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Executive Coaching Team Building And Myers Briggs Type Indicator
 

Executive Coaching Team Building And Myers Briggs Type Indicator

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Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.

Description of how MBTI can be used in Executive Coaching and Team building. Includes some background on top, and information about what each dichotomy means.

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Executive Coaching Team Building And Myers Briggs Type Indicator Executive Coaching Team Building And Myers Briggs Type Indicator Presentation Transcript

  • Executive Coaching, Team Building and the Myers Briggs Type Indicator (MBTI) Karen Davey-Winter www.worklifecoaching.us “ Helping people reach their professional and personal potential…”
  • Contents
    • Background
    • Development of MBTI
    • The Value of MBTI
    • Preference and Type
    • Type vs Trait
    • MBTI in Individual Coaching
    • MBTI in Team Building
    • MBTI Team Building Workshop – Sample Agenda
    • Contact Information
    • Appendix A - MBTI Type Table
    • Appendix B - The 4 dichotomies
    • Appendix C - The different MBTI Assessments
  • Background
    • Based on Carl Jung’s theory of psychological type, developed in the late 1800s
    • Jung believed that differences between people are not random, but represent an individual’s in-born disposition, or preference
    • Preference results in a preferred type of behavior
    • He believed there were two main functions that all people perform:
      • How to take in data (perceiving function)
      • How to make decisions (judging function)
    • Jung expanded this to say that these functions were expressed in an extraverted or introverted form, or attitude
  • Development of MBTI
    • Katherine Briggs and Isabel Myers further developed Jung’s theory of type in the 1920s, believing that a knowledge of personality preferences would assist women entering the industrial workforce for the first time
    • They extended the theory to include a 4th preference - our attitude related to how we present ourselves to the outer world
    • They started developing the MBTI instrument in the 1940s
    • The MBTI instrument was popularized in the 1970s by Isabel Myers and Mary McCaulley
    • Since 1975 it has become the best known and most used personality type assessment
  • The Value of MBTI
    • MBTI can be used for individuals and teams and provides the following benefits:
      • A framework for improving self awareness and management
      • A vocabulary for all different types of people to improve communication
      • A tool for leadership, communication, team and relationship development
      • A method for identifying stressors and how to manage those
  • Preference and Type
    • ‘ Preference’ is the cornerstone of Jung’s psychological theory of type
    • Type refers to inborn preferences for directing our energy and using our mind, in ways that feel most comfortable and make us feel most confident
    • Everyone uses both sides of the Type dichotomies, but type assumes each person has a preference for one over the other
    • Preference has no relationship to skill, ability, success, performance, etc
    • There is no judgment associated with one preference over another – all have strengths and weaknesses
    • Preference is not related to the various ‘hats’ we wear in life, i.e. our ‘work’ hat, our ‘parent’ hat, etc
    • Identifying our preferences allows us to be aligned with one of the 16 Myers Briggs Types (see Appendix A)
  • Type vs Trait
    • Traits are “enduring behavioral habits of an individual that are trans-situational”
    • People have different amounts of all traits, and those amounts affect behavior and performance
    • The results of a personality assessment of traits will be given on a continuum or scale
    • The goal of identifying our performance in a certain trait is to ‘get better’ at doing whatever was measured.
    • For example, on an Emotional Intelligence assessment, self awareness might be assessed
      • A higher score represents a greater level of self awareness
      • The goal is to increase our score to improve our self awareness
    • MBTI sorts people into preferences, and even a ‘low’ score on one of the dichotomies demonstrates that the client still has more in common with other people in that preference (who may have scored much ‘higher’)
  • MBTI in Individual Coaching
    • Effective in Executive Coaching in many areas, including the following:
      • For leadership development
        • Understand contributions as leaders
        • Understand what behaviors are overdone and overlooked
        • Understand impact on teams and peers
      • For career development
        • Understand impact of type on chosen career path
        • Increase satisfaction with present career choice
        • Identify other options for those in career transitions
      • For individual development, whether in a leadership role or not
        • Understand strengths and growth opportunities
        • Understand values, and how to apply and preserve them, in the work environment
        • Understand how an individual operates on a team
        • Understand what causes stress and how to navigate that
  • MBTI in Individual Coaching
    • Work with an MBTI certified Coach as follows:
      • Review type descriptions to determine initial type
      • Take the assessment to identify reported type
      • Discuss results with Coach to determine ‘best fit’ type
    • Having confirmed ‘best fit’ type, work with clients to understand:
      • How their type impacts how they operate at work
      • How their type impacts how they communicate in their work life
