Myers Briggs type Indicator is an HR tool to understand a persons character.

1. Group No:2
Submitted by,
Hiren Patel
Jothin N Jeevan
Manish Prasad
Roshan Patel
Vishal Kamble

2. What is a preference ?
Write your signature on a piece of paper.
Do it again with the OTHER hand!

3. The Concept of `Preference’
“Natural” “Unnatural”
“Easy” “Difficult”
“Flowing” “Jerky”
“Comfortable” “Awkward”
“Take less Energy” “Take more Energy”

4. The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire
designed to measure psychological preferences in how people perceive the world and
make decisions.
These preferences were extrapolated from
the typological theories proposed by Carl Gustav Jung
First published in his 1921 book Psychological Types

5. The MBTI psychometric test
Katharine Cook
Briggs
Isabel Briggs
Myers
The original developers of the personality inventory were Katharine
Cook Briggs and her daughter, Isabel Briggs Myers.
Began creating the indicator during World War II, believing that a
knowledge of personality preferences would help women who were
entering the industrial workforce for the first time to identify the
sort of war-time jobs where they would be "most comfortable and
effective“

6. Do you prefer to focus on the outer
world or on your own inner world?
This is called Extraversion (E) or
Introversion (I).

7. Extraversion
People who prefer
Extraversion tends to
focus on the outer
world of people and
things around them.
Introversion
People who prefer
Introversion tends to
focus on the inner
world of ideas and
impressions.

8. Do you prefer to focus on the basic
information you take in or do you prefer
to interpret and add meaning?
This is called Sensing (S) or Intuition (N).

9. Sensing Intuition
People who prefer
Sensing tends to focus
on the present and on
concrete information
gained from their
senses.
People who prefer
Intuition tends to focus
on the future ,with a
view towards patterns
and possibilities.

10. When making decisions, do you prefer to
first look at logic and consistency or first
look at the people and special
circumstances?
This is called Thinking (T) or Feeling (F).

11. Thinking Feeling
People who prefer
Thinking tend to base
their decisions
primarily on logic and
on objective analysis
of cause and effects.
People who prefer
Feeling tend to base
their decisions primarily
on values and on
subjective evaluation of
person centered
concerns.

12. In dealing with the outside world, do you
prefer to get things decided or do you
prefer to stay open to new information
and options?
This is called Judging (J) or Perceiving (P).

13. Judging
People who prefer
judging tends to like a
planned and organized
approach to life and
prefer to have things
settled.
Perceiving
People who prefer
Perceiving tends to
like a flexible and
spontaneous approach
to life and prefer to
keep their options
open.

14. Developing Effective Teams.
Personality
A person has his own personality type, which can be
expressed as a code with four letters.
The 16 personality types of the Myers-Briggs Type
Indicator® instrument are listed here as they are often shown in
what is called a “type table.”

15. Developing Effective Teams.
Type table

16. Developing Effective Teams.
Type table
ISTJISTJ
Quiet, serious, earn success by thoroughness and dependability. Practical,
matter-of-fact, realistic, and responsible. Decide logically what should be
done and work toward it steadily, regardless of distractions. Take pleasure
in making everything orderly and organized – their work, their home, their
life. Value traditions and loyalty.
ISFJ
Quiet, friendly, responsible, and conscientious. Committed and steady in
meeting their obligations. Thorough, painstaking, and accurate. Loyal,
considerate, notice and remember specifics about people who are
important to them, concerned with how others feel. Strive to create an
orderly and harmonious environment at work and at home.

17. Developing Effective Teams.
Type table
INFJ
Seek meaning and connection in ideas, relationships, and material
possessions. Want to understand what motivates people and are
insightful about others. Conscientious and committed to their firm values.
Develop a clear vision about how best to serve the common good.
Organized and decisive in implementing their vision.
INTJ
Have original minds and great drive for implementing their ideas and
achieving their goals. Quickly see patterns in external events and develop
long-range explanatory perspectives. When committed, organize a job and
carry it through. Skeptical and independent, have high standards of
competence and performance – for themselves and others.

18. Developing Effective Teams.
Type table
ISTP
Tolerant and flexible, quiet observers until a problem appears, then act
quickly to find workable solutions. Analyze what makes things work and
readily get through large amounts of data to isolate the core of practical
problems. Interested in cause and effect, organize facts using logical
principles, value efficiency.
ISFP
Quiet, friendly, sensitive, and kind. Enjoy the present moment, what’s
going on around them. Like to have their own space and to work within
their own time frame. Loyal and committed to their values and to people
who are important to them. Dislike disagreements and conflicts, do not
force their opinions or values on others.

