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The idea for Personality Type in Depth grew out of an online conversation in the spring of 2010. PTD editors Carol Shumate and Mark Hunziker, who had never met, were discussing the need for an information- and idea-sharing forum that bridges the gap between personality type and depth psychology.
So far there are four issues and the next one comes out in May. For the “serious” Jungian practitioner this is a terrific resource.
Do you think America has an ESTJ culture? Do you think Hamlet had ENTJ preferences? These are some topics of the January 2011 issue of Personality Type in Depth.
As I have previously announced, Last month, I set up a more generic network for consultants, coaches. Membership is now over 200. If you haven't checked it out I encourage you to do so.
I posted this question on the Forum to my "experts": What
is the relationship of the Enneagram to MBTI as well as shared my own views. Here is part of my own observations:
Speaking for myself, I found working with the MBTI very enlightening
about how I tend to show up in the world. It also was very helpful in
learning more about the dynamics of my personal relationships. The
shadow side was particularly eye opening.
The Enneagram took it a step further for me. Besides being
deeper in my opinion, the key distinction between this and many other
self awareness models is that the Enneagram is transformational.
I am not sure if the link will work but Sandy McMullen did a great job of responding. While I did get Sandy's permission to reprint it, she has also posted it on her blog. If you are interested in this question OR the MBTI in general – please visit her site and the article at Personality Plus in Business.
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Normally I don't recommend giving clients more than one assessment. It is a bit like overload and you end up spending a heck of a lot of time on debriefing the data than getting on with the learning.
That said, there is in my mind an excellent match for each the MBTI® and the DISC. First, let me be VERY clear that I do not recommend using both the MBTI and DISC together. Nine times out of ten it will only confuse the client. They will ask you to correlate their results which is rather tricky since they measure different things. The MBTI is a preference assessment and the DISC is a behavioural (observed) how assessment. Second, I will assume that you are properly trained and certified in the instrument of your choice.
MBTI® and Firo-B®
Clearly, I am not the only one who thinks this is a great combination. For quite sometime the CPP in the US and Psychometrics in Canada have offered a combined MBTI® / Firo-B® Online Report. I have always liked the Firo-B ® and was glad to see it come back into vogue in the late 90's in leadership development programs. It does have a strong "psych"flavour and needs to be used properly. "The Fundamental Interpersonal Relations Orientation-Behavior ™ (FIRO-B ®)
assessment has helped people around the world unlock the mysteries of
human interaction at work and in their personal life. This instrument
quickly gathers critical insights into how an individual's needs for
inclusion, control, and affection can shape his or her interactions
with others." Here's what they say on the web site:
Leadership Report Using FIRO-B ® and MBTI ® Instrument 17 pages
FIRO-B and MBTI instruments tap into key aspects of personality and
behavior in areas such as communication, problem solving, decision
making, and interpersonal relations. The instruments are also quite
distinct, each providing a view through a different window of the
client's leadership personality. Together, they complement each other
and provide rich information of use in a personal, ongoing leadership
DISC and Values (Spranger and Allport's Motivators)
I knew of two different vendors offering this combination and I am now pleased to report that their is a third one on the market. All of them are based on the research of Dr. Eduard Spranger and Gordon Allport who looked into what drives and
motivates an individual. The seven dimensions of value discovered between these two researchers help map the reasons that drive an individual to utilize their talents in the unique way they do. These assessment helps clients understand motivators and drivers and how to maximize performance by achieving better alignment and
passion for what they do.
The three that I know of are:
- The PIA&V (Personal Interests, Attitudes and Values™ from TTI Performance Systems.
TTI along with Inscape is a recognized source for solid
DISC instruments in the personal and business coaching communities and is also
the distributor of PIAV which
is a nice companion tool with the DISC.
The founder of Maximum Potential co-created the PIAV with Bill
Bonnstetter of TTI. He has the rights to a similar product. Maximum Potential uses more business language but unlike the PIAV, it does
not have normative data.
My new portal Assess Yourself will be offerning the Online Assessments from Tony Alessandra. The Online Values Assessment measures seven dimensions of motivation (and similar to those above) as outlined below:
- Aesthetic – a drive for balance, harmony and form.
- Economic – a drive for economic or practical returns.
- Individualistic – a drive to stand out as independent and unique.
- Political – a drive to be in control or have influence.
- Altruistic – a drive for humanitarian efforts; help others altruistically.
- Regulatory – a drive to establish order, routine and structure.
- Theoretical – a drive for knowledge, learning and understanding.
"Most people confuse the instrument with the theory."
In a follow-up to my previous post, I am so glad to not only tell you that the interview with Susan Nash was recorded but I am able to present it to you here below:
This is a very valuable presentation if you have some solid understanding of the MBTI or Type. I loved Susan's comparison of using three lens.; very helpful understanding some of the nuances of differences. While I haven't purchased the book (to date), I think this is a must have for one's bookshelves.
I recently came across a great Slideshow from Michelle Villalobos' workshop "You're Not Crazy… It's
Just Your Personality Type." This is a wonderful overview of personality type theory, MBTI,
and how it applies in business. This is a rather thorough review if you are willing to take the time.
My good friend and colleague, Mary Jo Asmus has just posted the second in her own series on leadership and the introversion / extroversion conundrum. You can read both here:
Perhaps I am missing something but I really don’t see any
valid correlation between ROI and Assessments in general EXCEPT for recruitment
purposes. Then it really is a test and you can tie your choices from the
assessment directly back to some other measurement tools of success. But
think – so let’s say a child takes some sort of learning test and discovers or
confirms that they are in fact dyslectic. There is no value in the test
unless the information is used in another program. Would the learning
challenge have been discovered otherwise, who knows. Do the results help
in designing an intervention, probably. So an assessment can lead to a
focus of attention but it is NOT a stand alone.
Behavioral and even competency assessments are tools to use to
gather information and measure. It is the program or how this data is
used that is important. I have read two studies one on EQ but BOTH had
training and coaching involved after the assessment. When the assessment
was taken again sometime later, the “results” had improved but it was still
required to determine what kinds of results (not just changes on the part of
the people) was expected by the organization. Team performance
assessments like Lencioni’s 5 Dysfunctions which I also use, might have greater
success assigning ROI but I don’t have any data at this time.
As for behavioural or preference type assessments (Platinum,
Disc, MBTI), there is no right or wrong so ROI isn’t really as relevant –
despite what one might be told. However, the use of an assessment as a
tool (as I mentioned above) and then used in a program to enhance skills or
whatever AND then measured in changes could be used for some kind of ROI.
In simple terms – assessments should never be used alone. The question is
do they enhance the results or add to the program that is being used. The
value of assessments is more anecdotal at best – unless a real test.