Developing Potential (UK) are specialists in designing and delivering MBTI programmes for individual, team and leadership development. Programmes are delivered worldwide.
Here is an explanation of the MBTI personality instrument and information on the four pairings and 8 differences. Use the MBTI for personal, team, leadership and organisational development. If you have any questions, please do be in touch. We will be happy to help.
This sessions explores the four dichotomies of the MBTI® and how personalities interact in the group setting. Participants will be encouraged to practice this knowledge in real world examples that explore communication, behavior and teamwork. Completion of the MBTI® Profile Administration Form M is required with this presentation.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
This sessions explores the four dichotomies of the MBTI® and how personalities interact in the group setting. Participants will be encouraged to practice this knowledge in real world examples that explore communication, behavior and teamwork. Completion of the MBTI® Profile Administration Form M is required with this presentation.
Using MBTI for Leadership Development and Team Building - 2014 Nebraska Pork ...Brent Green
An overview of using the MBTI in Leadership Development and Team Building. This is the first in a series of workshops that our organization uses to help develop agricultural companies and organizations.
MBTI is a very powerful tool for determining people's personality traits. Countless companies all over the world have used MBTI as a pre-hiring test, people management tool, leadership tool, self-assessment tool, training game, and more. It should, therefore, come as no surprise that MBTI could and should also be used by sales professionals to profile their clients.
One of the challenges sales people face is that they have to interact with different personalities every day. If you're a seasoned sales person, you know that you face rejection much more often than acceptance from potential clients. Most of the time, this 'rejection' stems from not being able to profile or understand your clients' or prospects' personalities.
"Using MBTI to Effectively Profile Your Clients" is a uniquely detailed short course that will help you understand the distinctive characteristics of your clients and prospects. By doing so, this course will help lessen the chances of rejection, improve your customer care skills and effectively close more sales.
Working in teams is challenging and understanding MBTI can make the experience more engaging while increasing team effectiveness . Know yourself, your individual personality type, and the type of your team as a whole. Learn how to work together for positive results. Make good happen in your organization.
Looking @ MBTI through the Leadership lensJulia Atkinson
Building on MBTI basics, find out what different leadership types there might be in your team. Learn about different leader types' strengths and pitfalls. Use the Keirsey lens to derive synergies from your leadership team.
Discover your MBTI type and what majors, careers, and jobs fit best with your personality. Originally created in Articulate Storyline as an interactive career module. Not meant to use as a stand alone workshop.
Learn about personality type using Myers Briggs Type Indicator (MBTI
Learn how we make decisions, take in information, and orientate ourselves in the world and whether we have a preference for Extraversion or Introversion
MBTI is a very powerful tool for determining people's personality traits. Countless companies all over the world have used MBTI as a pre-hiring test, people management tool, leadership tool, self-assessment tool, training game, and more. It should, therefore, come as no surprise that MBTI could and should also be used by sales professionals to profile their clients.
One of the challenges sales people face is that they have to interact with different personalities every day. If you're a seasoned sales person, you know that you face rejection much more often than acceptance from potential clients. Most of the time, this 'rejection' stems from not being able to profile or understand your clients' or prospects' personalities.
"Using MBTI to Effectively Profile Your Clients" is a uniquely detailed short course that will help you understand the distinctive characteristics of your clients and prospects. By doing so, this course will help lessen the chances of rejection, improve your customer care skills and effectively close more sales.
Working in teams is challenging and understanding MBTI can make the experience more engaging while increasing team effectiveness . Know yourself, your individual personality type, and the type of your team as a whole. Learn how to work together for positive results. Make good happen in your organization.
Looking @ MBTI through the Leadership lensJulia Atkinson
Building on MBTI basics, find out what different leadership types there might be in your team. Learn about different leader types' strengths and pitfalls. Use the Keirsey lens to derive synergies from your leadership team.
Discover your MBTI type and what majors, careers, and jobs fit best with your personality. Originally created in Articulate Storyline as an interactive career module. Not meant to use as a stand alone workshop.
