Myers-Briggs Type Indicator Welcome to NC State—Introduce Self Excited to have all of you here and to work with you while at NCSU MBTI is one of several assessments you will take What’s the benefit of these assessments? How many of you have taken the MBTI? How many first time? Use it to help You: *Know yourself better *Better understand others *Work in teams *Career development Shelly Hoover-Plonk Assistant Director, Career Resources

Objectives of this Session Increase self-awareness Discover differences in people concerning energy source, information gathering, decision making & life style Develop an appreciation for individual gifts & strengths Learn how to capitalize on yours & others’ strengths to enhance your team’s performance Identify areas or opportunities for personal or professional development Go over the Objectives of the MBTI WIIFM? Ex: Since the MBTI looks at how different people take in information and make decisions on that information, it may give people clues on how they make decisions, what kind of learners they are, why they may procrastinate, etc. This is a self-awareness class. Awareness of themselves is the key. If we take a look at ourselves, perhaps we can see patterns so we can function to our fullest capacity and help our colleagues/coworkers function to their fullest capacity.

By the end of class, you will be able to: Describe the Myers-Briggs Type Indicator Describe the characteristics of your own MBTI type Explain the differences between your type and other MBTI types Explore how the MBTI can be used in a work/team environment and for career development

Guidelines All workshop data should remain confidential Everyone has a preferred pathway to excellence We are all resources to others in the group Questions are encouraged We do not have to agree; we do need to understand There are great variations within the 16 types Personality type does not explain everything When it comes to people -- there are few simple answers Points to remember! Using the Myers-Briggs Type Indicator in Organizations, Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

a self-report instrument nonjudgmental an indicator of preferences The MBTI is ... a self-report instrument nonjudgmental an indicator of preferences a way to sort, not to measure well researched rich in theory professionally interpreted used internationally self-report - not a test, what you said is what you get nonjudgmental- no rights or wrongs, all goods no bads indicator of preferences - no correct or incorrect answers, what you prefer not measure - lets you sort yourself into two equally attractive options well researched - 600 diserts and theses, 925 articles, theory - personality types, to be discussed later professional - supposed to be interpreted only by those qualified, I am international - used world wide, leadership development, career development, team building, spiritual development, decision making, instructional styles, diversity Using the Myers-Briggs Type Indicator in Organizations, Sandra Hirsch, Consulting Psychologists, Inc., 1991

Factors that Influence Behavior Situational Factors Historical Factors You Developmental Issues Situational - personal comfort, stress levels, work satisfaction Historical - family background, events in life, culture, your personal history Developmental - mid life changes, new roles - marriage, children, etc. Dispositional - intelligence, other aspects of personality These all influence how we behave. There are over 100 aspects of personality, MBTI measures only 16 Dispositional Behavior

Background and History Based on Swiss psychologist Carl Jung’s “Type” Theory (1920s) Behavior is individual and predictable Developed by Katherine Briggs (mother) and Isabel Myers (daughter) (1940s) 40+ years of research Most widely used personality indicator in the world Approximately 1 to 3 million people are administered the MBTI each year 9:33 - 9:35 Do Handwriting exercise “The MBTI is based on Carl Jung’s theory of type. Carl Jung was a Swiss psychoanalyst who began his work in the 1920's. Katherine Briggs and Isabelle Briggs Myers, a mother and daughter, integrated his work with their research and developed this very sophisticated and useful tool. Now the most widely used personality indicator in the world. Carl Jung’s theory - preferences innate, behavior not random but passed on preferences , it is individual and predictable Isabel Myers, Katherine Briggs interested in human behavior, created inventory based on Jung’s theory, expanded Jung’s theory, In World War II, MBTI was used to help career placement of women while men were off fighting the war. Over the next 20+ years, Isabel Myers does data collection and research to improve the Indicator, published as a research instrument in 1962. Even though Isabel Myers died in 1980, the research and continual improvement of the MBTI still goes on. In the past few years, Form M was released by CPP and the number of questions have gone from 126 to 93.

