Myers Briggs Type Indicator – MBTI
MBTI presents a dilemma to HR people and practitioners of personal and team development. On the one hand, it’s one of the most widely used and recognised ‘measures of personality’ in the world, as well as being extremely easy to administer, feedback and present in non-threatening terms to participants. On the other hand, the sun has well and truly set on Jungian type theory upon which the MBTI was originally based, with most ‘switched on’ users noting that any of the sixteen combinations could be applied to almost anybody, with equal amounts of agreement from the participant. And they are right!
Faced with a tool that tells people they “may behave in a particular way except on some occasions when they may do the opposite” , how does an MBTI user move away from a faded product that they have promoted for years, and have literally hundreds of profiles for their organisation sitting in HR records?
At People Central, we have similar conversations with clients and enquirers most weeks, supporting them in moving away from Barnum-effect tools such as MBTI, and towards personality measures that compare participants against a relative norm group, and uses ‘Big-5’ personality assessments that typify reliable and valid tools.
If you are a practitioner in a similar situation, think of past professionals in similar dilemma’s; engineers who designed the DC-10 airliner including its crash-causing defaults, or chemists focusing on the morning-sickness healing qualities of Thalidomide when selling it to hundreds of thousands of people. These professionals had to step away from much greater issues than hanging onto MBTI for a decade too long.
Give us a call today on 0508 736 753 to find the personality assessments most likely to bring success and development in your organisation