presenting type in organizations copyright 2008 by cpp, inc. all rights reserved. permission is...

Presenting Type in Organizations Copyright 2008 by CPP, Inc. All rights reserved. Permission is hereby granted to reproduce this slide for workshop use. Duplication for any other use, including resale, is a violation of copyright law. MBTI and the MBTI logo are trademarks or registered trademarks of the Myers-Briggs Type Indicator Trust in the United States and other countries. The CPP logo is a registered trademark of CPP, Inc. Distributed in Canada by Psychometrics Canada Ltd.

P R E S E N T E D B Y

Your Name Here

D E V E L O P E D B Y

David Freeman Linda Kirby Nancy Barger


2

Today’s AgendaSession 1Administering the MBTI® Form M Self-Scorable Instrument

Introduction of presenter 15 minutes and objectives

Administration of the questionnaire 30 minutes

Break 15 minutes


3

Today’s Agenda (cont.)

Session 2Explaining and Verifying MBTI® Results

Explanation of type theory 40 minutes• With self-assessment

Verification of type 15 minutes• Self-estimate

• Work type

• Best-fit type


4


Session 2 (cont.)

Explaining and Verifying MBTI® Results

Reading of profiles 10 minutes

Introduction to the type table 10 minutes

Lunch 45 minutes


5


Session 3Some Activities Based on the MBTI® Instrument

Living Type Table 2 hours or

The E–I dichotomy 60 minutes(Improving communication)

The S–N dichotomy 45 minutes(Using different types of information)

The T–F dichotomy 60 minutes(Making better decisions)

The J–P dichotomy 45 minutes(Time management styles)


6

Please Tell Us Your name

Your job title and description

Your experience with the MBTI® instrument

Please keep your comments brief


7

ObjectivesAt the end of this training you will be able to:

[insert objective]

[insert objective]

[insert objective]

And

Identify ways to use differences constructively


8

MethodTo achieve these objectives, we first need to understand ourselves and how we differ from other people.

To help us achieve this objective we will be completing the Myers-Briggs Type Indicator

® (MBTI®) instrument and looking at the ideas on which it is based.


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Today You will be invited to complete the MBTI®

instrument.

We will then explain the ideas underlying the instrument and ask you to self-assess.

We will score the instrument, which will report one of 16 different TYPES as your results.

You will use your self-assessment, your results, and the Introduction to Type® booklet to decide which type fits best for you.


10

Today (cont.)

Then we will do some exercises to help you see how the types differ from one another and to help you clarify your type.

We will discover that people look at the world and make decisions about things in very different ways.


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About the MBTI® Instrument An indicator—not a test Looks only at normal behavior Forced-choice questions Takes about 20–40 minutes to complete No right or wrong answers—answer as

you see fit Your results are confidential


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About the MBTI® Instrument (cont.)

There are no good or bad types—all types have some natural strengths and some possible pitfalls or blind spots.

The instrument gives practical results you can use:

• In teamwork

• In communication

• In decision making


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Users of the MBTI® Instrument Most Fortune 100 companies

More than 2 million people worldwide each year

Translated into 30+ languages

Used in 70+ different countries


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Where the MBTI® Tool Is Used

• USA• Canada• Mexico• South America• UK• Europe

• Australia• New Zealand• China• India• Japan• Korea

• Malaysia• Singapore• Middle East• South Africa• Kenya• And more!


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Now Let’s Take the MBTI® Instrument

(Mind-Set)(Mind-Set)


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The Mind-Set to BringAs you answer the questions:

Think of what you prefer when you do not have outside pressures to behave in a particular way.

Be yourself, outside of the roles you play at work or in your personal life.


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Complete the Form M Self-Scorable

1. Read the instructions on the front.

2. Answer the 93 questions—use a ballpoint pen and a hard surface.

3. Do not tear off the side strips and open—we’ll do this together later.


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The MBTI® Instrumentwas developed by

Katharine C. Briggs

and her daughter

Isabel Briggs Myers

based on the work of Swiss psychiatrist C. G. Jung, who presented his psychological type theory in his book Psychological Types

(published 1921, translated into English 1923).