19. Developing Effective Teams.
Type table
INFP
Idealistic, loyal to their values and to people who are important to them.
Want an external life that is congruent with their values. Curious, quick to
see possibilities, can be catalysts for implementing ideas. Seek to
understand people and to help them fulfill their potential. Adaptable,
flexible, and accepting unless a value is threatened.
INTP
Seek to develop logical explanations for everything that interests them.
Theoretical and abstract, interested more in ideas than in social
interaction. Quiet, contained, flexible, and adaptable. Have unusual ability
to focus in depth to solve problems in their area of interest. Skeptical,
sometimes critical, always analytical.

20. Developing Effective Teams.
Type table
ESTPSTJ
Flexible and tolerant, they take a pragmatic approach focused on
immediate results. Theories and conceptual explanations bore them –
they want to act energetically to solve the problem. Focus on the here-
and-now, spontaneous, enjoy each moment that they can be active with
others. Enjoy material comforts and style. Learn best through doing.
ESFP
Outgoing, friendly, and accepting. Exuberant lovers of life, people, and
material comforts. Enjoy working with others to make things happen.
Bring common sense and a realistic approach to their work, and make
work fun. Flexible and spontaneous, adapt readily to new people and
environments. Learn best by trying a new skill with other people.

21. Developing Effective Teams.
Type table
ENFP
Warmly enthusiastic and imaginative. See life as full of possibilities. Make
connections between events and information very quickly, and confidently
proceed based on the patterns they see. Want a lot of affirmation from
others, and readily give appreciation and support. Spontaneous and
flexible, often rely on their ability to improvise and their verbal fluency.
ENTP
Quick, ingenious, stimulating, alert, and outspoken. Resourceful in solving
new and challenging problems. Adept at generating conceptual
possibilities and then analyzing them strategically. Good at reading other
people. Bored by routine, will seldom do the same thing the same way,
apt to turn to one new interest after another.

22. Developing Effective Teams.
Type table
ESTJSTJ
Practical, realistic, matter-of-fact. Decisive, quickly move to implement
decisions. Organize projects and people to get things done, focus on
getting results in the most efficient way possible. Take care of routine
details. Have a clear set of logical standards, systematically follow them
and want others to also. Forceful in implementing their plans.
ESFJ
Warmhearted, conscientious, and cooperative. Want harmony in their
environment, work with determination to establish it. Like to work with
others to complete tasks accurately and on time. Loyal, follow through
even in small matters. Notice what others need in their day-by-day lives
and try to provide it. Want to be appreciated for who they are and for
what they contribute.

23. Developing Effective Teams.
Type table
ENFJ
Warm, empathetic, responsive, and responsible. Highly attuned to the
emotions, needs, and motivations of others. Find potential in everyone,
want to help others fulfill their potential. May act as catalysts for
individual and group growth. Loyal, responsive to praise and criticism.
Sociable, facilitate others in a group, and provide inspiring leadership.
ENTJ
Frank, decisive, assume leadership readily. Quickly see illogical and
inefficient procedures and policies, develop and implement
comprehensive systems to solve organizational problems. Enjoy long-term
planning and goal setting. Usually well informed, well read, enjoy
expanding their knowledge and passing it on to others. Forceful in
presenting their ideas.

28. Feature of MBTI
Most well-known personality model in the world
To understand psychological type and useful in people’s lives
Help people understand themselves & each other so that they
might work in discipline that matched their personality types
This would make people happier & make the world a more
creative, productive & peaceful place in which to live

29. MBTI in Organization
Understand themselves and their behaviors
Appreciate others so as to make constructive use of individual
differences
Make a start with personal development
See that approaching problems in different ways can be healthy
and productive for an organization

30. Applications
Pedagogy
career counseling
team building
group dynamics
Professional
development
family business
leadership training
executive coaching
life coaching
personal development

31. MBTI Certification
The MBTI® Certification Program is designed to equip you with
the essential information and experience you need to begin using
the MBTI assessments.
The four–day course curriculum includes:
• An overview of the theory of psychological type
• Exploration of the four dichotomous scales that result in the 16
personality types
• Common applications of the MBTI instrument when working
with both individuals and organizations
• A skill-building session for giving basic type feedback
• Experiential exercises to reinforce participant learning
• Discussions of the ethical use of the Indicator

32. The MBTI personality tool is now distributed in all parts of
the world and is officially available in 21 languages.
This research is ongoing, providing users with updated and
new information about psychological type and its applications.
Millions of people worldwide have taken the Indicator each
year since its first publication in 1962.
Two and a half million Americans a year take the Myers-
Briggs.
Eighty-nine companies out of the US Fortune 100 make use
of it, for recruitment and selection or to help employees
understand themselves or their co-workers.
Current Research