into the nitty gritty that structural likes, that attribute likes and is energizing for someone with that preference in their profile.

My wife and I were doing some projects and she. Her structural number would be really far up. 70, 75, 80.

Yeah, lucky for you, Brian.

But so I'm. I smarted him during a conversation. She's working this out, like on this, on paper, and she's doing all this stuff. And in my mind I'm like, it's the exact same. You're drawing the same thing. But she still had them. And this is in my mind, of course.

Right.

And I'm like, I just don't say anything and be patient and just listen because she has to work this out. Like I literally caught myself to honor her process, she has to work this out. So that's pretty, pretty funny.

That's a great example.

There is a powerful sentence in some of the stuff you sent over a little bit about just educating us a little bit. And it says, knowledge of one's profile can influence potential impact gaps. I would love to understand a little bit more about when you say intent impact gaps.

Yes, the intent impact model, which is really attributed to Eric Ng from University of California, Berkeley, but essentially what it says is that our intentions are not always realized in the impact that they have on others. And so once we can understand that I am coming from my own profile, but that doesn't mean that the person receiving the information or directions or whatever it is that I'm offering is going to be received in the same way from somebody else because they could have a different profile and there, that means that they could have a negative impact, especially if their profile is maybe opposite of mine. Part of what we include in some of our workshops is this information about potential intent impact gaps. So once I begin to recognize, oh, I need to account for providing the kinds of information that attributes that I don't have in preference required. So once I can attend to those, then I am better able to give information or directions or whatever it is I'm working on with somebody else in a way that they can receive it and hear it. And that ability to do that then begins to shrink any potential intent impact gaps. Because really what we're striving for is the alignment between intent and impact. And when we can align those two, then of course we're going to get optimal outcome, optimal communication, engagement, Everyone is involved and included. And so that's really a powerful aspect for people to understand, both when they look at their own profile and then the profile of others, because now they can attend to the needs of the others. We're also at immersionetics. We're great proponents of the platinum rule. Everybody knows the golden rule, treat others the way I want to be treated. But the platinum rule is treat others the way they want to be treated. And the only way we can do that is to begin to understand it and recognize the others and attending to their needs as well.

That's such a valuable. There are a couple of other things that I'm thinking of with this, but.

I think.

The way that this one approaches is one, it is very simplistic, and it's not simplistic. I think it's pretty complex, but it's streamlined. But I like the way that you go from the two major areas of thinking and behavior, and then underneath those are your seven categories. Right. So what was this? Four under thinking and three under behavior.

Yes. Yes. Yeah. If I can take a minute just to describe the profile, There are seven attributes that comprise the emergent ethics profile. Four, thinking and three behaviors. And the thinking attributes are analytical, structural, social, and conceptual. The behaviors we're measuring are expressiveness, assertiveness, and flexibility. So the way the profile appears is that in the lower half of the page, you receive percentile results. These are results that compare you to others. And however, with the behaviors at the bottom of the page, that whichever third the percentile, and that's also your preference in emergenetics, and in emergenetics, language preference is simply the sweet spot. This is what's most comfortable for me as I navigate my world. And then as we go up the page, we show that the percentiles for or thinking attributes. And again, that's how I compare to others. However, we show the preferences of the thinking attributes in a pie, which is at the top of the page. And so while the percentile bars say, here's how I compare to others, pie says here's what's going on within me. And in that part of the profile, A score of 23% or greater identifies a preference. And so that that's pretty easy to see. It's simply a summary of the percentile. That's how we get those percentages. And then also there's a big purple band that encircles the pie at the top of the page. And while there's no calculation tied to that purple band, it's really our way of reminding people that what we observe in other terms are the behaviors typically. Now those are usually fairly easy to identify. When we're interacting with others the thinking is much more interior. And so that's also a big caution because sometimes we may be observing a behavior and think someone has a thinking preference and they may or may not because of that. So while again going back to our science, While there are 50 different profile types, there are 405 possible combinations, which is one of the things I love about emergenetics because you really cannot stereotype because the individual results will vary even if we have similar profile types.

