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How To Tell Your True Personality From Your Signature

How To Tell Your True Personality From Your Signature

The lost art of handwriting is a huge loss–in more ways than one.

In today’s modern world, which is over run by quick communication capabilities–email, text, instant messages, group chats, social media posts and the lists goes on and ON –it is rare to find good-old-fashioned handwritten communication.

We don’t even have to jot ourselves a quick reminder or manually add things to our calendar anymore thanks to apps that allow memos to be transcribed by merely speaking the command into our Smartphone or other device.

We have all but completely eliminated the art of handwriting. The only form of handwritten communication that we see–but is diminishing at a rapid pace–is the personal signature.

Understanding Handwriting Analysis

Graphology is the science of analyzing handwriting for personality traits and has been around since the days of Aristotle.

Today, it has evolved and can be used for a variety of purposes, from criminal investigations to understanding your health. Some employers have even used handwriting analysis to screen potential employees for compatibility.

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In fact, according to master graphologist Kathi McKnight , “Just from analyzing your handwriting, experts can find over 5,000 personality traits.”

When deciphering handwriting, experts consider some of the following elements:

  • Slant
  • Size
  • Pressure
  • Spacing (letter, word and line)
  • Angle
  • Thread
  • legibility

What does your signature say about you?

The signature represents the most personal and intimate handwriting we do. Experts believe that the way you sign your name can reveal a lot about your personality– both in life and business.

Signature insertjpg

    Here are a few things experts are able to determine about you by just glancing at your signature:

    Letter size:

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    • Small letters are an indicator that you are quiet, shy and possibly withdrawn. It shows that you are meticulous and have great concentration. If the letters are extremely small, it shows you may be a bit egotistical and stingy.

    Small letters

      via 9gag

      • Average sized letters are the trademark of a well adjusted and adaptable individual.
      • Large letters show that are an outgoing, outspoken person that oozes confidence and loves attention. You are also thought to be a bit dreamy and naïve.

      Large lettersjpg
        • When all the letters are of equal size, this indicates modesty and shyness.

        same size letters

          Legibility:

          • It is believed that people who consistently displays writing that is illegible is arrogant and may assume that everyone knows (or should know) who they are.

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          illegible signature
            • While the opposite is true of people with signatures that can easily be read. It shows that you are open, have nothing to hide and are happy with yourself.

            Signature Placement:

            If your signature is more towards the right of the page (or signing area), you are believed to be a forward looking person. Signatures in the center signifies a need for attention and signatures more to the left hints that you may be withdrawn with a tendency to cling to the past.

            signing a document

              Slant:

              • If your writing tends to slant forward (to the right) or ascends, you probably are outgoing and bubbly and have a positive outlook on life. It is also indicative of your creativity.

              Forward slanting signaturel
                • If your text slants to the left or down you do not tend to look and move forward often enough and you may be a bit pessimistic.

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                left slant

                  Style:

                  There are certain styles and embellishment in handwriting–specifically in signatures–that give clues to who really are at your core.

                  • Signatures that are overly fancy and intricate are an indication that you are creative, passionate, boastful and love attention.

                  Highly sylized
                    • A line that runs through your signature indicates unhappiness and a person who is sensitive highly self-critical.

                    Line that runs through
                      • A signature that is underlined signifies selfishness, sensitivity a need for recognition and status.

                      Undeline below
                        • A signature that has a line that is slightly above your name indicates that you are prone to be a high achiever, ambitious and proud.

                        line above IIjpg

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                          Denise Hill

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                          Last Updated on February 21, 2019

                          The Secret to Effective Conflict Resolution: The IBR Approach

                          The Secret to Effective Conflict Resolution: The IBR Approach

                          In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

                          Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

                          Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

                          Conflicts are literally everywhere.

                          Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

                          Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

                          Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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                          Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

                          Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

                          Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

                          The IBR Approach to Resolve Conflicts

                          Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

                          Step 1: Prioritize Good Relationships

                          How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

                          Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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                          Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

                          Step 2: People Are NOT the Cause of Problem

                          How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

                          Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

                          Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

                          Step 3: Listen From ALL Stances

                          How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

                          Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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                          Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

                          Step 4: Listen Comes First, Talk Follows

                          How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

                          Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

                          Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

                          Step 5: Understand the Facts, Then Address the Problem

                          How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

                          Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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                          Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

                          Step 6: Solve the Problem Together

                          How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

                          Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

                          Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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