MBTI Personality Profiling
The MBTI is one of the most widely used personality profiling tools used in the world today, easy to understand, simple to administer its a great tool to help individuals and groups understand how their personality can impact on those around them and identify potential areas of development.
Why use it?
Because the MBTi measures personality across 16 broad descriptions or ‘types’ it’s usefulness lies in its ability to quickly show how different types of people work together or where conflict may arise. This makes the MBTI an ideal tool to help groups understand the differences that may exist within the team, why conflict may arise within a group or between individuals and potential areas for individuals to improve or create ‘balance’ in their personality.
MBTI theory suggests that rather than being good at a particular type (e.g. preferring to be have in a set way), an individual should strive to be comfortable at all sixteen types, this was they are more balanced in their approach to handling others. For example, someone who is very outspoken and speaks from the heart (E&F) may want to practice their listing and logic functions (I&T) – creating a balance between the two.
How to use it
The MBTI offers two main forms of delivery online or pen and paper. Pen and paper assessments should always be administered by licensed and qualified practitioners like ourselves – this is to ensure that the questionnaire is administered fairly and candidates understand what is expected from them. Online assessments can be ordered through ourselves and candidates are emails a secure link for them to follow in order to undertake the assessment. In both cases candidates should be offered feedback on their performance – as a minimum in the form of a written report with telephone based feedback, but one to one does work best.
When to use it?
Here are some example of how MBTI can be used to support:
- Individual development – as a precursor to coaching
- Team development – as part of a team building programme
- Identifying development needs – as a precursor to soft skills development
- Profiling groups – identifying a type of person that seems to perform well in a role
- Communication development – as a precursor to communication training
- Careers guidance – to support an outplacement activity
- Personal insight – for individuals who wish to improve their own performance
- Organisational understanding – for whole organisations who wish to communicate better between each other
- Senior management cohesion – to improve the understanding of areas of conflict in senior teams
