Beyond-personality Inventory: Archetypes Of Change-agent Style

BEYOND-PERSONALITY INVENTORY INTERPRETATION SHEET This inventory deals with three archetypes of growth and development. These archetypes, which represent change-agent styles, are referred to as “master,” “saint,” and “prophet.” Archetypes may be seen as reflections or mirrors of one’s identity at a given moment. Emerging from that mirror is the mythical or ideal image of the archetype. Archetypes are convenient compressions of identity, each of which represents particular groups of human behavior. They are not intended, however, to label individuals or place limitations on a person’s boundaries or potentials. Each of the archetypes presented here represents a different focus in the scheme of growth beyond personality, and together they form a unity, a wholeness, a completeness in the development of the higher self. Life can be looked on as an interactive dance in which we sometimes feel independent, sometimes dependent, and sometimes interdependent. The dance toward personhood is led, in each of the archetypes, by a different partner; that is, by a different aspect of wholeness inherent in each person. These aspects are reflected in the last three groups of terms on the inventory. During a person’s life, he or she tends to be led more by one partner than by the other two. On the answer sheet, the “M” column represents the master archetype; the “S” column, the saint archetype; and the “P” column, the prophet archetype. The column with the highest score is your primary path and indicates the archetype into whose mirror you tend to look most often. If any column totals tie, you may prioritize them on the work sheet in the order in which you prefer to begin working on them. When you have discovered your primary path from your scoring sheet, examine the profile sheet that describes your primary path. Then review the other two profiles. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 7

BEYOND-PERSONALITY INVENTORY PROFILE SHEET FOR THE MASTER 1. Intelligence. The highest value of the Master is wisdom, out of which flows the application of knowledge, experience, and understanding in order to embody the universal diversity of power in a higher purpose. 2. Communication. The Master is an acknowledged leader, promoting the welfare of people as a wise guide. The Master maintains an overview of the mission and selectively voices strategies to fulfill it. 3. Proaction. The Master chooses resistance as a means of centering. It is also used to administer power wisely. The Master knows what must be held in check and what must be released in order to accomplish the goals of the mission. Resistance is the Master’s kite string as he or she helps others to fly. 4. Vision. The Master is a creator in the sense that the capacity to empower is supported by the insight to assemble, merge, or prune in order to bring into view new purpose and meaning. 5. Unconditional Testing. Power is the Master’s strength, and that energy is felt, tested, questioned, affirmed, and reaffirmed by the Master. The ability and willingness to discern and acknowledge boundaries are special talents of the Master. 6. Foundation. The self-esteem of the Master is based on self-control. The Master is convinced that the keys to the kingdom can be turned by mastering all the elements of self and controlling them wisely. 7. Emotion. The Master is driven to use his or her power to empower others. This power is found in the furnace that fires the heart. 8, 9, and 10. The Dance. Led by the male-like partner in the dance, the Master is a protector of the mission—which belongs to the people. From this perspective, the Master has a sense of containing all the impulses of wholeness in the manifestation of being. 8 The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer

BEYOND-PERSONALITY INVENTORY PROFILE SHEET FOR THE SAINT 1. Intelligence. The highest value of the Saint is justice, out of which flows a balanced energy in order to embody universal love. 2. Communication. The Saint is an acknowledged servant, promoting the welfare of people as a just guide. The Saint quietly offers strategies to fulfill the mission and helps to implement them. 3. Proaction. The Saint chooses surrendering as a means of centering. It is also used to give love and generate compassion throughout the universe. The Saint knows what must be sacrificed in order to accomplish the goals of the mission. 4. Vision. The Saint is a healer in the sense that the capacity for compassion is supported by the insight to restore, ease, or balance in order to achieve wholeness. 5. Unconditional Testing. Love is the Saint’s strength, and that energy is felt, tested, questioned, affirmed, and reaffirmed by the Saint. The ability and willingness to dissolve boundaries are special talents of the Saint. 6. Foundation. The self-esteem of the Saint is based on self-effacement. The Saint is convinced that the keys to the kingdom can be turned by sacrificing all the elements of self in the interest of being just. 7. Emotion. The Saint is driven to love others and to have compassion for them. This love is found in the furnace that fires the heart. 8, 9, and 10. The Dance. Led by the female-like partner in the dance, the Saint is a provider for the mission—which belongs to unending numbers of individual persons. From this perspective, the Saint has the sense of defining and doing what needs to be done to bring about wholeness. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 9

