According to the Myers-Briggs Personality Type Indicator, I’d be classified as an INTJ. Or maybe ISTJ. Could depend on the day.
The Myers-Briggs classification format is widely used in our industry (and many others), but is it really worthwhile? According to this article with a rather provocative title (Why the Myers-Briggs Test is Totally Meaningless), the entire scheme is questionable. I’d encourage you to read the entire article.
Today, I want to focus on one question: is the Myers-Briggs test a good tool for predicting career success – or, for that matter, helping shape career choices?
I am actually a big fan of profiling – mapping out one’s makeup and tendencies and abilities (I often use the terms personal/professional DNA, or internal wiring) to try to see where a person can ideally “fit” career-wise.
But I think a personality test – whether or not it’s resting on a valid foundation – has limits. Because a truer indicator of success is a performance test.
What are you actually good at doing? What does your track record of work indicate is your professional “sweet spot“?
Some of our traits are hard-wired (I, for instance, am an introvert) but can be managed and behaviorally-modified over time (I am an outgoing networker). Looking strictly at my Myers-Briggs personality type, I’m a very unlikely entrepreneur – but there’s more to us than 4 letters and 16 boxes.
We each have unique gifts. We have special (and cultivated) abilities. We act in ways that succeed or fail. We perform, sometimes well beyond what one might expect out of an arrangement of our profile descriptions.
I’ve talked to an amazing array of successful sales people, some of whom are analytical introverts, others of whom are outgoing relationship-sparking wizards. They’ve succeeded by using their abilities, and as they’ve moved into new roles, it becomes evident (sometimes painfully so) where their best competencies truly are.
Performance joined to personality tells the story.
What are your feelings about Myers-Briggs and other such approaches? Helpful? Bogus? Share your insights in the comments!
My experience is that as personality tests go, Myers-Briggs is better for team development instead of hiring. It needs to be processed over time by a team so that they see how to improve their interactions thereby driving improved team performance.
I prefer a combination of a validated role specific personality profile, such as Rembrandt Advantage, followed by a Target Selection behavior interviewing technique (prior performance predicts future likely performance) guided interview that intentionally probes areas of possible weakness evidenced in the personality assessment. If the candidate has found ways to overcome weaknesses noted in the profile and provide behavioral examples (in STAR format from Targeted Selection), then they could be a great hire.
For example, if the profile shows a weakness in confronting/challenging skills indicating possible problems handling customer objections (as a Sales rep) or employee performance problems (as a District Manager) and they have found a strong (documentable is even better) way to deal with that limitation and can be a great hire, despite the personality profile findings.
First off Great Topic! Secondly, I strongly advocate personality tests, Only when used productively and coupled with an objective, inclusive mindset. I believe personality tests are a vehicle to self awareness and being able to know what others may perceive of you or what your work style says about you. The valuable information shared/learned (and to see it from that point of view) was quite enlightening for me personally/professionally. I have been able to use the detailed insight as reminders on how to adjust in alternative situations/environments, how to understand that I may display direct behaviors which are unintentional and be cognizant of others intent was vs. the resulted impact.
More importantly, the gained knowledge has allowed me to make more meaningful connections. I have been able to use this tool to grow in my overall view of how structures, processes and procedures are sustained and understand others perspectives. Its a great tool to learn how organizations are productive as well as counter productive. A tool to support in uncovering possible derailments. Viewing things with that mindset can allow for rich dialogue.
Knowledge is Power, as we have all heard before. Now, how we use it can delineate us. How? Being a LEADER. And to be a leader you must share what you have learned and guide others, mentor, etc. The tests results I have kept at my waist side, where always there while seeing challenges. Most of which I was able to view with an alternative lens and a new found objective understanding that lead me to success in the guiding my own career.
I also agree with your statement, there is also another side to me than was results say. But knowing more about me, supports in guiding those who may hold me within those parameters, judge or stereotype.
Use it as a tool to grow within your professional relationships. You’ll be surprise what you didn’t already know.
Learning Everyday –
Natalie – ENTJ
Disc Profile “I”
Thanks, Natalie. I firmly believe that self-knowledge is crucial to career success – and these tests can help (to some degree) align our compasses!