![]() In fact, he thinks that sometimes they plan too much and would be better to go with the flow more in their services. He likes the sound of what Steve is saying … and besides it’s never too late to change the plan. This means that they can clash a bit – especially as Stu is the worship group’s representative on the church leadership team. Often these things seem little more than gimmicks, and Stu can’t see the point in changing a formula that already works well. He thinks that Steve is never satisfied, always wanting to go on to something new and untried. (In fact, he has some suggestions about a couple of new things they could try on Sunday.) He can see that these new possibilities could improve the way worship is done. Steve has just come back from a worship leaders’ workshop that the others couldn’t get to, and he is fizzing with ideas of new possibilities for the group. Meanwhile Will, Stu, Sarah and Steve are discussing how things are going at church with the music. In fact, why doesn’t she suggest they all go somewhere for coffee? Truth is, Naomi is frequently the first to leave most social events. As a matter of fact, Rose would love to have talked to her about how she thought the practice went, except that Naomi was the first to leave. Naomi is an extremely thoughtful person – she plays the keyboard with such sensitivity. The downside is that some nights she goes away from the practice wishing she hadn’t said quite so much, and sometimes she wishes she could be more like her friend Naomi who is on the keyboard. It is never a problem for her to find words to fill the gaps between songs, and her enthusiasm tends to lift others. Rose is rostered on as worship leader, a role that she enjoys. It’s Thursday night and the church worship team has just finished running through the songs for next Sunday’s services. How we approach organisation – is it primarily through being organised, decisive and systematic (Judging) or is it a more flexible and spontaneous tendency (Perceptive)? How we make decisions – is it primarily through reasoning, analysing and trying to be objective (Thinking) or is it mainly by way of the more subjective and personal issues of values and feelings (Feeling)? What we pay most attention to – do we focus on facts, data and reality (Sensing) or do we focus on possibilities and respond to hunches (iNtuition)? How we are energised – is it primarily by interaction with others and activity (Extraversion) or is it mainly by the inner world of thoughts and reflection (Introversion)? The MBTI revolves around four key considerations. As a result, they are assigned to one of sixteen different categories or types (these are made up from the letters representing each preference). Those completing the questionnaire are asked to choose between two possible preferences. They differ in length, according to their purpose. There are a number of MBTI questionnaire forms available. Because we know of many people who have benefited from using the MBTI and there are many resources readily available using this tool, we offer the following introduction.ĭeveloped by Isabel Briggs Myers and her mother Katharine Cook Briggs, the MBTI® is based on the observations and theories of Carl Jung. While there are a number of appropriate personality questionnaires or inventories in this area, one widely used among career and human resource professionals is the Myers Brigg Type Indicator®. Learning From the Psalms How to Pray Through Your Work.Beyond Rank and Power: What Philemon Tells Us About Leadership.Evangelism - Sharing the Gospel at Work.10 Key Points About Work in the Bible Every Christian Should Know.
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