The MBTI does not measure... IQ Psychiatric disturbances Emotions Trauma Stress Learning “Normalcy” Maturity Illness Affluence Be encouraged!! MBTI measures PREFERENCES!!!!

Unethical Uses of the MBTI... Hiring Selecting Promoting Rewarding Why do you think we cannot use the MBTI in these practices? (Get responses) MBTI doesn’t measure skill…therefore it would be an inaccurate and unfair application of the assessment

Assumptions of Type Theory Preferences are inborn. Environment enhances or impedes expression of type. We use both poles at different times, but not with equal confidence All of the types are equally valuable. Inborn: There’s a tendency to use mind differently As act on tendencies develop Patterns of Behavior HANDWRITING EXERCISE—see next page Verifying Type Form—refer to this and have them complete Copyright APT 1989

Preference Scales Extraversion ------------ Introversion Sensing ------------ INtuition Thinking ------------ Feeling Judgment ------------ Perception As we go through the scales and activities and mark where you think you fall somewhere on the left or right of the line. We are all of these but we prefer to use more than others Using the Myers -Briggs Type Indicator in Organizations, Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

Where do you prefer to focus your attention. Where do you get energy Where do you prefer to focus your attention? Where do you get energy? The E-I Dichotomy Extroversion ------------- Introversion Attention focused outward: people, things, action Using trial and error with confidence Relaxed and confident Scanning the environment for stimulation Seeks variety and action Wants to be with others Live it, then understand it Attention focused inward: concepts, ideas, inner impressions, feelings Considering deeply before acting Reserved and questioning Probing inwardly for stimulation Seeks quiet for concentration Wants time to be alone Understand it, before live it A major part of Jung’s theory concerns the concept of Extroversion and Introversion. This tells us where we go to get energy. E’s find energy in things and people in the world outside of themselves. They are pulled by this outer life of action and spend less time with thoughts and concepts. I’s find energy in their inner world of ideas, concepts and abstractions. They have a rich inner life and seem to require less of the outside world. Remember that we are both E and I – it’s a matter of which we prefer. Using the Myers-Brigge Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

MBTI Key Words Extraversion Introversion Energized by being with others (outer world) Breadth Sociable Initiates Interaction Multiple relationships Many Introversion Energized by being alone (inner world) Depth One-to-one discussion Reflects Concentration Close relationships Few After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form. Read Book Quotes: P. 16, 17 & 18 Extraversion DOESN’T mean outgoing Introversion DOESN’t mean shy

How do you prefer to take in information How do you prefer to take in information? The S-N Dichotomy Sensing ---------------------- iNtuition Perceiving with the Five Senses Reliance on experience and actual data Practicality In touch with physical realities Attending to the present moment Live life as it is Prefers using learned skills Pays attention to details Makes few factual errors Perceiving with memory and associations (Sixth Sense) Seeing patterns and meanings Innovation Seeing possibilities Future Achievement Projecting possibilities for the future Change, rearrange life Prefers adding new skills Looks at “big picture” Identifies complex patterns Remember that we are both S and N – it’s a matter of which we prefer. Using the Myers-Brigge Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

MBTI Key Words Sensing Facts Data Detail Realistic Literal Actuality Present Utility Sequential Repetition Conserve INtuition Meanings Associations Possibilities Speculative Figurative Theoretical Future Fantasy Random Variety Change After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form. Read Book Quotes: p. 19, 20, 21

How do you make decisions How do you make decisions? The T-F Dichotomy Thinking ----------------- Feeling Decisions based on the logic of the situation Uses cause and effect reasoning Strive for an objective standard of truth Can be “tough-minded” Fair – want everyone treated equally Decisions based on impact on people Guided by personal values Strive for harmony and positive interactions May appear “tenderhearted” Fair – want everyone treated as an individual Remember that we are both T and F – it’s a matter of which we prefer. Using the Myers-Briggs Type Indicator, in Organizations Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

