Elections Are Influenced By Candidates’ Vocabularies!

Vocabulary influences presidential election results.

We vote for people we trust. We trust people who speak our language.

Vocabulary is a very important aspect of communication, and of trust. Are you conscious of they kind of vocabulary being used during this election race? Are you aware of the ways that candidate’s vocabularies influence your trust? And what does this mean for the kind of candidate are you most likely to trust?

As we all ramp up for another round of presidential elections, the nation will be frenzied with all sorts of opinions and theories and new information concerning the different candidates.

We all have our preferences and agendas and opinions, and thankfully live in a nation where they can be freely expressed and voted upon.

I’m not going to write about my opinion on who should or shouldn’t be elected (there’s already plenty of that out there on the internet) – instead, I’m here to add an interesting variable concerning election results.

Candidates’ vocabulary plays a large role in determining who votes for them, and that this aspect is mostly subconscious to the populace. Most of us hardly realize the reasons we trust the candidates that we do. In fact, a big factor that plays into this is the vocabulary that that particular presidential hopeful uses.

A good example is in the 2004 race between John Kerry and George Bush.

Kerry, it seemed, spoke in a very professional manner, and used complex words. His working vocabulary was and still is very advanced, showing his education and obvious intelligence. He carefully crafts his speeches to deliver a precise, exact style of communication to his audience.

Bush, in comparison, seemed to speak more simply. His vocabulary was common, and his delivery was less “practiced” and professional. The words he used were more of everyday vernacular.

Bush said things like, “talk about” whereas Kerry chose “address”, or “should” when Kerry said “ought”.

Both Kerry and Bush graduated from Yale with nearly identical average grades. Bush went on through Harvard for his M.B.A., and Kerry went to Boston College Law School. Clearly, both candidates were extremely well educated.

And yet, Kerry spoke at a much higher level than Bush, it seemed. Wouldn’t this be a desirable quality in a candidate, for those voting for him? If so, then why did Bush end up winning that election (excepting involvement of outside circumstances like the Supreme Court’s ruling)?

Let’s look at our current president – Barack Obama. What about his vocabulary when addressing the nation?

Obviously, to be even considered for President, a candidate must have an incredible vocabulary, and Obama was no exception. Like Kerry, Obama is a lawyer by training but a man with common roots. Did the way in which he utilized his language to communicate to potential voters influence his back-to-back elections?

I believe it did. Obama used words that the common man would understand, and simplified concepts and ideas so that the populace could comprehend them. He did not use lofty terms or expressions that would alienate the public, since the vast majority of them were less educated than he (Obama graduated from Columbia and Harvard).

His somewhat halting method of speech gave the impression to the more academic viewers that he knew what he wanted to get across, but had to pause to gather his thoughts in order to phrase them in a way that would be simple to understand. The sophisticated audiences felt that he could communicate on their level, but worked to abridge himself in order to be understood and trusted by those with a common vocabulary.

But does the vocabulary used in promotional speeches and addresses actually affect the outcomes of the elections?

Well, Bush beat Kerry in 2004, and Obama beat McCain in 2008 and Romney in 2012. Was this completely attributed to their vocabulary? Definitely not, and I’m not arguing that it was. However, there is reason to believe that it definitely played a role.

Humans trust those candidates who speak on a similar level to themselves. There are many sources out there that examine the connection between trust and language, communication, or speech.

Charles Feltman wrote a good article about trust and language in the workplace, and that everyone can intentionally build and sustain trust through their language. The Ivey Business Journal posted a piece about leaders using communication to build trust, and how fundamental the style of communication is to being trusted by those who are being communicated to. Finally, the US National Library of Medicine published an interesting academic article talking about the importance of physician-patient communication, and how the vocabulary used plays a large role in establishing trust in that relationship.

Obviously, vocabulary, language, and communications are very important elements impacting trust levels between humans, and this is especially true when concerning presidential elections.

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Being spoken to with too high a level of vocabulary induces feelings of confusion, leading to distrust

It’s a natural response for us to trust those candidates who sound like us. We quite naturally develop an aversion to the candidates who speak with a vernacular more advanced than we use – we can’t quite understand everything, and get the feeling that we’re being swindled or conned; that the person is trying to baffle and impress us into agreeing with them. We distrust them, then, since we feel like we’re being duped.