BEYOND-PERSONALITY INVENTORY PROFILE SHEET FOR THE PROPHET 1. Intelligence. The highest value of the Prophet is truth, out of which flows reality in order to embody oneness and universal connectedness. 2. Communication. The Prophet is an acknowledged teacher, promoting the welfare of people as a truthful guide. The Prophet senses the purpose and direction of the mission and courageously offers strategies to fulfill it. 3. Proaction. The Prophet chooses bridging as a means of centering. It is also used to generate liberation. The Prophet sees what must be known and what must be shared in order to accomplish the goals of the mission. 4. Vision. The Prophet inspires in the sense that his or her capacity to liberate is supported by the insight to cast light on issues and to spark the breath of wakefulness. 5. Unconditional Testing. Connectedness is the Prophet’s strength, and that energy is felt, tested, questioned, affirmed, and reaffirmed by the Prophet. The ability and willingness to network and expand boundaries are special talents of the Prophet. 6. Foundation. The self-esteem of the Prophet is based on self-awareness. The Prophet is convinced that the keys to the kingdom can be turned by discerning all the elements of self and by expression their truth. 7. Emotion. The Prophet is driven to connectedness in order to liberate others. This connectedness is found in the furnace that fires the heart. 8, 9, and 10. The Dance. Led by the child-like partner in the dance, the Prophet enables the mission—which belongs to the community. From this perspective, the Prophet has the sense of moving toward wholeness by becoming what he or she must become. 10 The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer

BEYOND-PERSONALITY INVENTORY WORK SHEET The three archetypal paths are not mutually exclusive. Each person is centered more in one than the others, but the interaction of all three is required for balance in becoming a full expression of one’s potential being. In this regard, the state of emergence is the state of balance. Intentionally attempting to be in balance will require you to let go of the items on which you scored highest (you are already confident about these), to not be concerned about your middle scores (trust in their emergence), and to focus on your lowest scores (risk giving them your attention). In the spaces below, list the term to which you gave the lowest score in each of the ten groups. Lowest-Scored Terms 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. On your scoring sheet, circle these terms and try to determine if a pattern emerges. Now that you are aware of your primary path and also your lowest scores, prioritize the three archetypes, giving top priority to the one that has emerged the least (that is, the one on which you wish to focus) and the lowest priority to the one that has emerged the most. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 11

Priorities 1. 2. 3. Giving attention to these elements does not mean using force to make them emerge. Using force, in fact, may produce a result opposite from that desired. For example, using force to acquire masterly qualities is likely to result in domination and then dependency. In the space below, write down some action steps for giving attention to your lowestranking terms. Then review the ideal profile sheet for your primary path (for example, if your primary path is Master, then review the Ideal Profile for the Prophetic, Saintly Master). Add any new action steps that the Ideal Profile inspires. Also read the Ideal Profiles of the other archetypes. In the Ideal Profiles, the dance for all three archetypes is the same. Action Steps: 12 The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer

