Manage personal work priorities and professional development BSBWOR501B

QUEENSLAND INTERNATIONAL BUSINESS ACADEMY

MYERS BRIGGS Type Indicator

“Whatever the circumstances of your life, the understanding of

type can make your perceptions clearer, your judgments sounder

and your life closer to your heart’s desire”

Isabel Briggs Myers

Overview of the Myers Briggs Type Indicator (MBTI)

The Myers Briggs Type Indicator comes from Jungian psychology and was developed by a mother and daughter team during World War II in England.

Overview of the Myers Briggs Type Indicator (MBTI)

According to Jung’s typology, all people can be classified using three criteria, these criteria are: Extroversion - Introversion Sensing - Intuition Thinking – Feeling

Isabel Briggs Myers added the fourth criterion: Judging – Perceiving

Individual Preferences

Part of our “filters” – the way people see the world is different.

No right or wrong type - another form of diversity.

Type has nothing to do with ability or competence.

Everyone uses every preference. However, we favor one preference over the other on each of the four scales

Individual Preference Criterion

Where people prefer to focus their attention and get their energy

E The outer world of people and activity

Their inner world of ideas and experiences I

How people prefer to take in information

S Focused on what is real and actual

Focused on patterns and meanings in data N

How people prefer to make decisions

T Logical analysis Concern for their impact on others F

How people prefer to deal with the outer world

J In a planned orderly way In a flexible spontaneous way P

E or I (Attitude)

It’s where you get your energy and where you direct your energy: outside or inside

Extravert Introvert• Act and (maybe)

reflect “talk it out”• Lots of “friends”• Breadth• Like working in

groups

• Reflect and (maybe) act “think it through”

• A few close friends• Depth• Prefer solitary

activities

E or I (Key Words)

Extravert Introvert• Active• Outward• Sociable• People• Many• Expressive• Breadth• Live it, then understand it

• Reflective• Inward• Reserved• Privacy• Few• Quiet• Depth• Understand it, before live it

S or N (Function)

It’s how you prefer to input - the perceiving mental function

Sensing Intuition

• Directly via the senses - specific parts - present - practical

• Step by step• Structured

• 6th sense or hunch - relationships - future - imagine

• Jump in anywhere• Skip steps

S or N (Key Words)

Sensing Intuition

• Details• Present• Practical• Facts• Sequential• Directions• Repetition• Enjoyment• Perspiration• Conserve• Literal

• Patterns• Future• Imaginative• Innovations• Random• Hunches• Variety• Anticipation• Inspiration• Change• Figurative

T or F (Function)

It’s how you prefer to process information Rational, judging mental function

Thinking Feeling

• Objective• Head• Principles (truth, justice)• Decisions based in logic

• Subjective• Heart• Value (relationship,

harmony)• Decisions based in

emotion

T or F (Key Words)

Thinking Feeling• Head• Objective• Justice• Cool• Impersonal• Critique• Analyze• Precise• Principles

• Heart• Subjective• Harmony• Caring• Personal• Appreciate• Empathize• Persuasive• Values

J or P (Lifestyle)

What does the outside world see? Judging Perceiving

• Ordered• Planned• Decisive

• Organizes all his or her life events and acts strictly according to this plan

• Spontaneous• Flexible• Curious

• Inclined to improvise and seek alternatives

J or P (Key Words)

Judging Perceiving • Organized• Structure• Control• Decisive• Deliberate• Closure• Plan• Deadlines• Productive

• Flexible• Flow• Experience• Curious• Spontaneous• Openness• Wait• Discoveries• Receptive

Contributions of Preferences

Extraverted types Remain aware of the environment,

maintain their networks, and take action.

Introverted types Pay attention to the infrastructure,

conceptualize the problem, and look deeply into issues.

Contributions of Preferences

Sensing types Know the facts, understand the planning

stages, and work out implementation details.

