What is the MBTI and what is its purpose ?
As operationalized by Isabel Briggs Myers and Katharine Cook Briggs in the MyersBriggs Type Indicator® (MBTI) instrument, this description of personality provides a practical, logical, and systematic way to understand the normal differences people bring to work.
After more than 50 years of research and development, the current Myers-Briggs Type Indicator (MBTI) Instrument is the most widely used instrument for understanding normal personality differences. Because it explains basic patterns in human functioning, the Myers-Briggs Type Indicator (MBTI) Instrument is used for a wide variety of purposes including the following:
- Self-understanding and developments
- Career development and exploration
- Organization development
- Team building
- Management and leadership training
- Problem Solving
- Relationship counseling
- Education and curriculum development
- Academic counseling
- Diversity and multicultural training
Problem solving
The Myers-Briggs Type Indicator® Instrument (MBTI) is a self-report questionnaire designed to make Jung’s theory of psychological types understandable and useful in everyday life. MBTI Instrument results identify valuable differences between normal, healthy people, differences that can be the source of much misunderstanding and miscommunication.
Over 2,000,000 people per year take the Myers-Briggs Type Indicator (MBTI)
Take a look at a Sample of the Interpretive Report
What is 360 Feedback ?
A 360 review is a professional feedback opportunity that enables a group of coworkers to provide feedback on an employee’s performance. Coworkers who participate in the 360 review usually include the boss, several peers, reporting staff, and functional managers with whom the employee works regularly.
The 360 reviews differ from an employee appraisal that traditionally provides the employee with the opinion of his or her performance as viewed by the manager. These employee appraisals tend to focus on the progress the employee achieved on job goals. The manager may seek feedback from other employees, especially managers, about the employee’s performance, but it’s not part of the formal system. In contrast, the 360 review focuses more directly on the skills and contributions that an employee makes. The goal of the feedback is to provide a balanced view to an employee of how others view his or her contribution and performance in areas such as leadership, teamwork, interpersonal communication, management, contribution, work habits, interpersonal interaction, accountability, vision and more, depending on the employee’s job. The review allows coworkers to assess the employee’s impact on furthering goal accomplishment and positive customer results as observed by team members.
- The Culture in the Workplace Questionnaire™ is derived from the work of Dr. Geert Hofstede, a Dutch social scientist who developed this questionnaire to illustrate culturally dependent work preferences.
- Understanding one’s own culture and the impact of culture on the actions of others is essential for effective global business interactions. The Culture in the Workplace Questionnaire™ will provide you with insights about yourself and provide you a better understanding of how your cultural preferences, as well as the cultural preferences of others, impact working relationships. It also will provide you with a framework for understanding diverse approaches to workplace interactions such as problem solving, working in teams and managing projects.
Uses for the Culture in the Workplace Questionnaire™ in your organization
The Culture in the Workplace Questionnaire™ can be used in the following types of situations:
1. New Employee Orientation – Establish the global nature of your company for new employees. Set corporate expectations that employees will interact with people of various cultures and will be expected to at least appreciate differences among represented cultural groups. Use the Culture in the Workplace Questionnaire™ in new employee orientation.
2. Executive Relocation Coaching – Prepare executives/employees (and their families) who are relocating to new countries. Help them think through whether or not their preferences will be effective in the new environment. Review their new responsibilities and offer alternative approaches that may work better than their “natural” style. Use the Culture in the Workplace Questionnaire™ in relocation training or country briefings.
3. Executive Coaching – Coaching and business briefing for the global executive for leading a global workforce, or preparation for international travel, work, decisions, etc. Distant interaction (e.g. telephonic/Skype, etc.) may be substituted for face-to-face interaction. Use the Culture in the Workplace Questionnaire™ in executive coaching.
4. Cultural Awareness Training – Help employees benefit from knowing about cultural preferences of other employees, and their vendor/suppliers, or customers from other countries. Provide specific skill-based training in applying these skills (in custom programs such as “Presenting to the Japanese.”) Use the Culture in the Workplace Questionnaire™ in cultural awareness training and consulting.
5. Leading, Managing and Working in a Global or Multicultural Workplace – Employees and managers working in a multi-cultural companies benefit from understanding culturally-based behaviors in the workplace. Helps them prepare alternative approaches that are more effective in various cultures. Use training programs framed around a foundation of the Culture in the Workplace Questionnaire™ results to introduce culturally-based behaviors and provide insights on how to be effective working and managing in the multicultural workplace.
6. Conducting a Cultural Audit – Analyze workplace preferences to align HR/OD and business practices in various countries. Use the data collected to recommend alignment of business practices with outcomes, not processes. Use the Culture in the Workplace Questionnaire™ to collect data to inform these decisions.
7. Developing Global, Virtual and/or Multicultural Teams – Help team leaders and team members understand the impact of culture on leadership/followership, decision making, conflict resolution, and team communications. Use the Culture in the Workplace Questionnaire™ to collect data on similarities and differences to help the teams set protocols and work together more effectively