BEYOND-PERSONALITY INVENTORY IDEAL PROFILE FOR THE PROPHETIC, SAINTLY MASTER 1. Intelligence. The prophetic, saintly Master’s highest value of wisdom is lifted to fruition by the drums of justice and the ring of truth. 2. Communication. The prophetic, saintly Master delivers wisdom in leadership by embracing the qualities of teacher and servant. 3. Proaction. The prophetic, saintly Master broadens choices of action by adding bridging and surrendering to the skill of resisting. 4. Vision. The prophetic, saintly Master sees that creative abilities are enhanced by the capacity to inspire others to create and by the necessity to mend tears in the fabric of wholeness. 5. Unconditional Testing. The prophetic, saintly Master models the appropriate use of power by acknowledging the power of connectedness and by discovering the power of love. 6. Foundation. The prophetic, saintly Master moderates the potential rigidity of self-control with self-awareness to provide flexibility of boundaries and with selfeffacement to explore the expansion of boundaries. 7. Emotion. The prophetic, saintly Master shares the joy of empowerment when the furnace of his or her heart is also fired to yield liberation and compassion. 8, 9, and 10. The Dance. In this dance, people, persons, and community are waves in the ocean of oneness. The prophetic, saintly Master looks into the mirror of knowing and sees that it is a true reflection of himself or herself. Being, doing, and becoming are simultaneous facets of the same one. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 13

BEYOND-PERSONALITY INVENTORY IDEAL PROFILE FOR THE MASTERFUL, PROPHETIC SAINT 1. Intelligence. The masterful, prophetic Saint’s highest value of justice is lifted to fruition by the song of wisdom and the ring of truth. 2. Communication. The masterful, prophetic Saint delivers justice in serving by embracing the qualities of teacher and leader. 3. Proaction. The masterful, prophetic Saint broadens choices of action by adding bridging and resistance to the skill of surrendering. 4. Vision. The masterful, prophetic Saint sees that healing abilities are enhanced by the capacity to inspire others to heal and the ability to create new visions of wholeness. 5. Unconditional Testing. The masterful, prophetic Saint models the wholeness of love by acknowledging the strength of connectedness and by discovering the gentleness of power. 6. Foundation. The masterful, prophetic Saint grounds the flight of self-effacement with self-awareness to explore the flexibility of boundaries; and with self-control to provide a useful structure for boundaries. 7. Emotion. The masterful, prophetic Saint shares the peace of compassion when the furnace of his or her heart is also fired to yield liberation and empowerment. 8, 9, and 10. The Dance. In this dance, people, persons, and community are waves in the ocean of oneness. The masterful, prophetic Saint looks into the mirror of knowing and sees that it is a true reflection of himself or herself. Being, doing, and becoming are simultaneous facets of the same one. 14 The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer

BEYOND-PERSONALITY INVENTORY IDEAL PROFILE FOR THE SAINTLY, MASTERFUL PROPHET 1. Intelligence. The saintly, masterful Prophet’s highest value of truth is lifted to fruition by the drums of justice and the song of wisdom. 2. Communication. The saintly, masterful Prophet delivers truth in teaching by assuming the qualities of servant and leader. 3. Proaction. The saintly, masterful Prophet broadens choices of action by adding both surrender and resistance to the skill of bridging. 4. Vision. The saintly, masterful Prophet sees that the ability to inspire is enhanced by the capacity to heal and the ability to create new visions of wholeness. 5. Unconditional Testing. The saintly, masterful Prophet models the truth of connectedness by demonstrating its power and by discovering the value of belonging in love. 6. Foundation. The saintly, masterful Prophet complements the potential inwardness of self-awareness with self-control to provide a useful structure for boundaries and with self-effacement to explore the expansion of boundaries. 7. Emotion. The saintly, masterful Prophet shares the ecstasy of liberation when the furnace of his or her heart is also fired to yield compassion and empowerment. 8, 9, and 10. The Dance. In this dance, people, persons, and community are waves in the ocean of oneness. The saintly, masterful Prophet looks into the mirror of knowing and sees that it is a true reflection of himself or herself. Being, doing, and becoming are simultaneous facets of the same one. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 15

