The Career Assessment Process – Discovering Who You Are

1. Work Style
2. Work Values
3. Personality Type
4. Central Motivations
5. Multiple Intelligences

After you have gone through these five career assessments, you’ll be better able to put together a clearer picture of your preferences and get going on your own Career Plan.

1. Your Work Style Preferences – the way you approach and handle the work itself. According to Dr. John Holland, retired psychologist from Johns Hopkins University, there are 6 of these preferences: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional. Dr. Holland’s theory has been used for the past 50 years. He says that one of these areas will be dominant in the way we live our lives, and function in the workplace. Here you will learn more about each of these 6 Work–Life Preferences.

What are Work Styles?

Work styles describe work patterns that we develop in our early life, that tend to stay with us throughout our lives. It’s important to identify the ones you have. They point to the kind of work environment, that is most suitable for you.

The 6 Work Styles?
There are six work styles. We all have one dominant and two supporting preferences among these six. It’s good to know what your dominant workstyle is, because this will help you to find a job that fits your work style. Having a job that fits your dominant work style makes it easier to do the work, because it comes naturally to you. You can find out what yours are by doing the Work Styles Inventory, found in Career Manual 1.

Realistic Work styles are the Doers in our world.
Investigative Work styles tend to be Problem-Solvers.
Artistic Work styles are the Creators.
Social Work styles are inclined to be Helpers.
Enterprising Work styles enjoy Persuading others.
Conventional Work styles are characterized as Organizers.

There you will find a detailed description of each of these work styles, their strengths and the kinds of jobs they do well in. You may find several of these work styles that you could do well in.

Work Style Descriptions

We all have preferences in the way we approach work. The 6 Work Style Preferences are like a Rainbow, each with its own characteristic color, quality or attributes as described below.

1. The Realistic Work Style – DOERS
2. The Social Work Style – HELPERS
3. The Investigative Work Style tend to be PROBLEM-SOLVERS
4. The Enterprising Work Style- PERSUADERS
5. The Artistic Work Style – CREATORS
6. The Conventional Work Style – ORGANIZERS

“THE DOERS”

People with a dominant REALISTIC WORK STYLE like to move around physically. Sitting at a desk all day is not their idea of a great job. They like to tinker with machines, tools, objects that require the use of mechanical skills, motor coordination, and involve using the physical body more than the mind. They can be found in anything from construction to personal training, where they are surrounded by athletic equipment, or in landscaping work taking care of plants, or working in any number of jobs with animals, tools, equipment.

People with a Dominant Realistic Preference want work focused on “action solutions” rather than tasks depending on verbal or interpersonal skills. They are fine with repetitive actions as long as they know what’s expected of them.

Be clear with your instructions to “Doers”, show them step-by-step exactly what you want. They take a concrete approach to problem-solving. They have no patience with people who talk abstract theory to them. But if you want to get a job done, look for a Realistic Work Type. They take pride in getting the job done.

“THE HELPERS”

People with a dominant SOCIAL WORK STYLE seek out jobs in service or helping occupations, where they can teach, counsel, inform, lead, motivate, coach, guide, protect, advise, mediate, plan, develop or entertain using their language skills. They are “The Helpers” in society. They gravitate to the helping professions and can be found in health care, home care, education, industries that provide a service, wherever they see a need to serve others.

They are outspoken and independent, but also work well on teams. They thrive in positions that permit close interaction with people, where they can use their skill with words. Their workstyle is people-oriented and they are approachable and friendly, comforting and kind. They are less likely to be found engaging in intellectual debate, and they don’t tend to involve themselves in a lot of physical activity.

THE “PROBLEM SOLVERS”

People with a dominant INVESTIGATIVE WORK STYLE prefer to think rather than to act, to organize and understand rather than to persuade. They are oriented toward getting to the bottom of things.

Curious and observant, they will evaluate and analyze, and figure out what makes things tick. They like to work behind the scenes, independently investigating what has their attention at the moment. But the moment they have found the solution, they are off in search of another problem to solve. These are the “Problem Solvers” of the world. They are found in any kind of work that involves observing, analyzing, understanding and reaching a solution to a problem. It could be computer technology, dental health, telecommunications, transportation, medicine, psychology, whatever happens to fascinate and tweak their interest. They spend a lot of their time in the world of possibilities thinking.

“THE PERSUADERS”

People with a dominant ENTERPRISING WORK STYLE are gifted in the use of words. They like to use this skill in persuading others to do things their way. These are “The Persuaders”. They value prestige and status in society and many are found in public office.

