TEMPERAMENT IS NOT DESTINY

Moving you from Impossible to Im-Possible

By Paul Shola Oguntade

TEMPERMENT IS NOT DESTINY moving you from impossible to Im-Possible Copyright 2013 Paul Shola Oguntade. All rights reserved. Except as permitted by the author, no part of this work may be reproduced or stored in a database or an information retrieval system (other than for purposes of review) without the express permission of the publisher in writing. FORTEQUIP RESOURCES +2348067803277 [email protected] [email protected]

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Highlights
Introduction: Why Temperament is not Destiny?

Highlight #1:

Meet the Temperament types (a brief overview)

Highlight #2:

Why is Temperament not destiny?

Highlight #3:

Emotional learning and Unlearning for Productivity

Highlight #4:

Growth Hierarchy

#. About #. References

INTRODUCTION
Why Temperament is not destiny?
We all have dreams and aspirations, and our goal is to reach success having achieved these goals. However, we are faced with limitations; some external, others internal. Both ways, we get to go off course as they occur. Through personal experience and from lessons learnt by study, I began to realize how unreal obstacles are. I began to see that they are fictitious, though real and graphic they are just smokescreens. I saw that external obstacles, giving the right attention and enough consistent and persistent effort do give way for us to pass through on our road to success. How unreal internal obstacles are also became obvious to me; I saw how man is indeed the architect of his life. As I studied on personality traits and those natural giving that are within our genetic makeup and that also affect the way we perform what is today popularly called Temperament. I saw that these traits come with their strengths as well as weaknesses; hence experts have made predictions on the results we would get out of life as a result. To some extent, their prophesy is true; however the better truth is that Temperament is not destiny. To prove that, this e-book has been created; as you read on, the following will be addressed at several joints of this e-book The goal of Temperament Is Not destiny The philosophy behind Temperament Is Not destiny The tools for Temperament Is Not destiny

In a Nutshell this should be your expectation throughout these pages; The goal: Moving you from Impossible to Im-Possible The philosophy: Our insufficiencies or weaknesses though they may be natural giving, they are not eternal tags we are of all men free to choose.

 Tools: Awareness Acceptance Choice Will Decision Action Growth Continuity With that in mind, lets begin.

#1.
MEET THE TEMPERAMENT TYPES (A BRIEF OVERVIEW)

Before we proceed into the main part of this e-book, I feel it would be wise to know what we are dealing with before any action is taken in that direction. Temperament has been termed to mean many things, in fact I hear most people conclude it as meaning for one to be Sanguine, Choleric, Phlegmatic or Melancholic. While this is true, it is the partial truth (if there is anything as such). The four Temperament types aforementioned are just types of temperament classification. Better still, they are someones theory on classifying temperament types. Hence temperament cannot be defined in those terms alone. So in actual sense, here is temperament defined. Temperament (Definition) Temperament can be defined in terms of the mood that typifies our emotional life. It is the background murmur of feeling that marks our basic deposition. Temperament is simply the part of your character that affects your mood and the way you behave

And so we have different theories on temperament all classifying and giving names to; The part of your character that affects your mood and the way you behave Or The mood that typifies our emotional life and the background murmur of feeling that marks our basic deposition. Here are some of the theories: Four Temperaments DISC Assessment Keirsey Temperament Sorter Meyers Briggs Type Indicator

You can go through them to familiarize yourself with them. In the next chapter, we will move on to answering the Question Why is Temperament not Destiny? You could as well skip to the next chapter if you dont want to read about these temperament traits. Though I advice you do especially for those who are yet to be familiar with their type.

*Four temperaments
Four temperaments is a proto-psychological interpretation of the ancient medical concept of humorism and suggest that four bodily fluids affect human personality traits and behaviours. The temperaments are sanguine (pleasure-seeking and sociable), choleric (ambitious and leader-like), melancholic (introverted and thoughtful), and phlegmatic (relaxed and quiet).

