1. Myers-Briggs Type Indicator
Welcome to NC State—Introduce Self
Excited to have all of you here and to work with you while at NCSU
MBTI is one of several assessments you will take
What’s the benefit of these assessments?
How many of you have taken the MBTI? How many first time?
Use it to help You:
*Know yourself better
*Better understand others
*Work in teams
*Career development
Shelly Hoover-Plonk
Assistant Director, Career Resources

2. Objectives of this Session
Increase self-awareness
Discover differences in people concerning energy source, information gathering, decision making & life style
Develop an appreciation for individual gifts & strengths
Learn how to capitalize on yours & others’ strengths to enhance your team’s performance
Identify areas or opportunities for personal or professional development
Go over the Objectives of the MBTI
WIIFM? Ex: Since the MBTI looks at how different people take in information and make decisions on that information,
it may give people clues on how they make decisions,
what kind of learners they are,
why they may procrastinate, etc.
This is a self-awareness class. Awareness of themselves is the key. If we take a look at ourselves, perhaps we can see patterns so we can function to our fullest capacity and help our colleagues/coworkers function to their fullest capacity.

3. By the end of class, you will be able to:
Describe the Myers-Briggs Type Indicator
Describe the characteristics of your own MBTI type
Explain the differences between your type and other MBTI types
Explore how the MBTI can be used in a work/team environment and for career development

4. Guidelines All workshop data should remain confidential
Everyone has a preferred pathway to excellence
We are all resources to others in the group
Questions are encouraged
We do not have to agree; we do need to understand
There are great variations within the 16 types
Personality type does not explain everything
When it comes to people -- there are few simple answers
Points to remember!
Using the Myers-Briggs Type Indicator in Organizations, Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

5. a self-report instrument nonjudgmental an indicator of preferences
The MBTI is ...
a self-report instrument
nonjudgmental
an indicator of preferences
a way to sort, not to measure
well researched
rich in theory
professionally interpreted
used internationally
self-report - not a test, what you said is what you get
nonjudgmental- no rights or wrongs, all goods no bads
indicator of preferences - no correct or incorrect answers, what you prefer
not measure - lets you sort yourself into two equally attractive options
well researched diserts and theses, 925 articles,
theory - personality types, to be discussed later
professional - supposed to be interpreted only by those qualified, I am
international - used world wide, leadership development, career development, team building, spiritual development, decision making, instructional styles, diversity
Using the Myers-Briggs Type Indicator in Organizations, Sandra Hirsch, Consulting Psychologists, Inc., 1991

6. Factors that Influence Behavior
Situational
Factors
Historical
Factors
You
Developmental
Issues
Situational - personal comfort, stress levels, work satisfaction
Historical - family background, events in life, culture, your personal history
Developmental - mid life changes, new roles - marriage, children, etc.
Dispositional - intelligence, other aspects of personality
These all influence how we behave.
There are over 100 aspects of personality, MBTI measures only 16
Dispositional
Behavior

7. Background and History
Based on Swiss psychologist Carl Jung’s “Type” Theory (1920s)
Behavior is individual and predictable
Developed by Katherine Briggs (mother) and Isabel Myers (daughter) (1940s)
40+ years of research
Most widely used personality indicator in the world
Approximately 1 to 3 million people are administered the MBTI each year
9:33 - 9:35
Do Handwriting exercise
“The MBTI is based on Carl Jung’s theory of type. Carl Jung was a Swiss psychoanalyst who began his work in the 1920's. Katherine Briggs and Isabelle Briggs Myers, a mother and daughter, integrated his work with their research and developed this very sophisticated and useful tool. Now the most widely used personality indicator in the world.
Carl Jung’s theory - preferences innate, behavior not random but passed on preferences , it is individual and predictable
Isabel Myers, Katherine Briggs interested in human behavior, created inventory based on Jung’s theory, expanded Jung’s theory,
In World War II, MBTI was used to help career placement of women while men were off fighting the war.
Over the next 20+ years, Isabel Myers does data collection and research to improve the Indicator, published as a research instrument in 1962.
Even though Isabel Myers died in 1980, the research and continual improvement of the MBTI still goes on. In the past few years, Form M was released by CPP and the number of questions have gone from 126 to 93.

8. The MBTI does not measure...IQ
Psychiatric disturbances
Emotions
Trauma
Stress
Learning
“Normalcy”
Maturity
Illness
Affluence
Be encouraged!!
MBTI measures PREFERENCES!!!!