Learn about personality type using Myers Briggs Type Indicator (MBTI
Learn how we make decisions, take in information, and orientate ourselves in the world and whether we have a preference for Extraversion or Introversion
CPP, Inc. 800-624-1765 www.cpp.comMyers-Briggs Type I.docxvanesaburnand
CPP, Inc. | 800-624-1765 | www.cpp.com
Myers-Briggs Type Indicator®
Personal Impact Report
Myers-Briggs Type Indicator ® Personal Impact Report Copyright 2013 by Peter B. Myers and Katharine D. Myers. All rights reserved. Myers-Briggs Type Indicator, Myers-Briggs, MBTI, and the MBTI logo are trademarks or registered
trademarks of the Myers & Briggs Foundation, Inc., in the United States and other countries. The CPP logo is a trademark or registered trademark of CPP, Inc., in the United States and other countries.
Report prepared for
BARBARA B.
MARCH 14, 2015
Myers-Briggs Type Indicator®
Personal Impact Report
Introduction
Your MBTI® Personal Impact Report is designed to help you make use of your MBTI results so that
you can better understand yourself and others and improve the interactions in your daily life and work.
The MBTI assessment is based on the work of Carl Jung and was developed by Isabel Briggs Myers and
Katharine Briggs to identify 16 different personality types that help explain differences in how people
take in information and make decisions about it. Your report will show you how your personality type is
distinct from other types and how it influences the way you perceive, communicate, and interact.
This Report Can Help You
• Improve communication and teamwork as you gain awareness of the personality differences you see in others
• Work more effectively with those who may approach problems and decisions very differently than you do
• Navigate your work and personal relationships with more insight and effectiveness
• Understand your preferences for learning and work environments and the activities and work you most enjoy
doing
• More successfully manage the everyday conflicts and stresses that work and life may bring
As you read your report, bear in mind that personality type is a nonjudgmental system that looks at the
strengths and gifts of individuals. All preferences and personality types are equally valuable and useful.
Based on more than 70 years of research supporting its reliability and validity, the MBTI assessment has
been used by millions of people worldwide to gain insight into the normal, healthy differences that are
observed in everyday behavior and to open up opportunities for growth and development.
How Your MBTI® Personal Impact Report Is Organized
• What Are Preferences? ....................................................................................................................................................... 3
• The MBTI® Preferences ...................................................................................................................................................... 4
• What Is Your Type? ............................................................................................................................................................... 6
• Summary of Your MBTI® Results ............................................................................
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Personality The Myers-Briggs Personality Type Indicator is a self-
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inclinations. That is the reason we can here somebody portray himself or herself as an INTJ or an ESTP. These letter are alluding to his or her identity sort in light of
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the Myers-Briggs Type Indicator (MBTI).
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1. Extraversion (E) Introversion (I) 2. Sensing (S) - Intuition (N) 3. Thinking (T) - Feeling (F) 4. Judging (J) - Perceiving (P)
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the following; ISTJ ISTP ISFJ ISFP INFJ INFP INTJ INTP ESTP ESTJ ESFP ESFJ ENFP ENFJ ENTP ENTJ
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following stage) is as per the following: www.gracepointwellness.org or www.myersbriggs.org The extraversion-inner-directedness dichotomy was initially investigated by Jung in his hypothesis of identity sorts as a method for portraying how individuals do communications with their general surroundings. For example Isabel Myers confirms that, while these terms are recognizable to a great many people, the path in which they are utilized here varies to some degree from their well known use thus its first utilization.
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Extraverts are
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Executive Coaching Team Building And Myers Briggs Type Indicatorguestfbb212e
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.
Have you ever had two employees who are constantly frustrated by one another?
The normal approach to resolve employees conflicting is to 'knock their heads together' and tell them to get on with it.
But have you considered a more probing approach? Have you considered tapping into the psychology of the two employees styles?
Luckily, you don't have to be a Chartered Psychologist to tap into your teams psyche and solve this common company culture issue.
This is my review about the book. each one of us need a personal plan not only because our life is limited. But about the quality of the time! how we can live the life with quality because we deserve a god journey .
