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Why Choose the Myers-Briggs Type Indicator (MBTI)? |
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Written by Joan Eison
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What is the Myers-Briggs Type Indicator (MBTI)? The MBTI is a model of
personality typing that provides insight into how and why people
understand and approach the world in different ways. The indicator
provides a useful way of describing personalities by looking at their
preferences on four scales which combine to yield one of sixteen
different types. There are no right or wrong answers to the
questions on the MBTI, just as there are no right or wrong types. In
fact, all types are good types!
More than three million MBTIs are administered annually in the United
States and it is also used internationally and has been translated into
many languages.
In all applications of the MBTI, the emphasis is on understanding
valuable differences between people. Knowing type not only helps
individuals appreciate their own strengths, gifts and potential growth
edges, but also helps understand and appreciate how and why others may
differ from you. Knowing that these differences are valuable can
truly lead to more constructive communication and relationships.
Having different preferences simply leads people to having different
interests, different ways of behaving and different ways of viewing the
world. People who have different type preferences tend to have
different strengths and potential areas of needed growth.
What does type mean for everyday life? The MBTI was originally
developed to help people gain a better understanding of themselves and
a better understanding and appreciation of others. Two particular
opportunities for growth present themselves: first, we can see
our potential blind spots and go on to develop our own less preferred
functions. And second, we can learn to value the differences that
others bring to our lives, and we can learn to seek the input of others
who have that complementary perspective.
The MBTI has been found to be useful in:
- Building productive teams
- Enhancing problem solving and decision-making
- Predicting and dealing with reactions to organizational change
- Strengthening associate-leader interactions
- Identifying and capitalizing on supervisor/employee/co-worker communication styles
- Capitalizing on individual differences, diverse perspectives and approaches
- Understanding organizational issues and needs
The MBTI does not:
- Measure how well people use their preferences
- Measure values and motivation
- Assess level of skill in which preferences are used
- Reliably indicate intellect, knowledge or skills
- Evidence that any of the 16 personality types are incapable of performing any job or jobs
- Indicate for selection or exclusion of positions
- Appear to predict success
- Show that any one type stands out at the top
The benefit that can be obtained from the Myers-Briggs is directly
proportional to the individual’s personal desire and commitment to
participate and to apply their learning. Without personal desire,
change is typically limited and short term.
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