Sanguine
The sanguine temperament is fundamentally sociable and pleasure-seeking; sanguine people are impulsive and charismatic. They tend to enjoy social gatherings, making new friends and tend to be boisterous. They are usually quite creative and often daydream. However, some alone time is crucial for those of this temperament. Sanguine can also mean sensitive, compassionate and romantic. Sanguine personalities generally struggle with following tasks all the way through, are chronically late, and tend to be forgetful and sometimes a little sarcastic. Often, when they pursue a new hobby, they lose interest as soon as it ceases to be engaging or fun. They are very much people persons. They are talkative and not shy. Sanguines generally have an almost shameless nature, certain that what they are doing is right. They have no lack of confidence. Sanguine people are warmhearted, pleasant, lively and optimistic.

Choleric
The choleric temperament is fundamentally ambitious and leader-like. They have a lot of aggression, energy, and/or passion, and try to instil that in others. They are task oriented people and are focused on getting a job done efficiently; their motto is usually "do it now." They can dominate people of other temperaments with their strong wills, especially phlegmatic types, and can become dictatorial or tyrannical. Many great charismatic military and political figures were cholerics. They like to be in charge of everything and are good at planning, as they often can immediately see a practical solution to a problem. However, they can quickly fall into deep depression or moodiness when failures or setbacks befall them.

Melancholic
The melancholic temperament is fundamentally introverted and is given to thought. Melancholic people often are perceived as very (or overly) pondering and are both considerate and very cautious. They are organized and schedule oriented, often planning extensively. Melancholics can be highly creative in activities such as poetry, art, and invention - and are sensitive to others. Because of this sensitivity and their thoughtfulness they can become preoccupied with the tragedy and cruelty in the world and are susceptible to depression and moodiness. Often they are perfectionists. Their desire for perfection often results in a high degree of personal excellence but also causes them to be highly conscientious and difficult to relate to because others often cannot please them. They are self-reliant and independent, preferring to do things themselves in order to meet their standards. One negative part of being a melancholic is that they can get so involved in what they are doing they forget to think of other issues. Their caution enables them to prevent problems that the more impulsive sanguine runs into, but can also cause them to procrastinate and remain in the planning stage of a project for very long periods. Melancholics prefer to avoid much attention and prefer to remain in the background; they do, however, desire recognition for their many works of creativity.

Phlegmatic
The phlegmatic temperament is fundamentally relaxed and quiet, ranging from warmly attentive to lazily sluggish. Phlegmatics tend to be content with themselves and are kind. Phlegmatics are consistent, they can be relied upon to be steady and faithful friends. They are accepting and affectionate, making friends easily. They tend to be good diplomats because their tendency not to judge and affable nature makes reconciling differing groups easy for them. Phlegmatics prefer to observe and to think on the world around them while not getting involved. They may try to inspire others to do the things which they themselves think about doing. They may be shy and often prefer stability to uncertainty and change. Their fear of change (and of work) can make them susceptible to stagnation or laziness, or even stubbornness. They are consistent, relaxed, calm, rational, curious, and observant, qualities that make them good administrators. They can also be passive-aggressive.

*DISC assessment
DISC assessment is a behaviour assessment tool based on the DISC theory of psychologist William Marston. Marston's theory centers around four different personality traits: Dominance, Inducement, Submission, and Compliance. This theory was then developed into a personality assessment tool (personality profile test) by industrial psychologist Walter Vernon Clarke (July 26, 1905 - Jan. 1, 1978). The version used today was developed from the original assessment by John Geier, who simplified the test for better, more concise results.

Dimensions of DISC
The assessments classify four aspects of behaviour by testing a person's preferences in word associations. DISC is an acronym for:

Dominance relating to control, power and assertiveness (Note: Sometimes the word Drive is used in place of Dominance)

Inducement relating to social situations and communication (Note: Sometimes the word Influence is used in place of Inducement)

Submission relating to patience, persistence, and thoughtfulness (Note: Sometimes the word Steadiness is used in place of Submission)

Compliance relating to structure and organization (Note: Sometimes the words Caution or Conscientiousness are used in place of Compliance)

These four dimensions can be grouped in a grid with "D" and "I" sharing the top row and representing extroverted aspects of the personality, and "C" and "S" below representing introverted aspects. "D" and "C" then share the left column and represent task-focused aspects, and "I" and "S" share the right column and represent social aspects. In this matrix, the vertical dimension represents a factor of "Assertive" or "Passive", while the horizontal dimension represents "Open" vs. "Guarded".