9. Unethical Uses of the MBTI...
Hiring
Selecting
Promoting
Rewarding
Why do you think we cannot use the MBTI in these practices? (Get responses)
MBTI doesn’t measure skill…therefore it would be an inaccurate and unfair application of the assessment

10. Assumptions of Type Theory
Preferences are inborn.
Environment enhances or impedes expression of type.
We use both poles at different times, but not with equal confidence
All of the types are equally valuable.
Inborn: There’s a tendency to use mind differently
As act on tendencies develop Patterns of Behavior
HANDWRITING EXERCISE—see next page
Verifying Type Form—refer to this and have them complete
Copyright APT 1989

11. Preference Scales Extraversion ------------ Introversion
Sensing INtuition
Thinking Feeling
Judgment Perception
As we go through the scales and activities and mark where you think you fall somewhere on the left or right of the line.
We are all of these but we prefer to use more than others
Using the Myers -Briggs Type Indicator in Organizations, Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

12. Where do you prefer to focus your attention. Where do you get energy
Where do you prefer to focus your attention? Where do you get energy? The E-I Dichotomy Extroversion Introversion
Attention focused outward: people, things, action
Using trial and error with confidence
Relaxed and confident
Scanning the environment for stimulation
Seeks variety and action
Wants to be with others
Live it, then understand it
Attention focused inward: concepts, ideas, inner impressions, feelings
Considering deeply before acting
Reserved and questioning
Probing inwardly for stimulation
Seeks quiet for concentration
Wants time to be alone
Understand it, before live it
A major part of Jung’s theory concerns the concept of Extroversion and Introversion. This tells us where we go to get energy.
E’s find energy in things and people in the world outside of themselves. They are pulled by this outer life of action and spend less time with thoughts and concepts.
I’s find energy in their inner world of ideas, concepts and abstractions. They have a rich inner life and seem to require less of the outside world.
Remember that we are both E and I – it’s a matter of which we prefer.
Using the Myers-Brigge Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

13. MBTI Key Words Extraversion Introversion
Energized by being with others (outer world)
Breadth
Sociable
Initiates
Interaction
Multiple relationships
Many
Introversion
Energized by being alone (inner world)
Depth
One-to-one discussion
Reflects
Concentration
Close relationships
Few
After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form.
Read Book Quotes: P. 16, 17 & 18
Extraversion DOESN’T mean outgoing
Introversion DOESN’t mean shy

14. How do you prefer to take in information
How do you prefer to take in information? The S-N Dichotomy Sensing iNtuition
Perceiving with the Five Senses
Reliance on experience
and actual data
Practicality
In touch with physical realities
Attending to the present moment
Live life as it is
Prefers using learned skills
Pays attention to details
Makes few factual errors
Perceiving with memory and associations (Sixth Sense)
Seeing patterns and meanings
Innovation
Seeing possibilities
Future Achievement
Projecting possibilities for the future
Change, rearrange life
Prefers adding new skills
Looks at “big picture”
Identifies complex patterns
Remember that we are both S and N – it’s a matter of which we prefer.
Using the Myers-Brigge Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991

15. MBTI Key Words Sensing Facts Data Detail Realistic Literal Actuality
Present
Utility
Sequential
Repetition
Conserve
INtuition
Meanings
Associations
Possibilities
Speculative
Figurative
Theoretical
Future
Fantasy
Random
Variety
Change
After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form.
Read Book Quotes: p. 19, 20, 21

16. How do you make decisions
How do you make decisions? The T-F Dichotomy Thinking Feeling
Decisions based on the logic of the situation
Uses cause and effect reasoning
Strive for an objective standard of truth
Can be “tough-minded”
Fair – want everyone treated equally
Decisions based on impact on people
Guided by personal values
Strive for harmony and positive interactions
May appear “tenderhearted”
Fair – want everyone treated as an individual
Remember that we are both T and F – it’s a matter of which we prefer.
Using the Myers-Briggs Type Indicator, in Organizations Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

17. MBTI Key Words Thinking Feeling Analysis Sympathy Objective Subjective
Logic
Impersonal
Critique
Reason
Criteria
Head
Justice
Analyze
Feeling
Sympathy
Subjective
Humane
Personal
Appreciate
Values
Circumstances
Heart
Harmony
Empathize
After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form.
Read Book Quotes: p. 22, 23
Thinkers Feel and Feelers Think