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Jung’s TheoryJung believed that preferences are innate—“inborn predispositions.”

He also recognized that our innate preferences interact with and are shaped by environmental influences: Family Country Education and many others


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Inborn PredispositionsTo illustrate this—let’s do an activity. Turn to p. 8 in your Introduction to Type® booklet

and write your signature in the first box. Now write your signature again in the box below

—using the other hand! Call out some words that describe the writing of

the first signature. Now, some words to describe the second

signature.


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Handedness Exercise Where do we get our preference for using

one hand over the other?

How does the environment influence our preference for using one hand over the other?

Note: We all can and do use both—for writing, one is natural, comfortable, automatic.


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Jung’s Theory We will look at four pairs of opposites—like

our right and left hands. We all use both sides of each pair, but one is our natural preference.

Jung believed that our preferences do not change—they stay the same over our lifetime.

What changes is how we use our preferences and often the accuracy with which we can measure the preferences.

The confounding variable—environment!


23

Jungian Theory


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Extraversion or Introversion

The direction in which we focus our attention

and energyIntroduction to Type®, p. 9


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E–IPeople who prefer Extraversion: Focus their energy and attention outward Are interested in the world of people and things

People who prefer Introversion: Focus their energy and attention inward Are interested in the inner world of thoughts and reflections

We all use both preferences, but usuallynot with equal comfort.


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Are attracted to the outer world of people and events

Are aware of who and what is around them Enjoy meeting and talking with new people Are friendly, often verbally skilled, and easy to

know Tend to speak out easily and often at meetings May not be as aware of what is going on inside

themselves

People Who Prefer Extraversion


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Are attracted to the inner world of thoughts, feelings, and reflections

Are usually very aware of their inner reactions Prefer to interact with people they know Are often quiet in meetings and seem uninvolved Are often reserved and harder to get to know May not be as aware of the outer world around

them

People Who Prefer Introversion


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Do their thinking as they speak May act and/or speak first, then (possibly) think Tell you about themselves, speaking rapidly Give breadth to life Can get bored and restless if they’re alone too

long Can seem shallow and intruding to Introverts Need Introversion for balance

People Who Prefer Extraversion


29

Need time to gather their thoughts before speaking

Reflect and think before (possibly) acting Want to know you before self-disclosing Become drained and tired interacting with people

(particularly strangers) Give depth to life Can seem withdrawn and secretive to Extraverts Need Extraversion for balance

People Who Prefer Introversion


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Extraversion or Introversion

Introduction to Type® and Change, pp. 4–5


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Some Key Words Associated with

ExtraversionAction

OutwardPeople

InteractionMany

ExpressiveDo-Think-Do

IntroversionReflectionInwardPrivacyConcentrationFewQuietThink-Do-Think


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We Have a Preference

We all do Extraverted and Introverted things.

But we usually do not do themwith equal comfort.

Most of us have a preference for one over the other.


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Self-AssessmentGiven the choice, which do you prefer:

Extraversion or Introversion?

How clear are you about your preference?

Very

Clear

Fairly

Clear

Slight Slight Fairly

Clear

Very

Clear

?


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Sensing or Intuition

The way we take in information and the kind of

information we like and trustIntroduction to Type®, p. 9


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S–NPeople who prefer Sensing: Prefer to take in information using their five senses—

sight, sound, smell, touch, and taste

People who prefer Intuition: Go beyond what is real or concrete and focus on meaning,

associations, and relationships

We all use both ways of perceiving, but we typically prefer and trust one more.


