Author: jgolden2015

You Share Everything With Your Bestie. Even Brain Waves.

Pair Wine to Your Personality, Not Your Food, Suggests New Study

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Food & Wine – Mike Pomranz November 08, 2017

New research from Michigan State University shows that a person’s wine preferences may actually stem from their “vinotype.

Though many foodies and oenophiles alike love to talk about wine pairings, actually executing pairings successfully can be trickier than experts make it sound. At the heart of the problem is that though certain flavors of wine and food make sense together, preconceived pairings don’t take into account the person you’re pairing for. Maybe one diner loves big bold reds despite heeding the doctor’s advice to eat less red meat; maybe another is celebrating a new job and only wants to drink bubbly and eat filet mignon. Whatever the reason, traditional wine pairings likely wouldn’t work for these fictional people – and new research from Michigan State University says that’s okay: Pair food with their personality instead.

For the new study, published in the International Journal of Wine Business Research, MSU hospitality scholars examined a theory proposed by Master of Wine and chef Tim Hanni that wine preferences are actually determined by a person’s “vinotype.” Hanni outlines four different vinotypes, each of which is personality-driven and correlates to different wine preferences, which he suggests are influenced by both genetics and environment and can change over time.

To test the vinotype theory, researchers looked at “novice wine consumers” – aka college students – surveying them on their food and beverage preferences as well as having a group rate the food and wine selection presented at 12 different stations in a controlled lab setting. As Hanni suggested, researchers were able to predict what wine people would prefer based on this information – ostensibly better than they would by simply sticking to traditional pairings.

“The palate rules – not someone else’s idea of which wine we should drink with our food,” said Carl Borchgrevink, the study’s lead author. “They shouldn’t try to intimidate you into buying a certain wine. Instead, they should be asking you what you like.” Alan Sherwin, a culinary expert who was also involved with the study, agreed. “At the end of the day it’s going to be the consumer that has the final say,” he said. “They’re going to be the arbiter.”

This study is actually the first to academically dive into the idea of “vinotypes” – and only looked at college students, a notoriously unrefined group of wine drinkers – so plenty of work is left to be done. But if you’ve been searching for some research to throw in your wine snob friend’s face when you order a red wine with fish, well, consider this your starting point.

Do Opposites Attract?

Do Opposites Attract?

My experience and personality profile data lore holds that when it comes to relationships, opposite profiles do attract.  Outgoing, Creative, Emotional, Flexible (ENFAs) are matched with Reflective, Practical, Rational Organizers (ISTZs).  My father always quoted that 75% of all relationships formed couples with at least 3 of four opposite Global Scales.

Interestingly,  a 2004 article by Bridget Murray, Mixing Oil and Water, in the APA Monitor found a parallel finding among couples with clinical Personality Disorders (PDs).  While couple’s with PDs describe extreme examples of normal profiles, they nonetheless support the notion that people are attracted to relationships with people who have opposite tendencies to their own.

Murray shared the insights Florida clinical psychologist Florence Kaslow, PhD, who had “seen the pattern so often among some couples that she labeled it practically a clinical archetype: Both parties have personality disorders (PD)—but on opposite ends of the spectrum. 

The fastidious, stoic spouse with obsessive-compulsive PD clashes with the often messy, flamboyant spouse with histrionic PD. Or, likewise, the self-absorbed, self-important person with narcissistic PD spars with the needy, clingy partner with dependent PD”.

Kaslow says: “These people often literally see the other person as ‘their other half.’ But that half is one they have cut off in themselves, so they’re essentially attracted to the thing they’ve rejected or have a negative attitude toward.”

What does your experience with couples and profile support?  Do opposites attract?

Do Introverts make better CEOs?

Washington Post journalist, Jena McGregor, discusses a recent HBR article that describes characteristics of effective CEOs.  Traits including, introverted (very broad swath of behaviors), reaching out to stake holders, being adaptable/spontaneous, acting decisively, and being reliable/predictable.  These are all traits tapped into by the Golden.

My guess is in particular good leaders self-report: E – Talkative and Participative & I – Reflective, Z – Reliable & A – Spontaneous.   Note that balance in these traits and likely other is evident.  Not only descriptive of good leadership, but of good human being in general.

I think that good leadership may also be driven by what is not present as much as what is present.  That is the lack of extreme and unbalanced traits.

What have you found in your practice?

New Golden Personality Profiler v5.1

New Golden Personality Profiler v5.1

A New Brand

The Golden Personality Profiler is the newest version of the Golden and is available only on’s online assessment platform. The new name reflects a return to the original name of the assessment Personality Profiler and the addition of the Golden brand…Golden Personality Profiler.