Drive: People who score high in the intensity of the "D" styles factor are very active in dealing with problems and challenges, while low "D" scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious,

aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful. Influence: People with high "I" scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical. Steadiness: People with high "S" styles scores want a steady pace, security, and do not like sudden change. High "S" individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low "S" intensity scores are those who like change and variety. People with low "S" scores are described as restless, demonstrative, impatient, eager, or even impulsive. Compliance: People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want independence and are described as selfwilled, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.

Patterns
The DISC assessment tool is used to identify 15 patterns:

Achiever Agent Appraiser Counsellor Creative Developer Inspirational Investigator Objective Thinker Perfectionist Persuader Practitioner Promoter Result oriented Specialist

*Keirsey Temperament Sorter

The Keirsey Temperament Sorter (KTS) is a self-assessed personality questionnaire designed to help people better understand themselves and others. It was first introduced in the book Please Understand Me. The KTS is closely associated with the Myers-Briggs Type Indicator (MBTI); however, there are significant practical and theoretical differences between the two personality questionnaires and their associated different descriptions. David Keirsey expanded on the ancient study of temperament by Hippocrates and Plato. In his works, Keirsey used the names suggested by Plato: Artisan (iconic), Guardian (pistic), Idealist (noetic), and Rational (dianoetic). Keirsey divided the four temperaments into two categories (roles), each with two types (role variants). The resulting 16 types correlate with the 16 personality types described by Briggs and Myers.

Artisans are concrete and adaptable. Seeking stimulation and virtuosity, they are concerned with making an impact. Their greatest strength is tactics. They excel at troubleshooting, agility, and the manipulation of tools, instruments, and equipment. The two roles are as follows:

Operators are the directive (proactive) Artisans. Their most developed intelligence operation is expediting. The attentive Crafters and the expressive Promoters are the two role variants. Entertainers are the informative (reactive) Artisans. Their most developed intelligence operation is improvising. The attentive Composers and the expressive Performers are the two role variants.

Guardians are concrete and organized. Seeking security and belonging, they are concerned with responsibility and duty. Their greatest strength is logistics. They excel at organizing, facilitating, checking, and supporting. The two roles are as follows:

Administrators are the directive (proactive) Guardians. Their most developed intelligence operation is regulating. The attentive Inspectors and the expressive Supervisors are the two role variants. Conservators are the informative (reactive) Guardians. Their most developed intelligence operation is supporting. The attentive Protectors and the expressive Providers are the two role variants.

Idealists are abstract and compassionate. Seeking meaning and significance, they are concerned with personal growth and finding their own unique identity. Their greatest strength is diplomacy. They excel at clarifying, individualizing, unifying, and inspiring. The two roles are as follows:

Mentors are the directive (proactive) Idealists. Their most developed intelligence operation is developing. The attentive Counselors and the expressive Teachers are the two role variants.

Advocates are the informative (reactive) Idealists. Their most developed intelligence operation is mediating. The attentive Healers and the expressive Champions are the two role variants.

Rationals are abstract and objective. Seeking mastery and self-control, they are concerned with their own knowledge and competence. Their greatest strength is strategy. They excel in any kind of logical investigation such as engineering, conceptualizing, theorizing, and coordinating. The two roles are as follows:

Coordinators are the directive (proactive) Rationals. Their most developed intelligence operation is arranging. The attentive Masterminds and the expressive Fieldmarshals are the two role variants. Engineers are the informative (reactive) Rationals. Their most developed intelligence operation is constructing. The attentive Architects and the expressive Inventors are the two role variants.

Four interaction roles

In his book Brains and Careers (2008), Keirsey divided the role variants into groupings that he called "four differing roles that people play in face-to-face interaction with one another." There are two Proactive Enterprising Roles:

Initiators (expressive and directive): Field Marshal (ENTJ), Supervisor (ESTJ), Promoter (ESTP), Teacher (ENFJ)Preemptive Contenders (attentive and directive): Mastermind (INTJ), Inspector (ISTJ), Crafter (ISTP), Counselor (INFJ)Competitive

There are two Reactive Inquiring Roles:

Coworkers (expressive and informative): Inventor (ENTP), Provider (ESFJ), Performer (ESFP), Champion (ENFP)Collaborative Responders (attentive and informative): Architect (INTP), Protector (ISFJ), Composer (ISFP), Healer (INFP)Accommodative

The roles were implied in the informing/directing factor introduced in Portraits of Temperament. In his 2010 follow-up book, Personology, "Coworkers" is renamed "Collaborators", and "Responders" is renamed "Accomodators"

Temperaments and intelligence types

The following table shows how the four rings relate to one another and to the various temperaments.