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People Who Prefer Sensing See and collect facts and details Are practical and realistic Start at the beginning and take one step at a time Are specific and literal when speaking, writing,

and listening Live in the present, dealing with the here and now Prefer reality to fantasy


37

People Who Prefer Intuition See patterns, possibilities, connections, and

meanings in information Are conceptual and abstract Start anywhere and may leap over basic steps Speak and write in general, metaphorical terms Live in the future—the possibilities Prefer imagination and ingenuity to reality


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People Who Prefer Sensing Like to work with the parts to see the overall

design Like set procedures, established routines Prefer practical, concrete problems and dislike

theoretical or abstract problems Can seem materialistic and too literal to Intuitive

types Need Intuition for balance


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People Who Prefer Intuition Study the overall design to see how the parts fit Thrive on change, new ideas, and variety Prefer imaginative new solutions to problems and

become impatient with details Can seem impractical dreamers to Sensing types Need Sensing for balance


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Sensing or Intuition


41


SensingFacts

RealisticSpecificPresent

KeepPracticalWhat is

IntuitionIdeasImaginativeGeneralFutureChangeTheoreticalWhat could be


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We all use Sensing and Intuition when making our observations about the world.

But we usually do not use themwith equal trust.



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Sensing or Intuition?


Very

Clear

Fairly

Clear


Clear

Very

Clear

?


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Thinking or Feeling

The way we make decisionsIntroduction to Type®, p. 10


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T–FPeople who prefer Thinking: Make their decisions based on impersonal, objective logic

People who prefer Feeling: Make their decisions with a person-centered, values-based

process

Both processes are rational and we use both often, but usually not equally easily.


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People Who Prefer Thinking Use logic to analyze the problem, assess pros

and cons Focus on the facts and the principles Are good at analyzing a situation Focus on problems and tasks—not relationships May not include the impacts on people or

people’s emotions in their decision making


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People Who Prefer Feeling Use their personal values to understand the

situation Focus on the values of the group or organization Are good at understanding people and their

viewpoints Concentrate on relationships and harmony May overlook logical consequences of individual

decisions


48

People Who Prefer Thinking Take a long-term view, seeing things as an

onlooker Are good at spotting flaws and inconsistencies

and stating them clearly When required, can reprimand or fire people Believe fairness, justice, and equitability are very

important May seem cold and detached to Feeling types Need Feeling for balance


49

People Who Prefer Feeling Take an immediate and personal view of

situations Like to show appreciation and caring for others Have difficulty telling people unpleasant things Believe fairness means treating each individual

as a whole person May seem overly emotional and irrational to

Thinking types Need Thinking for balance


50

Thinking or Feeling


51


ThinkingHead

DistantThings

ObjectiveCritiqueAnalyze

Firm but Fair

FeelingHeartPersonalPeopleSubjectivePraiseUnderstandMerciful


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We all use Thinking and Feeling when making decisions.

But we usually do not use themwith equal ease.



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Thinking or Feeling?


Very

Clear

Fairly

Clear


Clear

Very

Clear

?


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Judging or Perceiving

Our attitude toward the external world and how we

orient ourselves to itIntroduction to Type®, p. 10


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J–PPeople who prefer Judging: Want the external world to be organized and orderly Look at the world and see decisions that need to be made

People who prefer Perceiving: Seek to experience the world, not organize it Look at the world and see options that need to be explored

We all use both attitudes, but usually not with equal comfort.


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People Who Prefer Judging Like to make plans and follow them Like to get things settled and finished Like environments with structure and clear limits Enjoy being decisive and organizing others Handle deadlines and time limits comfortably Plan ahead to avoid last-minute rushes


57

People Who Prefer Perceiving Like to respond resourcefully to changing

situations Like to leave things open, gather more information Like environments that are flexible; dislike rules

and limits May not like making decisions, even when

pressed Tend to think there is plenty of time to do things Often have to rush to complete things at the last

minute


58

People Who Prefer Judging Like rapidly getting to the bottom line and

deciding Dislike being interrupted on a project, even for a

more urgent one May make decisions too quickly, or cling to a plan May not notice new things that need to be done May seem rigid, demanding and inflexible to

Perceiving types Need Perceiving for balance


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People Who Prefer Perceiving Want to explore all the options before deciding May start too many projects and have difficulty

finishing them May have trouble making decisions, or have no

plan May spontaneously change plans May seem disorganized and irresponsible to

Judging types Need Judging for balance


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Judging or Perceiving


61


JudgingOrganized

DecisionControl

NowClosure

DeliberatePlan

PerceivingFlexibleInformationExperienceLaterOptionsSpontaneousWait


62


We all use Judging and Perceiving as part of our lifestyle.