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I love it. When you going back when we're talking about the way people behave, you start to assume I. I'm gonna use the word assume how people think because I feel like this is one area where there's a big breakdown with communication as assumptions. And this kind of explains. This kind of explains a lot really. And I feel like you have to be somewhat emotional and have a decent emotional IQ or work on your emotional IQ to really put this into play a little bit too. I could be completely wrong with that.

Yeah. Yeah. So having that self awareness is a big part of this too. And sometimes people are informed about themselves. I've encountered individuals for who have never completed any sort of self assessment and this is their first one. So for them. Oh wow, look at this. This is me. I feed myself.

When people go and take this assessment online it's a hundred questions. Right. It's the same thing that Brian and I both took.

Right.

So it. And it was fairly quick. It wasn't like there were super detailed questions like tell me about a time when you failed da da da. Wasn't one of those torturous interview questions.

It's quick.

So it did not take very long. And one of my big problems. And you already covered how this helps the seven in there. I, I'M When I take these types of quizzes, I'm always like, it depends. Depends on the scenario, depends on the person, depends on did I have coffee that day? But that, that definitely helps to do it. So I think if anybody's listening and they're interested in taking it, and one, if they're listening to this podcast, are probably slightly interested in self development, they might be open to going and taking a quiz or a profile and assessment. But encouraging people to just jump in there, it's not super technical. It's not. Doesn't take a whole lot of time. And the detailed profile report that comes back is really fantastic. I'm intrigued, I'm having fun. And I'm really curious to know I'm really curious to know what Brian's is and mine, how they overlap. They're both low on the structural, I can tell you that, which is not surprising considering what we both do.

But let's share on air. So let's see. Analytical. Say the numbers at the same time, right? Analytical. 19.

49.

49. Structural.

What'd you get?

10.

18. Social. What'd you get?

57.

63. Conceptual.

49.

64. Expressiveness.

57.

71. Assertiveness.

51.

51. Flexibility.

45.

57. I think what was our biggest difference would be what was it? The analytical.

Yeah.

49.

Yeah. I'm 19. It makes it. When I look at that, it makes me feel like I just don't think. I don't need structure and I don't need to analyze anything. I just need to chat with people and think of ideas. Oh, actually when I was talking to Sharon, she really. We had a really good conversation around this, which I wish I had recorded because I feel like I want to go back to it, but you had mentioned something about I was a divergent thinker. Or can you tell us? Because I know Divergent from the movie Hunger Games and they were, I feel like they were a good group. They survived. I think there's an actual movie about.

That'S called Divergent as well, I think.

Yeah.

So can you tell me a little bit about what you were mentioning as it relates to the profile?

Yes. While we walk through all seven of the attributes to help people understand the various attributes, really what happens as combinations of thought. And so for Brian, your preferences are social and conceptual. And we call profile types that have preferences like yours, a divergent profile as compared to someone who has analytical and structural preferences. Their profile type would be called convergent and with convergence, a divergent profile. The tendencies are that you use intuition for a lot of things, both aligned with people and ideas. You're open to receiving information from anywhere, from people, from the ethers, from any kinds of thing that you may come across that connects. You connect dots in ways that other people may not recognize just because, particularly because of the conceptual. And so that's typically a divergent profile. Then says, okay, let's look at what we have now. And then how can we make that different or better or more unique or unusual? How can it benefit people even better? So you're connecting both the ideas and the people in ways that, that are not generally seen as let's collect data, let's. That's not the way. That's not where you're going to go first. Now does that say you can't do the data or the details? Absolutely you can. It's just that it's going to take more energy from you when you're doing it in more what I would say traditionally seen methods, if that makes sense.

Oh yeah. And that's so spot off. Give me a PI report. And that's not my friend. It's like, I'm like, okay, I got it. I gotta do the analytics and break down these. And so for years, literally for years, it's. I have to like, I've been working harder to make sure I put some processes in place to at least give some attention to some of these analytical things that have important in business and strategy and then structural for sure feel restricted by that. I need my playground. I need the creative. I need to not be told exactly how to do it.

Yeah.

Yep.

Yeah.

I like part of the report. It says thinking without boundaries. And I understand that you're talking about boundaries as far as that. Emergent. Emerge Enix.

The keys to say really fast. When Sharon says it, she says it really fast.