They have quick minds and make decisions easily. They have no problem with public speaking, and can easily think on their feet. They are assertive, self-confident, ambitious and like to be ‘The Boss’. They enjoy excitement and are open to risk taking. They are natural leaders, influencing, managing and promoting their opinions through their personal power. They naturally use their persuasive powers to make lots of money. They do well in sales, business management, organizational leadership, wherever they have the opportunity to shine in the public eye.

“THE CREATORS”

People with a dominant ARTISTIC WORK STYLE are fascinated with expressing themselves through a creative medium. It can be writing, painting, acting, dance, music, photography, design, film, computer animation ― the form the media takes is determined by whatever catches their interest.

They are driven to create through an innovative, intuitive, imaginative focus, that expresses what they know from their inner being. They contribute to the world and connect with others through their artistic expression. Structured situations cramp their creativity. They are sensitive and more emotional than any other Work Style.

Fitting into society and following what everyone else is doing, is a low priority with them. They are independent thinkers and may even be seen as eccentric by some. They are here for one thing, and that is to express their creativity, not to please the majority. They are “The Creators”.

“THE ORGANIZERS”

People with a dominant CONVENTIONAL WORK STYLE are comfortable with rules and regulations. They love to work within established systems such as accounting procedures, government, civil service, the public service, the law and the education system.

They are traditionalists, who like to preserve the past. They are natural-born organizers, and pride themselves in their consistency, caution, and orderliness. They have been called “The Organizers” of the workplace, and strive to make things run smoothly. They prefer to work with data, having a clerical and numerical facility. They like to take notes, make lists, and keep accurate records. They relish creating detailed plans to be followed.

They are efficient, sociable, and co-operative. They prefer structure and order to ambiguity and change, in both work and interpersonal situations. They tend to be methodical, do not spend much time in the world of imagination, and are not known for adapting easily to change. They place great value on prestige/status and obeying the Rule of Law.

The Benefits of Knowing Your Work Style

We get along easier with people who are more like us. There are fewer conflicts. It is a known fact that people with similar Work Styles tend to gather in certain types of work environments. For example, researchers tend to have a strong Investigative Preference.
Construction Workers tend be more Realistic in their preferences.
Successful Sales People score high on an Enterprising Work Style. When you know what your preferences are, you may want to look at the jobs, that people with your style, are drawn to.

Are you ready to find our what your work style is?

You may be a combination of these types. But you need to know your dominant work style and how the others build on that.

What are Work Values?
Work Values are what you value most about work, in terms of: your preferred work environments, as well as the kinds of interactions you like to have with people on the job.

For example, how much ‘Independence’ or ‘Self-Determination’ you are given in doing a job, are work values. These values can differ from one workplace to another. Another value is ‘Variety’ – that is, how much variety you have in the work you do. Some employers assign more variety to a job than others. You can find out what ‘work values’ are associated with a job by looking at the job description, talking to employers and/or workers doing the job, and asking them questions like: “How much independence do you have in doing your job?” If you know what you are looking for, you can also glean information by observing the job being done. You can see why it’s so useful to know which work values are important to you.

Global aspects of work that are important to a person's satisfaction.

Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.

Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

Recognition — Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.

Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.

Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.

Working Conditions — Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.

Use this checklist to get a better idea of what's important to you. It's divided into three categories related to intrinsic, extrinsic and lifestyle values.

Intrinsic Values

These are the intangible rewards, those related to motivation and satisfaction at work on a daily basis. They provide the inner satisfaction and motivation that make people say, "I love getting up and going to work!"

How important (on a scale of one to five; five being most important) are these intrinsic values to you?

1.   _____ Variety and change at work
2.   _____ Be an expert
3.   _____ Work on the frontiers of knowledge
4.   _____ Help others
5.   _____ Help society
6.   _____ Experience adventure/excitement
7.   _____ Take risks/have physical challenges
8.   _____ Feel respected for your work
9.   _____ Compete with others
10. _____ Have lots of public contact
11. _____ Influence others
12. _____ Engage in precision work
13. _____ Gain a sense of achievement
14. _____ Opportunities to express your creativity
15. _____ Work for a good cause

Extrinsic Values

These are the tangible rewards or conditions you find at work, including the physical setting, job titles, benefits and earnings/earning potential. Extrinsic values often trap people into staying at jobs they don't like, saying: "I just can't give up my paycheck!" They are commonly called "golden handcuffs."