18. How do you deal with the outer world
How do you deal with the outer world? The J-P Dichotomy Judging Perceiving
Focuses on completing task
Deciding and planning
Organizing and scheduling
Controlling and regulating
Goal oriented
Wanting closure even when data are incomplete
Wants only the essentials of the job
Focuses on starting tasks
Taking in information
Adapting and changing
Curious and interested
Open-minded
Resisting closure in order to obtain more data
Wants to find out about the job
Remember that we are both J and P – it’s a matter of which we prefer.
Using the Myers-Briggs Type Indicator in Organizations , Sandra Hirsh, Consulting Psychologists Press, Inc., 1991.

19. MBTI Key Words Judging Perceiving Scheduled Spontaneous Decisive
Self-regimented
Purposeful
Organized
Settled
Plan ahead
Control one’s life
Set goals
Systematic
Structure
Closure
Decide information
Perceiving
Spontaneous
Tentative
Flexible
Adaptable
Pending
Adapt as you go
Let life happen
Undaunted by surprise
Open to change
Flow
Options
Want more
After going over words that appeal, Have them mark where they think they fall on the Verifying Your Type Form.
Read Book Quotes: P. 24,25 and 43
Share J/P story: Friend Leslie
Explain the scoring for the results. Make sure they understand it shows the clarity of direction, not strength.
These four preference choices become the basis of the 16 personality types. Each of the personality types is identified by the first letter of each of the preferences, with the exception of Intuition, which uses an N to identify because I was used for Introversion. Since I have a preference for Extroversion, Intuition, Feeling and Judging, I am identified as an ENFJ.

20. MBTI Results Review MBTI results.
How did it compare to your Verifying Your Type form?
Give out MBTI books and MBTI Career Files.
Overview each one and contents
Let them look through and continue to verify their type. (When they feel they know what they’re type is, encourage them to mark their name in the appropriate square on the type table)
**Share how 2 people with the same type can be very different (Shelly/Tina)
**Different cultures can recognize and make use of psychological type explanations

21. MBTI Instrument Report
Report is produced with 2 kinds of information:
1. Preference (E, I, S, N, T, F, J, P)
2. “Clarity” score (Consistency an individual used to select a given preference. Not reflective of skill, competency, or magnitude)

22. Use of MBTI results Good Not Good
Self-awareness for better self-management
Identification of your behavior trends that have positive outcomes
Identification of your behavior trends that have less desirable outcomes
Link trends with other data points to clarify personal or professional developmental opportunities
Not Good
Trying to predict other’s behavior
Trying to estimate another individual’s type (ex. You must be an extravert because you are so gregarious.)
Assuming that how a preference plays for you is exactly how it would play out for someone else
Justifying behavior (ex. Declaring that an individual “must be a P” because he is always late.)

23. Remember… Personality type does not explain everything
When it comes to people -- there are few simple answers
Part of your MBA journey and Life journey is to keep learning and discovering more about YOURSELF and OTHERS
Enjoy the process
Knowing that these are what the MBTI seeks to do, what could be the business case for taking and learning about the MBTI? (Get responses)
Improved communication
Less rework of tasks (money saved)
Improved employee morale
Mutually beneficial decisions
Effective working together of teams (more gets accomplished)
Individual growth (retention)

24. Experiential Exercises

25. Resources
Kroeger, Otto; Thuesen, Janet M.; Rutledge, Hile (2002) Type Talk at Work. Dell Publishing, NY
Meyers, Isabel Briggs (1998) Introduction to Type. CPP, Inc., CA
Myers, Isabel Briggs (1980) Gifts Differing. Consulting Psychologists Press, CA
Kummerow, Jean; Barger, Nancy and Kirby, Linda (1997) Work Types. Warner Books, NY
Hirsh, Sandra Krebs (1996) Work It Out. Consulting Psychologists Press, CA
Keirsey, David (1998) Please Understand Me II. Prometheus Nemesis Book Company, CA
Kroeger, Otto and Thuesen, Janet M. (1992) The Workplace Files. Dell Publishing, NY
Kroeger, Otto and Thuesen, Janet M. (1988) Type Talk – The 16 Personality Types That Determine How We Live, Love, and Work. Dell Publishing, NY