Emergent.

Yeah. Yes.

That I get it. That it's not bound by countries. That's the boundary. But for me, when I read that thinking without boundaries, I'm like, yes, that is so exciting. I love the let's go buy. But that I like that it. I enjoy just the personality things and finding out more about yourself. But I do have questions about it and like what? Okay, we look. If you look at Brian and you look at I and or look at mine and you are in a, I don't know, an area where you're trying to help a company develop. Do you look at the different personalities and things and go. You have this person in this type of role and that's probably why they're really struggling here. Do you. Is that kind of where you might take that within a company or a corporation?

Not in alignment with roles. And that brings up a really good point between preference versus ability. Because preference says here's where I'm most comfortable and here's how I like to navigate my world with aligned with ability. We it just because I have a might have a preference in analytical doesn't mean I'm going to be great at accounting. I could be awful at it. We don't align the profile to any particular role. What the profile says is this is how I will accomplish this. Because anybody can do any, any task or job that they want to do, but how they do it is going to vary. One story that I like to share. I was working with a team and this group of people actually were rocket scientists. And the leader of the group that had brought us in, this was a point when we would share profiles after people learned the basics. So his colleagues, his team did not know his profile. And when it came time to reveal the big reveal of everyone's profile, everyone's sharing, the rest of his team got to see that he was a youth modal conceptual. What that means is that he had one attribute in preference and that was the conceptual attribute. Now, amongst a bunch of rocket engineers, that was a huge aha for them. And this individual was extremely successful all of his career. Everything was engineering, his education career. Very successful in this organization. But what the rest of the team got to recognize was that they said, oh, now we get it. Now we understand why you say the things you do and why you ask the kinds of questions that you do because they're going to be very different than someone with other attributes and preference. And yet he was as successful and more so than Nitani others in the organization. How he reached that his success was different than somebody with a different profile. Just then they would do the work in a way that aligned with their profiles.

That's so cool. I don't understand how do you detach from not just looking? And I can't imagine like Elon Musk, you're watching him give a thing and you're just like, he's this. Do you. Are you like, can you just see it with everybody really clear?

I will tell you that once you understand this, you do start looking at people through an entirely different, different lens. And my colleagues here, whenever we go places as a team, oh, there's always, okay, we think that person, yes, you do start to look at world through an entirely different lens. Once you understand this and then also once you understand this and also it's. I feel for me, it allows me to cut some slack for people just a little more understanding and have a little different awareness about how people are showing up.

Yeah, I think that's awesome. Can you. Do you have Amy's in front of you? Could you tell us a little bit about hers?

Yeah.

Let's get a little breakdown here.

It depends, Brian.

If Amy happens to have what we refer to as a committee break, looking.

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Because she has three attributes in preference, thinking attributes, analytical, social and conceptual. And when we talk about committee brains, because when individuals have three or even four of the thinking, attribute and preference, they generally tell us that the committee in the brain is always in session.

I agree with that.

How did you know there were so many brains or voices in my brain?

Yes. Because anything that's being considered, every one of those attributes and preference wants to weigh in. And sometimes they argue with one another. I would suggest that maybe some. I would suggest there's probably a lot of chatter going on. But benefit of trimodals, particularly to a team, is that they tend to be team facilitators and translators because they resonate to more viewpoints. Often if a team is stuck, it's usually the tri, modal or quadrimodal who's able to maybe throw out an idea or ask a question or something that gets the team rolling again. And then when it comes to the behaviors, definitely it depends. It's a is the word. Because with expressiveness, Amy is third expressive. What that means is there's the tendency to process externally. I like to say the neuron fires out the mouth. That comes.

Yeah, I am the monkey with the hand over the mouth. That is one of my by logos.

And then with assertiveness and flexibility. Amy is in that independence group. And you are too, Brian. So anyone with results in the second third, we call that the independence group because individuals in the second third for any of the three behaviors tend to flex to either the third or the first third, depending on the situation. So often people will come into a situation and they're what's really needed here and then flex one way or the other based on what the situation calls for yeah.

Hell yeah.

And neither one of us like to follow the rules or rigid lines and dictating what we have to do.