How important (on a scale of one to five; five being most important) are these "golden handcuffs" to you?

1.   _____ Have control/power/authority
2.   _____ Travel often
3.   _____ Be rewarded monetarily
4.   _____ Be an entrepreneur
5.   _____ Work as a team
6.   _____ Work in a fast-paced environment
7.   _____ Have regular work hours
8.   _____ Set your own hours/have flexibility
9.   _____ Be wealthy
10. _____ Have prestige or social status
11. _____ Have intellectual status
12. _____ Have recognition through awards/honors/bonuses
13. _____ Wear a uniform
14. _____ Work in an aesthetically pleasing environment
15. _____ Work on the edge, in a high-risk environment

Lifestyle Values

These are the personal values associated with how and where you want to live, how you choose to spend your leisure time and how you feel about money.

How important (on a scale of one to five; five being most important) are these lifestyle values to you?

1.   _____ Save money
2.   _____ Vacation at expensive resorts
3.   _____ Have access to educational/cultural opportunities
4.   _____ Live close to sports/recreational facilities
5.   _____ Be active in your community
6.   _____ Entertain at home
7.   _____ Be involved in politics
8.   _____ Live simply
9.   _____ Spend time with family
10. _____ Live in a big city
11. _____ Live abroad
12. _____ Have time for spirituality/personal growth
13. _____ Be a homeowner
14. _____ Live in a rural setting
15. _____ Have fun in your life and at work

Once you have completed all three checklists, write down all the values you rated as 5s. If you have less than five, add the values you rated as 4s to the list. If your list of 4s and 5s has more than 20 values, you need to stop and prioritize your list. To prioritize, select no more than four or five values from each category.

Next, analyze which of the three categories is most important to you. Consider how each is reflected in the work you currently do or in the position you would like to find. Look for overlap or values that seem to go together, such as "be wealthy" from Extrinsic Values and "save money" from Lifestyle Values. If there is no overlap or compatibility between categories, or if everything is important to you, then reprioritize your list by selecting your top 10 values. Then narrow that list down to the five values you absolutely need both on and off the job.

Finally, write two or three sentences describing or summarizing how your values will translate into your ideal job. Knowing what's important will help you prepare for your next interview or help you find increased satisfaction with the job you have.

The Benefits of Knowing Your Work Values

• Being aware of the values, that are important to you, will make it easier to choose which job is right for you, to choose work that is comfortable for you.
• Knowing your highest and lowest values will allow you to choose work that is comfortable for you.
• If you don’t know your values, you can end up in a job that is constantly irritating you, and being very dissatisfied with your job.

Which Personality Type Are You?

What are personality ‘styles’ or ‘types’? 
Personality Styles are psychological types, that predispose us to act in predictable ways, due to how our personality perceives and interprets the world around us. It can be fun to find out which type you are, and to see which types your friends and co-workers are.

Below is a table that shows data from a US Research Study showing how the 16 Myers-Briggs Personality Types are distributed throughout the general population.

M = Males, F = Females and T = the Total Population with that Personality Style

The 16 Myers-Briggs Personality Types
U.S. Population Percentage of Male & Female by Type

ISTJ M – 16.4% F – 6.9% T – 11.6%	ISFJ M – 8.1% F – 19.4% T – 13.8%	INFJ M – 1.3% F – 1.6% T – 1.5%	INTJ M – 3.3% F – 0.8% T – 2.1%
ISTP M – 8.5% F – 2.4% T – 5.4%	ISFP M – 7.6% F – 9.9% T – 8.8%	INFP M – 4.1% F – 4.6% T – 4.3%	INTP M – 4.1% F – 1.8% T – 3.3%
ESTP M – 5.6% F – 3.0% T – 4.3%	ESFP M – 6.9% F – 10.1% T – 8.5%	ENFP M – 6.4% F – 9.7% T – 8.1%	ENTP M – 4.0% F – 2.4% T – 3.2%
ESTJ M – 11.2% F – 6.3% T – 8.7%	ESFJ M – 7.5% F – 16.9% T – 12.3%	ENFJ M – 1.6% F – 3.3% T – 2.5%	ENTJ M – 2.7% F – 0.9% T – 1.8%

How can personality typing help us?

We don’t always know why we react the way we do. Knowing how your type is likely to deal with particular circumstances, can help you decide if a job is right for you.

It also alerts you to the types of personalities you may have problems getting along with on the job, and shows how to take action to make communications smoother.