But we usually do not use themwith equal comfort.



63


Judging or Perceiving?


Very

Clear

Fairly

Clear


Clear

Very

Clear

?


64

Personality TypeWhen combined, your preferences indicate

your personality type.


65

16 Personality Types


66

16-Room House


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Self-Estimate As a result of learning about the 8 preferences

and deciding for yourself which you prefer, you have completed a self-estimate of your type.• Write your self-estimate in your Introduction to Type®

booklet, p. 11.

Now let’s see what your reported type is (based on how you responded to the items).• Write your results in your Introduction to Type® booklet,

p. 11.


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Type Is Not . . .

Intelligence Maturity Emotions IQ

Development Stress Trauma Emotional health

There is variation within each type and type does not measure:


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Scoring Your Responses


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Using the Self-Scorable Form M Tear off and keep the cover sheet Return the rest of the form


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A tied score results when your responses are equally split between the two sides of a dichotomy:

E = 10 I = 10

We use a tie-breaking formula:

I slight

N slight

F slight

P slight

Why?

Tied Scores for Reported Type


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Why? E, S, T, and J are the cultural norms in the

United States—I, N, F, and P are less preferred.

If a person’s scores are close or tied, there is probably some environmental pressure from the cultural norms.

Something is pulling the person in the direction that is opposite to the cultural norms—his or her innate preferences.


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Reported and Self-Estimate Type If these are the same, look up the

one-page profile in your Introduction to Type® booklet and decide whether it describes how you usually think and act.

If they are different, read the profiles for both your self-estimate and reported types in your Introduction to Type® booklet and decide which more accurately describes how you usually think and act.


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Levels of ConfidenceTrue Type

“Best-Fit” Type

Self-Estimate Type and Reported Type


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Expectations 2/3–3/4 of any group will agree with their

reported type.

They will report general agreement with the Introduction to Type® profile.

When people disagree, it’s usually on one preference—and often one on which they had a “slight” result.


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Have I Changed Type?When people report having changed type, it is likely that they have had an incorrect administration—the “mind-setting” was not done properly, resulting in the reporting of “work type” or “ideal self.”


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Collecting Type Data for a Group Now that we have worked out each

person’s best-fit type, we can collect the group’s data, using the type table.

Let’s see how the type table is constructed.


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Are You in the Right Job?Research shows that the columns of the type table are the best predictors of occupations that prove attractive and satisfying to the different types.


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STs Are Attracted to Careers in Applied science

Business

Administration

Banking

Law enforcement

Production

ConstructionIntroduction to Type®, p. 33


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SFs Are Attracted to Careers in Health care

Community service

Teaching

Supervision

Religious service

Support services

SalesIntroduction to Type®, p. 33


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NFs Are Attracted to Careers in Psychology

Human resources

Teaching

Research

Literature

Religious service

Health care

Art and musicIntroduction to Type®, p. 33


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NTs Are Attracted to Careers in Physical science

Research

Management

Computers

Law

Engineering

Technical workIntroduction to Type®, p. 33


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Are you in the right job? We find all the types in all the occupations!

Type does not measure skills, abilities, training, or motivation and other reasons someone might choose a particular occupation.


84

However… When you are in an occupation that

requires you to act out of your preferences for long periods of time, we anticipate stress will result!

The question becomes, for each of us, is the stress worth it?


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Negotiating Differences Now let’s do the Living Type Table activity.

• Capture agreements during the activity.

• Create action plans—what will we do, when will we do it, who will take responsibility?


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Step 1: E and II

E

What do you want in your work environment?or

What makes a good team meeting for you?


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Step 2: IS, ES, IN, ENIS IN

ES EN

How do you want to learn a new job?


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Step 3: ST, SF, NF, NTIST ISF INF INT

EST ESF ENF ENT

What’s your major contribution to this team?

Get feedback from team members.


