1. Background of the Meyer-Briggs Type Indicator (MBTI) personality indicator The essence of the theory is that random variation in behavior is actually orderly and consistent. This is caused by basic differences in how we prefer to use our perception and judgment: – "Perception involves all the ways of becoming aware of things, people, happenings, or ideas. – Judgment involves all the ways of coming to conclusions about what has been perceived. – If people differ systematically in what they perceive and in how they reach conclusions, then it is only reasonable for them to differ correspondingly in their interests, reactions, values, motivations, and skills."

2. Background continued… Personality type is what you prefer when you are using your mind or focusing your attention. Studies and experience have shown that there are consistent patterns for each person.

3. Why is Meyers-Briggs Type Indicator interesting? Knowing these personality strengths and challenges for yourself and others can help you understand and appreciate how everyone contributes to a situation, a task, or the solution to a problem.

4. Why continued… The reality is that people process information in very different ways. They also interpret life in different ways and are motivated by different things. Although they will hear what you say when you outline your vision and strategy, and will probably agree with you, most of them are not able to translate all that into productive purposeful action. This is not because they are stupid, and does not necessarily mean that they are resistant to it but it does often mean that the jump from vision and strategy to practical implementation is too big - without practical support. So this means that during the early stages they need hands-on, detailed management, [even micro management on occasions] in the specifics of how to do it. As change leader - it really is your responsibility to make no assumptions, and to "grind out" and communicate those actionable steps. So often, this just doesn't happen. Leaders don't lead and managers don't manage. It is assumed that: "they've been told what to do and they'll go away and do it". Wrong! It is assumed that there isn't time and it isn't necessary to take the time to do this. Wrong again! A significant aspect of successfully guiding your people through the implementation process is to take full account of their individual differences. By doing this you will stand a far higher chance of integrating these processes as the new modus operandi.

5. Why continued… A good leader understands: – the drivers of individual motivation – the difference in individual motivational drivers – individual differences in mental processing functions So not only are peoples motivational drivers different to yours - their thought processes are as well.

6. Result Take the test: http://www.humanmetrics.com/cgi- win/JTypes2.asphttp://www.humanmetrics.com/cgi- win/JTypes2.asp Go here to see the result: – http://www.personalitypage.com/careers.html http://www.personalitypage.com/careers.html – http://www.capt.org/mbti-assessment/type- descriptions.htm http://www.capt.org/mbti-assessment/type- descriptions.htm – http://www.strategies-for-managing- change.com/myers-briggs.html http://www.strategies-for-managing- change.com/myers-briggs.html

7. How Frequent Is My Type? Looking at this table, you can see the most common types across the bottom two rows and in the left two columns. The Total section shows the distribution along the four dichotomies. As you can see, the data suggest that those who prefer Sensing are more frequent in the population than those who prefer Intuition.

8. Meyers-Briggs Type Indicator PerceivingJudging How do we meet the world? 100% 0% SensingIntuitive 100% 0% ThinkingFeeling 100% 0% ExtravertIntrovert 100% 0% When we perceive… When we process info… What are we ENERGIZED by?