Transcript EMOTIONAL INTELLIGENCE AT WORK

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 Beliefs Which Inform the Myers- Briggs
Organized, not random
Jung’s Beliefs
About
Personality
Developing, not static
Based on polar opposites
Carl Jung’s Theory of Personality Types
Differences in people come from the differences
in the way we prefer to use our minds.
Taking in
Information
Coming to
Conclusions
Sensing Intuition
Thinking Feeling
Focus of Energy
Introversion
Extraversion
Approach to Life
Perception
Judgment
Individuals prefer one over the other, in each set of pairs
How we take in information
Sensing____________INtuition
Through 5 senses
Gets information Through 6th sense
Facts, data,
specifics
Prefers
Ideas, big picture,
patterns
Physical world
Notices
World of imagination
Present
Sense of reality
68%
(Men 71%, Women 64%)
Time frame
Gift
Frequency
Future
Sense of possibility
32%
(Women 36%, Men 29%)
How we come to conclusions
Thinking____________Feeling
External, objective,
analytical
Criteria
for Decisions
Internal, subjective
values-driven
Skeptical
Tendencies
Trusting
Directness
Values
Harmony
Brief, business-like Communication
Objectivity
53%
(Men 61%, Women 39%)
Gift
Frequency
Long, meandering
Compassion
47%
Women 61%, Men 39%)
Focus of Energy
Introversion_________Extraversion
Internal world
Focused toward
External world
Consider, then speak
Communication
Speak while considering
Cautiously
Approaches life
Enthusiastically
One thing at a time
Depth, Listening
54%
(Men 60%, Women 40%)
Work style
Gift
Frequency
Multi-tasking
Energy, Talking
46%
(Women 60%, Men 40%)
Approach to Life
Perception___________Judgment
Adapt self to fit situation Approach
Proud of flexibility
Collect information
Generate options
Activity
Pressure-prompted Planning
Spontaneity and tolerance
Living with ambiguity
Gift
Adapt situation to beliefs
Proud of predictability
Making decisions
Bringing closure
Early starting
Making decisions
Creating structure
42% Frequency 58%
(Men 45%, Women 39%)
(Women 61%, Men 55%)
Myers-Briggs Typology
Introvert____________Extravert
Sensing____________INtuition
Thinking____________Feeling
Judgment___________Perception
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 Type
Page 4 - 8: Step II Facets - how you express your Type
Pages 9 - 12: Application of your Step II facets to leadership
Page 9: Communication
Page 10: Making Decision
Page 11: Managing Change
Page 12: Managing Conflict
Page 16: Step II Overview
Page 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
ISFJ
ESTJ
ESFJ
16 %
12%
10%
10%
ISTP
ENFP
ESFP
INTP
6%
6%
6%
5%
ESTP
ENTP
ISFP
INFP
5%
5%
5%
4%
INTJ
ENTJ
INFJ
ENFJ
*"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
.
4%
3%
3%
3%
Temperament Types
Differences in our BEHAVIOR come from how
certain 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 Exercise
You 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 group
3. An animal as mascot for your group
4. 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
the hierarchy of the organization
ABILITIES
establishes policies, rules, schedule
follows through
patient, thorough, steady, reliable
APPRECIATES IN SELF
sense of responsibility
loyalty
industry
NEEDS
appreciation
QUESTIONS ASKED
What is the order?
What is my duty?
Why change?
How is this justified?
Does it work?
IRRITATIONS AT WORK
others not employing
standard operating procedures
ignored deadlines
others not playing by the rules
BELIEFS
self and others must earn their keep
organization must run on solid facts
IRRITATES OTHERS BY
doom and gloom positions
sarcasm
sharp criticism
failure to see humor
VALUES
caution
carefulness
accuracy of work
ORIENTATION
product that meets standards
PITFALLS AS MANAGER
is impatient when projects get delayed
decides issues too quickly
is overly concerned with dire happenings
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
the expedient needs of the organization
ABILITIES
immediate response to problems
open and flexible style
strong reality base
QUESTIONS ASKED
What is the need right now?
What are the stakes?
Where is the crisis?
How soon can we go and do?
BELIEFS
the present time is the important focus
organization must run to meet
current needs
VALUES
flexibility
change
taking risks
action
ORIENTATION
product that reflects current needs
APPRECIATES IN SELF
active orientation
cleverness
sense of timing
NEEDS
response
IRRITATIONS AT WORK
restrictions
being told how to work
doing it "the way it's always been done"
IRRITATES OTHERS BY
lack of follow through
little advance preparation
carelessness and haste
ignoring established priorities
PITFALLS AS MANAGER
hard to predict
impatient with theory and abstraction
shoots from the hip
ignores the past and its implications for the
future
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
the growth needs of an organization
ABILITIES
communicates organizations norms
makes decision by participation
is personal, insightful, charismatic
QUESTIONS ASKED
How does this affect workers morale?
Who needs to know?
What is most important to people?
What impact does this have on
the organization's principles?
APPRECIATES IN SELF
high energy
ability to value others
unique contributions
NEEDS
approval
IRRITATIONS AT WORK
impersonal treatment
criticism
lack of positive feedback
BELIEFS
people's potential is organization's strength
organization must utilize workers' talents
IRRITATES OTHERS BY
taking emotional stands
moralistic positions
getting overextended
creating dependencies
VALUES
autonomy
cooperation
harmony
self-determination
PITFALLS AS MANAGER
sweeps problems under the rug
plays favorites
putting others’ priorities before their own
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
the mission and systems of the organization
ABILITIES
builds conceptual frameworks
develops prototypes, pilots, models
plans approaches to change
APPRECIATES IN SELF
ideas
ingenuity
logic
NEEDS
recognition
QUESTIONS ASKED
What is involved?
Who has the power?
What is the strategy?
What is the system?
IRRITATIONS AT WORK
stupid errors
redundancy
illogical actions
BELIEFS
organization should run according to its mission
organization must grow and develop
IRRITATES OTHERS BY
skepticism
splitting hairs
hurting feelings
taking people's contributions for granted
VALUES
competence
principles
intelligence
complexity
ORIENTATION
planned change for organization's future
PITFALLS AS MANAGER
great strengths and great weaknesses
lack of execution after design phase
escalates standards
impatient with human concerns
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
Type
Total Adult
U.S. Population
Men
Women
African
American
Caucasian
Hispanic
SJ
Sensing
Judging
47.6
43.2
49.9
50.8
46.0
51.9
SP
Sensing
Perceiving
21.4
21.2
21.6
29.9
20.2
18.5
NF
Intuition
Feeling
15.8
14.0
17.4
4.0
17.7
14.8
NT
Intuition
Thinking
16.1
21.5
11.2
15.3
16.1
14.8
*"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.
Myers-Briggs Typology
Adult personality development suggests we work on
developing capacity in each of the following areas:
Sensing____________INtuition
Thinking____________Feeling
MYERS-BRIGGS BIBLIOGRAPHY
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.
About the Myers-Briggs Personality Type Indicator (MBTI)
“…MBTI type is appropriately used to assist individuals in developing their selfunderstanding 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 on
split-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.