Meyers-Briggs Type Indicator Paper

The Meyers-Briggs Type Indicator (MBTI) is a psychological tool used for over 70 years to explain or categorize an individual’s preferences or tendencies to behave a certain way throughout their lives (Kroeger, Thuesen, & Rutledge, 2002). Based on the works of Carl Jung, the MBTI classifies individuals into 16 different personality types and when properly utilized, can be an invaluable instrument in an organization to promote workforce collaboration (Humanmetrics, 2017). Each type is characterized by a four letter acronym, with each of the four letters working together to make up a complex human personality. Within the four letter acronym, BDM Consulting has outlined David Kiersey’s theory of temperament, which details observable human tendencies

and habits (2015). This paper discusses my personality assessment results, exploring the acronym component strengths and weaknesses, specific workforce learning experiences, and an application of MBTI to support positive organizational behavior from a Biblical worldview perspective.

ENTJ: Analyzing “The Natural Leader”
As a middle manager with hopes of future succession, learning about personality typing will benefit the organization I serve by improving efficiency, job satisfaction, and reducing turnover (Kinicki & Fugate, 2016). From a Biblical worldview, learning about ourselves and understanding those who work with us fulfills the word of God, Proverbs 4:7 explains “The beginning of wisdom is this: Get wisdom. Though it cost all you have, get understanding.” The Bible’s teachings also affirm this mutuality and leadership accountability in the Old Testament through the covenant of Hesed (Fischer, 2009). Using Jung Typology testing available at www.humanmetrics.com (2017), I am identified as personality type as ENTJ, with a temperament classification as NT or Rational as described on www.personalitypage.com (2015).
Step One- What is an ENTJ?
ENTJ is an acronym composed of the following characteristics: Extravert, iNtuitive, Thinking, and Judging. Each of these traits has positive attributes as well as opportunities to draw upon self-awareness to prevent negative outcomes. Known as “Life’s Natural Leaders”, those classified as ENTJ find it difficult to sit back and let others take charge without getting frustrated. A female ENTJ is often viewed as unkind or aggressive, since these ENTJ characteristics which are common to leadership are typically attributed to males (Kroeger et al., 2002).
E-Extravert
The first letter in a MBTI acronym describes the most basic attribute about ourselves: with an “I” or an “E” we can be defined as Introvert or Extravert. As an Extravert, I am in the three to one American majority who tend to verbalize more than we listen (Kroeger et al., 2002). We get energy externally through people, places, events, and interactions. My results revealed a 22% score in Extraversion (Humanmetrics, 2017), which indicates only a slight preference of Extraversion over Introversion. Following a personality test in the past, I made efforts to adjust my personality and adhere to the “two ears, one mouth” philosophy of learning by listening and observing, rather than being the center of attention with an overabundance of speaking.
Strengths. Being an Extravert is considered a dominant trait and is a common characteristic of those in a leadership position. Extraverts enjoy collaborating with others and verbalizing their ideas. Extraverts are usually better at providing praise to employees than their Introvert counterparts (Kroeger et al., 2002).
Weaknesses. The weaknesses of Extraverts can be disconnections to others due to a lack of active listening, and difficulty building trust with others due to a seemingly rude communication style.
Life Lessons. As a middle manager in an outside sales department, nearly everyone I work with directly is an Extravert. I have advanced in my career using the ability to articulate my thoughts. In contrast, my tenured, high performing subordinate does not wish to be promoted into my position because he is a preferred Introvert. He has no interest in attending discussion meetings, public speaking, or engaging in the politics involved in leadership. This is not a negative characteristic, it just means I will need to be aware of communication differences, and it is unlikely that he will be motivated by rewards like facilitating a training session or overt praise.
N-iNtuitive
According to the type theory, one’s preference for information gathering can be classified as “N” for iNtuitive or “S” for Sensor (Kroeger et al., 2002). As an iNtuitive, I base decisions on the big picture, and prefer to avoid specifics. According to the Jung Typology test (2017), I have only a slight percentage of iNtuitive preference of 22%, meaning there are occasions when I do prefer working with details. Overall as an iNtuitive, I enjoy finding various alternatives to any problem and have a high-level vision which is the foundation of more detailed strategizing. Every small action item that is requested of me is subject to my asking “How does this fit into our plan of …” Only about 30% of the American population gathers information through the iNtuitive method of seeking possibilities (Kroeger et al., 2002).
Strengths. iNtuitives are often found at the top of organizational hierarchies because they develop big picture, visionary goals. An iNtuitive can be great at generating new ideas, inspiring others, and presenting information without getting too involved in the sordid details.
Weaknesses. With the majority of the population being Sensors, frustration with iNtuitives’ big plans can be commonplace. The Sensor may feel that their iNtuitive counterparts are flaky or simply unrealistic in their approach to problems, planning, and leadership. iNtuitives may have difficulty following through with tangible action plans for their ideas.
Life Lessons. As an iNtuitive, I get easily frustrated by those who say “We have never done it that way before”, my typical response is, “We need to try.” Most of those I work with in a government organization are strong Sensors. I have learned that change happens slowly and I’ve adjusted my idea of success to mean any measurable action towards my big picture goals.
T-Thinking
Thinking in the type theory is the opposite of Feeling. As a Thinker, I tend to take the human or emotional element out of decision making, and prefer objective reasoning to arrive at the most logical conclusion. With a moderate 38% preference for the Thinking (Humanmetrics, 2017), as a female I am in the minority amongst my gender (Kroeger et al., 2002).
Strengths. Thinkers are problem solvers, viewing their work as tasks that can be accomplished. Company executives and senior management tend to be comprised of mostly thinkers, simply because they use cause and effect to solve problems rather than getting buried in dealing with subjective, emotional human tendencies (Kroeger et al., 2002, p. 70). They are great at strategizing, analyzing alternatives, and remaining objective.
Weaknesses. Using analytics versus emotions when discussing organizational issues can be viewed as harsh and unsympathetic. Thinkers can remove themselves from situations, instead of asking “How will it make others feel?”; We may choose outcomes that are inconsiderate of the emotional repercussions of our decision-making.
Life Lessons. Unfortunately, I have experienced negative performance feedback from one high ranking male regarding my need to “soften” my approach when managing others or working with peers. This individual explained to me that although I may be an analytical and results driven person, I should spend more time focusing on human concerns in the workplace. In my opinion, this individual was demonstrating gender-bias rather than providing constructive feedback. I believe that women are conditioned to think they should be more emotional rather than objective, and often men expect women to be more nurturing.
J-Judging
I scored a 1% preference of Judging over Perceiving on the Jung Typology Test (2017). This small percentage is due to my Judging preference at work versus being a Perceiver in my personal life. Judgers are planned, organized, and able to make decisions quickly. Perceivers can go along with whatever life brings them and understand that flexibility creates a less tense environment (Kroeger et al., 2002).
Strengths. A Judger can close deals and complete their daily tasks with ease. These types get projects done, are organized planners, and have a preferred way to make things happen.
Weaknesses. The Judger often needs to “loosen up” and become more flexible. Lacking adaptability can be a major weakness if a strong Judger is working in an organization where the environment can change readily. Judgers could be considered resistant to change and not open to alternatives.
Life Lessons. As a combined Judger- Perceiver, I have learned that plans can be overturned by unexpected occurrences, resulting in undue stress. On one occasion, my team was tasked with fulfilling an unexpected, strict new administrative policy that would hurt external stakeholders. As a balanced Judger-Perceiver, I simply set the policy start date two days later than my peers’ start date. As expected, my peers immediately experienced a high volume of complaints from external stakeholders, resulting in the cancellation of this new policy before my team ever had to deal with such complaints. Balancing this type trait is an invaluable skill!
NT Temperament
Researcher David Kiersey has identified temperaments associated with each four letter personality type. An individual’s temperament assignment can be found in the two middle acronyms of their type, in my example as an ENTJ my temperament assignment is NT. The NT is known as the “Rational” under Kiersey’s classification (BSM, 2015). The NT is competitive, a self-starter, responsive, and analytical. We use iNtuitive minds to imagine new ideas and put them into realistic action plans with our Thinking behaviors (Kroeger et al., 2002). As a manager, the NT type describes my constant pursuit of competence amongst my staff; I often measure performance with a combination of big visions applied to tangible outcomes.
The ENTJ
The ENTJ can speak out with Extraversion, imagine possibilities with iNtuition, Think without emotion, and as Judgers make firm decisions.

