Personality Types for Librarians: Let

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Personality Types for Librarians Lets Get In
Your Head

• Dan Chaney
• Humanities Social Sciences
• Inquisitor General

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Understanding Personalities

• Allow us to
• Understand ourselves and our behaviors
• Appreciate others
• Approaching problems in different ways can be
  healthy and productive.

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Knowing Our Personality

• Can help us to
• Communicate more effectively
• Assist in professional development
• Improve teamwork
• Understand and adapt to differences in management
  style
• Understand contributions to the library
• Conflict resolution

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The Myers-Briggs Type Indicator (MBTI)

• Developed by an American mother and daughter
  team, Katharine Briggs and Isabel Briggs Myers.
• Based on the work of Carl Jung, a Swiss
  psychiatrist who had studied peoples behavior
  for many years.
• The MBTI provides a useful measure of personality
  by looking at eight personality preferences that
  all people use at different times.
• These eight preferences are organized into four
  bi-polar scales.
• When you take the MBTI, the four preferences that
  you identify as most like you (one from each
  scale) are combined into what is called a type.

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Understanding the MBTI

• Describes rather than proscribes it feeds back
  to you in organized form the preferences you
  indicated when answering the questions.
• Describes preferences, not skills or abilities.
• Says that all preferences are equally important.
• Well documented and researched with hundreds of
  studies over a forty-year period.

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The Four Dimensions Measured by the MBTI

• Scale Refers to Key Activity
• Extraversion Introversion How we
  interact Energizing
• with the world where
• we direct our energy
• Sensing INtuition The kind of Attending
• information we
• naturally notice
• Thinking Feeling How we make Deciding
• decisions
• Judging Perceiving Spontaneous vs. Living
• structured life style

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Energizing Dimension Characteristics

• Extraversion Preference for drawing energy from
  the outside world of people, activities or
  things. They prefer interaction with others and
  are action oriented. Extraverts are interactors
  and on-the-fly thinkers. For the extrovert,
  there is no impression without expression.
• Introversion Preference for drawing energy from
  ones internal world of ideas, emotions and
  impressions. Can be sociable but need away time
  to recharge their batteries. Introverts want to
  understand the world. They tend to be
  concentrators and reflective thinkers. For the
  introvert, there is no impression without
  reflection.
• A majority (56-58) of typical undergraduate
  students are extraverts.
• Meanwhile, a majority (55) of university
  faculty are introverts.

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Attending Dimension Characteristics

• Sensing Preference for taking information
  through the five senses and noticing what is
  actual. Detail oriented, they want facts and
  trust them. Example Joe Friday (Dragnet) only
  wanted just the facts.
• Intuition Preference for taking in information
  through a sixth sense and noticing what it
  might be. Tend to seek out patterns and
  relationships in the facts they have gathered.
  Trust their hunches and their intuition and
  look for the big picture. Example Albert
  Einstein could see patterns where others only saw
  randomness.
• A majority (56- 75) of undergraduates are
  sensors. (Side note 83 of national merit
  scholarship finalists and 92 of Rhodes Scholars
  are intuitives.)
• The majority (64) of faculty are intuitives.

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Deciding Dimension Characteristics

• Thinking Preference for organizing and
  structuring information to decide in a logical,
  objective way. Thinkers value fairness, and
  nothing is more fair than focusing on a
  situations logic and placing great weight on
  objective criteria in making a decision. Example
  Mr. Spock had a distinct preference for thinking.
• Feeling Preference for organizing and
  structuring information to decide in a personal,
  value-oriented way. Feelers value harmony. They
  focus on human values and needs as they make
  decisions. Tend to be good at persuasion and
  facilitating differences among group members. Ex.
  Dr. McCoy (Star Trek) demonstrated a preference
  for feeling.
• Unlike the other scales, this one breaks along
  gender lines
• Among undergraduates 64 of men have a
  preference for thinking, while only about 34 of
  women have a preference for thinking. (That
  sounds worse than I mean it.) Ergo, 36 of men
  are feelers, while 66 of women are feelers.
• A majority (54) of faculty have a preference for
  thinking.

