Hello, hello! My name is Isabella. If you know me by my first name then it means you are family or long time friend. You can call me Isabella, Isa, or Bella - they all have the letter A at the end. Unknown info fact about me, my first name and Isabella both mean Gift of God. Which I think is super cool because I believe everyone is a gift and has unique gifts that they bring to the world and relationships. I'm the founder/owner of Intern Pursuit software, the host of The Intern Whisperer, and Founder of Intern Pursuit, The Game (found on Steam).
Let you know a little about me.
My 16 Personalities type's protagonist, more on that later;
What I'm passionate about (hint: it's my purpose in life and one of my gifts);
Why I'm passionate about continuous learning and mentoring.
MY PERSONALITY TYPE
According to 16 Personalities, I'm a blend of protagonist and consul. What I like about 16 Personalities is that it's built around the infamous Myers-Briggs Indicator Type study. For those familiar with Myers-Briggs, these famous scientists studied Jung's theory of psychological types and developed an indicator that helped understand individual differences.
Both Isabel Myers and her mother Katherine were fascinated by Jung's theory of psychological types and recognized that the theory could have real-world applications. During World War II, Myers and Briggs began researching and developing an indicator that could be utilized to help understand individual differences. By helping people understand themselves, Myers and Briggs believed that they could help people select occupations that were best suited to their personality types and lead healthier, happier lives. Myers created the first pen-and-pencil version of the inventory during the 1940s.
16 Personalities takes the research conducted by Myers and Briggs to make it easier to understand. Their personality model incorporates the latest advances in psychometric research, combining time-tested concepts with robust and highly accurate testing techniques.
As I stated previously, I'm typed as a protagonist.
So if you want to learn more about my personality type and the other people that work with Intern Pursuit, keep following our blog page. I'll be sharing fun information about all 16 types to titillate your brain cells.
MY PASSION: CONTINUOUS LEARNING & MENTORING CULTURE
I'm a teacher at heart. I love seeing the light bulb come on when people identify problems, communicate effectively and use critical thinking skills and bring solutions to the table. People are drawn to strong personalities and trainers, teachers and facilitators are lovers of continuous learning. The value of having a continuous learning and mentor culture in your company is HUGE!
According to the Association for Talent Development (ATD), companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training. But it doesn’t stop there. These companies also enjoy a 24% higher profit margin than those who spend less on training. It would seem that continuing to invest in training and development, even when there are economic downturns, is the smart play.
High-potential mentoring programs help proactive employees find mentors who can advance their careers and access the development they need to be ready for future roles. Popular content resources include 360-degree or multi-rater feedback tools; advanced communication models; business acumen training; and training to improve soft skills, such as problem-solving, collaboration and emotional intelligence.
Shameless plug for Intern Pursuit, our platform's built around creating a servant leadership and mentoring culture that increases sales, employee engagement and retention.
MY WHY?
My passion's for learning and sharing learning that's built around team dynamics, curiosity, mentor/coaching, and servant leadership that invests in people. Having spent 26 years in education in both as an adjunct professor in higher education, public school teacher, and training facilitator for employers of all sizes, I speak from experience that real learning takes place when it's experiential and reinforced regularly. Current research supports that experiential learning occurs when reverse and peer learning along with servant leadership principles are adopted as part of the cultural fabric in a company/organization. What are the benefits and ROI by developing a culture built around serving others, mentoring, and building real relationships?
MacKenzie Moore, Director of Twomentor, emphasizes “the most successful mentoring programs all have one trait in common: they're developed and managed intentionally. Studies show the kind of mentoring that builds happier, more engaged and productive workforces usually does not occur spontaneously.”
Top cited benefits of these programs include:
Having a more skilled and prepared workforce.
Development of a diverse leadership pipeline.
Enhanced manager success and improved succession planning.
Significantly higher retention rates, especially for millennials.
Increased employee engagement and commitment.
Happier and more inclusive workplace culture.
We're made for relationships. Remote work has been gaining popularity with many employers and now the CORVID 19 virus has changed how the world does business, attend school, worship, and personal life. Social distancing changes how we develop relationships that are built around emotions and commitment.
Simply put, employee engagement's the emotional commitment that employees feel towards their work, the company they work for and the organization’s goals. It isn't necessarily synonymous with happiness or satisfaction. To be fully engaged, employees need to be productively working on behalf of their organization, and actually, care about their work and their company.
Why's this important, you might ask? Well, in a recent Dale Carnegie survey, companies with engaged employees outperform those without by up to 202%. That’s just staggering.
Training employees and giving them career growth opportunities is one surefire way to show them that their company's invested in their future. It'll motivate them to keep working arduously and be better at their jobs. These opportunities are mutually beneficial since these training opportunities help grow the company while at the same time they further employee knowledge and skills. This is true for all generations, but it’s particularly true for Millennials. A whopping 87% of Millennials say that professional development and career growth are significant to them. And since Millennials have surpassed Gen Xers as the largest generation in the U.S. labor force, this is a statistic that just can’t be ignored.
Say hello, hello - contact me at isabella@internpursuit.tech
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