Presentation on theme: "+=+= +=+= Build Team Chemistry Using MBTI. Questions we will answer today! What is MBTI and how does it help build chemistry? What is my best-fit."— Presentation transcript:
+=+= +=+= Build Team Chemistry Using MBTI
Questions we will answer today! What is MBTI and how does it help build chemistry? What is my best-fit “type”? What are some specific examples of how using MBTI contributes directly to better relationships and better results? Where do I look to learn more? Many concepts, diagrams, and pictures were taken from the MBTI Presenting Types in Organizations, developed by David Freeman, Linda Kirby, and Nancy Barger
MBTI Quick Facts A 93 question assessment used to determine innate preferences and assign a 4-letter personality type (i.e. INTJ, ESFP, ENTP, ISFJ, etc.) (i.e. INTJ, ESFP, ENTP, ISFJ, etc.) Used by most Fortune 100 companies Over 2 Million administrations per year- translated into 30 languages, used in 70+ countries across industry Based on Swiss psychologist Carl Jung’s ( ) type theory and shaped by Katherine Briggs and Isabell Briggs Myers until 1980, refined and tested since then Most widely used reliable and valid tool for understanding personality differences Does not predict behavior for any individual, but does accurately predict behavior for groups (note: that each team has a group profile!)
MBTI Objectives - Creating Team Chemistry- Enhance self-understanding for coaches and players Natural strengths and blind spots Natural strengths and blind spots Potential areas for growth Potential areas for growth Motivations and communication patterns Motivations and communication patterns Distress signals and how stress affects you Distress signals and how stress affects you Understand and appreciate (rather than just tolerate) diversity Reduce tension & judgment, increase empathy and effective communication among team members and coaches Reduce tension & judgment, increase empathy and effective communication among team members and coaches Embrace, utilize, and leverage different preferences to complete tasks, achieve goals, and confront adversity Embrace, utilize, and leverage different preferences to complete tasks, achieve goals, and confront adversity Increase range and scope of communication MBTI creates a framework and language for continued development in a team context and life long personal context MBTI creates a framework and language for continued development in a team context and life long personal context
What do you mean by preference? Write your name using your dominant hand: _______________________________ Write your name using your NON-dominant hand: ________________________________ We can all use both hands for writing, but one is natural, comfortable, automatic
I Love the HOV Lane (your brain loves the easy way, too)
MBTI Preferences – 4 Dichotomies Where you direct your energy Where you direct your energy Extraversion vs IntroversionExtraversion vs Introversion How you gather information How you gather information Sensing vs iNtuitionSensing vs iNtuition How you make decisions How you make decisions Thinking vs FeelingThinking vs Feeling How you deal with the outside world How you deal with the outside world Judging vs PerceivingJudging vs Perceiving
Preferences are not measured on a spectrum – either you prefer this or you prefer that Preferences do not change – they stay the same over our lifetime. What changes is how we use them, and the accuracy with which we can recognize and measure the clarity of our own preferences. More about preferences…
How do you Direct your Energy? Extraversion Action Outward People Interaction Many Expressive Do-Think-Do Introversion Reflection Inward Privacy Concentration Few Quiet Think-Do-Think
What do E’s and I’s look like and do? Seek and value input from manySeek input from chosen few Respond to external expectations Focus on internal objectives Seek assistance activelyRely on inner resources Share things openlyKeep things to themselves Seek group interactionSeek small group interaction Focus on breadthFocus on depth Start with actionsStart with ideas
How do you take in information? What do you like? What do you trust? Sensing Facts Realistic Specific Present Keep Practical What is Intuition Ideas Imaginative General Future Change Theoretical What could be
What do S’s and N’s look like and do? Enjoy practical conversationsEnjoy clever conversations Use detailed descriptionUse metaphorical descriptions Move sequentiallySkip around Prize specifics and realismPrize hunches and insights Rely on and trust experienceRely on and trust inspiration Confidence grows from repetitionConfidence from innovation Use accepted ways of leadingTry new ways of leading Notice specifics/factsNotice subtleties/pattens
How do you make decisions? Thinking Head Distant Things Objective Critique Analyze Firm but fair Feeling Heart Personal People Subjective Praise Understand Merciful
What do T’s and F’s look like and do? Start with a critique Start with praise Examine conflict to find truth Avoid conflict to maintain harmony Business-like Sociable Want feedback to improve Want support for efforts Apply policy consistently Make exceptions to policy Seek efficiency Seek dedication Results-based Consensus-based Objective analysis Subjective analysis
How do you deal with the outside world? Judging Organized Decision Control Now Closure Deliberate Plan Perceiving Flexible Information Experience Later Options Spontaneous Wait
What do J’s and P’s look like and do? Use decisive words/fixed positions Use hedging words/tentative possibilities Dislike being sidetracked Being sidetracked is interesting Put work before play Combine work and play Value steadiness/thoroughness Value flexibility and adaptability Act on set priorities Respond to opportunities as they arise Prefer to have control Prefer to have freedom Make quick decisions Avoid making decisions
What is Your Type?