Reading about other personality styles, can give us insight and understanding, into how other personalities are likely to react.

Knowing your personality style, can help you choose your friends, co-workers, perhaps even your spouse or partner.

When we look at personality, we are looking deep into ourselves and learning how personality shapes our view of the world, and therefore why we behave the way we do.

Knowing the characteristics of each personality style, helps us to understand and appreciate the differences between people.

Discovering What Makes Your Heart Sing

What are Central Motivations?

Your central motivators are those personal motivations that attract you to a particular job. They give you enthusiasm, stimulate your drive, inspire determination. They give you incentive to pursue a job because there is something about that job that motivates you, in other words, it works with your own personal Central Motivators.

Some common examples of motivators are: the motivation to own something, the motivation to be in charge, the motivation to be creative, a motivation to be the best in something. We all have these motivations. They make life easier because we get a reward when we pursue them. For example if you are motivated to be in charge, to be in control, then you would get a personal charge from a job that lets you be on top, in authority, making important decisions.

There are 22 motivations. Several of them are usually driving us behind the scenes. Not many people give much thought to this aspect of work, because they are not consciously aware of what their main or central motivations are.

Here is your chance to find out what yours are. Once you know, you can focus on looking for jobs that will call on you to use your main motivators. If you’re lucky enough to be in a job that motivates you, you will know what I mean. A job that motivates you is easy to do. You do it effortlessly. It pays to know what your Central Motivators are, so you can look for jobs that allow you to use yours.

Finding the Secret Motivators in Every Job

Every job has built-in motivators, triggers that tap into your personal motivations, and make it easy for you to do the job. The secret is to find out what yours are, and then match them to the right job for you.

Working in a job where you can be yourself is a joy, because it brings out the best in you. Your skills are valued, people appreciate you, time flies and you advance easily.

Most occupations require more than one type of motivation in order to do really well in them. Do you know what your Central Motivations are? When you know what motivates you, you can match them to the right job for you.

If you can find a job that uses 2 or 3 of your own personal motivators, you’ll have won the lottery in terms of finding a perfect job match!

On this site, you can discover what drives you, what fascinates you, what kinds of work energize you. Once you know that, you can really get going.

Finding Your Multiple Intelligences

What are Multiple Intelligences?

There are 8 Multiple Intelligences, the first two of which we are all familiar with:

1. Linguistic
2. Logical/Mathematical
3. Visual/Spacial Intelligence
4. Body Kinesthetic,
5. Musical,
6. Interpersonal,
7. Intrapersonal
8. Naturalist

Two New Intelligences Discovered

Dr. Gardner’s research has expanded these eight, to include two more: Existential Intelligence and Moral-Ethical Intelligence.

Existential Intelligence is a concern with ultimate issues – the larger spiritual concerns of life – such as: What is our life purpose? Where do we come from? Where do we go when we die? How can I make a difference in the world? It also is an ability to pick up energies, and to have access to information, without actually being able to trace back or explain exactly why or how we know these things. It’s an ability to intuitively sense and gather clues from the environment, from people, places, things that are present which contribute to the whole picture. This intelligence is not easily identified or quantified, and therefore is difficult to describe in any concrete sense. Perhaps, in time, as more people become aware of this intelligence, it will become accessible to a clearer understanding, and a description will be available for all.

Moral-Ethical Intelligence Dr. Gardner suggests that it is difficult to come to any consensual definition about this type of intelligence, also. But he argues that it is possible to get a glimpse of it by saying that it is a sense of morality – not necessarily associated with religion – but as a statement about the kind of personality, individuality, will, and/or character that a person has developed. It is focused on the highest realization of human nature.

But not enough is known about these yet, to be able to measure them. So we will focus on the eight that have been formally declared, up to now.

“Intelligence”, in the past, has been defined as the ability to reason, to plan, to solve problems, to understand ideas, to use language, and as a result, to learn new things. It is now becoming clear that we all have Multiple Intelligences.

However, this limited definition of ‘Intelligence’ only takes into account two of the ‘Multiple Intelligences’ that we now know are available to us. What were those two intelligences?

‘Linguistic‘ and ‘Logical-Mathematical‘ Intelligences are the two intelligences we are all familiar with, because they were taught and tested in the school system, and used to measure IQ.

It looks like the Intelligence Quotient commonly known as your IQ may soon be an outmoded way to measure intelligence.
Why? Because it’s now clear, that there are other forms of intelligence that are just as important, which haven’t been taken into consideration. And the world needs all of them.