#2.
WHY IS TEMPERAMENT NOT DESTINY?

Here is the crux of everything; Why/How is Temperament not destiny? Somehow, temperament does determine a lot! However, the weaknesses that lie within these traits are not eternal tags What drove me to write this e-book was the fact that we dont all come with all of the attributes needed for our personal productivity. With every man comes a share of strength as well as weakness. These weaknesses, especially the so called Natural ones seems to be eternal tags we should cope with forever despite the result they keep fetching us over and over. If you ask me, I disagree. I see it as unfair if one is condemned to be a Natural Procrastinator forever or a Naturally Shy Person forever. Especially when experts tell you how these are rooted within your genes and hormones. It could be very disheartening. Thank God a better light is here!

No human quality is beyond change Jerome Kagan- Development Psychologist at Harvard University

While Temperament is real, it does not determine destiny!

Case Study 1 Steve is of the temperament type characterised with being reserved and not so outgoing. He has this dream to become a school teacher, hence he needs to be able to reach out to people and also bond with them to get his message across no matter their type of person. In his temperament type exist several strengths he needs to be effective; these are ability to feel comfortable alone, to be meticulous and very rational and less impulsive. However he never finds it easy to launch forth into action, also he gets too uncomfortable when its a crowd. But each day, Steve reads the news paper and sees how students are not doing well in school or how education has begun to lack quality hands; he gets offended that he ought to be doing something about it. He has made a few attempts to get delivered, but like many, he has given up and resolved to lethargy and inertia.

Case Study 2 Abike is a vibrant and beautiful lady, born with so much energy that she could supply a citys electricity. Abike has so many dreams to fulfil, in her head dwells a billion ideas, she is very talented and innovative. However, Abike has this Achilles hills; she has never been able to follow through on any project till the end. If she was the sole civil engineer to a country, that country would have a reputation for many half finished bridges and roads. Only the start of a thing gets her excited, at the middle when the going gets tough, she NATURALLY backs out, with VERY REASONABLE excuses. Case Study 3 Tanya and Jeremiah are two individuals in love with each other. Theyve been together since high school days and are now married with two kids. Tanya is a researcher with a training institute for kids, while Jeremiah works at a construction firm that he started a year before their marriage. Their career has been progressive and both are doing perfectly well. Its ten years now since they are married, and Tanya has been complaining of how Jerry does not spend enough time at home. She complains that he is always locked away on one project or the other spending days on it. At times he forgets his sons soccer games. On one of Tanyas birthday he didnt show up or call home till later in the night. And when he came it was His son who reminded him of Tanyas birth day.

Experts would say that Jerry is a go-getter, and that such kinds of persons easily forget about other things once they are on a project or something they love doing. Its a strength as well as weakness, especially when it affects relationships. For Jerry, he has been unable to strike a balance. Jerry would say, she ought to understand, thats just the way I am, or that I am just trying to help the family without remorse.

Abike, Steve, or Jeremiah are not strange examples, they are just a part of the many others. And honestly, there are explanations for what they experience based on Temperament theories. But while temperament is real, temperament is not destiny. So much of saying Temperament is not destiny. Why and how is that so, especially when we still agree that to some extent it counts?

Sculpted and Scripted

Temperament is like the clay, who we are today is the clay work; a pot, a statue or whatever.

HOW?
They (the potters hand) caused it! Family, Neighbours, Religious circle and philosophy, Culture, School, Books, Peers, media, Society Everyone and everything youve met There is a range of possibility even within genetic constraints, as behavioural genetics observe, genes alone do not determine behaviours; our environment, especially what we experience and learn as we grew, shapes how a temperament disposition expresses itself as life unfolds. Who we are now is who we have grown to become. We are products of influence ~Olakunle Sorinyan

We were born innocent, but from birth, every contact we made with this world began to shape us. We developed a paradigm from there, and so we continued in that direction till today, and now what we claim is personality. Little things like how we were trained to use the potty, how our parents corrected us, values, and culture we were brought up with also contributed. The way we were being gazed at in the eye when we cried, the way we were pampered or allowed to learn from a mistake, the sets of words that were used to address us. The list of influences is much, endless and complex. We grew with that scripting to who we are today. NOTE: Though there is a psychological as well as neurological wiring that form our unique temperament, however, the brain remains Plastic. It can be trained to learn and unlearn.

