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Myers-Briggs Type Indicator ® (MBTI)

The MBTI is the most widely used personality instrument in the world, with over 2
million people taking it annually.

It is a forced choice, self-report, personality questionnaire used to measure and
describe people’s preferences for how they like to get information, make decisions
and orient their lives. It is based on Carl Jung’s theory of perception and
judgment and classifies people into 16 broad personality Types. The MBTI
provides a simple way of seeing how people are alike and how they differ.

When people are aware of their differences, they can build better understanding
and reduce conflict. The MBTI can therefore help to improve teamwork and
productivity whilst reducing unproductive interpersonal and intro-organisational
conflict. Individuals can use their MBTI results to understand their preferred
learning styles, evaluated the fit between themselves and their jobs, and better
manage time and stress.

The MBIT instrument helps determine an individual’s preferences on 4
dichotomies. The person is either:

Extraverted – prefers to draw energy     Introverted – prefers to draw energy
from the world of activity, people and   from the inner world of reflections,
things                                   feelings and ideas
Sensing – prefers to focus on
                                        Intuition – prefers to focus on patterns,
information gained from the five senses
                                        connections and possible meanings
and on practical applications
Thinking – prefers to base decisions on Feeling – prefers to base decisions on a
logic and objective analysis of cause and valuing process, considering what is
effect                                    important to people
Judging – likes a planned, organized     Perceiving – likes a flexible,
approach to life and prefers to have     spontaneous approach and prefers to
things organised                         keep options open

The various combinations of these preferences result in 16 personality
“Types”, each associated with a unique set of behavioral characteristics
and values, which provide a useful starting point for individual feedback,
self-exploration or group discussion.
What MBTI CAN and CANNOT be used for:

The MBTI ® instrument is very versatile and is widely used for many
purposes including:

·   Individual development
·   Team building and team development
·   Organisational change
·   Improving communication
·   Education and career counseling
·   Relationship and interactions counseling

However, MBTI cannot be used for recruitment. Whilst there is a clear link
between Type preferences and attraction to particular occupations, the MBTI does
not measure skills and abilities. Further, it has no lie detectors or validity scales
embedded into it. Instruments that are used for recruitment must contain validity
scales to ensure the results produced by people motivated to obtain a position are
in fact accurate portrayals.


Anna Rosemeyer is a qualified MBTI administrator. She has extensive experience
rolling out this personality instrument in organizations, specifically for improving
team work between groups, and assisting larger groups to best understand team

If you are interested in applying this instrument in your organization, we will
meet with you to discuss your objectives and then prepare participants. After
participants complete the assessment, we report on each individual’s type on a
feedback sheet. Next, we conduct a group session and teach participants the
theoretical basis of the MBTI before they receive their MBTI results. This allows
them to “self-estimate” their Type and compare it with their reported results from
the MBTI.

Each person receives a booklet; Introduction to Type®, to support their learning.
By reading their profile for their Type in the booklet, it is usually possible for
individuals to arrive at a “best-fit” Type – one that describes their general
behavior to their satisfaction.

The learning can then be applied to address specific goals e.g. communication
styles, problem solving preferences, decision making styles, change management
and conflict resolution, as well as providing tips for enhancing effectiveness in
each of these areas.

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