MyersBriggs Type Indicator

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Myers-Briggs Type Indicator

• Referral Group
• -Alex Frick
• -Josh Wiltsie
• -Pat Mealey
• -Dan Johnson

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Background

• "Myers-Briggs Type Indicator" is a trademarked
  name of a questionnaire published by Consulting
  Psychologists Press.1
• It is based on the theory of Carl Gustav Jung and
  was developed by Katherine Briggs and her
  daughter Isabel Briggs-Myers, during WWII.2
• It is called an "indicator" because it provides
  an 'indication' of your personality type.1

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Basics of the Test

• The MBTI model is based on four preferences
• There are two types per preference
• Extraversion vs. Introversion
• Sensing vs. iNtuition
• Thinking vs. Feeling
• Judging vs. Perceiving
• When complete, participants receive one of 16
  four-letter acronyms indicating their styles.
  For example, I am ESTJ.

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Where, primarily, do you direct your energy?

• Extraversion vs. Introversion
• Extraversion Outward energy flow focused on
  other people and things
• Denoted by a letter E
• Introversion Inward energy flow focused on
  own thoughts and ideas
• Denoted by a letter I

5
How do you prefer to process information/receive
data?

• Sensing vs. iNtuition
• Sensing Prefers to receive information from the
  5 senses and likes to deal with facts
• Denoted by a letter S
• iNtuition Prefers to receive information from
  the unconscious and likes to deal with and look
  into the unknown
• Denoted by a letter N

6
How do you prefer to make decisions?

• Thinking vs. Feeling
• Thinking Makes decisions based on a true/false
  logical approach
• Denoted by a T
• Feeling Makes decisions based on a better/worse
  approach using personal values and/or personal
  beliefs
• Denoted by a F

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How do you prefer to organize your life?

• Judging vs. Perceiving
• Judging Plans ahead, stable and organized not
  to be confused with Judgmental
• Denoted by a J
• Perceiving Goes with the flow and flexible
  responds to things as they come up
• Denoted by a P

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Understanding Your Type

• The preference that has the most influence on you
  is called the dominant function.9
• The second strongest preference is the auxiliary
  function. It serves to support and balance the
  dominant function.9
• The third preference is the tertiary function.9
• The fourth preference is often called the
  inferior function.9

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Understanding Your Type

• The dominant and auxiliary are the two middle
  letters of your four-letter type. They are often
  called your function pair.9
• The last letter of your type points to the
  function you use with the outside world.9
• For example, an ENTJ type ends in J, so the
  individual would use the judgment function in the
  outside world.9
• If you are an ISFP, then you use your perception
  function in the outside world.9

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Understanding Your Type

• The first and last letter of the type are used as
  guides to figure out the order of the middle two
  letters, which are the main focus.
• Instead of getting into the details of figuring
  out each type, the following table has all the
  type preferences along with their preferences.

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Chart of all 16 types2
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US Preference Breakdown
An estimate of the preferences found in the US2
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MBTI Validity

• MBTI assumes that personality is polar you are
  one way or the extreme opposite.
• MBTI also assumes you behave consistently in all
  situations.9
• More than half of people that take the test a
  second time receive a different score than when
  they took it the first time.10

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More Validity Issues

• The way the MBTI is designed makes it difficult
  to validate any of the claims it makes about
  types using scientific methods.2
• The terminology of the MBTI is so vague and
  complicated that it allows any kind of behavior
  to fit any personality type, similar to a
  horoscope.2
• The theory of psychological types created by Carl
  Jung was not based on any controlled studiesthe
  only scientific study Jung performed was in the
  field of astrology.2
• Although the MBTI may be useful for
  self-reflection, it is commonly used to label
  people and treat them differently based on those
  labels, decreasing ones opportunity for personal
  growth

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Myers-Briggs Interpretation of Jungs Theory

• According to experts, Jung did not believe that
  personality types were easily identifiable or
  that people could be permanently slotted into one
  category or another.
• Every individual is an exception to the rule, to
  stick labels on people at first sight is nothing
  more than a childish parlor game - Carl Gustav
  Jung

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Use of MBTI In The Workplace

• The MBTI should not be used for selection
  processes because it has not scientifically
  proven to relate to job performance.
• Most companies use the MBTI as a team building
  exercise.

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Use of MBTI in the Workplace

• Two and a half million Americans take the MBTI
  test each year.8
• 89 out of the Fortune 100 companies use the MBTI
  test for hiring and training employees.8

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Use of MBTI in the Workplace

• According to the Myers Briggs Foundation4, type
  can be used to
• Improve problem solving and decision making
• Help teambuilding
• Improve supervision
• Help individual time and work management
• Help with conflict management
• Understand work related stress
• Help group members appreciate colleagues
• Smooth staff interactions

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Use of MBTI in the Workplace

• Primary advantages of knowing your type and your
  co-workers types
• Stop thinking only about yourself
• Helps remove selfish behavior in a group.
• The platinum rule
• Treat people as they would like to be treated.

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PM and MBTI

• Knowledge of team members types allows a PM to
  assign tasks according to individual preferences.
• For example, a person with a preference for
  Introversion may find he or she is happier doing
  research, while a person who prefers Extraversion
  may favor more interaction with people.

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References

• http//www.teamtechnology.co.uk/tt/t-articl/mb-sim
  pl.htm
• http//en.wikipedia.org/wiki/Myers-Briggs_Type_Ind
  icator
• Breaking Down the System. By Feig, Nancy.
  Community Banker, Jan2005, Vol. 14 Issue 1,
  p34-35, 2p (AN 15543102)
• Just My TYPE. By Feig, Nancy. Community Banker,
  Jan2005, Vol. 14 Issue 1, p32-54, 5p (AN
  15543099)
• KNOW THY COMPANY'S SELF. By Teach, Edward. CFO,
  Oct2005, Vol. 21 Issue 14, p33-30, 3p, 1c (AN
  18506715)
• Personality Profiles. By Gladwell, Malcolm.
  Leadership Excellence, Sep2005, Vol. 22 Issue 9,
  p9-10, 2p (AN 18419343)
• Pros and Cons of Personality Tests That Employers
  Should Consider. HR Focus, Sep2005, Vol. 82 Issue
  9, p8-9, 2p (AN 17955716)
• The Myers Briggs Foundation. Ethical Use of the
  MBTI Instrument. Retrieved December 20, 2004.
• The Myers Briggs Foundation Website
  http//www.myersbriggs.org
• Employers love personality tests. But what do
  they really reveal?. By Gladwell, Malcolm.
  ANNALS OF PSYCHOLOGY http//www.gladwell.com/pdf/p
  ersonality.pdf