      • How their type impacts how they negotiate conflict
      • How their type might impact others of different types
      • How to identify situations that require them to borrow behaviors from another type
      • How to use behaviors from another type most effectively
      • How to identify type behavior in others and adjust own behaviors to obtain a better outcome
  • MBTI in Team Building
    • MBTI team building workshops can be run as follows:
      • Team takes online assessment in advance
      • Instructor introduces ‘type’ concept and walks through the 4 dichotomies
      • Participants identify their type
      • Review the results of the online assessments to identify reported type
      • Participants determine final ‘best-fit’ type
      • Exercises to demonstrate type differences and how to improve communication and negotiation with other types
    • Teams can obtain the following benefits:
      • Understand the predominant team type to better understand team dynamics
      • Understand individual team members better to allow new behaviors and ways of communicating to surface
      • Understand the impact of a leader’s type on the team
      • Understand how to navigate team conflict more efficiently and effectively
    • Half day or one day initial workshops
  • MBTI Team Building Workshop - Sample Agenda
    • Pre-work – all participants confirm that they are comfortable sharing their MBTI results, and take the online test
    • Workshop Agenda
      • Introduction to Type
      • Exercise – Understanding Preferences
      • Understanding the four dichotomies
      • Exercise – How do you organize your work environment?
      • Exercise - How do you learn about a new job?
      • Individual self assessment of type
      • Review online assessment feedback – ‘reported type’
      • Identify ‘best-fit’ type
      • Communication Exercise – Understanding Communication Behaviors of E/I, how that can lead to conflict, and how to manage it
      • Observation Exercise – Understanding Observation styles of S/N, and how we can use both types
      • Planning Exercise – Understanding planning styles of J/P, and how both types impact a team’s ability to delivery
    • NOTE: An individual client’s specific needs would be discussed and any agenda developed specifically to address those needs
  • Contact Information
    • Karen Davey-Winter - Certified MBTI Practitioner and Executive Coach
    • www.worklifecoaching.us
    • [email_address]
    • Phone: 240 543 3519
    • NOTE: MBTI results are confidential and will only be shared with others after receiving express permission from the client
  • Appendix A - MBTI Type Table NOTE: Type descriptions taken from “MBTI Introduction Workbook” by Hile Rutledge ENTJ “ Life’s natural leaders” ENFJ “ Passionate persuader” ESFJ “ Host and hostesses of the world” ESTJ “ Life’s administrators” ENTP “ One exciting challenge” ENFP “ Giving life and extra squeeze” ESFP “ You only go around once in life” ESTP “ The ultimate realist” INTP “ A love of problem solving” INFP “ Performing noble service to aid society” ISFP “ Sees much but shares little” ISTP “ Ready to try anything once” INTJ “ Everything has room for improvement” INFJ “ An inspiration to others” ISFJ “ A high sense of duty” ISTJ “ Doing what should be done”
  • Appendix B – The Four Dichotomies
    • Extraversion/Introversion (E/I)
    • The E/I dichotomy is our energy flow attitude and represents how we obtain our energy
    • Extraversion – outwardly focused
      • People, Places, Things
      • Action Oriented
      • Gregarious
      • Expressive
      • Publically disclosing
      • Speak-to-think
      • Breadth
    • Introversion – inwardly focused
      • Ideas, Thoughts, Concepts
      • Reflection
      • Reserved
      • Contained
      • Publicly Guarded
      • Think-to-speak
      • Depth
    • Sensing/iNtuition (S/N)
    • The S/N dichotomy is our perceiving function and represents how we take in data
    • Sensing – present focus
      • Here-and-now
      • Specifics
      • Details
      • Literal
      • Actual
      • 5 sense
    • iNtuition – future focus
      • Possibilities
      • Generalizations
      • Patterns
      • Figurative
      • Theoretical
      • 6th sense
  • Appendix B – The Four Dichotomies
    • Thinking/Feeling (T/F)
    • The T/F dichotomy is our judging function and represents how we make decisions
    • Thinking – objective focus
      • Cause-effect logic
      • Clarity
      • Analytical
      • Problem 1st/People 2nd
      • Critique
      • Justice
    • Feeling – subjective focus
      • Person centered values
      • Harmony
      • Circumstantial
      • People 1st/Problem 2nd
      • Appreciate
      • Mercy
    • Judging/Perceiving (J/P)
    • The J/P dichotomy is our outer-world orientation attitude and represents how we present our public face
    • Judging – Closure focus
      • Structured
      • Ordered
      • Decisive
      • Scheduled
      • Controlled
      • Directive
    • Perceiving – Options focus
      • Open-ended
      • Go-with-the-flow
      • Tentative
      • Flexible
      • Adapt
      • Non-directive/Facilitative
  • Appendix C - The Different MBTI Assessments
    • Form M
      • 93 questions
      • Reported type will be determined at the end – 4 letter type
      • Online, self scoring, template methods
    • Form M Complete
      • 93 questions, plus self verification of type at the end
      • Online method only
    • Form Q/Step II
      • 144 questions – includes the original 93 from Form M
      • Reported type gives additional detail – not only the 4 letter type but information about facets for each dichotomy, showing where a client falls in and out of preference for the overall dichotomy
      • Online method only