Where did this New Concept of Multiple Intelligences Come From?

The term “multiple intelligences” was coined by developmental psychologist, Dr. Howard Gardner in 1983, to include the six other intelligences we use to solve problems in our everyday life. He recognized that we all tend to develop a preference for some intelligences over others, and to use these more than the others as our preferred ways of learning, thinking, and operating in the world. Here is Dr. Gardner talking about his theory of Multiple Intelligences and how they can be used in the Education system.

Multiple Intelligences Descriptions

School Systems are beginning to recognize the “Multiple Intelligences” that were introduced to the world of education by Dr. Howard Gardner, in 1983.

Below you’ll find a brief description of eight of them – the original seven and one other which has been accepted. Two more are currently making their debut: an Intuitive Intelligence and a Moral Intelligence, but not enough is known about these yet, to be able to measure them.

8 TYPES OF MULTIPLE INTELLIGENCES

1. Linguistic
2. Logical/Mathematical
3. Visual/Spatial
4. Bodily/Kinesthetic>
5. Musical
6. Interpersonal
7. Intrapersonal
8. Naturalist

---

LINGUISTIC INTELLIGENCE
– the ability to use words and language with ease. These people think in words rather thanaa pictures. They appreciate the subtle shades of meaning among words. For example they would distinguish between spilling something – “intentionally”, “deliberately” or “on purpose”.

They also have a strong appreciation of the rhythms, and sound of words, and are fascinaated with the different ways they can use language to persuade, entertain, inform, comfort, motivate, manipulate or control others around them.

---

LOGICAL/MATHEMATICAL INTELLIGENCE
– the ability to use reason, logic and numbers. These thinkers are good at seeing patterns and relationships and making connections between pieces of information. They are critical and relentless questioners.

They easily grasp the intricacies of complex problems and are attracted to computers and puzzles that draw on their reasoning abilities.

They need things to make sense logically and can get quite annoyed when things don’t make sense. They enjoy the challenge of systematically and analytically working through a difficult problem to it’s logical conclusion.

---

VISUAL-SPATIAL INTELLIGENCE
– the kind of intelligence you use when you are parallel parking your car on the street. It comes into play, in unfamiliar territory, when you are visualizing or imagining in your mind where you are, so you don’t get lost.

This is also the intelligence you use when you are reading a novel, or hearing someone tell a story for the first time. It creates a movie of the characters and story action in your mind.

You often hear people say they were disappointed in the movie version of the story, because it didn’t match the one they had created in their imagination, as they read the book.

It’s the ability to form a mental 3D model of the spatial world and to manoeuver and operate using that model.

KINESTHETIC INTELLIGENCE
– the kind of intelligence we use when we are making our bodies do things. It is especially highly developed in athletes, dancers, gymnasts, circus performers — people who use the body in precise and exacting ways.

For example, those who win at sports, are able to quickly make their bodies move, and do what they can imagine them doing in their minds.

Those who are strong on this kind of intelligence are highly paid for their skills as athletes and entertainers.

Notice that they are combining two kinds of intelligence here: Kinesthetic and Visual-Spatial.

---

MUSICAL INTELLIGENCE
– just what it appears to be. It’s the ability to use sound and make it work for you.

Guess which field of work people with a highly developed musical intelligence are likely to be found? You’ll find them singing, playing in orchestras, bands, writing music, advertising jingles, and so on.

These people know how to change the tone of their voice for effect, when speaking, or singing.

It also applies to those who can’t hold a note themselves, but know how to appreciate music.

Their sensitivity to sound will make them notice non-verbal sounds in the environment that others barely hear: the sounds of nature, the sound of a leaking tap, a buzzing fly, a bird, a lawn mower.

Discordant sounds in music make them cringe. They frequently have a song playing in their minds. They move with a rhythm and learn more easily by hearing a presentation than by reading the same material.

INTERPERSONAL INTELLIGENCE
– another familiar multiple intelligence which is easily recognized. People who do well in sales, politics, public speaking, the entertainment industry — all have a gift for handling people.

They may not know how they do it, but they have a highly developed sensitivity or insight into how people feel, and they can use that intelligence to manipulate, persuade, entertain, comfort, please, or control people in negative or positive ways.

This intelligence is found in very sociable people who are naturally skilled at working with groups or on teams.

---

INTRAPERSONAL INTELLIGENCE 
– has been misunderstood for many years. It gives a person a deep knowing about subtle aspects of people, situations, and things around them.