The brain remains plastic throughout life. Emotional habits are malleable throughout life, with some sustained effort, even at neural level. A child who comes into the world easily frightened can learn to be calmer or even outgoing, in the face of the unfamiliar. Fearfulness- or any other temperament- may be part of the biological givens of our emotional lives, but we are not necessarily limited to a specific emotional menu by our inherited traits.

~Daniel Goleman Author Emotional Intelligence Why it matter more than IQ

#3.
EMOTIONAL LEARNING AND UNLEARNING FOR PRODUCTIVITY

No human quality is beyond change ~Jerome Kagan- Development Psychologist at Harvard University

Our emotional capacities are not given; with the right learning they can be improved. All learning implies a change in the brain, a strengthening of synaptic connection. ~ Daniel Goleman Author Emotional Intelligence Why it matter more than IQ

In the introduction three things were pointed out; the goal, philosophy and tool. And what I have done so far since then is to let you see that you are not helpless, and that there is a window of opportunities. The goal is to move you from thinking Impossible to Im Possible, to let you know that; our insufficiencies or weaknesses though they may be natural giving, they are not eternal tags that we are of all men free to choose. And that with these following tools that are of given to us by nature anyone can be free indeed; Awareness Acceptance Choice Will Decision Action Growth Continuity

This is a new paradigm; that our greatest tool for victory is within us. There are two schools of thought that exist with regards to influence on man. They are Determinism and Possibilism. Determinism says that factors affect and control us and there is little or nothing we can do about it, Possibilism on the other hand agrees that there could be influences, what is however sure is that man has the ability to work things around for better, given the right attention and attitude.

Great achievers are folks who imbibe the second school of thought; Possibilism. It confers responsibility on the individual, and translates him from the victim of circumstances to the victor over circumstances. Given to us is a gift of nature that is part of our soul called WILL-POWER, the engine room for CHOICE-MAKING. So here is the truth; Though our insufficiencies or weaknesses may be natural giving, they are not eternal tags we are of all men free to choose While they caused it; You allowed it, You accepted it, You retained it, consciously or unconsciously.

I was honest to let you know it could be consciously or unconsciously. Either way, that would just be like crying over spilled milk.

So what would be the way out?

Williams Shakespeare offers a philosophical and profound advice: To thyself be true It will start from AWARENESS.

Self awareness means being aware of both our mood and our thoughts about that mood. Recognising feelings and building a vocabulary for them, and seeing the links between thoughts, or feelings that are ruling a decision; seeing the consequence of alternative choices and applying these insights to decisions about such issues. Self awareness also takes a form of recognizing your strengths and weaknesses and seeing yourself in a positive but realistic light ~ Daniel Goleman Author Emotional Intelligence Why it matter more than IQ

What most people resolve to is putting up of defence mechanisms such as denial in order to look away from what they are facing. The best way to get out of it is to be aware of what exactly the limitations are, it goes as far as being able to identify them, and how they are expressed. The ability to do so is sanity and emotional intelligence Being able to define what exactly is the weakness is. Weakness is and should be defined only relative to the goal or the result achieved over result achievable. So for Efosa that works at radio station on a night shift, if he wakes up late the next morning, it is okay given that he has nothing to do for that morning. Ben on the other hand has to resume work 8am daily, but he still finds it difficult to wake up early to avoid being late for work. To Efosa, waking up 7am or later might not be a weakness, but for Ben, it is indeed a weakness. To a sumo wrestler, if you have met one, being fat isnt a weakness, it is strength. But for a fashion model that is a great weakness. A movie director might spend a large chunk of his time in a weak watching one movie after another. But a student, especially one close to examination period cannot afford to have such as a hobby. I for one love reading and I read wide because I love to be well versed in different spheres. At a stage in my life, I read more novels than any other material, and trust me I am forever grateful to those times, especially for the kinds I read. But as I grew and career as well as educational needs arose, I began to need to commit more and more my reading time to other kinds of books. What happened is not that novels suddenly became bad. What happened instead is that there was a change in goal, purpose, priority and need, and so the definition for what weakness is changed and also what was strength. Weaknesses are what cause a reduction in production or the expression of potential. To be self aware is the start, next is ACCEPTANCE Acceptance is not putting on nonchalant attitude towards change, rather, it is knowing that these are the challenges that you face, that they are real and must be dealt with.

