2 Responses

  1. avatar
    Gordob Vala-Webb at |

    Thanks for pulling back the curtain on the “wizard” of Myers-Briggs. There is so much that is Oz-like about this (and other) psycho-metric tools.

    Unfortunately organizations love this psuedo-science as it gives a veneer of rationality to decisions that tend to be more like a corporate-kabuki performance.

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  2. avatar
    Rod Wallace at |

    Myers-Briggs is effective as a tool to help you, your colleagues, or your managers, understand your preferences. When executed well, there is unlikely to be anything surprising about the score: people who speak more frequently in meetings are likely to be scored as extroverts, etc. However, by being summarized, Myers Briggs is likely to help clarify the differences among people that can lead to better management and teamwork: provide formats supporting thinking on their own, if there are introverts on the team; realize the a young colleague more focused on the big picture may need more coaching to get all the details correct, etc.

    It’s foolish to think one Myers Briggs type is ‘better’ than another. However, it can be quite useful to have awareness of (your own) and colleagues’ styles provided to you– allowing you to treat each person each uniquely– in the manner best suited to get their strengths from them.

    I think another method of statistically analyzing the impact of Myers Briggs testing may prove to be a more appropriate test.

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