Golden Available on

GoldenLLC administers the newest version of the Golden on its own online assessment platform at

With successful completion of the Online Golden Certification course you will be qualified to purchase and administer the Golden Personality Type Profiler from Pearson Talent Assessment on their platform  You will now also be able to purchase and administer the Golden Personality Profiler directly from  In fact, once you pass the course your online administration account can be accessed through your Zone B membership account and have access to other assessments.

Updated GPP v5.1 survey

The Golden v5.1, includes fifteen (15) new questions, representing thirty-four (34) items, historically never scored in v4.0. Seven (7) of the new questions, covering 11 new items, were included to create the Tense Calm’s new Unsettled/Resilient Facet Scale. Eight (6) of the new questions, covering eleven (11) new items, were included to create the Tense Calm’s new Unconstrained/Regulated Facet Scale. Additionally, seven (7) questions, covering eleven (11) new items were revised to improve the reliability and validity outcomes of four original Facet Scales, including the Outgoing/Intimate, Conservative/Trendsetting, Competitive//Nurturing and Concerned/Optimistic Facet Scales. Based on an analysis of findings these four Facet Scales and their item level content primarily made up from Section 2 items, were strategically selected for revision. The outcome of these revisions are two new and important Tense/Calm Facet Scales, an improvement to four (4) original Facet Scales, and the improvement of the statistical robustness of the Golden assessment.

New Tense Calm Facet Scales

The new Unsettled/Resilient and Unconstrained/Regulated Facet Scale are important Tense Calm Facet scales added to the Golden Personality Profiler in 2016/2017. From its inception in the early 1990s, when only two clear Facet Scales emerged from the original item pool to form the Tense Calm scale, it was always our intent to add more Tense Calm facets to make the construct more robust and useful.Screen Shot 2017-03-29 at 10.20.36 AM

Unsettled & Resilient

The foundation of the Unsettled/Resilient scale is found in the psychological concepts originally described by Cattel, Saunders and Stice (1957) as measured by the Sixteen Personality Factor assessment’s (16PF) Scale C: Emotional Stability as also described by Sigmund Freud’s conception of ”Ego Strength” which describes a person’s ability to maintain their sense of self identity in the face of distress, conflict and discomfort.

Unsettled people have unknown, unclear and shifting values and beliefs. They shift goals and priorities when faced with adversity. A self-focus and fear of failure leads to setting unrealistic expectations and goals. Defensiveness and argumentativeness lead to denial and blame which result in seeing only what is happening presently and failing to learn and grow.

Resilient people are described as knowing what behavioral and life values are most important. Being goal focused they recognize the importance of setting aside personal goals for those of others or the group. Seeking win-win outcomes and learning to grow they develop themselves and the other people around them.

Unconstrained & Regulated

Unsettled/Resilient and Unconstrained/Regulated Facet Scale can be traced to the psychological concepts as defined by Cattel, Saunders and Stice’s 16PF, Scale G: Rule Consciousness, and Sigmund Freud’s conception of “Super Ego” which describes a person’s ability to consciously incorporate societal norms and morals into the actions and choices when stressed.

Unconstrained people are unaware and/or unconcerned about what others think and believe. Societal morals and norms are overlooked or ignored in favor of their own self-interests and needs.

Regulated people take into account societal norms, morals and rules when making decisions or taking action. They consider important virtues taught to them in life by their parents and other important people and make decisions based on moral goodness and rightness.

An important historical connection between the Golden and the 16PF

As one of the world’s renowned psychometrician, Dr. David Saunders, worked with Dr. Cattel on the first exploratory study of items developed from Allport and Odbert’s trait lists that originated the 16PF. Dr. Saunders also worked with Isabel Myers and her jungian personality test originally called the Briggs Myers Type Indicator at Educational Testing Service in 1964. Dr. Saunder’s also worked on the early development of the Golden while working with Dr. Edward Golden and Dr. John Golden at ORA, Inc.  Golden LLCs predecessor, in the late 1980s.

Two New GPP Reports to Select From

The Individual Development report reports the 5 Global and 40 Facets including the Unsettled/Resilient and Unconstrained/Regulated Facet Scales associated with the Tense Calm Global Scale. It also includes the Career and Educational Majors Suggestions content. It is designed for use in educational, career, life and spiritual coaching, and general self-development settings.Screen Shot 2017-03-29 at 10.18.40 AM

The Talent Management report is designed for use in place of the original Golden assessment used over the past 20 years. It maintains the original 5 Global and 36 Facet Scale structure that you’ve become familiar with and learned about in the online certification training program.

The Talent Management  report includes the advanced Tense Calm scores , including the Unsettled/Resilient and Unconstrained/Regulated scales on the Summary Page for administrators seeking deeper insight and understanding. In the example below:compare the Advanced TC scores with the Tense Calm Global and Facet Scale scores above.Screen Shot 2017-03-29 at 10.47.42 AM

The Talent Management report is designed for use in business and organization development, human resources, training and development and executive coaching settings.

