Your MBTI was very inaccurate

A wave of relief and joy can be seen on my client's face: “That fits perfectly, I never thought that someone could describe me so well - and that without knowing me personally. Madness!"

There is hardly anything like the feeling of being seen and understood. And that can even work with objective criteria. So I'm a fan of personality tests.

M.I understand myself better

I have been fascinated by personality tests for as long as I can remember reading. Because I have always found it very stimulating to be able to see a reflection of my personality, of myself in a new light, with different facets. Sometimes it is disturbing, in other cases it is extremely exhilarating and inspiring. In any case, it can help to see myself more realistically. And on this basis to shape my life and my career more consciously and actively and to align it specifically.

There are many different personality models with associated test procedures on the market. Today I would like to introduce a few of these that are considered to be particularly well-known, and specifically address the MBTI, the Myers-Briggs type indicator.

Big Five

On the one hand, there are the so-called Big Five, which are used in business and personnel selection.

It is assumed here that five significant personality traits determine the character: extraversion and introversion, openness to new experiences, compatibility, conscientiousness and neuroticism, positively named as stability.

The individual factors are typically associated with certain behavioral patterns and ways. For example, people with a high level of conscientiousness act in an organized, careful, planning, effective, responsible, reliable and considered manner, while behavior at the other end of the scale with a low conscientiousness value can be described as careless, spontaneous and imprecise.

From my results it can be deduced which work I prefer to do, how I basically “tick” and where it becomes difficult for me.

DISC

The DISC is based on the categories dominance, initiative, steadiness and conscientiousness (derived from English dominance, influence, steadiness, compliance) and derives the fundamental dynamics of personality from the interaction, from the highest and lowest factors, for example whether someone needs a lot of challenges and is therefore in good hands in a management position or self-employment, or whether someone is taciturn and surly under stress - or becomes excessively communicative.

The large number of different DISC types enables a differentiated approach to the respective person. You get an overview of individually preferred and currently lived behavior patterns as well as potentials and possible development steps that can be derived from them.

The personality model names both the factors that motivate a person and those that can have a demotivating effect. In addition, behavioral patterns under pressure are described and a detailed strengths / weaknesses profile of the person is drawn up.

I used this model in the selection process for matching when I selected au pairs for a year abroad in the USA in the 2000s. A recognized international psychological test procedure was a prerequisite. Unfortunately, this test is not freely accessible and can only be taken as a paid version. From time to time executives report to me about their results, as it is used in some, mostly larger, companies to analyze potential.

Myers-Briggs type indicator (MBTI)

Personally, I find the Myers-Briggs Type Indicator (MBTI) among the freely accessible tests very helpful, as it examines and differentiates essential personality variables. The Myers-Briggs test is a classic in personality psychology and is particularly widespread in the Anglo-American region. The model was developed in the 20th century by Katharine Cook Briggs and her daughter Isabel Briggs Myers. One of her goals was a character model to orient one's own professional and personal disposition in order to find suitable fields of work. The typology is an extension of a model by Carl Gustav Jung. A distinction is made between four dichotomous preferences of a personality, so that in the end there are 16 possible types as a result.

Even if the polar division is not welcomed in psychological circles, I find the test extremely helpful in practice, as many of my clients have found good access to aspects of their personality and a possible career design through it, which they can use in other ways had not yet developed.

MBTI online test variants

http://charaktertest.net/

It is very informative here to look at the description of the temperaments and preferences, as you will also receive suggestions as to how (differently) your fellow men can tick. This can create one or the other aha effect.

http://www.humanmetrics.com/cgi-win/jtypes2.asp

In addition to the test, this English page also offers a type-specific overview of career paths, communication behavior and learning preferences.

https://www.16personalities.com/

In addition to the test, you will find individual chapters on strengths and weaknesses, relationships, career paths, and typical work behavior. The URL also exists in German, but in a much stripped-down version.

https://www.opp.com/de-DE/Using-Type/Head-Type-table

Among other things, this URL contains a graphic representation as a type header, which I think is very successful.

In my experience, the test results are often different, so it makes the most sense to do multiple tests. At the end of the day, you can decide for yourself which description will best suit you and where you will notice the greatest response. With this test result that suits you, you can then go on.

ENFP - INTJ - ESTP… - diplomat, analyst, researcher, entrepreneur, activist - and what now?

I find the many specific suggestions on careers and professions in the context of the Myers-Briggs particularly helpful. This opens up new options for shaping your own career and life authentically.

It can also be very relieving when I notice: “I'm not the only freak on this planet!” Seeing that others feel the same way as me, can take a lot of pressure off unexpectedly. It also helps me to better understand specific characteristics in their context.

Me and the others

By the way, talking to people close to you can be a good source of inspiration and an opportunity to exchange ideas about the types. In this way we gradually get a better picture of ourselves and of others. I can understand myself and others better and change my relationships in a positive way.

Shaping a career

I can use the knowledge of what is good for me and where I can achieve top performance for my career. If, for example, I am a very careful person, it will probably be more difficult for me to work happily in a hectic environment where speed is a big factor. If I am a restless person who needs a lot of input, a challenging job in an innovative company, e.g. a start-up, can be a good fit for me.

Change context

In my coaching practice, I repeatedly come across clients who are considered extroverted and very open by others, but who perceive themselves to be extremely reserved, shy and rather introverted. Here it can be a matter of creating a work environment in which your quiet and withdrawn side also has space, e.g. by taking lunch breaks alone or setting up times in which you can work completely undisturbed, without customer or colleague contact.

In the wrong context we are often rather unhappy; the test can help to see myself more clearly and to align my life and career accordingly. In personnel development there is the motto "Strengthen strengths, weaken weaknesses" - I see this as a good guideline, not to dwell on what is in my way, but rather to develop: with a focus on what is there, what I can and would like to use it.

Well: who are you ?! 🙂