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Myers Briggs Type Indicator (MBTI) & Team Building
1. The Myers Briggs Type IndicatorThe Myers Briggs Type Indicator
An introductory guide to the MBTI® and its use for team building and
leadership development.
Developing Potential (UK) are specialists in team and leadership development
through the application of personality profiling tools such as the MBTI, the Team
Management Profile and the Strength Deployment Inventory. We also administer
the EQ-i and EQ360.
We deliver MBTI team and leadership development programmes throughout the
UK and internationally. Please be in touch with any questions or needs that you
may have.
We also offer a remote administration and feedback service, via Skype, for
individuals wanting to complete the official MBTI and receive their personal results.
This is a worldwide service.
Visit http://www.developing-potential.co.uk/online-personality-tests/ for details.
T: 0800 043 5730 E: info@developing-potential.co.uk W: www.developing-potential.co.uk
2. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
So you’d like to know more about the MBTI?
What follows, we hope, is a process that will:
• Increase your knowledge and understanding of what the MBTI
instrument is and isn’t and how it should be used.
• Increase your knowledge and understanding of Carl Jung’s four
personality scales/dichotomies.
• Give you some food for thought on how this information can be useful in
developing individuals, teams, leaders and organisations.
If this presentation wets your appetite and you would like to complete the
official MBTI questionnaire and receive your results, supported by a remote
feedback call, visit http://www.developing-potential.co.uk/personality-
tests/online-personality-tests/ Similarly, if you would like to experience a
powerful team event or programme facilitated by MBTI experts, please
contact us via info@developing-potential.co.uk We deliver our
programmes throughout the UK and world-wide.
If you are new to the MBTI, we recommend that you grab a pen and paper
and read through each slide, one at a time. We know some of you wont!
3. The Myers Briggs Type IndicatorThe Myers Briggs Type Indicator
Benefits of our MBTI & Team Building Programmes
• Reduce the frequency and cost of conflict
• Identify individual strengths and areas for potential development
• Identify team strengths and areas for potential development
• Build new teams quickly. Integrate new members and accelerate
the building of stronger team relationships through the raising of
awareness of communication preferences, working styles and
stressors.
• Leadership development – develop the capability of your leaders
by being able to flex and match their leadership style.
• Lead, manage and coach your team more effectively by
understanding their type and needs; leading to increased
motivation, retention, productivity and output.
• Develop existing and critical teams, as well as your leaders, using
the MBTI Step 2 -
4. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
What does a typical MBTI programme look like?
All of our MBTI programmes are tailored to meet your needs. This might be a one or two-day team
workshop or part of a wider team or leadership development programme.
Typical process:
1. Send out joining information
2. Complete questionnaire (either online in advance
or paper-based on the day)
3. Introduction to the MBTI:
• Orientation
• Use and ethics
• Information on the 4 scales/dichotomies
4. Find ‘best fit’ personality type
• Self-assessment
• Receive questionnaire results
• Read, reflect, explore and decide
personality type that best describes you
5. Develop understanding of the four scales/8
differences, personal preferences and those of
the team through interactive and experiential
learning activities
6. Exploring the team type
• Strengths and blind-spots
• Potential conflicts and resolution
strategies
7. Individual and team commitments to action
Optional and additional next steps:
• Individual coaching and support for team
members
• Leadership development & coaching using the MBTI
• Using the MBTI for coaching & mentoring
• Type & managing change
• MBTI Step 2 – exploring type at a deeper level
5. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
About the MBTI
There are many personality tools out there; the MBTI explores just one
aspect. Other tools include the Team Management Profile (work-based
preferences) and the Strength Deployment Inventory (motivation and
conflict).
The MBTI is based on the work of Psychologist, Carl Jung. It reports a
person’s clarity of preference across four psychological scales. It does not
report personality trait (the amount of behaviour or likely behaviour).
The MBTI is statistically valid and reliable with 60 years of research behind
it.
The questionnaire is 75% accurate in reporting a person’s personality type.