This kind of intelligence is extremely discriminating, noticing any change, and being consciously or unconsciously aware of the inner workings of anyone or anything they come in contact with. They can express that intelligence through writing, music, art, movement, even through the fields of spiritual and psychic experience.

This is the most private of all the multiple intelligences. They prefer to flow their way through life, sensing and knowing intuitively the best response in any situation.

They tend to be quiet, reflective, and not to talk a lot. They are very much at home in the field of Alternative Health Care, or any type of work that uses their special intelligence.

---

NATURALIST INTELLIGENCE What kind of work do you think someone with a would be drawn to? They have a special awareness of nature. They instinctively recognize, understand and appreciate the patterns and relationships they see in nature.

They have the ability to pick out details about birds, animals, stones, clouds, trees and plants, that others never see. They understand animals, how the weather works, and can cultivate beautiful gardens.

This kind of intelligence is highly developed in people who depend on nature for their survival. But it is becoming more valued today, now that we are becoming increasingly sensitive to the needs of the natural environment around us.

Developing Your Multiple Intelligences

How do we develop our Multiple Intelligences preferences?

We develop a preference for certain ways of learning and thinking, through a combination of: our genes, and our cultural and social upbringing, that is, the kind of encouragement, we received from our family and friends, while we were growing up.

Our preferences for certain types of intelligence, are developed through imitation and modeling, as we see others using these ways of thinking and acting to solve problems in their everyday lives.

As we grow up in our families and go through school, we come to favor certain intelligences and use those over and over. Knowing which of these you are strongest in can help you find work you’re best suited to.

Can We Develop and Strengthen our Intelligences?

Yes. Some people are able to use a number of these intelligences with equal ease. If you want to increase or enhance your strengths in any of these multiple intelligences, see 60 Ways to Boost Your Intelligences. 

---

How Family Influences Development of Multiple Intelligences

The family has a strong influence on the way our multiple intelligences develop. Look what happens in these examples. . .

The Kinesthetic Sports-Oriented Family

What kind of intelligence do you think a child who grows up in a family where body movement is important, will develop?

From the time Sasha is old enough to participate, he is given a skateboard and joins his brothers in developing his technique. His parents jog every morning. On weekends they attend “The Game”.

He also sees neighbors and friends at the games he goes to. They all watch sports on TV, and talk about sports celebrities.

In summer, they go camping, swimming and canoeing, at the lake, and in winter, it’s skiing or hockey. Everyone he knows is active in some form of movement.

A child who grows up in this environment will have a kinesthetic intelligence modeled for her/him everyday. They are highly likely to have a tendency to be strong in Kinesthetic intelligence.

Of course, as with anything, there are exceptions. We all know of the person who grows up in a family where they just don’t seem to fit in.

They prefer a different kind of intelligence than all the others in their family. However, they will experience a lot of pressure to conform to the type of intelligence that is dominant in the family.

If you know of someone like this, you can do them a real favor by encouraging them and helping them to appreciate their different kind of intelligence. So they don’t feel so isolated and lose their self-confidence.

The Technologically-Minded Computer Family

Contrast that with Harry, who grows up in a family where computers are on everyone’s mind. He sees them being taken apart, sees parts piled up in boxes, and cables everywhere.

He sees computer magazines lying around his home, hears people brag enthusiastically about their triumphs in finding new ways to do things on the computer. He sees and experiences their excitement as they share and help friends with computer problems.

His father is a systems analyst, his mother is a webmaster. His big brother plays video games on the computer all the time. His sister networks with her friends on social networking sites like Twitter and Facebook. Everyone in the house has one or more computer-like devices for uploading, and downloading and listening to music on YouTube. There is a lot of excitement focused around laptops, ipads, cameras, ipods, smart phones . . . all things technical.

Computer jargon begins to roll off his tongue early, from the time he can talk. When Harry reaches the age when he is able to use fine motor skills with his fingers, he isn’t out playing with the other kids. He spends most of his time in front of a computer, playing video games. He lives in a virtual world.

Playing means computer interaction – he plays online with the kid down the street who is at home, sitting in front of his computer. Everyone in his world talks, plays, surfs, and socializes on the computer.

What kinds of Multiple Intelligences is Harry likely to develop?

Depending on the emphasis in his family, Harry could develop: logical-mathematical, visual-spatial, musical, possibly linguistic – depending on how much language is part of his computer experience. It all depends on how the family lives and moves in their digital world, and how he is encouraged in his computer usage.