Presentation on theme: "INTERPRETING THE MYERS-BRIGGS Ronnie White Extension Professor Mississippi State University."— Presentation transcript:
INTERPRETING THE MYERS-BRIGGS Ronnie White Extension Professor Mississippi State University
THE MYERS-BRIGGS TYPE INDICATOR (MBTI) The MBTI was developed by Katherine C. Briggs and Isabel Briggs Myers It is based on C.G.Jung’s “Psychological Types”
Each type and individual has special gifts. There is no right or wrong type,no better or worse combinations of types in work or relationships Each person is unique Everyone uses each of the preferences to some degree THE MYERS-BRIGGS TYPE INDICATOR (MBTI)
The purpose of knowing about type is to help you understand yourself and to enhance your relationship through appreciation of individual differences THE MYERS-BRIGGS TYPE INDICATOR (MBTI)
On the average, approximately 75% of all who take the MBTI agree with the assessment. Your results on the MBTI suggest your probable type based on how you answered the questions; Only you know your true preferences THE MYERS-BRIGGS TYPE INDICATOR (MBTI)
THE FOUR PREFERENCE SCALES The MBTI reports preferences on 4 scales, each consisting of two opposite poles One does use both sides of each preference, though not with equal liking
Preference scores show only the strength of the preference of one element over the other Everyone has a natural preference for one of the two opposites on each of the scales A useful analogy is with your hands THE FOUR PREFERENCE SCALES
THE FOUR PREFERENCES ARE Extraversion or Introversion: Where you prefer to focus your attention Sensing or Intuition: The way you prefer to take in information (N is used instead of the I)
Thinking or Feeling: The way you prefer to make decisions Judgment or Perception: How you orient yourself to the external world THE FOUR PREFERENCES ARE
Extraversion: Direct their energy and attention outward and receive energy from external events and experiences An extravert’s essential stimulation is from the outer world of people and things CHARACTERISTICS OF E
Introversion: Direct their energy and attention inward and receive energy from their internal thoughts, feelings, and reflections An introvert’s essential stimulation is from within the inner world CHARACTERISTICS OF I
CHARACTERISTICS OF E Prefer to communicate by talking Learn best by doing Sociable and expressive Take initiative in work and relationships
CHARACTERISTICS OF I Prefer to communicate by writing Learn best by reflection Private and contained
CHARACTERISTICS OF E OR I Extraverts act, Then (MAYBE) Reflect Introverts reflect, Then (MAYBE) act
KEY WORDS FOR E OR I Extraverts: Active, Outward,sociable, and expressive Introverts: Reflective, Inward, Reserved, and quiet
PREFERENCE SCORES E-I: slight 11-13, moderate 14-16,clear 17-19, very clear S-N:slight 13-15, moderate 16-20,clear 21-24, very clear T-F:slight 12-14,moderate 15-18,clear 19-22, very clear J-P:slight 11-13,moderate14-16,clear 17-20, very clear 21-22
Low scores often times indicate that a person may have answered in a socially expected manner, or they are not sure which preference is the most comfortable. Did not answer all of the items PREFERENCE SCORES
Low scores do not indicate that you have good command of both preferences A person should assess which preference they would adequately use the most Do not measure skills, ability or even degree of use PREFERENCE SCORES
CHARACTERISTICS OF S Sensing: Observant of what is going on around them and are especially good at recognizing the practical realities of a situation Takes in information by way of the five senses – sight, sound, feel, taste, and smell
CHARACTERISTICS OF N Intuition: Grasp patterns and are especially good at seeing new possibilities and different ways of doing things Information is processed by way of a “sixth sense” or “hunch”
CHARACTERISTICS OF S Focus on what is real/actual Value practical applications Notice details Present-oriented Want information step-by-step Trust experience
CHARACTERISTICS OF N Focus on possibilities See patterns and meaning in facts Future-oriented Jump around, leap in anywhere Trust inspiration
Sensing: Likes set procedures, established routines Intuition: Likes change and variety CHARACTERISTICS OF S OR N
KEY WORDS FOR S OR N Sensing: Details, practical, facts, directions, repetition, enjoyment, and conserve Intuition: Patterns, future, imaginative, innovations, hunches, variety, and change
CHARACTERISTICS OF T Thinking: Make decisions on the basis of logic and objective considerations Thinking: A strength is application of their problem-solving abilities
CHARACTERISTICS OF T Decides with the head Analytical Logical problem-solvers “Tough-minded” Reasonable Fair
Consider what is important to them and to other people Identify with the people involved CHARACTERISTICS OF F
Decides with the heart Sympathetic Guided by personal values “Tender-hearted” Compassionate Accepting
KEY WORDS FOR T OR F Thinking: Head, objective, justice, cool, impersonal, criticize, analyze, and precise Feeling: Heart, subjective, harmony, caring, personal, appreciate, and values
CHARACTERISTICS OF J Judgment: A judging lifestyle is decisive, planned, and orderly
CHARACTERISTICS OF P Perception: A perceptive lifestyle is flexible, adaptable, and spontaneous
CHARACTERISTICS OF J Scheduled Organized Systematic Plan Avoid last-minute stresses
CHARACTERISTICS OF P Spontaneous Casual Flexible Adapt Feel energized by last-minute pressures
KEY WORDS FOR J OR P Judgment: Organized, structure, control, decisive, closure, plan, productive; Perception: Flexible, flow, curious, spontaneous, openness, receptive.