What is Your Team’s Type?
What are your preferences? How do we see them play out in team chemistry issues? What kind of communication do you expect during learning/in the game/in a team meeting? How much detail and process goes into goal setting vs how much vision and big picture? What constitutes fairness? Equal treatment or are there situational considerations? What if somebody arrives to practice late? Is every minute of practice scheduled and posted in advance or do you play it by ear? When you are in a situation that requires you to act out of preference for a long time, STRESS WILL RESULT
Columbia Volleyball What MBTI informs in our program… What our players have to say… Accountability group assignments Matching mentors to freshmen Individual player meetings and one-one communication Maximum player engagement in team meetings Locker room talk expectations and understanding Court “energy” expectations Individual and team motivation Conflict management Gives me confidence to give feedback and have more open communication. I know who I can be straightforward with and who to be gentle with (ENTJ) Helps me connect with my teammates to make things better on the court by understanding how people might perceive the same thing differently (INFJ) Helps with communication issues (ESTP) Helps me understand the best way to approach, communicate, and motivate my teammates – we need to know what makes people open to discussion and what makes them closed off and defensive (ENTP and captain)
MBTI Objectives Questions we ask ourselves at Columbia Enhance self-understanding and acceptance How can I be the most productive, positive person? How can I derive the most pleasure from this experience? How can I be the most productive, positive person? How can I derive the most pleasure from this experience? What motivates each player: relationships, understanding, physical activity? What motivates each player: relationships, understanding, physical activity? Do our players understand what triggers their own stress points and those of their teammates? Can they manage those triggers? Do our players understand what triggers their own stress points and those of their teammates? Can they manage those triggers? Understand and appreciate diversity How do we discover the source of and manage intrapersonal conflict? How do we discover the source of and manage intrapersonal conflict? Do our rules, goals, and team communications address the needs of all types? Do our rules, goals, and team communications address the needs of all types? Increase range and scope of communication Do our players have the skill and confidence to communicate with potential employers about their strengths and weaknesses? Do they feel better about recognizing what helps/hinders quality relationships? Do they have tools to problem solve and adapt to different types? Will they consider careers that play to their preferences? Do our players have the skill and confidence to communicate with potential employers about their strengths and weaknesses? Do they feel better about recognizing what helps/hinders quality relationships? Do they have tools to problem solve and adapt to different types? Will they consider careers that play to their preferences? Knowing that there are collateral, long-term benefits to using MBTI on our team helps keep our players engaged and invested in learning and applying MBTI.Knowing that there are collateral, long-term benefits to using MBTI on our team helps keep our players engaged and invested in learning and applying MBTI.
What about you, coach? Understanding your own type, as well as the “TYPE” of job you do, and the types of people around you can help you tailor your world to create a better fit for you, and a different perspective about what doesn’t fit very well… it can help you keep your PASSION and ENTHUSIASM for the job you do.
What types of workshops can you do with MBTI and your team? Team Building Conflict Management Communication Style Stress Management Career Development Type and Change Type and Organizations Innovation Functions and Temperaments Decision Making Style Leadership Style Type Dynamics and Development Emotional Intelligence Types and Teams Types and Selling Types and Coaching Project Management
Where do I look to learn more? Visit for a full listing of reports, resources, products, and services. Visit or for more information about becoming a certified MBTI practitioner. Visit for more history and information about the assessment and available products and services. Google MBTI consultants to find one in your area – also, most sports and other psychologists are MBTI trained. Contact me for any way I can help: Brie Katz,
What are some of the observable behavioral differences you notice between Extraverts and Introverts? Write/Discuss responses 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.
To determine who may be an S and who may be an N, have your team look at the following slide (or any abstract picture) for 1 ½ minutes silently and either have them write down what they see, or be prepared to share with the group what they think they’ve been looking at.
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
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
We must remember that we all trust our own perceptions, while knowing that there are many other ways of seeing the same object/situation.
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.
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.
Assuming that you are all friends, plan a social picnic for your group. Break into groups and discuss. Judging types plan everything to the nth degree, liking to cover every contingency. Perceiving types leave things open, desiring flexibility.