Myers-Briggs Personality Type Indicator

in partnership with Maryland School of Public Policy

Office of Executive Programs

History of the Myers-Briggs Personality Type Indicator

1923 Carl Jung published Psychological Types

1942 Myers and Briggs began developing an instrument to make Jung’s theory understandable and useful in everyday life

1962 MBTI published

Since then:• 3 revisions and updates to the MBTI instrument• 4,000 research studies, journal articles, dissertations written

Today:MBTI administered 2 million times every year

Jung’s BeliefsAbout

Personality

Organized, not random

Developing, not static

Based on polar opposites

Jung’s Beliefs Which Inform the Myers- Briggs

Focus of EnergyTaking in

Information Coming to

Conclusions

Sensing Intuition

Differences in people come from the differences in the way we prefer to use our minds.

Carl Jung’s Theory of Personality Types

Introversion Extraversion

Approach to Life

Thinking Feeling

Perception Judgment

Individuals prefer one over the other, in each set of pairs

How we take in information

Sensing____________INtuitionGets information

Prefers

Notices

Time frame

Gift

Frequency

Through 5 senses

Facts, data,specifics

Physical world

Present

Sense of reality

Through 6th sense

Ideas, big picture,patterns

World of imagination

Future

Sense of possibility

68%(Men 71%, Women 64%)

32%(Women 36%, Men 29%)

How we come to conclusions

Thinking____________FeelingCriteria

for Decisions

Tendencies

Values

Communication

Gift

Frequency

External, objective,analytical

Skeptical

Directness

Brief, business-like

Objectivity

Internal, subjectivevalues-driven

Trusting

Harmony

Long, meandering

Compassion

53%(Men 61%, Women 39%)

47%Women 61%, Men 39%)

Focus of Energy

Introversion_________Extraversion

Focused toward

Communication

Approaches life

Work style

Gift

Frequency

Internal world

Consider, then speak

Cautiously

One thing at a time

Depth, Listening

External world

Speak while considering

Enthusiastically

Multi-tasking

Energy, Talking

54%(Men 60%, Women 40%)

46%(Women 60%, Men 40%)

Approach to Life

Perception___________JudgmentApproach

Activity

Planning

Gift

Frequency

Adapt self to fit situationProud of flexibility

Collect informationGenerate options

Pressure-prompted

Spontaneity and toleranceLiving with ambiguity

Adapt situation to beliefsProud of predictability

Making decisionsBringing closure

Early starting

Making decisionsCreating structure

42%(Men 45%, Women 39%)

58%(Women 61%, Men 55%)

Sensing____________INtuition

Thinking____________Feeling

Judgment___________Perception

Myers-Briggs Typology

Introvert____________Extravert

Clarity of your Preferences

For each of the four letters in your Type, you have a number that represents the degree of CLARITY you have about that preference.

Slight Clarity:

Sensing Intuition

Moderate Clarity:

Sensing Intuition

Definite Clarity:

Sensing Intuition

Your Step II Results

Step II is how you experience and express your Myers-Briggs type.

Guide to your Report:

Page 3: Step I: Your TypePage 4 - 8: Step II Facets - how you express your TypePages 9 - 12: Application of your Step II facets to leadership

Page 9: CommunicationPage 10: Making DecisionPage 11: Managing ChangePage 12: Managing Conflict

Page 16: Step II OverviewPage 18: Preference Clarity Indexes

DISTRIBUTION OF MYERS-BRIGGS TYPES *

"The type preferences of a national (US) sample stratified by gender, ethnicity and geographic location were obtained from 1,267 adults aged 18 to 94 who completed Form G of the MBTI between 1988 and 1991. This sample was randomly selected from a larger sample to match as closely as possible the gender by ethnicity breakdown of the US 1990 Census."

"...the present sample provides the closest approximation to the type table that might be obtained from a national random sample."

In descending order of percentage, and rounded to the nearest whole number, here are the 16 types:

ISTJ 16 % ISTP 6% ESTP 5% INTJ 4% ISFJ 12% ENFP 6% ENTP 5% ENTJ 3% ESTJ 10% ESFP 6% ISFP 5% INFJ 3% ESFJ 10% INTP 5% INFP 4% ENFJ 3%

*"The Distribution of MBTI Types in the US by Gender and Ethnic Group", Allen L. Hammer and Wayne D. Mitchell,

Journal of Psychological Type, Volume 37, 1996.