The inaccuracy can come from the user completing it from a perspective of
aspiration (how they would like to be), social desirability (how they think
they should be), completing the questionnaire during or after a stressful
event and a lack of self-awareness.
Applications in; leadership development, organisational change, personal
development, team development, conflict resolution, teaching & learning
and much more. Essentially anywhere where people come together and
the embracing and use of diversity is important.
6. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
About the MBTI
There are no better or worse types, no better or worse outcomes from the
questionnaire.
You are the best judge of who you are. Some people disagree or don’t like
personality profiling tools. Remember that the MBTI isn’t for everyone and
is limited to 16 personality descriptions. The MBTI Step 2 is much more
effective at exploring personality type at a deeper level; exploring how two
of the same Step 1 personality types can be very different.
The MBTI is a powerful and subjective tool based in psychology – it should
only be administered and used by MBTI qualified practitioners.
It does not measure skill, competence or ability and cannot be used for
recruitment, selection or assessment purposes. Any misuse should be
reported to the publisher immediately.
As the MBTI is simply a self-awareness and discussion tool, no one can be
forced or required to complete it. Furthermore, you own your results.
Whom you share them with is completely up to you.
7. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
What do you see?
8. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
Coffee beans, right?
9. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
Did you find the human face?
10. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
It’s just above the www at the bottom!
11. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
Now that you know it’s there, can you go back to not being aware of it?
12. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
What do coffee beans have to do with MBTI?
The MBTI tool is like the coffee beans. It’s about raising your
awareness to information that is and was already there. Once
you are aware of it you can’t go back. You can now talk about
it, act on it.
Once you have increased your knowledge of personality type
theory, your own type and the personality types of your
colleagues, you have something to talk about; you have
information on which to be able to respond differently and
more effectively. The MBTI is about raising awareness and
increasing choice. We like to think that having more choice
about how you respond to people and the world around you
can make you more effective.
13. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
Exercise:
On a piece of paper, sign your name three times as you
would normally.
Now sign your name three times with your non-preferred
hand.
Now go to the next slide.
14. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
What words would you use to describe the process of
signing your name with your preferred hand? How
about with your non-preferred hand?
Take a moment to write these words down. You can choose either hand
When you are done, go to the next slide.
15. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
Preferred Hand
Easy?
Natural?
Comfortable?
Unconscious?
Consistent results?
Non-Preferred Hand
Harder?
Un-natural?
Uncomfortable?
Took more effort?
Worse results?
What words did you use to describe the process of signing your name with
your preferred hand? How about with your non-preferred hand?
16. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
About preference:
Just like the hand that we prefer to write with, we also have psychological preferences
(differences). The MBTI reports these preferences across 4 personality pairings. We will
refer to these as dichotomies. The four dichotomies are; preferences in how we gather
information, the types of environments that energise us, how we make decisions and
how we structure our daily lives. This naturally creates 8 differences which we will
explore through the remainder of this presentation.
It is important to remember that everyone has all 8 differences and we all use them daily
– we simply find some easier, more natural and more comfortable than others. As our
preferences use less of our energy, they become our default when we are given choice or
when we are put under pressure (‘resorting to type’). Working against preference costs
us energy and can be stressful.
It is also import to remember that preference doesn’t correlate to ability. Plenty of
people have poor hand-writing with both the hand they prefer and the hand they seldom
use. It is deliberate practice, training and feedback that increase our skill and ability.
Just because you prefer something doesn’t make you good at it and just because you
prefer something less doesn’t mean you can’t be good at it. It is for this reason the
MBTI cannot be used for selection and assessment. It’s simply a discussion, awareness
and development tool.
17. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
We will take a look at each of the dichotomies in turn. As you develop your
understanding of the four dichotomies/8 differences, you might like to ‘self-
assess’ your personality type based on the information presented here. To
generate your MBTI personality type (or code) abbreviate the preference to
it’s first letter, e.g. Extraversion becomes E. The only exception here is with
Intuition. As we have used the letter I for Introversion, we use the second
letter N for iNtuition.
For example, someone who prefers Introversion, Intuition, Thinking and
Judging will have a personality type of I-N-T-J.
