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Working Together More Effectively:
Using the Myers-Briggs Type Indicator®
Presented by Nancy J. Barger
Myers-Briggs Type Indicator, Myers-Briggs, MBTI, andIntroduction to Type are trademarks or registered trademarks
of the Myers-Briggs Type Indicator Trust in the United States and other countries.
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Barger
Organization development / HR consultantorganizational change
MBTI® instrument applications – Step I and Step II
leadership development and coaching
diversity, multicultural issues
team analysis and interventions
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International Consulting
MBTI ® qualifying programs, advanced applications, and organization development in
USCanadaUKFinlandDenmark
South KoreaAustraliaSingaporeNew ZealandIndiaSouth Africa
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PublicationsType and CultureIntroduction to Type® and ChangeThe Challenge of Change in OrganizationsWORKTypes (Kummerow, Barger, and Kirby)MBTI® Manual, “Use of Type in Organizations,” “Uses of Type in Multicultural Settings”MBTI® Applications, “Multicultural Applications”
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The MBTI® Instrument
The most widely-used personality inventory in the world – translated into 30+ languages
I have used it – with excellent success – inCanada The United Kingdom FinlandAustralia New Zealand DenmarkSingapore India South Korea South Africa
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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
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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
Complete the Form M Self-Scorable
Answer as you prefer – when not under pressure to act a certain wayAnswer the 93 questions – Use a ball-point pen and press firmlyDO NOT TEAR OPEN – we will score later
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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.
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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.
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Isabel Briggs MyersIsabel 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.
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MBTI® ResultsThe 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
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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.
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Preferences
Then, put your pen or pencil in the other hand and sign your name once again in the box below.
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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.”
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16 Patterns
The four preferences can combine in any way =
16 different ways of being normal
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Extraversion or Introversion
This preference is about mental energy
how we get energyhow we focus our energy and attention
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Extraversion or Introversion
From Introduction to Type & Change, Barger & Kirby, CPP 2004, pp. 4 – 5.
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E or I
People who prefer E
energized by outside world
active and involved
People who prefer I
energized by quiet, internal processing
reflective and thoughtful
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Work Styles
Extraversion
talk things through
take action, get going
want to be involved
prefer face-to-face
Introversion
think things through
think before acting
want to be informed
prefer writing/one-on-one
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Sensing or Intuition
This preference is about perception
how we take in information
the kind of information we like and trust
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Sensing or Intuition
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Sensing or Intuition
People who prefer S
focus on what IS through the senses
trust and rely on “real,” verifiable data
People who prefer N
focus on connections and meaning in what is
trust and rely on their insights, the explanatory patterns they see
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Work Styles
Sensingfocus on present realities
want practical data
build carefully to conclusions
rely on experience
“if it isn’t broke, don’t fix it”
Intuitionfocus on future possibilities
want the big picture
jump to connections and patterns
rely on innovative ideas
“let’s try something new”
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Thinking or Feeling
This preference is about decision-making
the way we organize and prioritize information
the process we use to make decisions
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Thinking or Feeling
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Thinking or Feeling
People who prefer T
prioritize and decide using detached analysis, logic
apply principles of fairness and “reasonableness”
People who prefer F
prioritize and decide using personal and group values
apply empathy, compassion, attention to individual needs
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Work Styles
Thinkingstep back to get an objective view
analyze pros & cons
focus on tasks
value competence
are “fair”
Feelingstep into, identify with people involved
assess impacts on people
focus on relationships
value harmony & support
are “fair”
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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
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Judging or Perceiving
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Judging or Perceiving
People who prefer J
seek structure and order in their daily life
plan & schedule to move to completion
People who prefer P
seek openness and variety in their daily life
stay flexible to gather information & experiences
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Work Styles
Judging
want clear goals
make plans & follow them
develop schedules & time frames
drive to “wrap it up”
Perceiving
goals = “moving targets”
want flexible plans, options
general parameters & time frames
wait for decisions to emerge
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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/?
Scoring
Tear open the booklet (left-hand strip) to score your results
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Your MBTI® Results Show . . .
1. The 4 preferences you chose.
2. An indication of the clarity with which you reported those.
E Moderate
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Your “Best Fit”
If the 2 hypotheses are the same: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:read both
Note things in the description that are like you and that are not like you.
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It’s Your Decision!The MBTI® questionnaire is a carefully-developed, well-
researched instrument –AND 93 questions cannot tap into all the information you have about yourself.
To decide on your “best fit” type, consideryour resultsyour self-estimate, andthe type descriptions
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Adults in the United StatesForm M reported type
National representative sampleN = 3,009
Source: MBTI Manual, 3rd ed. (1998), p. 379.Palo Alto, CA: CPP.
EISNTFJP
TJTPFJFP
49%51%73%27%40%60%54%46%
24%16%30%29%
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Step I (European English) reported typeNational representative sample
N = 1,634
Adults in the United Kingdom
Source: MBTI Manual, 3rd ed. (1998), p. 379.Palo Alto, CA: CPP.
EISNTFJP
TJTPFJFP
50%50%71%29%43%57%59%41%
28%17%30%25%
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Team
ISTJ
XX
ISFJ
X
INFJ INTJ
X
ISTP
X
ISFP INFP
X
INTP
ESTP ESFP ENFP ENTP
X
ESTJ
Leader
ESFJ ENFJ ENTJ
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TeamISTJ
XX
ISFJ INFJ
X
INTJ
X
ISTP ISFP INFP
X
INTP
X
ESTP ESFP ENFP
Leader
ENTP
ESTJ
XXX
ESFJ
X
ENFJ ENTJ
X
Constructive Use of Differences
Becoming aware of differencesAcknowledging the value of differencesPracticing new behaviors, seeking out others with differencesIncorporating different perspectives into our own processes
Isabel Briggs Myers
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“I dream that long after I’m gone, my work will go on helping people.”
—1979