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Step 4: 16 TypesISTJ ISFJ INFJ INTJ

ISTP ISFP INFP INTP

ESTP ESFP ENFP ENTP

ESTJ ESFJ ENFJ ENTJ


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Type-Alike GroupsImagine that the type table is a 16-room

house.

You’re now in “your room.”

Draw your room—or describe it with words and phrases.

Help your colleagues understand your type.


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16-Room House


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Using the Information Capture negotiations during LTT. Create action plans:• What will we do differently?

• How and when will we do it?

• Who will take responsibility for championing it?

• When/how will we check to see if it is working and make necessary modifications?


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E–I Splitting Exercise In your groups, create 3 questions that

will give you better insight into the opposite to your preference on this dichotomy.

(5 minutes)

Elect a spokesperson to ask the questions.


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E–I Splitting Exercise

What are some of the

observable behavioral differences

you notice between Extraverts and Introverts?


95

E–I Exercise Examples Extraverts are more talkative, energetic, and

overtly enthusiastic about the task. Introverts are more reflective, may not show

their enthusiasm outwardly. Extraverts answer questions immediately. Introverts are quiet when first asked a question. Extraverts interrupt one another. Introverts wait to see who will answer. Extraverts may sit closer to each other. Introverts may keep more physical distance.


96

E–I Splitting Exercise In the E group, one or two seem like

Introverts.

In the I group, one or two seem like Extraverts.


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E–I Splitting ExerciseWhat are the implications and applications of this splitting exercise?

Communication breakdown

Conflict between the two types


98

S–N Splitting ExerciseLook at the following picture for 11/2 minutes, in silence, and then be prepared to share with the group what you think you have been looking at.


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People with a Preference for Sensing

Describe what they literally see:

• Physical attributes of the picture (color, shapes, artist’s name, size)

Then try to make sense out of the shapes—object sense

Others can usually agree with the interpretations of the shapes


101

People with a Preference for Intuition

Interpret the picture, seeing possibilities and meanings that are highly personalized

Often make up a story about the picture

May come up with a big-picture interpretation of the meaning


102

What Can We Conclude? When we all look at the same image,

we see different things.

Who sees it correctly?


103

S–N Splitting ExerciseWhat are the implications and applications of this exercise?

We must remember that we all trust our own perceptions, while knowing that there are many other ways of seeing the same object/situation.


104

T–F Splitting Exercise Imagine that you have been invited to a

party with your partner or a close friend.

Your partner/friend arrives, ready for the party. You look at what the person is wearing and say to yourself, “Oh no! Is he/she really going to wear that?”

What do you do and say in this situation? Discuss in your groups.


105

T–F Exercise Examples Thinking types concentrate on achieving their

desired outcome—the partner/friend changes clothes or they don’t go.

Feeling types often say they don’t care what the person is wearing.

Thinking types are frank and to-the-point in stating their views about the clothing.

Feeling types are often concerned about embarrassing the person, take a tactful, indirect approach.


106

T–F Splitting ExerciseWhat are the implications and applications of this exercise?

Thinking types look for faults and helpfully point them out.

Feeling types look for good things and point them out.

Which is the best approach?


107

J–P Splitting Exercise

Assuming that you are all friends, plan a social picnic for your group.


108

J–P Splitting Exercise Judging types plan everything to the nth

degree, liking to cover every contingency.

Perceiving types leave things open, desiring flexibility.


109

J–P Splitting ExerciseWhat are the implications and applications of this exercise?

Judging types form a poor opinion of Perceiving types.

Perceiving types have to look like Judging types if they are to succeed in organizational settings.

Judging types pay a price for their need to organize everything—continuous low-grade stress.


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Constructive Use of Differences

Isabel Myers’ goal for type and the MBTI® instrument:

Becoming aware of differences

Acknowledging the value of differences

Practicing new behaviors, seeking out others with differences

Incorporating different perspectives into our own processes


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Thank You

Thank you!

We hope you enjoyed

learning about type.

presenting type in organizations copyright 2008 by cpp, inc. all rights reserved. permission is...

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