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Living Dimension Characteristics

• Judging Preference for living a planned and
  organized life. Tend to be decisive, planned, and
  self-regimented. They focus on completing the
  task, only want to know the essentials, and take
  action quickly (perhaps too quickly.) They plan
  their work and work their plan. Deadlines are
  sacred. Their motto is Just do it!
• Perceiving Preference for living a spontaneous
  and flexible life. Tend to be curious, adaptable,
  and highly spontaneous. They start many tasks,
  want to know everything about each task, and
  often find it difficult to complete a task. For
  them, deadlines are just ballpark dates. Their
  motto is On the other hand
• A majority (46-60) of students are judgers.
  Interestingly, almost 64 of all Rhodes Scholars
  are perceivers.
• The majority (65) of faculty also have a
  preference for judging.

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Extraverts at Work

• Their motto is Ready, Fire!, Aim
• Like variety and action
• Often impatient with long, slow jobs
• Are interested in the activities of their work
  and how other people do it
• Often act quickly, sometimes without thinking
• When working on a task, find phone calls a
  welcome diversion
• Develop ideas by discussion
• Like having people around
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Introverts at Work

• Their motto is Ready, Aim, Aim, Aim.....still
  aiming
• Like quiet for concentration
• Tend to like working on one project for a long
  time without interruption
• Are interested in the facts/ideas behind their
  work
• Like to think a lot before they act, sometimes
  without acting
• When concentrating on a task, find phone calls
  intrusive
• Develop ideas by reflection
• Like working alone
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Sensors at Work

• Like using experience and standard ways to solve
  problems
• Enjoy applying what they have already learned
• May distrust and ignore their inspirations
• Seldom make errors of fact
• Like to do things with a practical bent
• Like to present the details of their work first
• Prefer continuation of what is, with fine tuning
• Usually proceed step-by-step
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Intuitives at Work

• Like solving new complex problems
• Enjoy learning a new skill more than using it
• May follow their inspirations, good or bad
• May make errors of fact
• Like to do things with an innovative bent
• Like to present an overview of their work first
• Prefer change, sometimes radical, to continuation
  of what is
• Usually proceed in burst of energy
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Thinkers at Work

• Use logical analysis to reach conclusions
• Can work without harmony
• May hurt peoples feeling without knowing it
• Tend to decide impersonally, sometimes paying
  insufficient attention to peoples wishes
• Tend to be firm-minded and can give criticism
  when appropriate
• Look at principles involved in the situation
• Feel rewarded when job is well done
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Feelers at Work

• Use values to reach conclusions
• Work best in harmony with others
• Enjoy pleasing people, even in unimportant things
• Often let decisions be influenced by their own
  and other peoples likes and dislikes
• Tend to by sympathetic and dislike, even avoid,
  telling people unpleasant things
• Look at the underlying values in the situation
• Feel rewarded when peoples needs are met
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Judgers at Work

• Work best when they can plan their work and
  follow their plan
• Like to get things settled and finished
• May not notice new things that need to be done
• Tend to be satisfied once they reach a decision
  on a thing, situation, or person
• Reach closure by deciding quickly
• Seek structure and schedules
• Use lists to prompt action on specific tasks
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Perceivers at Work

• Enjoy flexibility in their work
• Like to leave things open ended for last-minute
  changes
• May postpone unpleasant tasks that need to be
  done
• Tend to be curious and welcome a new light on a
  thing, situation, or person
• Postpone decisions while searching for options
• Adapt well to changing situations and feel
  restricted without change
• Use lists to remind them of all the things they
  have to do someday
• Adapted from Introduction to Type by Isabel
  Briggs Myers, Consulting Psychologists Press,
  Inc., 1987.