BURNOUT INVENTORY Wm. Randolph Warley BURNOUT AS ALIENATION FROM WORK Much of the literature on burnout in the workplace suggests that the source of burnout is the individual who experiences it—that burnout is primarily an outcome of physical, psychological, and emotional exhaustion. However, it seems more likely that exhaustion is symptomatic rather than causal and that burnout is actually a form of alienation from one’s work (Kohn, 1976; Seeman, 1959, 1975; Warley, 1983). The Burnout Inventory is based on the view of burnout as alienation. The instrument incorporates three kinds of factors that play a critical role in the development of burnout: work-context factors, organizational factors, and alienation factors. Work-Context Factors The work context is a major contributor to burnout (Carroll & White, 1982). The following work-context factors linked to burnout were used in the construction of the Burnout Inventory and are based on those identified by Hackman and Oldham (1974, 1975), Hill (1975), Miller and Carey (1979), Vaugh (1975), and Warley (1983): 1. Boredom: The degree to which an employee feels that his or her work is monotonous, uninteresting, and dull; 2. Upward Communication: The degree to which an employee’s position requires direct communication with individuals in higher positions; 3. Decision Influence: The degree to which an employee’s position provides substantial opportunity for independent decisions and control in areas of personal responsibility; 4. Growth Opportunities: The degree to which an employee’s position provides opportunities for personal growth and development in work-related skills and/or knowledge; 5. Personal Control: The degree to which an employee’s position allows him or her to function autonomously; 6. Salary: The degree to which the salary an employee receives is appropriate compensation for the work required in the position; 7. Task Identity: The degree to which an employee’s position requires the completion of a whole and identifiable piece of work; 16 The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer

8. Task Responsibility: The degree to which an employee’s position demands personal accountability and responsibility for the tasks performed by the employee; 9. Task Significance: The degree to which an employee’s position has a substantial impact on the lives and work of others; 10. Skill Variety: The degree to which an employee’s position requires a variety of different activities and involves the use of many different skills and talents; 11. Specialized Skills: The degree to which an employee’s position requires a highly complex level of skill or expertise in a specialized area; 12. Supervisor Support: The degree to which an employee’s immediate supervisor supports the employee’s work efforts; and 13. Work Load: The degree to which an employee perceives his or her workload to be heavy, light, or satisfactory. Organizational Factors In addition to the work-context factors, there are organizational factors or characteristics that influence employees’ behaviors, attitudes, and feelings with regard to their work. The importance of four of these factors in particular—effective leadership (Miner, 1980), planning (Branch, 1983; Steiner, 1979), policies and procedures, and organizational philosophy or mission (Peters & Waterman, 1982; Stonich, 1982)—is frequently discussed in both organizational research and popular literature. According to the literature, these four factors appear to influence job satisfaction; if they are not present in an organization, their absence may contribute to employee burnout. These factors, as used in the development of the Burnout Inventory, are defined as follows: 1. Leadership Effectiveness: The degree to which an employee perceives the organizational leadership as effective in terms of getting work done and inspiring excellence; 2. Planning: The degree to which an employee perceives that planning is an integral part of organizational processes; 3. Clarity of Policies and Procedures: The degree to which an employee perceives that organizational policies and procedures are clearly articulated and meaningful; and 4. Organizational Philosophy/Mission: The degree to which an employee perceives the organization’s philosophy/mission as guiding people’s work throughout the organization. The Pfeiffer Library Volume 2, 2nd Edition. Copyright 1998 Jossey-Bass/Pfeiffer 17

Alienation Factors The third kind of factor used in the construction of the Burnout Inventory has to do with alienation. The alienation factors developed for the inventory are based on Seeman’s writings on worker alienation (1959, 1973). These factors are defined as follows: 1. Meaninglessness: An employee’s expectancy that his or her future will not be good in a current position or profession; 2. Cultural

BEYOND-PERSONALITY INVENTORY INTERPRETATION SHEET This inventory deals with three archetypes of growth and development. These archetypes, which represent change-agent styles, are referred to as "master," "saint," and "prophet." Archetypes may be seen as reflections or mirrors of one's identity at a given moment.