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Myers Briggs Team Building And Executive Coaching


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How Myers Briggs is used in Team Building and Executive Coaching

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Myers Briggs Team Building And Executive Coaching

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