When in the think profile part. Originally when I was looking at this, I was looking at my social and conceptual strong. And then my analytical and structural is on. I'm not saying weak, but it's on the lower side of things. So in my brain I was like, oh, so I need to put my energy on bringing those up because ideally I was thinking if these were all 50, 50, 50%, then I would be a much more balanced human being. But what I just heard you say is I'm going to go mad.

Right?

Because I'm gonna, I'm gonna have all this arguing in my brain.

Yeah. I usually tell people a quadruple is not your goal. Right.

That's good than ever because I was literally like, I'm gonna stop trying so hard.

And I think that analytical one is that Amy G. That I talked to on a regular basis. And Sharon, you probably haven't heard where we talk about just that space. I call my doubter, my fear space. The one who starts to think too much and get in my way. I call her Amy G for the amygdala. And I talk with her and like Amy G. Calm down. Or if you do this before, it'll be okay.

Yes. Because analytical tends to be the natural skeptic. Yes, indeed.

Yep, that's good.

Okay. Do you. What about. Do you mind sharing what yours sharing what your profile is?

My profile is an abstract profile. And what that means is I have preferences in analytical and conceptual. And then my behaviors are in expressiveness, the second third, assertiveness, the second third, and with flexibility. I'm in the first third.

Okay. I don't know what all that means.

Wait, we might have to review that.

I've not. My, my emotional IQ is not there being able to interpret all that. So tell me, so you're strong and analytical and conceptual. Your preferences. How does that, how does a person show up?

Your math abstract profile type 2, view the landscape at that 37 foot viewpoint. So we like to look at the broad spectrum of things and details are not what we're interested in. Generally speaking, the motto for that profile is I see the forest and want others to count the trees. Generally abstract profiles like to deal with systems and finding ways to automate different activities. And how can we become more efficient in a exciting, interesting way and generally like to solve problems through both a combination of data that supports the great new ideas. So that gives you a little bit of sense of an abstract.

See how good she is. You're so good. I like the way you just articulate this. You're so good. When you say profiles, I know earlier you said there's 400 and something combinations, but is that profiles or how many profiles are there?

There are fit. There are 15 profile types. Your type, Brian, is a divergent. And we talked about Amy being a trimodal and her trimodal leans toward divergent because of that red, yellow. That's social, conceptual. And then my profile type is abstract. There are 15 different possibilities of profile types. But when it comes to the varying combinations of all of the seven attributes, there are 405 possibilities. Yeah. Within that. Because someone could be maybe all first third in their behavior. Since there's all kinds of.

Is a possibility and people just need to do. People just need to take this. I. And even when I did this and talking to you, even now that we've gone through this, there is so much more information and I'm seeing it even at another level just because I'm feel more educated. I thank you so much for taking this deep dive with us. And again, you're so good. The way you articulate that. It's so interesting.

Thank you, Brian. It's definitely been my pleasure to be here. I believe me, it's a lot of fun.

Okay, so if somebody wants to do this, we can send them to you or send them to where to find to take this quiz or they get their profile done.

Yes, if. If you send them to me, I would eventually forward them to the individuals within our sales team and then anyone who can pull up the immersionx.com website. And there's ways of connecting with people in our organization to either complete their individual profile or if they're interested in doing this as part of a team event or a team experience, they could engage in that way too. Okay.

And then if somebody is listening to this and they're okay, I can make a better. I can help understand my relationship partner. I can understand how to work better with my peers at work. What are some other key things for somebody who's listening out there? That would be a thing. Oh, this would be applicable. It might help me in this area. Anything else that's coming to mind that we haven't really touched on?

I generally say we all know who we are anywhere, is who we are everywhere. And so when people can begin to understand even themselves and have this awareness about how they typically navigate their world, then a lot of AHAs come up for them individually, whether or not some people evaluate maybe why they are having some challenges at work and maybe this isn't the spot for them now. Because sometimes, who knows why we make decisions the way we do. We can be influenced by parents or any number of people. And so then it okay, now I this awareness so I can maybe find a better fit in terms of employment if that could be it. Or even know how I understand my friend groups or recognizing some of my tendencies. And even though we have attributes that are not in preference, we encourage people to build skill in those areas because we do have all seven of the attributes. Those that are not in preference are challenging for us and we can still build skill in that area. And those elements could be supported how people engage with their friends or family members. Those are a couple examples.

