I have been fortunate enough to be offered free career coaching services by my employer. This service includes a personal career coach, one on one career coaching sessions with your coach, resume building assistance and an the opportunity to take the Myers-Briggs Type Indicator (MBTI). I would like to share how this service and specifically taking the indicator test has helped me to gain insight into myself. The assessment has proved to be a valuable tool for me in assessing my strengths. It has also made me aware of other personality traits and has improved my insight into others.
The Myers-Briggs Type Indicator (MBTI) assessment objective is to provide an individual with a self-assessment tool into their own personality. Katherine Briggs and her daughter Isabel Myers were the developers of the (MBTI) and produced the first version in 1942 (Townsend, 2011). Carl Jung’s theory of personality types prompted both Katherine and her daughter to develop tool that individuals could utilize that would decipher personality types into and understandable and applicable measure (Townsend, 2011).
The (MBTI) indicator test has world renowned recognition and is the most relied on indicator test (Townsend, 2011). This is accomplished through the measures by four pairs called dichotomies (Llorens, 2010). The dichotomy pairs are as follows 1. Extraversion (E) or Introversion (I) – 2. Sensing (S) or Intuition (N), 3. Thinking (T) or Feeling (F) – 4. Judging (J) or Perceiving (P). From the letters above based on each dichotomy the measure combines, “an individual’s four preferences from each dichotomy, detonated by its letter to yield one of 16 possible personality types.” (Llorens, 2010 p. 19) This assessment is accomplished by answering a series of questions. The questions were not difficult to answer. I wanted this to be as helpful as possible so I tried to answer every question with the most honest self-reflecting response . The first series of questions is designed to determine according to (Townsend, 2011), “asses the differences in four major areas; where people prefer to focus their attention, how they prefer to take in information, how they prefer to make decisions, whether they prefer to plan things out or keep their options open” (p.20).
Please refer below to the second screen shot. As demonstrated in this picture the following information is categorized; where you focus your attention, the way you take in information, the way you make decisions and how you deal with the outer world. In my case I prefer extraversion and relate easily to the outer world. I take in information through intuition by using my imagination and through seeing new possibilities and insights into the future. I make decisions on values and people centered concerns. Lastly, I deal with the outer world by perceiving life as spontaneous and flexible.
The assessment provides a type description breakdown with bullet points. This description has identified personality traits of warm, enthusiastic and imaginative, seeing life full of possibilities. It identifies that I make connections between events and information very quickly and confidently proceed based on the patterns. Desire affirmation from others and readily give appreciation and support to others. Lastly, spontaneous and flexible and rely on ability to improvise and verbal fluency.
This assessment in combination with a trained career coach served to really assist me in determining strengths and weakness. For example, I am currently a Federal Officer but also an assistant trainer. When discussing the possibility of a Human Resource job with my career coach she advised me to think about the possibility of working in a highly administrative type position. Human resources may involve a large amount of paperwork, computer entry, file keeping and less interaction with people. As a ENFP, Extraverted Intuition with Feeling she advised that is most likely why I love being a trainer so much. I tend to gravitate towards people and have a personality that likes to help. In fact, when evaluating moments of greatest job satisfaction for myself personally it always involves helping an individual a fellow co-worker or protecting the public. I tend to generate my leadership decisions on values and building people up never tearing them down. This test has also helped me gain insight into myself for both strengths and weaknesses. One possible weakness, identified is seeking affirmation from others. In a leadership role one cannot always make decisions based on one individual. A leader has to make decisions based on what is the best for the organization and the group. Therefore, all decisions are not always going to be popular among everyone and if a leader is in a seeking affirmation mode this could very well be a weakness. I am cautious to monitor this for myself in my current role. Thinker-judger preference is high among managers, upper level managers and top executives pointing toward a need for objectivity and analytical ways of thinking (Northouse, 2013). According to (Northouse, 2013), “in contrast, only 36% of trainers in the same organizations exhibited a preference for thinking and 47% for thinking and judging” (p. 335) Interestingly enough I love to train people and thinking judging did not show up on my results. I am now conscious to analyzing leadership decisions and take time to evaluate the objective view point.
In summary, the the Myers-Briggs Type Indicator (MBTI) has been a very helpful guide for me in making decision about possible future career paths but also in helping to identify my personality make up. I have recognized both strengths and weaknesses and have a better insight into the personalities of others. I recommend this process in helping to identify your own personality traits and if done in conjunction with a career coach the process can be extremely eye opening.
References
Llorens, J. (2010). Taking inventory for myers-briggs. Busines And Economics – Management Education, Business And Economics–Labor And Industrial Relations, 18-19. Retrieved from http:// search.proquest.com.eza.libraries.psu.edu
Northouse, P. G. (2013). Leadership: thoery and practice. (6th ed.). Los Angeles: Sage Publications, Inc.
Townsend, S. (2011). Myers-Briggs more than assessment tool. Canadian HR Reporter, 20. Retrieved from http://search.proquest.com.ezaccess.libraries.psu.edu/docview/887542823/139263162B93B16D2F3/1?accountid=13158
Thank you so much for sharing Brent. I have never taken the Myers-Briggs Type Indicator (MBTI). It is great that the MBTI helped guide you toward a more specific career path and helped you gain insight into your personality traits. You further increased my curiosity in taking the test.