We are seen as arrogant and may have trouble in relationships due to a lack of emotional considerations. As an ENTJ, I get frustrated when others are unwilling to believe “you can do anything you put your mind to”, and when work or decision-making is slowed because others don’t want to do something unpopular, even when that decision is for a greater good.
Step Two
Generalized Learning Outcomes
There is no right or wrong way for a person to do their job. We must not allow stereotypes or expectations of what we feel someone “should be” to be a measurement of their worth. As a Manager I must seek out ways to utilize the skills that each individual brings to the organization, and adjust my communication techniques to respect their personal preferences.
Specified Learning Outcomes
Through the Type Talk at Work reading, I have learned shortcomings that my personality presents to my direct supervisor. This book made me reflect on a specific occasion where I was overly direct and critical of a new idea, when I should have stopped to think “Will he take this personally?”, I believe the answer would have been “yes”. I would like to approach such conflicts with more Feeling than Thinking going

forward.
Conclusion
The Jung Typology Testing classification was remarkably accurate in my description. My goals and attitude align with the ENTJ’s trademarks of “Executive” and “Field Marshal” (BSM, 2015). Every personality type has positives and negatives, we achieve balance by using this information constructively. If our goal is to be successful in organizational behavior, we must utilize a Biblical worldview, be self-aware, and understand God’s teachings of mutual respect and love as demonstrated in the Bible’s covenant of Hesed (Fischer, 2009).