That's huge.

And if, okay, the part of it is the thinking and the behavioral. Obviously thinking is probably a little more challenging to. As you had said, when we. I work with people all the time on coaching behavior patterns and thinking and making those bigger shifts that do take a lot of work, a lot of coaches or counseling and help they approach things from a behavioral place first. I do think it matters to look at all of it and have approached different areas at once. But if somebody were to look at their behavioral, like I had said, Kevin was making a joke. But it. As I've gotten older, I'm less of the monkey with the mouth, hands with a mouth and. But I'm still expressive and I'm still assertive. I've just learned to monitor when it's effective to be that way and how to be a little bit more soft in my assertiveness. But could people look at this more? Okay, if I take this quiz and I see how I'm thinking, what my conceptual, social, structural and analytical ways are, but let's say I'm not. I'm rigid. I've been told I'm. I'm rigid and I can't. I clearly my flexibility score is really low. And they could look at that and say, okay, one, do I need to change that? Do I want to change that? But two, okay, if I'm scoring surprisingly very low in my flexibility score and I realize it can be a skill that I'd like to build, would they be able to use this profile as a one, a signal for something like that? And two, then can they take their flexibility score and go, man, if I need to shift that, does that reflect back into some of the thinking attributes that maybe they'd expand on to help shift a flexibility percentile? Does that make sense?

Yes. And first of all, the examples that you gave are about how you recognized yourself in, in shifting some aspects of how you engage. Those are perfect examples of building skill. So I for 1am first, there are flexibility. And with flexibility, that's our, that attribute is comfort with change that's imposed upon us. Now any of us can flex outside of what is a preference. So we're not like stuck in having a preference. We can flex outside of that. What that means is when I'm needing to flex more toward the third end of the spectrum, I can do it. But at the end of the day I'm going to be really tired. So just like someone who might be first, third expressive, really quiet, they can make presentations and they're. We have some associates who are excellent facilitators. First, third expressive. And at the end of the day, they're not the ones gather people up for happy hour. They're the ones who are going back to their room and quiet to re. Energize, to regroup. So it's really learning about how to flex. And that's that point that we make around building skill in the areas that are not a preference.

Okay, yeah. So maybe people taking this is not looking at a ways to change quote unquote who you are. And as it's clearly stated in the, in the profile, it's not about any of these attributes being bad. They're just insight into how you can understand how you perform at your best. And like you said, reach those optimal contributions in whether it's relationship or work arenas so that you understand.

You know.

You just understand how you are needing to work and express yourself.

Yes, exactly. Okay. Yeah, I love this.

Very exciting.

Can you give the. I know you said the website, but could you go ahead and just list the email you want in the website, spell it out for everybody so that you could make sure we get em to the right place.

Okay. The website is E M E R G E N E t I c s.comemmergenetic.com and when you open the website, there will be a place that says take your profile and you can just follow the links from there and you'll get to somebody who will be able to assist you. Or if you want to connect and do more than just yourself, your family or whatever, that's always a possibility too.

Love it. Thank you so much for having fun and playing today with us. It was awesome having you on here.

Thank you for having me. It's been so much fun. Thank you Brian. And you, Amy.

Thank you so much, Sharon.

All righty.

Bye Bye bye. And for all you guys listening out there, again, thank you so much for listening and spending the time with us today. And if you found some gold nuggets in here and want to pass this on to all your friends, family and loved one, please leave us some great reviews and suggestions and thank you and have a great day.

Amy, you have a great day. Do whatever you feel like doing now, right? Okay.

I don't do whatever I want. I share. You guys are awesome.

All right.

Hey friends, thank you for tuning in.

To the All Things Good for you podcast. Please note, any information, experiences, ideas or opinions discussed today are for educational and thought provoking purposes only and not intended as medical advice. If anything piqued your curiosity, please consult with your doctor or personal medical professional. And if you're enjoying All Things Good for your podcast, hop on over and leave us a five star review so we can continue delving in and providing great content. Thanks again and we hope you are inspired to stay informed and responsible along your health and wellness journeys.

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