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Getting Back on the Horse Presented by Shawn Bakker MBTI ® Professional Development Conference.

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Presentation on theme: "Getting Back on the Horse Presented by Shawn Bakker MBTI ® Professional Development Conference."— Presentation transcript:

1 Getting Back on the Horse Presented by Shawn Bakker MBTI ® Professional Development Conference

2 Objectives Reintroduction to the MBTI & Personality Type Review the MBTI feedback process Cover steps for effective interpretation Try some workshop activities MBTI ® Professional Development Conference

3 Why the MBTI Instrument? 3 The MBTI assessment is a useful tool for Identifying your “default style” Understanding how this impacts your approach to life Recognizing individual differences Determining specific needs of other people MBTI ® Professional Development Conference

4 MBTI Assessment Form M (Step I) instrument: 93 items Produces only Step I results Available online and self-scorable Form Q (Step II) instrument: 144 items (including the 93 Step I items) Produces Step I and Step II results Must be computer scored to produce Step II results FORM Q FORM M 93 ITEMS 144 ITEMS MBTI ® Professional Development Conference

5 Introducing the MBTI Purpose and Objectives Not a test Participation is voluntary, results are confidential No time limit MBTI ® Professional Development Conference

6 Introducing the MBTI “Try to respond from your most natural self, not who you “have to be” due to work or personal demands; who others think you are; who you wish you were; or who you are trying to become.” “Inconsistent answers are normal” MBTI ® Professional Development Conference

7 The Interpretation Process Step 1: Introduction of MBTI Theory and “Preferences” using Handedness exercise Step 2: Define the 4 Dichotomies with Self- Assessment Step 3: Hand back results Step 4: Verify Type Step 5: Take Action MBTI ® Professional Development Conference

8 Remember Your MBTI results belong to you The MBTI instrument is not a skills or intelligence assessment Certain personality types are not “better” or “worse” than others, nor are certain types better or worse for certain jobs Our goal is to make constructive use of type differences 8 MBTI ® Professional Development Conference

9 MBTI ® Results Indicate preferences—inborn predispositions—on four pairs of opposite preferences, called “dichotomies” ESTJESTJ Extraversion Sensing Thinking Judging INFPINFP Introversion Intuition Feeling Perceiving or MBTI ® Professional Development Conference

10 Preferences? 10

11 Extraversion or Introversion 11 This dichotomy is about energy MBTI ® Professional Development Conference

12 Extraversion or Introversion People 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 usually not with equal comfort. MBTI ® Professional Development Conference

13 E-I Effect on Work Styles Extraversion Prefer to communicate by talking Work out ideas by talking them through Learn best by doing or discussing Have broad interests Sociable & expressive Readily take initiative in work & relationships Introversion Prefer to communicate by writing Work out ideas by reflecting on them Learn best by reflection, mental “practice” Focus in depth of their interests Private & contained Take initiative when the situation is very important to them MBTI ® Professional Development Conference

14 Sensing or Intuition 14 This dichotomy is about perception MBTI ® Professional Development Conference

15 Sensing or Intuition People 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 preferences, but usually not with equal comfort. MBTI ® Professional Development Conference

16 S-N Effect on Work Styles Sensing Oriented to present realities Trust experience Factual & concrete Focus on what is real & actual Observe & remember specifics Build carefully & thoroughly toward conclusions Understand ideas & theories through practical applications Intuition Oriented to future possibilities Trust inspiration Imaginative & verbally creative Focus on patterns & meanings Remember specifics when they relate to a pattern Follow hunches Want to clarify ideas & theories before putting them into practice MBTI ® Professional Development Conference

17 Thinking or Feeling 17 This dichotomy is about decision making MBTI ® Professional Development Conference

18 Thinking or Feeling People 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 We all use both preferences, but usually not with equal comfort. MBTI ® Professional Development Conference

19 T-F Effect on Work Styles Thinking Analytical Use cause-and-effect reasoning Solve problems with logic Strive for an objective standard of truth Reasonable Can be “tough-minded” Fair – want everyone treated equally Feeling Empathetic Guided by individual needs Assess impact of decisions on people Strive for harmony & positive interactions Compassionate May appear “tender-hearted” Fair – want everyone to be treated as an individual MBTI ® Professional Development Conference

20 Judging or Perceiving 20 This dichotomy is about the attitude you bring to your external life MBTI ® Professional Development Conference