Intuitive types See the big picture, forge into new

areas, and develop new possibilities

Contributions of Preferences Thinking types

Discuss the issues in a logical way, consider the pros and cons of various alternatives, and spot the inconsistencies in a plan.

Feeling types Understand what is important to people,

acknowledge the human side of decision making, and help others accept decisions

Contributions of Preferences Judging types

Generate systems, provide organization, and act with decisiveness.

Perceiving types Are open to new ideas, provide insight,

and react with flexibility if the system breaks down.

Types

ESTJ

ESTP

ISTP

ISTJ

ESFJ

ESFP

ISFP

ISFJ

ENFJ

ENFP

INFP

INFJ

ENTJ

ENTP

INTP

INTJ

MBTI - 4 Temperaments

SJ – Guardians NT – Rationals NF – Idealists SP – Artisans

SJ – Guardians

Administrators Inspector (iStJ) Supervisor (eStJ)

Conservators Protector (iSfJ) Provider (eSfJ)

SJ – Guardians

CONCRETE communication COOPERATIVE in achieving goals Skilled in logistics 40% - 45% of the population Security seeking Enculturating as parents, helpmates

as spouses, conformity oriented as children

SJ – Guardians at work

Need to belong, to serve, and to do the right thing

Value stability, orderliness, cooperation, consistency, and reliability

Tend to be serious and hardworking Demand a great deal of themselves

and others

SJ – Potential Strengths

Practical, organized, thorough, systematic Pay attention to regulations and policies Take satisfaction in doing a job right the first

time and every time Prefer to deal with proven facts, and use

them to further the goals of the organization

Good at seeing what needs attention and taking care of it

Solid, trustworthy, dependable

SJ – Potential Weaknesses Not interested in theories or

abstractions Tend to be weak in the area of long

range planning Sometimes make decisions too

quickly Tend to see things in black and white Run the risk of being unable to adapt

quickly Tend to resist trying new approaches

Inflexible, dogmatic, unimaginative

SJ – Work best with

A relatively high level of responsibility A clear chain of command Rules and standard ways of doing things Regulations and rewards are certain Colleagues who share their dedication

and respect for authority Colleagues who pull their weight

Stabilizer – the maintainers of tradition

NT - Rational

Engineers Architect (iNTp) Inventor (eNTp)

Coordinators Mastermind (iNTj) Fieldmarshal (eNTj)

NT - Rational

ABSTRACT communication Utilitarian in achieving goals Strong in STRATEGIC ANALYSIS 5% - 7% of the population Knowledge seeking Individualizing as parents,

mindmates as spouses, learning oriented as children

NT – Rationals at work

Place a high value on independence Driven to acquire knowledge Set very high standards for

themselves and others Naturally curious Can see many sides to the same

argument or issue Excellent at seeing possibilities,

understanding complexities, and designing solutions to real or hypothetical problems

NT – Potential Strengths

Have great vision and can be great innovators Ability to see possibilities as well as the big

picture Excel at, and enjoy strategizing, planning, and

building systems to accomplish their goals Understand complex theoretical ideas and are

good at deducing principles or trends Enjoy being challenged Can accept constructive criticism without

taking it personally

Confident, witty, and imaginative

NT - Potential Weaknesses Can be too complex for others to

understand Tendency to overlook necessary details Can be deeply skeptical and often

challenge rules, assumptions, or customs Sometimes have trouble with authority and

can be seen as elitist Often fail to see how they affect others Can be fiercely competitive

Arrogant, remote, and in a world of their own.

