Would a report like the Myers Briggs be helpful to identify and prioritize what’s important for a leadership team to excel? Do you know your type and preferences? Would you be interested in an assessment? If yes, please email me.
Jung’s Theory of Psychological Types and the MBTI® Instrument
The MBTI instrument is based on Jung’s ideas about perception and judgment, and the attitudes in which these are used in different types of people. The aim of the MBTI instrument is to identify, from self self-report of easily recognized reactions, the basic preferences of people in regard to perception and judgment, so that the effects of each preference, singly and in combination, can be established by research and put into practical use.
The MBTI instrument contains four separate indices. Each index reflects one of four basic preferences which, under Jung’s theory, direct the use of perception and judgment. The preferences affect not only what people attend to in any given situation, but also how they draw conclusions about what they perceive.
The E–I index is designed to reflect whether a person is an extrovert or an introvert in the sense intended by Jung. Jung regarded extroversion and introversion as “mutually complementary” attitudes whose differences “generate the tension that both the individual and society need for the maintenance of life.” Extroverts are oriented primarily toward the outer world; thus they tend to focus their perception and judgment on people and objects. Introverts are oriented primarily toward the inner world; thus they tend to focus their perception and judgment upon concepts and ideas.
The S–N index is designed to reflect a person’s preference between two opposite ways of perceiving; one may rely primarily upon the process of sensing (S), which reports observable facts or happenings through one or more of the five senses; or one may rely upon the less obvious process of intuition (N), which reports meanings, relationships and/or possibilities that have been worked out beyond the reach of the conscious mind.
The T–F index is designed to reflect a person’s preference between two contrasting ways of judgment. A person may rely primarily through thinking (T) to decide impersonally on the basis of logical consequences, or a person may rely primarily on feelings (F) to decide primarily on the basis of personal or social values.
The J–P index is designed to describe the process a person uses primarily in dealing with the outer world, that is, with the extroverted part of life. A person who prefers judgment (J) has reported a preference for using a judgment process (either thinking or feeling) for dealing with the outer world. A person who prefers perception (P) has reported a preference for using a perceptive process (either S or N) for dealing with the outer world.
The Sixteen Types
Why use assessments? We know that (1) leadership can be tricky to define across all situations, (2) effective leaders combine natural talent, subject matter expertise, and the ability to adapt and learn; and (3) processes and tools exist that can incrementally and significantly improve performance.
About the MBTI: The Myers-Briggs® assessment has its roots in Carl Jung’s theory of psychological type. Katharine Briggs and her daughter, Isabel Briggs Myers, developed Jung’s theory and the first forms of the instrument, sharing a vision “to enable individuals to grow through an understanding and appreciation of individual differences in healthy personality and to enhance harmony and productivity among diverse groups.”
Reliability: Today, the MBTI assessment is available in 21 languages, with more translations and international research efforts in development. With its long and distinguished history, it continues to be used by people around the world to improve individual and team performance, explore careers, and reduce workplace conflict. Through these and other applications, the MBTI assessment is playing a part in the vision laid out by Briggs and Myers, helping people understand and appreciate themselves and others.