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Communicating With Extraverts

• Communicate energy and enthusiasm
• Respond quickly without long pauses to think
• Focus of talk is on people and things in the
  external environment
• Need to moderate expression (kept quiet)
• Seek opportunities to communicate in groups
• Prefer face-to-face over written communication
• In meetings, like talking out loud before coming
  to conclusions
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Introverts

• Keep energy and enthusiasm inside
• Like to think before responding
• Focus is on internal ideas and thoughts
• Need to be drawn out
• Seek opportunities to communicate one-to-one
• Prefer written over face-to-face communication
• In meetings, verbalize already well thought out
  conclusions
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Sensors

• Like evidence (facts, details, and examples)
  presented first
• Want practical and realistic applications shown
• Rely on direct experience to provide anecdotes
• Use an orderly step-by-step approach in
  presentations
• Like suggestions to be straightforward and
  feasible
• Refer to a specific example
• In meetings, are inclined to follow the agenda
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Intuitives

• Like global schemes, with broad issues presented
  first
• Want possible future challenges discussed
• Rely on insights and imagination to provoke
  discussion
• Use a round-about approach in presentations
• Like suggestions to be novel and unusual
• Refer to a general concept
• In meetings, are inclined to use the agenda as a
  starting point
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Thinkers

• Prefer to be brief and concise
• Want the pros and cons of each alternative to be
  listed
• Can be intellectually critical and objective
• Convinced by cool, impersonal reasoning
• Present goals and objectives first
• Consider emotions and feelings as data to weigh
• In meetings, seek involvement with tasks
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Feelers

• Prefer to be sociable and friendly
• Want to know why an alternative is valuable and
  how it affects people
• Can be impersonally appreciative
• Convinced by personal information,
  enthusiastically delivered
• Present points of agreement first
• Consider logic and objectivity as data to weigh
• In meetings, seek involvement with people
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Judgers

• Want to discuss schedules and timetables with
  tight deadlines
• Dislike surprises and want advance warning
• Expect others to follow through, and count on it
• State their positions and decisions clearly
• Communicate results and achievement
• Talk of purpose and direction
• In meetings, focus on the task to be done
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Communicating With Perceivers

• Willing to discuss the schedule but are
  uncomfortable with tight deadlines
• Enjoy surprises and like adapting to last-minute
  changes
• Expect others to adapt to situational
  requirements
• Present their views as tentative and modifiable
• Communicate options and opportunities
• Talk of autonomy and flexibility
• In meetings, focus on the process to be
  appreciated
• Adapted from Talking in Type by Jean Kummerow,
  Center for Applications of Psychological Type,
  1985.

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Preference Order For Each Type

• Your type is determined by the four preferences
  that you voted for when answering the questions.
• Each of the eight preferences can be represented
  by a letter (E or I, S or N, T or F, J or P) a
  four-letter code can be used as shorthand for
  indicating type.
• For example, ESTJ indicates a person who is
  energized by the external world (E), whose
  preferred way of attending to incoming
  information is sensing (S), whose way of deciding
  is thinking (T), and who adopts a judging (J)
  style of living.

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Dominant Function

• The middle two preferences (SN and TF) are called
  functions in MBTI language.
• For each type, one of these four functions takes
  the lead, or is most preferred this is called
  the dominant function.
• Analogy no organization can function well
  without a sense of direction and purpose. The
  same is true for personality no person can be
  effective or consistent without one of the
  functions taking the lead.
• People use their dominant function most in their
  favorite world. For example, if you are more
  energized by the external world (Extraversion),
  then that is where you use your dominant
  function. If you are more energized by the
  internal world (Introversion), then you use your
  dominant inside.
• Extraverts use their dominant in the extraverted
  world, and Introverts use their dominant in their
  introverted world.

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Auxiliary Function

• The other function in the code type (the other
  two letter combinations) is called the auxiliary
  function because it helps out and supports the
  dominant function.
• Analogy all organizations need at least two
  things to survive and be effective good
  information, and someone to make decisions about
  that information. The same is true of
  personality. That is why if the dominant function
  is an attending function (S or N) then the
  auxiliary, or secondary function, will be one of
  the deciding functions (T or F) and vice versa.
• Besides balancing attending and deciding, the
  auxiliary function helps to provide balance to
  the personality in another way, because dominant
  and auxiliary functions are used in opposite
  worlds. That us, if the dominant is extraverted,
  the auxiliary will be introverted. If the
  dominant is introverted, the auxiliary will be
  extraverted.
• Example leadership in organizations. Some
  leaders focus primarily on the outer world they
  concentrate on those people or things in the
  environment that might affect the organization.
  This kind of leader needs people to help maintain
  the internal functioning of the organization.
  Other leaders prefer to direct their energies
  primarily to the internal organization and
  delegate the external monitoring to others.