18. The Myers Briggs Type Indicator
www.developing-potential.co.uk 0800 043 5730
The four dichotomies or eight preferences:
E
S
T
J
I
N
F
P
19. The Myers Briggs Type Indicator
Extraversion (E) Introversion (I)
External focus – active
Initiating conversations
Breadth of relationships
Many activities
Expressive behaviour
Considered good talkers
Internal focus - reflective
Receiving conversations
Depth in relationships
Few activities
Contained behaviour
Considered good listeners
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EnergyE _____________________________________ I
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It is important to remember that Extraversion/Introversion is not about social ability or
social confidence. We often think of these words to mean something different to what
Jung intended in this model. Extravert here doesn’t mean gregarious, friendly and
socially confident. Introvert here doesn’t mean shy, unfriendly and socially unconfident.
Both extraverts and introverts can be good social speakers and presenters. Extraversion
and introversion here purely refers to the environments that give us energy and those
which take it away.
Are you energised by the outer world of interaction and people or more so by an internal
world of thought and reflection? Do you enjoy more of your days filled with lots of noise,
networking, face-to-face meetings and discussions or do you prefer quieter environments
where you can gather your thoughts, really think things through, communicate in writing
and take the time to focus on a few important relationships? It’s purely about knowing
which environments give you energy and which ones take it away.
The solar panelled robot in the previous slide is energised by the outer world. The
garage overnight, where not much is going on, is de-energising. It needs the energy from
the outside world to go into the garage. The rechargeable robot is the opposite. It
gathers its energy from the quite place of the garage. As soon as it leaves its power
source to go to the outer world, the energy starts to go down.
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Message:
We are all energised differently. As you take a moment to reflect on the information
presented here perhaps you can think of a true Extravert – someone who embodies all of
the Extravert qualities. Who do you know that, based on the description here, is
energised by Introversion? Perhaps you are at one end of the scale or maybe you are
unclear as you are energised by both equally and unclear as to your preference. In
either case just consider a team that is wholly made up of either all Extraverts or all
Introverts. What might that be like? What potential strengths might they have? What
might these strengths be turned into if over-done or over-used? How might a person with
the other opposite preference experience the team if they were the only one? What
might others outside of the team experience?
Understanding how different members of the team are energised and how they prefer to
communicate is extremely important if we are to get the best out of them. Extraverts may
feel frustrated by remote working and constant emails; preferring a conference call or
face-to-face meeting. Introverts may prefer all of the information in advance in written
form and well before the meeting, in order to really thing about the issues at hand and
may feel frustrated as they cannot contribute fully; their best thoughts happening after the
meeting itself. This also has implications for stakeholder management.
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For ease, we have termed this the ‘Information’ dichotomy. The technical term is the
‘Perceiving Function’. It might be useful to think of the word function as a process. This
is an unconscious process or filter. It affects how we ‘perceive’ the world and process
the information presented to us. It is the ‘go-to’ process and affects how we think about
things and therefor how recall and perceive our experiences of the world. So perhaps
consider which side of the dichotomy is your ‘go-to’ process. Which one is that preferred
writing hand, the one you find yourself doing first with ease?
Some people find themselves being less clear on this dichotomy. Our secondary
schooling system attracts and retains people who have a preference for Sensing. This is
reflected in teaching style and examination of many schools. Increasingly, we are called
upon to use our preference for Intuition to generate new and creative ways of doing
things in business. Both of these factors may affect your clarity on your preference.
Perhaps think back to how you were as a young child.
24. The Myers Briggs Type Indicator
Deals in tangible hard facts
Focus on/remembers detail
Trusts experience/routine
Focus on here and now
Traditional in approach
Practical solutions
Enjoys theories and concepts
Focus on/remembers impression
Explores possibility/experiment
Focus on the future
Original in approach
Creative solutions
Sensing (S) Intuition (N)
25. The Myers Briggs Type Indicator
S ______________ Information ______________ N
26. The Myers Briggs Type Indicator
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Exercise
What follows on the next slide is a picture. Have a pen and paper handy.
