Working Together More Effectively: Using the Myers-Briggs Type Indicator® Presented by Nancy J. Barger Myers-Briggs Type Indicator, Myers-Briggs, MBTI, and Introduction to Type are trademarks or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. 1 Barger Organization development / HR consultant organizational change MBTI® instrument applications – Step I and Step II leadership development and coaching diversity, multicultural issues team analysis and interventions 2 International Consulting MBTI ® qualifying programs, advanced applications, and organization development in US Canada UK Finland Denmark South Korea Australia Singapore New Zealand India South Africa 3 Publications Type and Culture Introduction to Type® and Change The Challenge of Change in Organizations WORKTypes (Kummerow, Barger, and Kirby) MBTI® Manual, “Use of Type in Organizations,” “Uses of Type in Multicultural Settings” MBTI® Applications, “Multicultural Applications” 4 The MBTI® Instrument The most widely-used personality inventory in the world – translated into 30+ languages I have used it – with excellent success – in Canada The United Kingdom Finland Australia New Zealand Denmark Singapore India South Korea South Africa 5 What Is the MBTI® Tool? The Myers-Briggs Type Indicator instrument is a personality inventory It’s designed to identify normal differences in people There are no right or wrong answers – only the ones that are right for you 6 What It’s NOT Is NOT about skills, intelligence, abilities, or technical expertise Does NOT tell you what you can and can’t do Affirms that people are a lot more than their psychological type 7 Complete the Form M SelfScorable Answer as you prefer – when not under pressure to act a certain way Answer the 93 questions – Use a ballpoint pen and press firmly DO NOT TEAR OPEN – we will score later 8 Carl G. Jung Carl Gustav Jung, a Swiss psychiatrist (1875 – 1961) developed a theory of personality. Differences between people are not random, instead they form patterns – types. 9 Katharine C. Briggs Katharine C. Briggs (1875 – 1968), an American, read Jung’s Psychological Types in 1923. She spent the next 20 years studying, developing, and applying Jung’s theory. 10 Isabel Briggs Myers Isabel Briggs Myers (1897 – 1980) developed Jung’s theory in partnership with Briggs. Beginning in 1943, she developed questions that became the Myers-Briggs Type Indicator® instrument. 11 MBTI® Results The MBTI® inventory indicates preferences on 4 sets of opposites: E Extraversion OR I Introversion S Sensing OR N Intuition T Thinking OR F Feeling J Judging OR P Perceiving 12 What Are “Preferences”? Turn to Introduction to Type®, p. 8. In the box in the left-hand column, do what it says – sign your name the way you always do. 13 Preferences Then, put your pen or pencil in the other hand and sign your name once again in the box below. 14 Preferences Most people find the two experiences – writing with the preferred hand and with the non-preferred hand – quite different. This helps explain what Jung and the MBTI® mean by “preferences.” 15 16 Patterns The four preferences can combine in any way = 16 different ways of being normal 16 Extraversion or Introversion This preference is about mental energy how we get energy how we focus our energy and attention 17 Extraversion or Introversion From Introduction to Type & Change, Barger & Kirby, CPP 2004, pp. 4 – 5. 18 E or I People who prefer E People who prefer I energized by outside world energized by quiet, internal processing active and involved reflective and thoughtful 19 Work Styles Extraversion Introversion talk things through think things through take action, get going think before acting want to be involved want to be informed prefer face-to-face prefer writing/one-onone 20 Sensing or Intuition This preference is about perception how we take in information the kind of information we like and trust 21 Sensing or Intuition 22 Sensing or Intuition People who prefer S People who prefer N focus on what IS through the senses focus on connections and meaning in what is trust and rely on “real,” verifiable data trust and rely on their insights, the explanatory patterns they see 23 Work Styles Sensing Intuition focus on present realities focus on future possibilities want practical data want the big picture build carefully to conclusions jump to connections and patterns rely on experience rely on innovative ideas “if it isn’t broke, don’t fix it” “let’s try something new” 24 Thinking or Feeling This preference is about decision-making the way we organize and prioritize information the process we use to make decisions 25 Thinking or Feeling 26 Thinking or Feeling People who prefer T People who prefer F prioritize and decide using detached analysis, logic prioritize and decide using personal and group values apply principles of fairness and “reasonableness” apply empathy, compassion, attention to individual needs 27 Work Styles Thinking Feeling step back to get an objective view step into, identify with people involved analyze pros & cons assess impacts on people focus on tasks focus on relationships value competence value harmony & support are “fair” are “fair” 28 Judging or Perceiving This last preference looks at the attitude you bring to your external life how you organize your environment how you plan and complete tasks 29 Judging or Perceiving 30 Judging or Perceiving People who prefer J People who prefer P seek structure and order in their daily life seek openness and variety in their daily life plan & schedule to move to completion stay flexible to gather information & experiences 31 Work Styles Judging Perceiving want clear goals goals = “moving targets” make plans & follow them want flexible plans, options develop schedules & time frames general parameters & time frames drive to “wrap it up” wait for decisions to emerge 32 1st Hypothesis – Self Estimate Introduction to Type®, p. 11 Write the 4 letters you have chosen. If there was one where you couldn’t choose, put in a question mark. E/I/? S/N/? T/F/? J/P/? 33 Scoring Tear open the booklet (left-hand strip) to score your results 34 35 36 37 Your MBTI® Results Show . . . 1. The 4 preferences you chose. 2. An indication of the clarity with which you reported those. E Moderate 38 Your “Best Fit” If the 2 hypotheses are the same: ¾ read the full-page description of that type, pp. 14 – 29 (Table of Contents lists pages) If the two hypotheses are different on 1 preference: ¾ read both Note things in the description that are like you and that are not like you. 39 It’s Your Decision! The MBTI® questionnaire is a carefully-developed, wellresearched instrument – AND 93 questions cannot tap into all the information you have about yourself. To decide on your “best fit” type, consider your results your self-estimate, and the type descriptions 40 Adults in the United States Form M reported type National representative sample N = 3,009 Source: MBTI Manual, 3rd ed. (1998), p. 379. Palo Alto, CA: CPP. E I S N T F J P 49% 51% 73% 27% 40% 60% 54% 46% TJ TP FJ FP 24% 16% 30% 29% 41 Adults in the United Kingdom Step I (European English) reported type National representative sample N = 1,634 Source: MBTI Manual, 3rd ed. (1998), p. 379. Palo Alto, CA: CPP. E I S N T F J P 50% 50% 71% 29% 43% 57% 59% 41% TJ TP FJ FP 28% 17% 30% 25% 42 Team ISTJ ISFJ XX X ISTP ISFP X ESTP INFJ INTJ X INFP INTP X ESFP ENFP ENTP X ESTJ Leader 43 ESFJ ENFJ ENTJ Team ISTJ ISFJ XX ISTP ESTP ISFP ESFP INFJ INTJ X X INFP INTP X X ENFP ENTP Leader 44 ESTJ ESFJ XXX X ENFJ ENTJ X Constructive Use of Differences Becoming aware of differences Acknowledging the value of differences Practicing new behaviors, seeking out others with differences Incorporating different perspectives into our own processes Isabel Briggs Myers “I dream that long after I’m gone, my work will go on helping people.” —1979 5.46
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