Temperament Types

Differences in our BEHAVIOR come from howcertain letters in our Myers-Briggs type are coupled

Sensing + Judgment = Sensing Judger SJ

Sensing + Perception = Sensing Perceiver SP

INtuition + Feeling = INtuitive Feeler NF

INtuition + Thinking = INtuitive Thinker NT

Temperament ExerciseYou are in groups by Temperament Type: SJ Guardians, SP Artisans, NF Idealists, NT Rationals

In this group you have 10 minutes to come up with:1. Answers to these questions about your group. Be specific and relate your answers to your work : “What kind of work environment brings out our best?” “What kinds of people/things cause us stress?” “What do we bring to a team?”2. A motto for your group3. An animal as mascot for your group4. A song that describes your group’s temperament. (A title is sufficient)Select someone to present your group’s answers to the rest of us.

TEMPERAMENT IN LEADING FOR AN "SJ"

TRADITIONALIST - STABILIZER - CONSOLIDATOR

FOCUS APPRECIATES IN SELFthe hierarchy of the organization sense of responsibility

loyaltyindustry

ABILITIESestablishes policies, rules, schedulefollows through NEEDSpatient, thorough, steady, reliable appreciation

QUESTIONS ASKED IRRITATIONS AT WORKWhat is the order? others not employingWhat is my duty? standard operating proceduresWhy change? ignored deadlinesHow is this justified? others not playing by the rules Does it work?

BELIEFS IRRITATES OTHERS BYself and others must earn their keep doom and gloom positionsorganization must run on solid facts sarcasm

sharp criticismVALUES failure to see humorcautioncarefulness PITFALLS AS MANAGERaccuracy of work is impatient when projects get delayed

decides issues too quicklyORIENTATION is overly concerned with dire happenings product that meets standards believes hard and long work is the way to success

Using the Myers-Briggs Type Indicator in Organizations: A Resource Book. Sandra Hirsh © 1985 Consulting Psychologists Press, Inc.

TEMPERAMENT IN LEADING FOR AN “SP”TROUBLESHOOTER - NEGOTIATOR - FIREFIGHTER

FOCUS APPRECIATES IN SELFthe expedient needs of the organization active orientation

clevernessABILITIES sense of timingimmediate response to problemsopen and flexible style NEEDSstrong reality base response

QUESTIONS ASKED IRRITATIONS AT WORKWhat is the need right now? restrictionsWhat are the stakes? being told how to workWhere is the crisis? doing it "the way it's always been done"How soon can we go and do?

IRRITATES OTHERS BYBELIEFS lack of follow throughthe present time is the important focus little advance preparationorganization must run to meet carelessness and hastecurrent needs ignoring established priorities

VALUESflexibility PITFALLS AS MANAGERchange hard to predicttaking risks impatient with theory and abstractionaction shoots from the hip

ignores the past and its implications for the ORIENTATION futureproduct that reflects current needs

Using the Myers-Briggs Type Indicator in Organizations: A Resource Book. Sandra Hirsh ©1985 Consulting Psychologists Press, Inc.

TEMPERAMENT IN LEADING FOR AN “NF”CATALYST - SPOKESPERSON - ENERGIZER

FOCUS APPRECIATES IN SELFthe growth needs of an organization high energy

ability to value othersABILITIES unique contributionscommunicates organizations norms makes decision by participation NEEDSis personal, insightful, charismatic approval

QUESTIONS ASKED IRRITATIONS AT WORKHow does this affect workers morale? impersonal treatmentWho needs to know? criticismWhat is most important to people? lack of positive feedbackWhat impact does this have onthe organization's principles? IRRITATES OTHERS BY

taking emotional standsBELIEFS moralistic positionspeople's potential is organization's strength getting overextendedorganization must utilize workers' talents creating dependencies VALUES PITFALLS AS MANAGER autonomy sweeps problems under the rugcooperation plays favoritesharmony putting others’ priorities before their own self-determination too anxious to please ORIENTATION workers equal high productivity

Using the Myers-Briggs Type Indicator in Organizations: A Resources Book. Sandra Hirsh © 1985 Consulting Psychologists Press, Inc.

