Unconscious Bias Personality Type and Coaching

Self-Inventory and Personality Analysis

My reflection on the various lenses of personality types, racial predispositions, and generational bias has let me obtain some insights into the subtle aspects of my identity that I probably would otherwise not have realized. Personality shapes perception and impacts one’s interaction with the world. But what shapes personality? The inventories provided a structured approach to self-analysis, and got me to consider aspects of my character and preferences that I might otherwise overlook.

Through the Personality Inventory, I discovered a balance between analytical and relational traits, aligning with the Driver and Expressive personality types. This duality captures my tendency to pursue goals with determination while cherishing the human connection in every interaction. The Generational Snapshot placed me within the boundaries of Generation X, where independence and adaptability are prominent features (Siahaan, 2020). However, some traits attributed to Millennials can also be found in my personality—traits like willingness to collaborate (Hwang & Griffiths, 2017). These generational insights inform my approach to learning and working with others, highlighting a need for autonomy coupled with a desire for meaningful teamwork.

The examination of racial predispositions was the most unsettling, as it revealed a moderate automatic preference for white people. This outcome was surprising but I suppose not altogether unexpected. I am not sure this kind of preference really reveals something negative any more than any other preference might reflect a negative; it almost feels natural. Nonetheless, it still serves as a reminder of the nature of unconscious biases and the effort required to mitigate their influence.

Understanding my personality and generational characteristics and how they are juxtaposed with an awareness of my biases is what gives me a more comprehensive self-portrait that is crucial in coaching relationships. It reminds me of the importance of empathy, active listening, the suspension of judgments, and the need just to listen and hear people—all of which are principles echoed in the teachings of Tschannen-Moran & Tschannen-Moran and the andragogical approaches of Malcolm Knowles. As a coach, I must cultivate an environment that fosters autonomy and creativity, recognizing that these elements are vital for my growth and the growth of those I guide (Nigro, 2007).

This self-inventory helps to show me some of the necessity of embracing diversity in learning styles and experiences. This is an important thing to do in terms of being able to create a collaborative and supportive coaching relationship. As Knight (2008) suggests, understanding oneself is a prerequisite to understanding others. This perspective, therefore, will be very helpful in my coaching practice. I can feel already that if I refer back to it, it will help in prompting me to approach each interaction with an openness to learn from the unique stories and experiences of my colleagues. I expect that that in turn will help me to tailor my coaching techniques to suit their individual needs and preferences.

In creating a coaching profile, I would also highlight my analytical and expressive nature, my generational inclination towards independence with a propensity for teamwork, and my commitment to continuous self-improvement, especially in the realm of cultural awareness. The implication for my coaching experience is a dedication to creating a learning environment that values individuality, encourages self-direction, and maintains a vigilant awareness of unconscious biases, thereby ensuring a more inclusive and effective coaching practice.