It is having the mindset that who I am now is who I have become, and I can become better given the right effort. From here you begin to build a mindset ready for change, knowing what your state is and ready to do something about it. LOOKING INTO THE WINDOW for growth opportunities is the next thing to do.

The question now is: What do I do to effect a change?

Right here comes into place the tools of choice and free will, and deciding to wield our effort in a better and preferred direction. As we have noted over and over again throughout the course of this book, that no human quality is beyond change. Opening up a mind that is determined to change and to seek answers for that change is what helps. Weaknesses are what cause a reduction in production or the expression of potential. To get over them, the entity concerned needs to understand that first a change in perspective is needed, which is what I have addressed from the beginning of this book. One must also know that there is need to begin to unlearn those habits that inhibit performance or the expression of productivity. If a particular path has repeatedly caused harm as regards achievement of a purpose then EFFORTS should be made to undo it. Looking into the window with a mindset of great hope for possibilities and with the intension to exercise our birth gift (Free-will) in this direction consistently, is what is required. Hence; one must move from a kind of knowledge to another , for a change in perspective about these faults, and then to exercise enough will and determination till change is achieved. The Human Spirit is blessed with an INCREDIBLE component called SELF-CONTROL. You DECIDE your OUTCOMES. Your WEAKNESSES are SELF-SUSTAINED! @olakunlesorinyan

Harnessing choice and free will in decision making for action; this is the formula.

Hence Growth is necessary from here.

For growth, there is need for; A change in perspective A new kind of knowledge Self Control

A change in perspective is what weve dealt with so far, upholding a new kind of knowledge, the transformational kind of knowledge. That we are of all men free to choose, that though these weaknesses may be real, they are not eternal tags. Whatever you do, know and accept that you own and possess the helm, and be ready to change course.

#4.
GROWTH HIERARCHY

Growth for productivity requires that purpose, goal, priority and need must be clarified at first. Then growth criteria or growth needs can be conveniently identified. The knowledge of these two can be placed beside the current level or state of performance to enable for a more proactive step towards growth (solution). In plain terms; Know what you want, or rather where you ought to be Know where you are, and Know what is needed to get there.

There is a set of basic growth standard we must all attain, in my own words; I call it the growth hierarchy. It is a summary of the basic skills every talent (Person) ought to possess in a good measure. It is in three stages, they are; Primary Development Secondary Development Tertiary Development

The Primary Development has to do with educating and developing the mind, emotions and will. In fuller details one must build competence in the following;

1. Emotional intelligence: Self control self awareness, empathy, stress

management, conflict resolution, delaying gratification, intuitiveness, knowing the difference between thoughts and feelings, good intrapersonal skill.

2. Intellectual and cognitive skill: Ability to be logical in reasoning, Problem

solving, and decision making. Well educated thought process and pattern, and perception.

3. Level of pro-activeness: That is taking action by causing change and not only
reacting to change when it happens.

4. Personal leadership and management: Ability to cast a vision, set plans, and
marshal yourself and all necessary resources available for the achievement of certain goals, tasks, or objective. Being able to follow through the processes and pay attention to the details. This could be on a goal, a project, day to day activities, as concerning our relationships. Generally in all the roles we play in life.

5. Solid values and belief system: Virtues, habits, thought patterns as well as paradigms for success and a note worthy life. 6. Effectiveness: In summary being productive.
All these would culminate into your general character, attitude behaviour, and efficiency The Secondary Development has to do with the acquisition of social skill, or rather having social intelligence. In fuller details one must build competence in the following;

1. Communication skill: Being a good listener, and question asker; distinguishing

between what someone does or says and your own reactions or judgments about it.

2. Interpersonal relationship: Being able to understand others; what motivates

them, how they work, and how to work and relate cooperatively with them.

3. Team spirit: An enthusiastic and positive attitude toward working productively

with a team or work group.

