Applying Personality Type In The Workplace
As the MBTI is a personality indicator (indicating personality type and not trait/ability), it can't be used for recruitment, selection or assessment purposes. I guess for me, where it adds value is simply understanding that we all have preferences - and if met, we find life easier and if we find life easier we are, perhaps, more inclined to focus our energy on to good ends. Whilst personality indicators in no way reflect our ability, capacity or skill to do something, it can add value in terms of aiding a dialogue between people who have an impact on one an other. For me, that's all the MBTI is. Essentially, it helps to explain part of the 'why' we do things, but certainly not 'how' well we do them.
It is my opinion that our affinity with and desire for labels allows much 'type' casting to go on, and organisations who invest in tools such as the MBTI can be guilty of it. 'Oh, he's and E, he never listens'. She's a P, she's always late. I'm and N, I don't do detail. I'm sure that forums and communities such as this are guilty of it too. If, however, by taking personality inventories such as the MBTI, we are encouraged to share thoughts and have conversations about how we prefer to work (not how good we can do it) and how we can help other people work more effectively, surely that has to be a good thing. I do accept that some people may want to use this information for less than good purposes - but is that a good enough reason for the majority of good intentioned people not to benefit from it? Isnt that the same with all walks of life?
On the issue of the effectiveness of psychometrics that measure personality trait, and abilities - i.e. numerical and verbal reasoning, IQ etc, in the workplace, I would agree that they too can be used poorly in some recruitment, selection and assessment processes. They should form part of the process to provide additional and extra information, and not the sole basis for selection. On the whole, however, we can train ourselves, develop skills and practice at many of these to improve our results. In these 'tests' there are right and wrong answers. I would argue that the 'MBTI' has nothing to do with right and wrong and has no place in 'testing'.
This brings about a very important issue surrounding the ethical use of such instruments. I am curious to know how you found out about your personality type - whether it was an free online questionnaire or through an accredited MBTI practitioner?
The issue of ineffective management, and corporate structures are interesting topics, but probably not explained by personality preference, but I am to guess, a lack of training, skill and ability to effectively manage and lead others?
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