Look at the image for just a few seconds then proceed to the next slide. Remember, just
a few seconds, no more.
If you have some people near you, get them to do it too – you may be interested in the
results.
27. The Myers Briggs Type IndicatorThe Myers Briggs Type Indicator
Myers Briggs Type Indicator®
Record self-assessed
Type
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Exercise
On your piece of paper write down what you saw. If you found some other people to
take a look at the picture, get them to write down what they saw also. Spend no more
than 30 seconds writing and then stop.
Once you are done, go to the next slide
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Exercise
Now take a look at the picture again (next slide).
What did you miss?
What does that mean you preferred to pay attention to?
What did others pay attention to? Was it different or similar?
What do you notice about how you described your perception of the image versus
someone else?
How is this important in a team?
30. The Myers Briggs Type IndicatorThe Myers Briggs Type Indicator
Myers Briggs Type Indicator®
Record self-assessed
Type
31. The Myers Briggs Type Indicator
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Message:
Some people will naturally focus in on and recall the detail; 6 people, 2 adults, 4 children,
a dog and a cat, 6 candles above the fire place and a clock reading 7:16. Others will
move immediately to meaning, inference and possibility; a loving family scene at
Christmas, a warm cosy feeling which reminds me of Grandparents home, Dad is reading
a message to the children.
We all do different things with the same information. We all move at different speeds,
focussing on something different. It is this difference that impacts on how and what we
communicate and the type of information we prefer to pay attention to. It affects
delegation, collaboration, speed of change, acceptance of change and problem-solving.
Perhaps you are a clear Sensor being managed by a clear Intuitive and need more clarity
around expectations and goals but are always met with loose objectives and metaphor?
Perhaps you are a new manager trying to sell a change project but your team aren’t
embracing your vision and seem to be resisting your ideas, constantly saying they aren’t
realistic or practical? “That’s not how we do things around here”.
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Let’s just take a moment to look at the four combinations so far. Perhaps think of the
people you know. Do they fit one of the four descriptions more than the others?
Extraversion with Sensing
‘The Harvester’
Extraversion with Intuition
‘The Explorer’
• Focus on gathering information from the
real world in the here-and-now.
• Reliable, action-focussed, practical.
• Supports change by managing step-by-
step and day-by-day processes that get
the job done.
• Focus on global possibility and external
connections.
• Fast moving, enjoys change and becomes
bored with routine.
• Supports change by meeting it head on;
seeking out new opportunities and
creating momentum.
Introversion with Sensing
‘The Expert’
Introversion with Intuition
‘The Dreamer’
• Focus on storing and structuring
information from the real world – a
storehouse of knowledge in specific
areas.
• Quiet, reliable, practical, loyal
• Supports change through their subject
knowledge and expertise and well
thought-through processes.
• Focus on creative, complex and new
ideas, seeing connections and
opportunities that others may have
missed.
• Thoughtful, creative, quiet.
• Supports change by bringing thought-
through new ideas & concepts.
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For ease, we have termed this the ‘Decision Making’ dichotomy. The technical term is
the ‘Judging Function’. The Judging function is about how make decisions with the
information that we have gathered (from the Perceiving Function). It is important to
remember, again, that we all have and use both daily. It doesn’t mean that someone with
a clear preference for Thinking has no feelings. It doesn’t mean that someone with a
clear preference for Feeling doesn’t think. This dichotomy refers to the process or filter
we use to make our decisions.
34. The Myers Briggs Type Indicator
Uses and values objective logic
Fairness through reason
Goal focussed end result
Conflict is a natural part of communication
Critical in their appraisal
Decisions made on principles
Subjective and personal information
Fairness through compassion
Process focussed & harmony
Conflict is unsettling & avoided
Appreciative in their appraisal
Decisions made on personal values
Thinking (T) Feeling (F)
16
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Let’s explore the situation of redundancy. A Director of a business needs to downsize
their workforce by 50%. How might these preferences play out in their decision-making
preference?