WHEN COMBINED, YOUR 4 PREFERENCES ARE Extraversion or Introversion Sensing or Intuition Thinking or Feeling Judgment or Perception
POINTS TO REMEMBER Everyone uses each preference to some degree Type does not explain everything Type should not keep you from considering any career, etc.
Common Type Biases E’s may think I’s are withholding information I’s may think E’s are changing their minds S’s may think N’s are changing the subject N’s may think S’s are unimaginative T’s may think F’s are over-personalizing F’s may think T’s are harsh and cold
Mutual Usefulness of Opposite Types N types benefit from S types: Pertinent facts, reality,experience, read the fine print S types benefit from N types: New possibilities, future trends, long- term goals
Mutual Usefulness Cont’d. F types benefit from T types: Consequences, critical feedback, stand firm, fair. T types benefit from F types: How others feel, praise, teach and coach, harmony
Effects of T/F & J/P TJ: Logical decision makers, tough minded, analytical TP: Adaptable thinkers, objective, skeptical, curious FP: Gentle types, adaptable, seek harmony FJ: Benevolent administrators, care about people and their needs, harmony
Effects of S/N & T/F types: ST: Facts, experience, technical skills SF: Facts, concerns of people, practical NF: Possibilities, understanding, personal NT: Possibilities, theory, technical
YOUR ACTION PLAN Now you know more about yourself and others What are you going to do with this knowledge?
USING THE MBTI In situations requiring cooperation and teamwork: 1.To select teams, task forces, and work groups with sufficient diversity to solve group problems.
USING THE MBTI: 2.To help group members recognize, appreciate, and make use of the strengths of each type in the group; 3.To conduct meetings so as to take advantage of the contribution of each type.
USING THE MBTI: 4.To help those who work together understand how previously irritating and obstructive differences can become a source of amusement, interest, and strength.
5.To learn the approaches that are most likely to earn agreement and cooperation from each type; 6.To create a climate where differences are seen as interesting and valuable, rather than problematic. USING THE MBTI:
Career interests and choices: - Sensing + Thinking (ST): The “bottom line”, results-oriented people; examples of career choice: applied science, business, administration, banking, law enforcement, and production.
USING THE MBTI: -Sensing + Feeling (SF): Drawn to opportunities for practical service to people; Examples of career choices: Health care, community service, teaching, supervising, religious service, office work, and sales.
- Intuition + Feeling (NF): See and want to facilitate possibilities for people;Examples of career choices:Psychology, research, literature, art and music, health care, religious service, and teaching. USING THE MBTI:
- Intuition + Thinking (NT): Drawn to opportunities for problem solving, analysis, and design; Examples of career choices: Physical science, research, management, computers, law, engineering, and technical work. USING THE MBTI:
Supervising others/preferred leadership styles: -TJ: Logical decision makers who tend to be tough-minded, analytical, and instrumental leaders. They make decisions based on principles and systems. USING THE MBTI:
TP: Adaptable thinkers who tend to be objective, skeptical, and curious, especially about materials or possibilities.They create consistent and orderly frameworks for understanding and leading. USING THE MBTI:
FP: Gentle types who tend to be adaptable, seek harmony and affiliation, and are concerned with the human aspects of problems. They lead by encouragement and coaching. USING THE MBTI:
FJ: Benevolent administrators who tend to be observant about people and their needs, bring harmony into relationships. They are expressive leaders who inspire and teach others.
EFFECTS OF PREFERENCES IN WORK SITUATIONS Extraversion: Like variety and action; often impatient with long, slow jobs; often act quickly; like having people around; and learn new tasks by talking and doing.
Introversion: Like quiet for concentration; tend not to mind working on one project for a long time; develop ideas by reflection; like working alone with no interruptions; and learn new tasks by reading and reflecting. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Sensing: Like using experience and standard ways to solve problems; like to present the details of their work first; and usually proceed step-by-step. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Intuition: Like solving new complex problems; may ignore or overlook facts; like to present an overview of their work first; and usually proceed in bursts of energy. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Thinking: Use logical analysis to reach conclusions; may hurt people’s feelings without knowing it; tend to be firm- minded and can give criticism when appropriate; and feel rewarded when the job is done well. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Feeling: Use values to reach conclusions; enjoy pleasing people, even in unimportant things; look at the underlying values in the situation; and feel rewarded when people’s needs are met. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Judging: Work best when they can plan their work and follow their plan; like to get things settled and finished; reach closure by deciding quickly; and focus on completion of a project. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
Perceiving: Enjoy flexibility in their work; like to leave things open for last- minute changes; may postpone unpleasant tasks that need to be done; and focus on the process of a project. EFFECTS OF PREFERENCES IN WORK SITUATIONS:
NATIONAL STATISTICS E = 70% 30% = I S = 70% 30% = N T = 60% M, 40% F, 40% M, 60% F = F J = 55% 45% = P
MISSISSIPPI STATISTICS: N = 11,000 E = 54% 46% = I S = 74% 26% = N T = 54% M, 46% F 54% F, 46% M = F J = 64% 36% = P
THE END Ronnie White Leader –Organizational Development & Associate Professor Mississippi State University