On the contrary, we feel a kinship; a connection or subconscious affiliation with those candidates running in the presidential election who use a vocabulary similar to our own. We are more likely to trust the things they say, and to believe their promises, when they are phrased in words that we regularly use and understand.

To further elaborate on this concept, it is important to understand that there are three main levels of vocabulary:

  1. Common
  2. Business/professional
  3. Executive/academic

These dictate the portion of the population that will trust the candidates that talk on each level.

For example, if one of the presidential hopefuls speaks and understands the “Business/professional” level, those are the people that will trust him or her. The “Executive/academic” level speakers will find themselves connecting with the candidate that speaks more eloquently than the “Business/professional” level, and the “Common” speakers will distrust both hypothetical candidates because they are not being spoken to on a colloquial level, and it is just foreign enough to provoke feelings of skepticism and aversion.

This is not to say that the only people that you will ever vote for are those with the same level of vocabulary – that would be ridiculous. PLOS features a blog post elaborating on just how many things play into and influence our decision on who to vote for. But it is proven that on a general trend, and especially with communication between strangers such as is exemplified in a presidential election, humans trust those with whom they share a similar vocabulary level.

Peter Meyers is a communications expert who would even go so far as to say that every election can be predicted by the communication style of the candidates running!

As the election process develops and continues, look for the ways that the candidates use the element of vocabulary. Do they speak way above you? Does that make you trust or distrust them? Do they communicate with you on a level that you understand?

It will be interesting to see how vocabulary plays a role in next year’s elections. It’s a small, yet powerful aspect of communication and persuasion that can be harnessed by anyone and used to their advantage.

 

To find out what percentile of general vocabulary mastery you fall into, visit TestEts and take the Highlands Ability Battery. Enlighten yourself as to how vocabulary can be used as a tool, the level that you speak with and understand, and how this may be swaying your feelings of trust concerning voting for the presidential elections.

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MBTI College Personality Test for College Success

 For College Success take MBTI College Personality Test

Looking to be successful beyond the classroom? Through the trials and tribulations of high school, some students overlook the tough difficulties that college brings. Through the well-known test brand of Myers Briggs College Test, potential students can receive information after answering questions that determine their unique personality. Through the sixteen different personality types that this college personality test offers, the students’ results will not only help him or her in college but in daily life.

What will you learn about Yourself and Succeeding at College?

To start, you will get your 4-letter MBTI code and description of it and how to apply it a college setting.  Each letter represents a different trait with many descriptors.  For example, I is labeled introversion but it means learn through reflecting, able to concentrate for long time on solitary activity, and wanting to be an expert in something.  That just a start.  Combinations of two letters means a completely different trait. For example, NF types usually seek the right place to contribute in the world whereas SF seek to be “of service” in some way.  Obviously that’s just a quick intro, and there is so much more to find out.

You will gain many descriptors to your specific personality type.  You can use these to better understand yourself – and be “proud” of who you are.  But you can also apply synonyms about your personality to your resume to help you get a job or internship.  The Myers Briggs College Personality Test shows the recipient how clearly they expressed one preference over the other, ultimately showing how solidly their personality has developed in that area (an indication of maturity).

 What to do once the test is complete to achieve College Success?

Once completed, the test will provide information that can help a student plan his or her degree, majors, classes and adult careers. These are all critical to know to succeed at college.  The drop-out rate and course change rate, which is costly, goes up the less clear a student is about these.  So find out and make the right choice for and in college.

The Myers Briggs personality type descriptions can lead to success in your dorm,

classroom and social relationships etc. simply by helping you understand what you like, how you tick, who you prefer to hang-out with, what study habit work best for you, and so on. With four letter Myers Briggs code as your personality type, you might conclude that introvert means shy and extrovert means outgoing. After reading about your personality type, you will come to the realizations that introversion doesn’t mean shy but one-on-one relating, and extroversion doesn’t mean outgoing but needing interactions and action to get energy.

Going above and beyond for College Success

The Myers Briggs College Test also comes with books (link) that can help a student gain

Myers Briggs Type Indicator Career Personality Test on Personal Strengths

even more understanding of his or her results.   Some books expand on the College Success (learning, roommates, etc) while others provide Career information (popular and most chosen careers). To be a successful student can be incredibly stressful without the knowledge of your individual learning style, study habits and test taking skills; but to just try to understand these characteristics can be overwhelming or even confusing by simply reading them.  Therefore, it is highly recommended that you get a consultation with a Myers Briggs Test expert.