The Director with a clear preference for Thinking will be asking questions such as “Who
are my best performers?”, “What roles must we have in place to ensure the business
succeeds in the future?”, “Who is the logical choice with demonstrable skills?”
The Director with a clear preference for Feeling will be asking questions such as “Who
works really hard and deserves to stay?”, “Who really needs this job?”, Who will be
personally affected the most by this process?”. They may also want to tailor any exit
packages to the individual themselves.
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Message:
As we have explored, we all gather information and perceive the world differently. We all also make
decisions and judgements differently. This has some important implications for a team environment
and its culture.
Take, for example, a team that has a majority preference for Extraversion and Thinking. At its best it
will have a preference for being quick to act and achieve things in the outside world. It will be noticed
for achieving results. It may, however, not notice that it is leaving some people behind and excluding
them. Communication processes are likely to be energetic, loud and a free-for-all. It may, therefore,
miss or exclude contributions from quieter team members or dismiss/pay less attention to people
needs and the effects of their decisions on others. This is often quite typical of many Senior
Management Teams.
In contrast, let’s take a quick look at a team with a majority preference for Introversion and Feeling. It
will have a preference for thinking about and reflecting on the impacts of its decisions on people. At its
best, the team will be very warm and friendly. Everyone may feel included and personal growth is
likely to be a strong focus. Due to the subjective nature of its individual’s decision-making process,
members of the team are likely to experience conflict. However, their concern for harmony and
consensus may mean that don’t fully express themselves letting conflicts fester until it does damage to
the relationship.
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The technical term for this dichotomy is the ‘Extraverted Function’. What does this
mean? We know that the Perceiving function refers to the type of information that we
pay attention to.
We also know that the Judging function refers to our preference for making decisions.
Just as we prefer one side or the other on both these two functions, we also prefer one
of these functions in our daily lives. It is termed the extraverted function as we show it
to the outside world in our daily lives. It is therefore relatively easy to ‘see’ it in other’s
lifestyle. This is about ‘whole-life’ and not just about work, as work often requires us to
be ‘Judging’.
or
Judging Perceiving
38. The Myers Briggs Type Indicator
Systematic & organised
Planned in advance – dislike surprises
Scheduled – supported by lists/itineraries
Early starting – urgency from the start of
projects
Methodical approach
Seeking closure
Casual and loose
Open – no decision before its time
Spontaneous – constrained by schedules
Pressure Prompted – urgency towards
the end of projects
Emergent/deviating approach
Seeking new information
Judging (J) Perceiving (P)
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J __________________ Lifestyle ____________________ P
J’s are likely to experience less anxiety when their projects are planned and organised.
They are likely to feel supported by systems and processes and to have things completed
ahead of time.
P’s experience less anxiety when they are given time to explore and gather information.
They are energised by the pressure of last-minute activity, changes in direction and
going with the flow. They are likely to feel constrained by systems, plans and processes.
40. The Myers Briggs Type Indicator
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Message:
As we have explored, understanding the preferences of your team is important. E/I explores ‘how’ we are
energised and communicate. The S/N dichotomy explores the type of information we focus on and the
types of projects we may be interested in. T/F explores how we go about making our decisions.
Understanding your own preferences and those of your team is important in terms of working to potential
strengths and recognising blind-spots and reducing the associated costs of miscommunication, exclusion
and conflict.
J/P is no different. This dichotomy has huge implications in reducing conflict and increasing trust. Take
for example a relationship between a direct report and their manager. The direct report has a strong
preference for E, S and J – a need for structures (J), clear deadlines (S,J), lots of specific information (S)
and to see closure in the outside world (E,J). They are likely to also have a need to plan their work (J)
and to receive a feedback on a frequent basis which lets them know they are on track. This person’s
manager has a strong preference for I, N, and P. The manager’s preference is for independence (I),
thinking through possibilities (I,N), working with gut hunches (N) and enjoying last minute changes (P)
based on what’s current in the market, sometimes changing the goal posts. They prefer to take lots of
time to mull things over and understand how they fit into other complex and rational systems and how
they feel about it. All decisions are delayed for as long as possible. Their style of delegation is “I trust
you, this is what we are aiming for and here is the final deadline”.