TEMPERAMENT IN LEADING FOR AN “NT”VISIONARY - ARCHITECT OF SYSTEMS - BUILDER

FOCUS APPRECIATES IN SELFthe mission and systems of the organization ideas

ingenuitylogic

ABILITIESbuilds conceptual frameworks NEEDSdevelops prototypes, pilots, models recognitionplans approaches to change

QUESTIONS ASKED IRRITATIONS AT WORKWhat is involved? stupid errorsWho has the power? redundancy What is the strategy? illogical actionsWhat is the system?

BELIEFS IRRITATES OTHERS BY organization should run according to its mission skepticism organization must grow and develop splitting hairs

hurting feelings taking people's contributions for granted

VALUES competenceprinciples PITFALLS AS MANAGERintelligence great strengths and great weaknessescomplexity lack of execution after design phase

escalates standardsORIENTATION impatient with human concernsplanned change for organization's future

Using the Myers-Briggs Type Indicator in Organizations: A Resource Book. Sandra Hirsh ©1985 Consulting Psychologists Press, Inc.

TEMPERAMENT TYPE DISTRIBUTION*

"The type preferences of a national (US) sample stratified by gender, ethnicity and geographic location were obtained from 1,267 adults aged 18 to 94 who completed form G of the MBTI between 1988 and 1991. This sample was randomly selected from a larger sample to match as closely as possible the gender by ethnicity breakdown of the US 1990 Census."

Temperament Total Adult Men Women African Caucasian HispanicType U.S. Population American

SJ 47.6 43.2 49.9 50.8 46.0 51.9

SensingJudging

SP 21.4 21.2 21.6 29.9 20.2 18.5

SensingPerceiving

NF 15.8 14.0 17.4 4.0 17.7 14.8

IntuitionFeeling

NT 16.1 21.5 11.2 15.3 16.1 14.8

IntuitionThinking

*"The Distribution of MBTI Types in the US by Gender and Ethnic Group", Allen L. Hammer and Wayne D. Mitchell, Journal of Psychological Type, Volume 37, 1996.

Sensing____________INtuition

Thinking____________Feeling

Myers-Briggs Typology

Adult personality development suggests we work on developing capacity in each of the following areas:

Gifts Differing, Isabel Briggs Myers, Consulting Psychologists Press Inc.: Palo Alto, CA, 1980.This is the textbook of the Myers-Briggs. It discusses the theory and the types in detail.

Please Understand Me: Character and Temperament Types, David Kiersey and Marilyn Bates, Prometheus Nemesis Book Company: Del Mar, CA, 1978.This book goes into the SJ, SP, NF, NT types and shows their impact in leading, in mating and in children.

Type Talk, Otto Kroeger and Janet M. Thuesen, Dell Publishing: New York, 1988.This book talks about the sixteen Myers-Briggs types and their preferences in humor, money management, sports, career choices, friends and lovers, politics, parenting.

Type Talk at Work, Otto Kroeger with Janet M. Thuesen, Delacorte Press: New York, 1992.This book talks about the sixteen Myers-Briggs types and their preferences at work, covering topics like goal setting, time management, team building, problem solving, stress management and sales.

The Character of Organizations, William Bridges, Consulting Psychologists Press: Palo Alto, CA, 1992.This book applies Myers-Briggs typology to organizations and discusses its impact on change and growth.

Work Types, Jean Kummerow, Nancy J. Barger, Linda K. Kirby, Warner Books: New York, 1997. This book addressed the impact of type at work in communication and conflict, teamwork, meetings, time management, stress and leadership. It also explores making the most of one’s type at work.

MYERS-BRIGGS BIBLIOGRAPHY

About the Myers-Briggs Personality Type Indicator (MBTI)

“…MBTI type is appropriately used to assist individuals in developing their self-understanding and their understanding and appreciation of differences.”

“The MBTI personality inventory indicates psychological type preference and does not give information about how well developed a particular preference is,how skillfully it is used, nor specific aptitudes.”

The MBTI Manual (Myers & McCaulley, 1985) includes extensive information onsplit-half and test-retest reliabilities. For educated U.S. adults (such as most of those in leadership positions), the reliability coefficients are consistently +.80.”

“The Manual also includes [various] kinds of validity evidence.”

Quotations from Developing Leaders: Research and Applications of Psychological Type and Leadership Development, Catherine Fitzgerald and Linda K. Kirby, CA: Davies-Black Publishing, 1997.