Amazingly, Myers Briggs College Test comes with a free feedback consultation with licensed Myers Briggs consultants. Yes, you read this correctly! True Myers Briggs tests MUST include a FREE consultation. Consultants offer a free consultation with the purchase of the test. The consultation is interactive and informative to confirm the recipients’ conclusive personality type, making the test more intimate and understandable. Wherever possible, the consultant will apply your Myers Briggs code specifically to your college needs so you can experience success at college.

The numerous successful college students, who have taken the Myers Briggs College Personality Test, represent the success of this college personality test. Not only did it help them in their dorms, classrooms and friends but also it ultimately helped them in their career choices and success above and beyond.

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How Hit Your Bullseye Career Using The Strong Interest Inventory

To be happy, you need to hit your “bullseye career”

Have you ever wondered if there is a career out there that you would absolutely love? You know you are interested in certain things, but can they be found in the workplace , a single job or even a lifetime career? And how do you find out exactly what those interests are, and what kind of jobs incorporate them? How do you find a career that hits the target of all your interests? How do you find one that hits the bullseye?

To answer these questions, I made up a “bullseye” or “target” career defining method for interpreting the Strong Interest Inventory (SII). I will explain “bullseye career targeting” method after giving a little background of Strong Interest Test.

The Strong Interest Inventory is the best career interest test on the market.   It uses John Holland’s theory, which articulates 6 interest themes (called Holland Codes) into which he divides the world of work and breaks these themes down further into 30 interest areas before ranking 130 occupations. Section 2, the “Career Interest Areas,” containing the 30 work interests, is arguably the most helpful and important part of the Strong Test. Most importantly, it applies equally well for career changers as for college students.

If you’ve ever taken this interest test, you’ll remember that this is the page with “Top Five Interest Areas” section, accompanied by six sets of bar graphs rating your career interests in different categories within each of the 6 themes (the themes being “Realistic,” “Investigative,” “Enterprising,” “Artistic,” “Social,” and “Conventional”).

The values on the bar graphs are assigned a level, varying between “Very Little” to “Very High” interest levels. Your top five highest interests areas are displayed above the graphs, in the aforementioned “Your Top Five Interest Areas” box.

Each person’s top five interests are unique: yours will be different even from your best friend or your most enjoyable co-worker. The top interests that come up for you can be interpreted as your fulfillers, satisfiers, and energizers. In contrast, your bottom three interest categories would, therefore, be your stressors, fatigue’s, and dissatisfiers.

If you can find a career that includes all of your top 5 interests you can be guaranteed that you’d LOVE your career. It is rare to be able to find a single job that does that, however. Even if you can’t find a job containing all 5, you should then to find a way to incorporate them into your personal life if you wish to enjoy your life.   These top interests are your “happy factor”. Isn’t it nice to know that there is a test out there that can help to tell you what will make your happy in work and in life?

This is the type of target shape I use for my bullseye method

But, what about the 25 other interest categories you don’t see in your top 5? I like to review them in two ways. First of all, I like to see if there should be exactly 5 interest categories that qualify for your unique top interests. And secondly, I like to see exactly how strong your top 10 interests are.   To review these in a meaningful way, I first draw out a target on a piece of paper, made of three concentric circles. This is the career target – your career target tool.

In the innermost circle, the “bullseye,” is where I write your highest career interests. I don’t just limit them to your “Very High” interest scores, though. In some cases, the highest level scored will be just “High”. These highest interests are placed in the bullseye of the career target.

From there, I move to the next circle out on the career target.  Here, I write the areas that fall into the next natural break in scores. Sometimes, these are in the same “High” category but are lower in ranking. Other times, these fall an entire scoring level lower. You see, each person’s distribution of interests is profoundly unique. Regardless, there always seems to be a natural division within the top 5 interest categories between the “bullseye” career interest center and the next target circle.

Finally, in the outermost circle, I write the career interests in which you scored high but not as high as in the other 2 interest circles. Sometimes, there is absolutely no “outer circle” career interests. Other times, none fall in the middle circle. On occasion, there is a longer list than the designated top 5. For example, I had a client who had 2 bullseye career interests, 2 middle career interests and 5 outer ring career interests. Instead of having just 5 career interests, this client actually had 9 top career interests she needed to find expression for to be happy in her life.