In reading about the MBTI I came across an article written by a career counselor, Amy Armstrong. Amy states that “the Myers-Briggs is designed to help deepen your self awareness and to help you understand how to get along better with other personality types.” However, she doesn’t recommend utilizing the test as a way to help one determine their career path. She states, “It can be helpful information as part of your career exploration plan, but its not going to help you generate very many ideas about careers to look into.”
I think it seems like the test is more beneficial for someone that knows the field he or she wants to work in, but isn’t sure of the exact job title he or she wants to pursue. In addition, it would be beneficial for anyone employee, especially those in leadership roles, to learn more about themselves and how they can more effectively work with others based on those characteristics.
Armstrong, A. (2010). Will the Myers-Briggs Tell Me What I Should Be When I Grow Up? New York Public Library. Retrieved from http://www.nypl.org/blog/2010/09/13/will-myers-briggs-tell-me-what-i-should-be-when-i-grow
I thoroughly enjoyed reading your blog and how deftly you detailed the Myers-Briggs Type Indicator and agree that one of the most valuable tools it provides is inner self assessment. It is interesting to see the large following and popularity the tool has, dispite sustained criticism that it “lacks convincing validity data” (McCrae, 1999), yet it is “the world’s most widely used personality assessment” according to CPP Products who claims as many as two million assessments administered annually (CPP Products . Retrieved 2009-06-27)
In the case of Katherine Cook Briggs and her daughter, original developers of the personality type inventory, necessity was the mother of invention with an undeniable benefit, because despite validity criticism, they recognized the need for women to become more independent in a world dominated by men in the workforce, helping them compete by putting them in touch with their strengths and weaknesses and looking for opportunities they would be best suited for. Unwittingly it appears, they discovered a significant leadership tool, because knowing and recognizing our own weaknesses is the cornerstone of leaders and their ability to further leverage their charisma.
References:
McCrae, R. R.; Costa, P T (1989). “Reinterpreting the Myers-Briggs Type Indicator From the Perspective of the Five-Factor Model of Personality”. Journal of Personality 57 (1): 17–40.
Wikipidea, “Myers –Briggs Type Indicator”. Retrieved from:
http://en.wikipedia.org/wiki/Myers-Briggs_Type_Indicator
I started writing my blog on the MBTI when I saw Dr. Redmond’s comment about your blog this week and decided to go in another direction as to not appear redundant. I enjoyed reading your assessment and appreciate sharing your responses. Your commentary and history regarding the MBTI was spot on and provided great insight into the dichotomy pairs. While I do think tests like the Myers-Briggs have personal usefulness, I think that they can be detrimental when utilized as an organizational decision-making tool.
In my very first job after college, I was required to take the MBTI as part of the human resource screening process. The company utilized the results for placement of employees on various teams, presumably to try to optimize leader-follower compatibility to minimize frustration, conflict and misunderstandings (Northouse, P.G. 2013. p.331). While in theory, this sounds wonderful; it can be disastrous if it is the soul means of making career decisions because it has limitations of stereotyping people as one type or another.
Anyone who ever meets me knows that I am extremely extroverted. The original test that I took defined my personality type as an ISTJ (Introverted Sensor Thinker Judger). This is in comparison to other tests that I have taken that categorized me as an ENFJ (Extroverted Intuitive Feeler Judger). As you can see, the results varied and reliability is an issue with utilizing this type of test (The Pennsylvania State University. 2012). I agree with my categorization of ENFJ, as I am generally warm, supportive, and inclusive and I have a unique combination of analytical skills, interpersonal skills, and salesmanship but not as an ISTJ that is more aloof, logical, cold, and punctual (Northouse, P.G. 2013. pp. 334-335).
Validity of the MBTI can be an issue because the test does not allow for any gray areas; it places subjects into one box or another. A major flaw is that the “instrument treats personality types as distinctive groups” (Pittenger, D. 2005. pp. 211-212). This may be part of the reason that subjects get variable results, which is ok if it is for self-assessment, but could cause issues if it is being used to determine job placement. Imagine if an extremely extroverted person is categorized as an introvert (in error) and then made to report to another extrovert. The potential for conflict is like placing two alpha males in the same pack, unavoidable. It would be worse if a person gets overlooked for a position because the company was looking for a different “type”. Both the employee and organization could be cheated out of a winning situation.
References
Northouse, P.G., (2013). Leadership: theory and practice sixth ed. Los Angeles: Sage Publications.
Pittenger, D. (2005). “Cautionary comments regarding Myers-Briggs Type Indicator.” Consulting Psychology Journal. 57(3):210.
The Pennsylvania State University. (2012). Lesson 3: Psychodynamic Approach. Retrieved from Penn State World Campus Psych 485: Leadership in Work Settings website https://courses.worldcampus.psu.edu/fa12/psych485/001/content/03_lesson/printlesson.html.