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Note for Introverts

• Remember, Introverts are more likely to show
  their 2 (auxiliary) preference to others because
  their 1 preference is used mainly inside, in
  their favored introverted world.

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Tertiary and Inferior Functions

• Even though they do not show up in the type code,
  everyone also uses the other two functions at
  times. The third, or tertiary function, is the
  one opposite the auxiliary on the preference
  scale.
• The fourth, or inferior function, is the one
  opposite the dominant on the preference scale.
  The inferior is most likely to show itself when
  people are under stress, ill, or otherwise not
  acting like themselves.

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Example ESFJ

• This persons dominant function is Feeling.
  Because they are an extravert, Feeling is used
  primarily in dealing with the outer world, so
  this persons strength is in deciding about
  things in the outer world using person-centered
  values. This persons auxiliary function is
  Sensing, which is focused primarily on the inner
  world. The auxiliary provides facts to help the
  person make decisions. The tertiary function is
  Intuition. The inferior function is Thinking,
  which means that this person might have
  difficulty bringing objectivity and logic to bear
  on decisions, preferring instead the subjective
  values of their dominant Feeling.
• The order of Preferences for ESFJ
• Dominant 1. Feeling
• Auxilary 2. Sensing
• Tertiary 3. Intuition
• Inferior 4. Thinking
• Note See the Supplemental Handout for your
  particular order of preference.

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Dominant Functions Possible Strengths

• When Sensing is 1 (Dominant), as in ISTJ, ISFJ,
  ESTP, and ESFP, you are likely to
• Recognize the pertinent facts
• Apply experience to problems
• Notice what needs attention
• Keep track of essentials
• Handle problems with realism
• When Intuition is 1 (Dominant), as in INTJ,
  INFJ, ENTP, and ENFP, you are likely to
• Recognize new possibilities
• Supply ingenuity to problems
• See how to prepare for the future
• Watch for new essentials
• Tackle new problems with zest (note not the
  soap)
• Remember, those with a preference for
  Extraversion (E) often show these strengths to
  others, while those with a preference for
  Introversion (I) often use these strengths inside
  themselves.

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Dominant Functions Possible Strengths

• When Thinking is 1 (Dominant), as in ISTP, INTP,
  ESTJ, and ENTJ, you are likely to
• Be good at analysis
• Find flaws in advance
• Hold consistently to a policy
• Weigh the law and the evidence
• Stand firm against opposition
• When Feeling is 1 (Dominant), as in ISFP, INFP,
  ESFJ, and ENFJ, you are likely to
• Be good at empathizing
• Forecast how others will feel
• Allow for extenuating circumstances
• Be aware of values
• Appreciate each persons contributions

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Inferior Function Possible Consequences

• The inferior function shows itself typically in
  this form when the person is under stress, is
  ill, or is fatigued. These are only a few of the
  more common forms of the inferior function.
• When Sensing is 1 (Dominant) and Intuition is 4
  (Inferior), as in ISTJ, ISFJ, ESTP, and ESFP,
  someone might
• See the future in negative terms be unduly
  pessimistic
• Get stuck and not see possible ways out get
  caught in a rut
• When Intuition is 1 (Dominant) and Sensing is 4
  (Inferior), as in INTJ, INFJ, ENTP, and ENFP,
  someone might
• Get obsessed with unimportant details be
  preoccupied with irrelevant facts
• Overindulge in secondary pursuits eat, drink, or
  exercise too much.

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Inferior Function Possible Consequences

• When Thinking is 1 (Dominant) and Feeling is 4
  (Inferior), as in ISTP, INTP, ESTJ, and ENTJ,
  someone might
• Have uncontrolled emotional outbursts show anger
  or other emotions unexpectedly
• Be hyper-sensitive take criticism very
  personally
• When Feeling is 1 (Dominant) and Thinking is 4
  (Inferior), as in ISFP, INFP, ESFJ, and ENFJ,
  someone might
• He hyper-critical find fault with most
  everything
• Be overly domineering take charge without
  listening to others