How might their individual preferences causes each other conflict? How could an understanding of their
different MBTI types help in meeting each other’s needs and increasing trust?
41. The Myers Briggs Type Indicator
The eight preferences or four dichotomies:
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Final thoughts:
We hope you have enjoyed this presentation and learned something about the
MBTI, yourself and potentially others.
If you have found this presentation useful, please feel free to share it with
others. If you didn’t, please share your feedback with us.
You know where we are if you would like to continue your learning journey with
us or know someone that benefit from the Myers Briggs Type Indicator or other
learning and development programme.
To take the official MBTI questionnaire, receive your personal
report, supported by a remote feedback session, please visit
http://www.developing-potential.co.uk/online-personality-
tests
Editor's Notes
Really emphasise the last two points. Come back to it in the handedness exerciseNo requirement to share results with anyone. Who you choose to share your results with and how much is completely up to you. Reports will be deleted from computer as soon as they are sent.
Is now still a good time to chat?How did you find filling in the questionnaire?
Really emphasise the last two points. Come back to it in the handedness exerciseNo requirement to share results with anyone. Who you choose to share your results with and how much is completely up to you. Reports will be deleted from computer as soon as they are sent.
Really emphasise the last two points. Come back to it in the handedness exerciseNo requirement to share results with anyone. Who you choose to share your results with and how much is completely up to you. Reports will be deleted from computer as soon as they are sent.
Really emphasise the last two points. Come back to it in the handedness exerciseNo requirement to share results with anyone. Who you choose to share your results with and how much is completely up to you. Reports will be deleted from computer as soon as they are sent.
“Not a trick question, what do you see in the picture?”Most people don’t get the face straight away.“You are looking for a real human face in the picture”“Draw a line down the middle of the picture, top to bottom. It’s just at the bottom on the left hand side, above www. Next slide
So now you know its there, can you go back to not seeing it? So would it be fair to say that your awareness has been increased.The face was always there, just now within your awareness. The MBTI is like this. Just information to increase your awareness of personality difference. After the conversation, you will see this in your life and all around you. Once you are aware of it, you can act on it and use it to your benefit.
So now you know its there, can you go back to not seeing it? So would it be fair to say that your awareness has been increased.The face was always there, just now within your awareness. The MBTI is like this. Just information to increase your awareness of personality difference. After the conversation, you will see this in your life and all around you. Once you are aware of it, you can act on it and use it to your benefit.
So now you know its there, can you go back to not seeing it? So would it be fair to say that your awareness has been increased.The face was always there, just now within your awareness. The MBTI is like this. Just information to increase your awareness of personality difference. After the conversation, you will see this in your life and all around you. Once you are aware of it, you can act on it and use it to your benefit.
So now you know its there, can you go back to not seeing it? So would it be fair to say that your awareness has been increased.The face was always there, just now within your awareness. The MBTI is like this. Just information to increase your awareness of personality difference. After the conversation, you will see this in your life and all around you. Once you are aware of it, you can act on it and use it to your benefit.
High level overview of the four dichotomiesHealth-warnings on Extraversion and Introversion – not our common day meaning – energy not socialabilitySecond letter of N for iNtuition and reason whyHealth warning for Thinking/Feeling – doesnt mean you dont think or dont have feelings
Some people like to work in picturesExercise:Blank piece of paper. I am going to say a work. As you think about the word, you will have thoughts. I would like you to write down on paper exactly what you think about as you think about it. What ever you think about, write about. Keep writing until I say stop – it will be for around 20 seconds. It might be lots of single words, it could be sentences, etc. Either way is fine. Does this make sense?The first word is the word....”apple”Thanks...ok, one more... The next word is the word ‘book’. People with a preference for S usually come up with words like red, green, juicy, crisp, grow on trees, granny smith etc. Those with a preference for N may quickly move to connects e.g. Apples, pears, stairs, cockney, london, new york, big apple, newton, gravity.
Which picture do you connect with more? Whole life?