2. Myers-Briggs Personality Type Indicator
in partnership with Maryland School of Public Policy
Office of Executive Programs

3. Myers-Briggs Personality Type Indicator
History of the
Myers-Briggs Personality Type Indicator
Carl Jung published Psychological Types
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

4. Jung’s Beliefs Which Inform the Myers- Briggs
Organized, not random
Jung’s Beliefs
About
Personality
Developing, not static
Based on polar opposites

5. 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
Focus of Energy
Approach to Life
Sensing Intuition
Thinking Feeling
Introversion Extraversion
Perception Judgment
Individuals prefer one over the other, in each set of pairs

6. How we take in information Sensing____________INtuition
Through 5 senses
Facts, data,
specifics
Physical world
Present
Sense of reality
Gets information
Prefers
Notices
Time frame
Gift
Frequency
Through 6th sense
Ideas, big picture,
patterns
World of imagination
Future
Sense of possibility
68%
(Men 71%, Women 64%)
32%
(Women 36%, Men 29%)

7. How we come to conclusions Thinking____________Feeling
External, objective,
analytical
Skeptical
Directness
Brief, business-like
Objectivity
Criteria
for Decisions
Tendencies
Values
Communication
Gift
Frequency
Internal, subjective
values-driven
Trusting
Harmony
Long, meandering
Compassion
47%
Women 61%, Men 39%)
53%
(Men 61%, Women 39%)

8. Focus of Energy Introversion_________Extraversion
Internal world
Consider, then speak
Cautiously
One thing at a time
Depth, Listening
Focused toward
Communication
Approaches life
Work style
Gift
Frequency
External world
Speak while considering
Enthusiastically
Multi-tasking
Energy, Talking
54%
(Men 60%, Women 40%)
46%
(Women 60%, Men 40%)

9. Approach to Life Perception___________Judgment
Adapt self to fit situation
Proud of flexibility
Collect information
Generate options
Pressure-prompted
Spontaneity and tolerance
Living with ambiguity
Approach
Activity
Planning
Gift
Frequency
Adapt situation to beliefs
Proud of predictability
Making decisions
Bringing closure
Early starting
Creating structure
42%
(Men 45%, Women 39%)
58%
(Women 61%, Men 55%)

10. Introvert____________Extravert Sensing____________INtuition
Myers-Briggs Typology
Introvert____________Extravert
Sensing____________INtuition
Thinking____________Feeling
Judgment___________Perception

11. 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:

12. Step II is how you experience and express your Myers-Briggs type.
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 : 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

13. 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 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 16 % ISTP 6% ESTP 5% INTJ 4%
ISFJ 12% ENFP 6% ENTP 5% ENTJ 3%
ESTJ 10% ESFP 6% ISFP 5% INFJ 3%
ESFJ 10% INTP 5% INFP 4% ENFJ 3%
*"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.

14. 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

15. 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.

16. TRADITIONALIST - STABILIZER - CONSOLIDATOR
TEMPERAMENT IN LEADING FOR AN "SJ"
TRADITIONALIST - STABILIZER - CONSOLIDATOR
FOCUS APPRECIATES IN SELF
the hierarchy of the organization sense of responsibility
loyalty
industry
ABILITIES
establishes policies, rules, schedule
follows through NEEDS
patient, thorough, steady, reliable appreciation
QUESTIONS ASKED IRRITATIONS AT WORK
What is the order? others not employing
What is my duty? standard operating procedures
Why change? ignored deadlines
How is this justified? others not playing by the rules
Does it work?
BELIEFS IRRITATES OTHERS BY
self and others must earn their keep doom and gloom positions
organization must run on solid facts sarcasm
sharp criticism
VALUES failure to see humor
caution
carefulness PITFALLS AS MANAGER
accuracy of work is impatient when projects get delayed
decides issues too quickly
ORIENTATION is overly concerned with dire happenings
product that meets standards 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.

17. TROUBLESHOOTER - NEGOTIATOR - FIREFIGHTER
TEMPERAMENT IN LEADING FOR AN “SP”
TROUBLESHOOTER - NEGOTIATOR - FIREFIGHTER
FOCUS APPRECIATES IN SELF
the expedient needs of the organization active orientation
cleverness
ABILITIES sense of timing
immediate response to problems
open and flexible style NEEDS
strong reality base response
QUESTIONS ASKED IRRITATIONS AT WORK
What is the need right now? restrictions
What are the stakes? being told how to work
Where is the crisis? doing it "the way it's always been done"
How soon can we go and do?
IRRITATES OTHERS BY
BELIEFS lack of follow through
the present time is the important focus little advance preparation
organization must run to meet carelessness and haste
current needs ignoring established priorities
VALUES
flexibility PITFALLS AS MANAGER
change hard to predict
taking risks impatient with theory and abstraction
action shoots from the hip
ignores the past and its implications for the ORIENTATION future
product that reflects current needs
Using the Myers-Briggs Type Indicator in Organizations: A Resource Book. Sandra Hirsh ©1985 Consulting Psychologists Press, Inc.

18. TEMPERAMENT IN LEADING FOR AN “NF” CATALYST - SPOKESPERSON - ENERGIZER
FOCUS APPRECIATES IN SELF
the growth needs of an organization high energy
ability to value others
ABILITIES unique contributions
communicates organizations norms
makes decision by participation NEEDS
is personal, insightful, charismatic approval
QUESTIONS ASKED IRRITATIONS AT WORK
How does this affect workers morale? impersonal treatment
Who needs to know? criticism
What is most important to people? lack of positive feedback
What impact does this have on
the organization's principles? IRRITATES OTHERS BY
taking emotional stands
BELIEFS moralistic positions
people's potential is organization's strength getting overextended
organization must utilize workers' talents creating dependencies
VALUES PITFALLS AS MANAGER
autonomy sweeps problems under the rug
cooperation plays favorites
harmony putting others’ priorities before their own
self-determination 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.

19. VISIONARY - ARCHITECT OF SYSTEMS - BUILDER
TEMPERAMENT IN LEADING FOR AN “NT”
VISIONARY - ARCHITECT OF SYSTEMS - BUILDER
FOCUS APPRECIATES IN SELF
the mission and systems of the organization ideas
ingenuity
logic
ABILITIES
builds conceptual frameworks NEEDS
develops prototypes, pilots, models recognition
plans approaches to change
QUESTIONS ASKED IRRITATIONS AT WORK
What is involved? stupid errors
Who has the power? redundancy
What is the strategy? illogical actions
What is the system?
BELIEFS IRRITATES OTHERS BY
organization should run according to its mission skepticism
organization must grow and develop splitting hairs
hurting feelings taking people's contributions for granted
VALUES
competence
principles PITFALLS AS MANAGER
intelligence great strengths and great weaknesses
complexity lack of execution after design phase
escalates standards
ORIENTATION impatient with human concerns planned change for organization's future
Using the Myers-Briggs Type Indicator in Organizations: A Resource Book. Sandra Hirsh ©1985 Consulting Psychologists Press, Inc.

20. 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 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 Total Adult Men Women African Caucasian Hispanic
Type U.S. Population American SJ
Sensing
Judging SP
Perceiving NF
Intuition
Feeling NT
Thinking
*"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.

21. Sensing____________INtuition
Myers-Briggs Typology
Adult personality development suggests we work on developing capacity in each of the following areas:
Sensing____________INtuition
Thinking____________Feeling

22. 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.

23. About the Myers-Briggs Personality Type Indicator (MBTI)
“…MBTI type is appropriately used to assist individuals in developing their self-
understanding 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.