21 Judging or Perceiving People 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 preferences, but usually not with equal comfort. MBTI ® Professional Development Conference

22 J-P Effect on Work Styles Judging Scheduled Organize their lives Systematic Methodical Make short- & long-term plans Like to have things decided Try to avoid last-minute stresses Perceiving Spontaneous Flexible Casual Open-ended Adapt, change course Like things loose & open to change Feel energized by last-minute pressure MBTI ® Professional Development Conference

23 Working with Teams and Individuals  Verify type – then make it MATTER  Activities combined with Action Plans to build value Activity Suggestions  For Individuals: Address strengths and developmental areas  For Teams: Splitting activities and action planning MBTI ® Professional Development Conference

24 Splitting Activities for Teams E and I: Ideal work Environment To communicate with us effectively... S and N: What do you See? Directions to the Airport? T and F: A Friend’s Wardrobe. Working with a friend/slacking colleague. J and P: Work - Play Would you take a dream trip? MBTI ® Professional Development Conference

25 As a Facilitator….  Capture similarities and differences  Discuss impact of differences on team communication, performance, dynamics  Highlight the value that comes from having both preferences in a team; acknowledge contributions!  Acknowledge the need to give each side what they need to be their best – How do we do this? Help the team action-plan during each activity MBTI ® Professional Development Conference

26 Type is Not... 26 Intelligence Maturity Development Stress Emotional health There is variation within each type and type does not measure: MBTI ® Professional Development Conference

27 Extraversion – Introversion 27 Form groups based on your preference for Extraversion or Introversion Describe your ideal working environment Record its characteristics on a flip-chart MBTI ® Professional Development Conference

28 E – I Effect on Work Styles 28 People who prefer Extraversion tend to: People who prefer Introversion tend to: Talk things throughThink things through Take action, get goingReflect before acting Want to be involvedWant to be informed Prefer face-to-face communicationPrefer writing or one-on-one communication MBTI ® Professional Development Conference

29 Sensing - Intuition 29 What do you see? MBTI ® Professional Development Conference

30 30

31 S – N Effect on Work Styles 31 People who prefer Sensing tend to: People who prefer Intuition tend to: Focus on practical realitiesFocus on future possibilities Want practical dataWant the big picture Build carefully to conclusionsLook for connections and patterns Rely on experienceRely on innovative ideas Say, “If it’s not broken, don’t fit it.”Say, “Let’s try something new.” MBTI ® Professional Development Conference

32 Thinking - Feeling 32 Form groups based on your preferences for Thinking or Feeling You are a sales manager for a team of 6 sales people. You can award two all-expenses-paid trips to Hawaii. Each salesperson wants to go. How do you decide who is going? MBTI ® Professional Development Conference

33 T – F Effect on Work Styles 33 People who prefer Thinking tend to: People who prefer Feeling tend to: Step back to get an objective viewStep in and identify with the people involved Analyze pros and consAssess impacts on people Focus on tasksFocus on relationships Value competenceValue harmony and support Be “fair” MBTI ® Professional Development Conference

34 Judging - Perceiving 34 How comfortable would you be with leaving this room, going to the airport, and catching a flight to a dream location? Comfortable? Uncomfortable? Somewhere In-between? What thoughts go through your mind? MBTI ® Professional Development Conference

35 J – P Effect on Work Styles 35 People who prefer Judging tend to: People who prefer Perceiving tend to: Want clear goalsSee goals as moving targets Make plans and follow themWant flexible plans, options Develop schedules and time framesFollow general parameters and time frames Drive to “wrap it up”Wait for decisions to emerge MBTI ® Professional Development Conference

36 Action Planning  Every Individual and Group session should wrap-up with an action plan  What will we change? What will we improve given our insights? Framework Suggestions  Start, Stop, Continue  Johari Window Activity  Personal Operations Manual: Contributions, what I need, What I overdo/Overlook, what Annoys me, how I annoy others  Benefits of: E-I, S-N, T-F, J-P MBTI ® Professional Development Conference

37 Start, Stop, Continue Start:Stop:Continue: MBTI ® Professional Development Conference


39 Personal Operating Manual Answer the following questions to create an “Operating Manual” on how others can best work with you. The special contributions I make are... I do my best work when... I struggle to do my best work when... On the job, I get irritated by... I know that I annoy others by... The most important thing I want you to know about me is... MBTI ® Professional Development Conference

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