Administrators can easily select which report they want, Talent Management or Self-Development report, from within their Account settings. 

Advanced Scoring

Both the Talent Management and individual Development reports utilize the advanced scoring of the rare three out-of-pattern facet scale pattern for better initial profile determination.

A 3 Out of Pattern scales on a Global Scale, estimated to occur in less than 1 out of every 25 reports, reflects an important opportunity to examine your clients report.  In past report scoring, a person’s Global Scale was identified by the highest summed score of all the associated facet scales.  Experience in interpreting these 3 Out of Pattern facet reports, more often than not, revealed the best fitting global scale and associated four letter profile, endorsed by the client was the global scale associated with the 3 out of pattern facet scales, not the global scale associated with the highest summed scores.  The result is a more accurate prediction and report description of the best fitting of the 16 personality profiles.  However, it continues to be important to review other likely fitting profiles with your client and ultimately, encourage them to determine the best fitting profile.

The Golden Measures Personal Intelligence (PI)

The Golden Measures Personal Intelligence (PI)

In 2014 John D. Mayer, Ph.D., writing in Psychology Today, concluded that before 1995, personality psychology appeared uncertain and disorganized, and many thought that personality had a minimal influence on our lives. After 2007, the discipline became more integrated and the power of screen-shot-2017-02-27-at-9-47-50-ampersonality became more widely appreciated than before.”

Mayer proposed a new theory of personal intelligence proposing that people use their abilities to problem solve in four areas:

  • To identify clues to personality
  • To use those clues to form (sometimes) accurate models of people (both of oneself and others)
  • To use information about personality to guide oneself and others
  • To systematize one’s plans and goals

Mayer, concluded that “no coherent tests existed to measure that reasoning and that —such an assessment still did note exist to measure his theory.  I love the term Personal Intelligence, it is more effective a lable than Emotional Intelligence.  As for Mayer’s proposed abilities, I think the Golden is perfectly designed to measure and execute them.  What do you think?

To Test or Not to Test?

To Test or Not to Test?

Could the National Security Agency (NSA) have determined through Psychological Testing that Edward Snowden would have been predisposed to steal government sedward_snowden-2ecrets and commit treason against America?

My mentor, Dr. David Saunders, who helped develop the 16PF, MBTI also helped to develop the Wechsler Adult Intelligence Scale – Personality Assessment System WAIS -PAS while working with the CIA in the 1960s. He was intrigued by the idea that they could apply the outcomes to the determination of how people would commit treasonous acts such as that committed by Snowden. Personality tests can and should be used to help prevent and understand these types of situations. I think Snowden is an INTZ who believes that his act was not treasonous, but highly morale. What do you think his type is?

To Test or Not to Test? I am often asked “can the Golden be used to help employers hire employees?”

Personality tests have two general applications or uses. The first application is for hiring, selection and promotion. The second is for development and training. The Golden Personality Type Profiler is a personality assessment that is almost exclusively applied in training and development settings, and occasionally used in promotion settings.

Typically, assessments used in selection and hiring settings are validated for these specific purposes and should be accompanied by position analyses for the jobs targeted. The rigorous validation process includes the establishment of specific norms created from the samples and the determination that the targeted traits are determinants of job success.

So, why weren’t these steps taken so that the Golden could be used to help employers fill job openings? I think that if it was used for hiring, it would jeopardize the far more powerful impact that it has as a tool for helping people and teams grow and develop. I am protecting the brand by discouraging its use as a selection tool.

Most personality tests used for selection are also based on the Five Factor model: the Golden part shares this structural base. The results of selection tools are rarely given back to candidates, if they were, no one would want to take them. The results are based on finding out what is wrong and bad with the candidate, not what is right and good as is the case with the Golden Feedback report. While I don’t support the use of the Golden in selection settings, I do support the use of the theory and knowledge of the concepts upon that which it is built as tools to inform and shape the hiring process. Using the Golden this way can lead to better hiring decisions for both the employer and employees.

Can People Change Their Behavior?

Can People Change Their Behavior?

One of the first questions asked by people receiving their Golden Personality Profiler results is “can’t people change their behavior and be both extraverted and Introverted or Rational and Empathetic?” The answer, from my experience and my study of normal personality is (which most people hate to hear), “yes and no”. Understanding why that is will help you and your clients understand this news better.