MBTI Key Words Thinking Feeling Analysis Sympathy Objective Subjective Logic Impersonal Critique Reason Criteria Head Justice Analyze Feeling Sympathy Subjective Humane Personal Appreciate Values Circumstances Heart Harmony Empathize After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form. Read Book Quotes: p. 22, 23 Thinkers Feel and Feelers Think

How do you deal with the outer world How do you deal with the outer world? The J-P Dichotomy Judging --------------- Perceiving Focuses on completing task Deciding and planning Organizing and scheduling Controlling and regulating Goal oriented Wanting closure even when data are incomplete Wants only the essentials of the job Focuses on starting tasks Taking in information Adapting and changing Curious and interested Open-minded Resisting closure in order to obtain more data Wants to find out about the job Remember that we are both J and P – it’s a matter of which we prefer. Using the Myers-Briggs Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

MBTI Key Words Judging Perceiving Scheduled Spontaneous Decisive Self-regimented Purposeful Organized Settled Plan ahead Control one’s life Set goals Systematic Structure Closure Decide information Perceiving Spontaneous Tentative Flexible Adaptable Pending Adapt as you go Let life happen Undaunted by surprise Open to change Flow Options Want more After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form. Read Book Quotes: P. 24,25 and 43 Share J/P story: Friend Leslie Explain the scoring for the results. Make sure they understand it shows the clarity of direction, not strength. These four preference choices become the basis of the 16 personality types. Each of the personality types is identified by the first letter of each of the preferences, with the exception of Intuition, which uses an N to identify because I was used for Introversion. Since I have a preference for Extroversion, Intuition, Feeling and Judging, I am identified as an ENFJ.

MBTI Results Review MBTI results. How did it compare to your Verifying Your Type form? Give out MBTI books and MBTI Career Files. Overview each one and contents Let them look through and continue to verify their type. (When they feel they know what they’re type is, encourage them to mark their name in the appropriate square on the type table) **Share how 2 people with the same type can be very different (Shelly/Tina) **Different cultures can recognize and make use of psychological type explanations

MBTI Instrument Report Report is produced with 2 kinds of information: 1. Preference (E, I, S, N, T, F, J, P) 2. “Clarity” score (Consistency an individual used to select a given preference. Not reflective of skill, competency, or magnitude)

Use of MBTI results Good Not Good Self-awareness for better self-management Identification of your behavior trends that have positive outcomes Identification of your behavior trends that have less desirable outcomes Link trends with other data points to clarify personal or professional developmental opportunities Not Good Trying to predict other’s behavior Trying to estimate another individual’s type (ex. You must be an extravert because you are so gregarious.) Assuming that how a preference plays for you is exactly how it would play out for someone else Justifying behavior (ex. Declaring that an individual “must be a P” because he is always late.)

Remember… Personality type does not explain everything When it comes to people -- there are few simple answers Part of your MBA journey and Life journey is to keep learning and discovering more about YOURSELF and OTHERS Enjoy the process Knowing that these are what the MBTI seeks to do, what could be the business case for taking and learning about the MBTI? (Get responses) Improved communication Less rework of tasks (money saved) Improved employee morale Mutually beneficial decisions Effective working together of teams (more gets accomplished) Individual growth (retention)

Experiential Exercises

Resources Kroeger, Otto; Thuesen, Janet M.; Rutledge, Hile (2002) Type Talk at Work. Dell Publishing, NY Meyers, Isabel Briggs (1998) Introduction to Type. CPP, Inc., CA Myers, Isabel Briggs (1980) Gifts Differing. Consulting Psychologists Press, CA Kummerow, Jean; Barger, Nancy and Kirby, Linda (1997) Work Types. Warner Books, NY Hirsh, Sandra Krebs (1996) Work It Out. Consulting Psychologists Press, CA Keirsey, David (1998) Please Understand Me II. Prometheus Nemesis Book Company, CA Kroeger, Otto and Thuesen, Janet M. (1992) The Workplace Files. Dell Publishing, NY Kroeger, Otto and Thuesen, Janet M. (1988) Type Talk – The 16 Personality Types That Determine How We Live, Love, and Work. Dell Publishing, NY