NT – Work best with

Provides autonomy and variety Is intellectually stimulating, and provides the

opportunity to generate ideas Provides opportunity to tackle complex

problems Provides opportunity to apply vision and logic

to long range strategic plans Surrounded by very capable colleagues Provides opportunity to move toward

“powerful” positions Provides opportunity to use leadership skills

Be excellent in all things

NF - Idealists

Advocates Healer (iNFp) Champion (eNFp)

Mentors Counselor (iNFj) Teacher (eNFj

NF - Idealists

ABSTRACT communication COOPERATIVE in achieving goals Diplomatic Integration 8% - 10% of the population Encourage imagination & fantasy in

their children, spiritual intimacy with spouse, strive for consensus, and continual self renewal for themselves

NF – Idealists at work

Place a high value on the authenticity and integrity in people and relationships

Focus on human potential Gifted at helping others grow and

develop Natural ability to understand and

connect with other people Naturally empathic and focus on the

needs of others Excellent communicators and

catalysts for positive change

NF – Potential Strengths

Know how to bring out the best in others Understand how to motivate others to do

their best Excellent at resolving conflicts Ability to help others feel good about

themselves Good at identifying creative solutions Communicate well in speech and writing Able to generate enthusiasm for their ideas

Charismatic, receptive and accepting

NF - Potential Weaknesses Tendency to make decisions based exclusively

on their own likes and dislikes Have trouble staying detached – can become

too involved and become overwhelmed Sometimes too idealistic and not practical

enough Sometimes are too self-critical Will sometimes sacrifice their own opinion for

harmony

Moody, unpredictable, and overemotional

NF – Work best with

Is personally meaningful Harmony is valued and there is little

competition An organization that is democratic and

encourages participation from all levels An organization that promotes

humanistic values Allows them to help others find fulfillment

“To thine own self be true.

Artisans (sp)

Entertainers Composer (iSfP) Performer (eSfP)

Operators Crafter (iStP) Promoter (eStP)

Artisans (sp)

CONCRETE communication UTILITARIAN in achieving goals Skilled in tactical variation 35% - 40% of the population Sensation Seeking They tend to be permissive as

parents, playmates as spouses, and play oriented as children

SP – Artisans at work

Like to stay open to all possibilities Live for action, impulse and the

present moment Focus on the immediate situation Ability to access what needs to be

done now Seldom choose situations with

structure Risk taking, adaptable, easy going,

and pragmatic

SP – Potential Strengths

Can see clearly what is happening Excellent at recognizing practical problems Approach problems with flexibility, courage

and resourcefulness Prefer to deal with facts and real problems

rather than theories Many are skillful with tools and instruments

– precision Keen observers of human behavior

Resourceful, exciting and fun

SP - Potential Weaknesses Sometimes fail to think things through

carefully before acting Not interested in the theoretical or abstract

and may fail to see important connections Tend to lose enthusiasm once the crisis

phase is over Don’t always follow established rules Sometimes avoid commitments and plans

Irresponsible, unreliable, childish and impulsive

SP – Work best with

Provides autonomy, variety and action Provides immediate results Allows tasks to be executed skillfully and

successfully Opportunity to use acquired skills,

independently and spontaneously Must give a high degree of pleasure (fun)

“Fire-fighter” - Notices and responds to crisis

Using Different “Lenses”

Quadrants Lens: Change

Temperament Lens: Leadership

Dynamics Lens: Problem-solving or decision-making

Quadrants and Change

ESTJ

ESTP

ISTP

ISTJ

ESFJ

ESFP

ISFP

ISFJ

ENFJ

ENFP

INFP

INFJ

ENTJ

ENTP

INTP

INTJ

IS IN

ES EN

Quadrants and ChangeIS Thoughtful Realists IN Thoughtful and Innovative

Like to test their ideas to see whether they are supported by the facts; they want to deal with practical, concrete information in a careful and unhurried way.

“Let’s keep it!”

Introspective and do their best work in theoretical fields where ideas and depth of understanding are important. They value knowledge for its own sake.

“Let’s think about it differently!”

ES Action-oriented Realists EN Action-oriented and Innovative

Want to see that practical tasks are carried out. They prefer a work environment where realistic, down-to-earth tasks and problems are managed. Prefer a culture that focuses on results relating to people, data, or things.

“Let’s do it!”

Value change, see possibilities as a key aspect of their work, and like to be challenged and to challenge others. They tend to have a wide range of interests and are willing to work with systems or relationships.

“Let’s change it!”