For people like this or who have diverse interests, I always recommend taking The Highlands Ability Battery since such a career interest profile indicates the person has, what are referred to as “driving” abilities. Driving abilities unconsciously demand expression — let me repeat: “unconsciously DEMAND” – and therefore these are critical to know for life and career happiness.

The career target diagram is laid out in said fashion which makes it easy to see what you need to aim for in a career if you want to love it. To hit “the career bullseye” with a single job, you will include all of the areas in which you maintain a very high interest level. It is even better to hit a career that encompasses the middle and outer circle also. If you can find such a career, you will have hit your “career bullseye” – a work you’ll love doing for a lifetime.

The goal of my “Bullseye Career Method” or “Career Target Method” is to visually show you how to find your career happiness. The more of the target that can be included in the career you decide to pursue, the happier you will be. Your career will be fulfilling, satisfying, and you will be fully energized to perform in it, if you are able to hit the bullseye.

A good career coach with superior training in the interpretation of the Strong Interest Inventory will be able to help to (1) identify exactly which career interests fall in each ring of the circle, (2) explain more in-depth what each of your top interest areas means, and (3) find ways that you can take something you are interested in and turn it into a career.  That can be a difficult gap to bridge, but an expert career coach can do just that with you and your Strong Interest Test results.

For expert career help, including interpretation of the Strong Interest Inventory, click here.

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What Does DiSC Stand For?

What Does “DiSC” Stand For?

The DiSC Test is a very useful career test that pinpoints characteristics that contribute to the way you work. This can be extremely helpful in finding a job you love, and avoiding taking a job you hate. But what do each of the letters stand for?

Navigate the slides below to view each of the four categories, and a list of descriptors from the Personal Insights Profile DiSC Booklet that go with each letter:

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Now that you’ve been introduced to a little bit about each of the four types of people that the DiSC Test presents, follow these links to learn more about how each letter: adds value to a team, tends to react under stress, works best, and is most limited:

  1. “D” = Dominance

  2. “I” = Influence

  3. “S” = Steadiness

  4. “C” = Compliance

To take the DiSC Test, go to TestEts.

Posted in Behavioral Tests, Career Tests, Career Tests General, Career Tips, Career Tools, College/High School, DiSC Test, Employee Test, Leadership Test, Personality Tests, Test Name, Test Type, Uncategorized | Tagged , , , , , , , , , , , , , , | Comments Off on What Does DiSC Stand For?

DiSC Test: Dominance

D

In the DiSC Test, “D” stands for “Dominance“.

What does a high test score on the “Dominance” scale on DiSC Behavioral test mean to me? How will I work best in a team? What negative behaviors do I exhibit under stress? What are my weaknesses? The Personal Insights Profile and DiSC Booklet gives many helpful characteristics and descriptions for these four categories for each of the DiSC quadrants.

Primary Driving Force of an “D” is anger – anger with circumstances and lack of any number of factors. All personality behaviors of DiSC type “D” emanate from this force.

  • Adds Value To The Team:

    What does a DiSC “Dominant” type contribute to a work team? A DiSC test type “D” contributes these qualities and behaviors to the team:

    • Strives to get to the bottom-line and organizes all factors to reach it
    • Forward-thinking and planning
    • Thrives in challenging situations and seeks to win
    • Driven and therefore initiates activity
    • Seeks to innovative to solve problems
  • Ideal Work Environment:

    In what type of work environment will a DiSC “Dominant” type thrive, excel and succeed? In a work environment where there is:

    • Freedom from authoritarian controls, supervision and details
    • Acceptance of innovative and futuristic-oriented vision
    • Opportunities to express ideas and viewpoints
    • Variety in work and work schedule, non-routine tasks
    • Challenge and opportunity to excel
  • Tendencies Under Stress:

    When a person is under stress, the negative aspects of their personality reveal themselves. You can tell when a DiSC test “D” is under excessive pressure because they exhibit the following behaviors:

    • Overly demanding and commanding
    • Daring and bold; edgy
    • Aggressive and even belligerent
    • Arrogance even to the point of egotistical
  • Possible Limitations:

    In additions to the numerous strengths of an “Dominant”, it is prudent to know what the weakness of a DiSC “D” is as well. Here are the most obvious weakness behaviors of an “Dominant”:

    • Overreliance and abuse of a position
    • Expects much of self and others; sets standards too high
    • Directness exhibits as lacking in tact and diplomacy
    • Overburdens self with challenges; takes on too much, too soon, too fast
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