Carl Jung suggested that we all possess all behavioral capabilities within us. We have the complete range of behavior and through conscious and unconscious mechanisms we engage the world with all the potential faculties. Jung and Gordon Allport also tell us that we have preferred behaviors and approaches that we tend to rely and and develop from a very early age. We learn to trust these approaches and react with them when called up. When we are conscious about our behavior we can alter our behaviors and select behaviors that may not be natural. In this case, I like to think of these behavioral selections as “skilled” behaviors as opposed to “natural” behaviors. As an executive and life coach, I try to get my clients to develop these alternate behaviors. Life circumstances call for them. Some people are more capable than others at adapting and adopting new behaviors, but we all have the potential to develop them. As we age I think this process happens naturally to all of us. Allport called this capability to develop behaviors to the extent that skilled behaviors are indistinguishable from innate behaviors “Functional Autonomy”. Allport gave us all the hope that any behavior is possible if we work on it. I prefer to think of this as development as opposed to change. We all can develop, but we don’t change.

From a typological perspective each type has a range of adaptiveness. Each profile can change or develop within its own range. ENFAs have the broadest range of adaptiveness. I refer to the ENFA as “the chameleon.” They can adopt most any role for short periods of time, and they try many new activities and manifest many new behaviors. When they see a behavior they haven’t seen before they sometime copy the behavior without realizing they are doing so. On the downside ENFAs, if they stay with behaviors that are not their own long enough, can lose their own sense of self-identity and experience forms of depression. Marking changes in an ENFA’s behavior is a difficult task because they are always changing and rechanging.

Behavioral changes are easier to recognize in other personality profiles. Knowing how to observe and recognize change is critical to our role as professionals. Read on to the next blog entry for more in-depth discussion of how change in social behavior can signify brain dysfunction.

When Social Signs Point to Brain Dysfunction

When Social Signs Point to Brain Dysfunction

In an article in The Wall Street Journal , Shirley S. Wang addressed “When Social Skills Are a Warning” ( In this article, she points out that significant change in social behavior can be a foreshadowing of something going terribly wrong in the brain. The article reports that neurological dysfunction might onset after subtle changes in behavior related to the expression of empathy, sincerity, listening and the inability to identify sarcasm. These subtle changes may be warning signs of future more serious changes related to dementia.

This can really scare people. When they observe behavior that is not familiar, they can’t understand the change and seek answers about the behavior of those they know and love well. Fortunately or not, most of us don’t notice our own behaviors and the changes well. Although most of us do not notice changes in our own behavior, we do notice changes in other’s behavioral patterns. To identify changes in behavior with those around us is likely an evolutionary skill developed to aid us in survival. I tend to agree with the article’s general premise that small abrupt and unexplained differences in behavior of others changes are not normal and should be monitored over time to see if they are consistently presented. If they are, then deeper diagnostic consultation may be warranted.

For example, a person with the ISTZ profile, is the most uniform in role and behavior. They adapt the least. Abrupt changes in their behavior are very noticeable.

I experienced this first hand with my mother, an ISTZ. In her 50s, she started to experience periods of manic and depressive episodes. These periods were brought out by overexertion in social settings. The first time I noticed these changes was in 1979 when our family took the lead role in hosting and planning the first international association meeting for professionals interested in psychological type assessments like the MBTI and the Kiersey Temperament Sorter. My mother was so engaged that she over-extraverted to the point that she became mentally exhausted. Unlike typical exhaustion, she went into hyper mode. She socialized to the point of wearing herself down. After the conference at which the Association of Psychological Type was formed, it took her months to recover. As family members, we noted that her behavior was somewhat embarrassingly flamboyant, overly dramatic and self focused. This was very atypical of her normal ISTZ traditional and practical nature. Later in life she was diagnosed as manic/depressive and towards the end of her life experienced several severe, although brief, psychotic episodes that required hospitalizations.

As Wang’s article suggests, her early out-of-character behaviors foretold future brain dysfunctions. We assumed that my mother’s late life behavioral changes, broadly and inaccurately diagnosed as dementia, were more likely the result of small mini-strokes in the frontal lobes of the brain called Peck’s Disease. Interestingly, an autopsy of her brain showed neither Peck’s Disease or dementia. Something was going wrong inside her that medical science could not explain.

In the case reported by Wang, dysfunctions typically described as antisocial and related to the frontal lobe, are those that affect executive comportment related behaviors, as well as those associated with planning, organizing, social relations, and following social and cultural norms. These behaviors and the frontal lobe itself are developed last, particularly in boys. I know that because I have a 17-year-old son who isn’t crazy, but instead drives me crazy with his lack of developed frontal lobe activities. As they are developed last, following the logic of last developed- first lost, it would not be surprising to learn that signs of changes in behaviors governed by the frontal lobe, namely poor application of executive life comportment behaviors, would signal greater loss of functioning later in life.

As it relates back to the Golden, I conclude with the idea that the greatest value in the assessment itself is the building of consciousness about personality itself and the need to develop both your innate and your learned behaviors. The greater the development and the stronger all sides of the personality, the more sustainable your healthy behavior is, and the more durable one’s brain functioning is, as the natural effects of aging and decline take their toll. Without such insight into ourselves, we are just left to the natural and circumstantial events and course of existence.