MYERS–BRIGGS’ PERSONALITY TYPE INDICATOR
Use this to get to know the different personality types that you have in the team and how they are likely to respond to instructions.
The Myers–Briggs Type Indicator (MBTI) was developed by Isabel Myers and Katherine Cook-Briggs in the 1960s. It is built on four different scales, first suggested by Carl Jung, as a way to describe personality types. The scales can be summarised as:
The Extrovert (E)–Introvert (I) scale explores how people respond and interact with the outside world. Extroverts are usually action orientated and enjoy frequent social interaction, whereas Introverts are thoughtful thinkers who enjoy solitude.
The Sensors (S)–Intuitors (N) scale explores how people gather information from the outside world. Sensors focus on facts and details and enjoy hands-on experiences, whereas Intuitors pay more attention to patterns and impressions and enjoy speculating and imagining future possibilities.
The Thinkers (T)–Feelers (F) scale explores how people make decisions from the information they gather. Thinkers place emphasis on facts and objective data and tend to be consistent, logical and objective when making decisions, whereas Feelers are subjective and consider people and emotions when making decisions.
The Judges (J)–Perceivers (P) scale explores how people tend to deal with the outside world. Judges prefer structure and order, whereas Perceivers are more flexible.
In the MBTI respondents are categorised into one of sixteen personality types. For example people with preferences for being Extroverts, Sensors, Thinkers and Judges are categorised as ESTJ personality types. Myers and Briggs indicate that the MBTI is not a test and there are no right or wrong answers. All types have equal value and there are no norms against which a personality type could be compared.
HOW TO USE IT
It’s important, as a manager, to know what personality types there are in your team. This will give you some idea about how an individual is likely to respond to your instructions and strategies for getting the best out of them.
| Personality Type | Preferred Approach |
| ESTJ | Following directions to the letter and completing tasks on time. |
| ESTP | Reacting better to real things such as sights, sounds and experiences. |
| ESFP | Trusting their instincts and abilities when solving problems. |
| ESFJ | Being in situations where things are certain or controlled. |
| ENFP | Not having to deal with routine and uninspiring tasks. |
| ENFJ | Speculating on how others may be affected. |
| ENTP | Generating new ideas and theories rather than detail. |
| ENTJ | Avoiding confrontation or heated discussion. |
| ISTJ | Working with clearly defined schedules and tasks. |
| ISTP | Learning and understanding how things work. |
| ISFP | Working on concrete information rather than abstract theories. |
| ISFJ | Sitting back and observing others. |
| INFP | Solving problems based on personal values rather than logic. |
| INFJ | Expressing themselves on paper. |
| INTP | Being encouraged to share their thoughts with others. |
| INTJ | Working by themselves rather than in groups. |
Although the MBTI is a useful tool for managers in helping to forecast how someone’s personality may affect their thinking and actions, it’s not infallible so use it with caution.
QUESTIONS TO ASK
- How well do I know the personalities of my team members?
- How well do I know my own personality?