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Mbti Web Presentation
- 5. Working out Type Questionnaire Feedback Session Your “Best Fit” MBTI 4-letter Personality Type
- 7. The four dimensions of type Where you prefer to get and focus your ‘energy’ or attention What kind of information you prefer to gather and trust What process you prefer to use in coming to decisions How you prefer to deal with the world around you, your ‘lifestyle’ E xtraversion X and X I ntroversion S ensing X and X i N tuition T hinking X and X F eeling J udging X and X P erceiving
Editor's Notes
- help to focus on how people take in information (P) and prioritise that information to make decisions (J) – the basic personality facets that underlie most work tasks and training This is not about pigeon holing people, as there are lots of aspects to our personalities, but it helps highlights some differences in people that are useful especially in the workplace. You know when you’re in meetings that some people prefer to be shown things, some like to hear about things and some like to do things – that’s an example of your preferences. Improving your emotional intelligence - by being more self aware, knowing how your behaviour effects others and adapting your communication style without getting emotionally concerned. Moving from recognising and understanding, to appreciating and effectively using differences is a challenge because we all have a natural bias for our own way of seeing things and making decisions. MBTI gives us a way of recognising our own biases and then move away from irritation with the differences to acceptance. I’ve been using MBTI for probably about 8 years and about 2 ½ years ago I became a certified practitioner. Only certified practitioners can obtain the questionnaires and use the instrument in coaching and training.
- CURIOUS I was sitting in a meeting with some very senior executives discussing ways of getting more sales. Some were coming up with extreme ideas and getting quite enthusiastic about them, whereas others were more practical and would sometimes (quite matter-of-factly) highlight why those ideas were unlikely to work. Had they thought of this, had they thought of that? They were getting more and more frustrated with each other, with some saying that the energy was being drained from the meeting and others feeling they weren’t getting anywhere near practical results. Interesting! They had no idea how to communicate with each other to reduce the frustration. Have you ever been curious as to why people are so different in their thinking? Why those frustrations can happen? I was during that meeting and I wondered if there were ways they could develop their style in order to work better together. That’s when I started to get fascinated by the MBTI tool and what it could do to help me and others.
- Based on the personality theories of the Swiss psychologist Carl Jung. Developed by two non-psychologists, Briggs and Myers, who wanted to give as many people as possible access to these powerful ideas. It is one of the few models of personality that describes differences positively. There are no better or worse types to be; each type has its strengths and development areas. Over 50 years of research conducted, with over 6000 research papers.
- Other illustrations: writing, clapping hands The MBTI questionnaire assesses preferences. Preferences are not absolutes: everyone uses all eight. Preferences are not abilities: MBTI preferences do not tell you what you can and can’t do. There are no better or worse types: all types have potential. People are the best judges of their own type – hence the MBTI questionnaire is an indicator, not a test.
- MBTI can be used in 121 coaching and workshops, and I like to use them in areas such as
- MBTI can be used in 121 coaching and workshops, and I like to use them in areas such as