4. Leadership skill: Ability to marshal the creative resources and interest of people
towards the achievement of a goal, task or purpose willingly and enthusiastically. The ability to influence, and still not be a dictator. Both Primary and Secondary Development would build a Talent (a Person) for personal and public competences. The Tertiary Development has to do with acquiring economic skill or competencies. This is where efforts are made by a piano player to become as grand as Ludwig Van Beethoven or Wolfgang Amadeus Mozart. The Tertiary Development has to do with;

1. Skill sets for Professionalism and 2. Skill sets for building Economic value
It has to do with moving from Talent to Product or turning Talent to Enterprise.

NOTE: No law says you must be done with the primary development before ever attaining the secondary and then the tertiary developments. In reality, the tree levels are more like a continuum, they are interwoven. Building competence in them is not one after the other, they happen into each other. The needed thing is to know their importance and why we all need them. In reality, as one is building competence at one level, the other levels could also be involved and ongoing. However, if you study closely, you will see that competence in primary development would make secondary development more possible, and both of them in good measure will foster Tertiary development.

That is why attention must be given to the foundational level of Primary development. It is what makes a Talent (a person) become effective, it builds character and a solid personality. It cant be done away with. In fact without competence in it, folks become socially misfit, and in the long run they end up being wasted talents. We are social animals among other things that we are, and this earth is a social environment, hence secondary development is needed in our day to day roles. It comes into play even in our perception of our surrounding environment and the world in general. It is needed in our interactions with the outside world. Primary development helps in our personal and internal world, and secondary development helps in our outer world. Tertiary development builds us for economic relevance. In all, these are competences that when built and imbibed, they transform us into better person, and consequently help in outgrowing weaknesses.

As I conclude this edition of Temperament is not Destiny; Moving you from Impossible to Im-Possible, I want you to keep in mind the same thing that has been emphasised over again throughout the pages afore. Know that our insufficiencies or weaknesses though they may be natural giving, they are not eternal tags and that we are of all men free to choose. There is a window of opportunities. Exercise your freedom to choose, empower yourself with the right knowledge and growth, stay committed to it and continue reengineering your efforts. One truth is that failure, mistakes, or weaknesses will always be present. Our goal is not to eliminate them completely; to do that will be deception and a vain pursuit. Human frailty and imperfection cant be denied, and the fact that the world we are has no perfection in it makes that fact more obvious. What we should pursue and stick to is reduction of these limiting factors, I said earlier that weakness is and should be defined only relative to the goal or the result achieved over result achievable. Learning and unlearning is the relevant approach here and growth also.

GO AHEAD hence forth to CREATE a new experience for yourself and remain COMMITTED to it.

Holistically, Paul is a burdened teacher on paradigm and a Career Consultant. He advocates two things; a better view and approach to things, and the need for sticking to ones inherent uniqueness and harnessing it for relevance. He holds the belief that sense or paradigm is what differentiates between individuals and he is passionately moved to always write and speak from that perspective. His Christian faith and biblical knowledge are the basis of his approach. As a Talent Manager and Career Consultant, his concerns and line of commitment is towards employability by self or otherwise, through building competency in an individuals unique capabilities. Hence, he is employed at FOCUS a Human Capital Development organization committed to the academic sector. He is also a trainer at FORTEQUIP a Talent Management and Career Service organization One of his heart felt pursuit is that the education system will not only equip for literacy. But will routinely develop the unique capacities of all young people, and as well as essential human competences (in terms of spirit, soul and body). To provide a basis on which they can each build a life that is purposeful, fulfilling and is a contribution to their society. Being more verbal and then spatial in intelligence than being numerical, Paul is also a writer (poetry and prose majorly), a good analyst, an ardent researcher of knowledge (very inquisitive), and has an eye for art and beaut

REFERENCES
https://en.wikipedia.org/wiki/Four_temperaments http://en.wikipedia.org/wiki/DISC_assessment http://en.wikipedia.org/wiki/Keirsey_Temperament_Sorter http://en.wikipedia.org/wiki/Myers-Briggs_Type_Indicator Karen F. Stone and Harlod Q. Dillehunt, Self science: The subject is Me (Santa Monica: Good year publishing Co 1978) WT Grant Consortium on the School- Based Promotion of Social Competence Of my deepest within! (Paul Shola Oguntade). Daniel Goleman Emotional intelligence (why it can matter more than IQ)