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Focus on Professional Development |
You Aren't Still Using MBTI, Are You?
Guest Author
Dr. Terry Anderson, Founder of CRG International, Inc.
Professor of Criminology and Leadership
Dr. Anderson stopped using MBTI 33 years ago because even back then, he knew about the many validity and application issues.
In 1976, I was doing a keynote conference presentation in Los Angeles to about 800 executives. I asked them to stand if they had taken the MBTI—60% of the audience rose from their seats. I asked people to remain standing if they could remember the meaning of the four letters in their "type." More than 90% of the standers sat down.
When I asked the remaining people to stay up if they were currently using the MBTI approach in their daily work and personal lives, only 11 of the over 800 individuals in that room were still on their feet.
I thought to myself, the MBTI is like alphabet soup. It really doesn't spell anything practical, even though it has lots of "letters" in it.
That impromptu survey impacted me. I stopped using the MBTI that very day. This question begs to be asked . . . If the MBTI is so difficult to bring to mind, so complex, and so seldom applied in everyday life, why do so many educators, psychologists, coaches, trainers, and consultants continue to use it?
They fear being judged as unprofessional if they use tools that are not well known—even if newer, more innovative assessments will be much more appropriate and effective for their purposes.
By continuing to use MBTI, they are exhibiting a herd mentality.
The practical effect of this is that even though MBTI claims to reveal a subjects' inborn, unchanging personality type, as many as 75% of test-takers are assigned a different personality type when they take the Myers-Briggs a second time.
If an individual or organization is still using Myers-Briggs with all the documented concerns and participants' frustrations, what does that say about professional discernment?
It's troubling that many professionals who teach change and learning seem to be the least open to change and learning. They are stuck on an obsolete approach that's both ineffective and recently proved to have questionable validity and reliability.
There is not sufficient, well-designed research to justify the use
of the MBTI in career counseling programs.
National Academy of Sciences
There are academic and scientific reasons for the premise that MBTI isn't as
credible as some would have us believe. If you want to read about those issues,
please refer to this article by David Pittenger of the University of Tennessee: "Cautionary Comments Regarding the Myers-Briggs Type Indicator"
(Consulting Psychology Journal: Practice and Research, Vol. 57, No. 3,
pp. 210–221, 2005).
After that Los Angeles conference, I decided to create the Personal Style Indicator (PSI) and have it be just that—an indicator of personal style preferences. It mirrors people and provides precise yet simple language to help them describe their preferred style behaviors. The PSI gives you back what you put into it and, because of its specific approach, the PSI reflects your preferences with more clarity.
- It is not a clinical test to use with abnormal (institutionalized) people.
- The PSI is a self-assessment to be used by normal people to better understand themselves and enhance communication with other people
One of our university business-school instructors who recently attended the
PSI certification program acknowledged that the PSI model is far superior to the
MBTI he has been using in class—yet his Dean has directed him to continue using MBTI. Why? The university has always used it. Something new or better is not politically acceptable. That decision is not based on value for the learner!
- Dedicated professionals and their participants prefer the PSI because of its quality, precision, reliability, face validity, applicability, and reasonable cost.
- Plus the PSI is part of a congruent holistic assessment system that ranges from leadership, wellness, and values, to self-worth. This range of applications, are not part of most assessment offerings and they certainly are not part of the MBTI.
The Personal Style Indicator is knowledge for life.
And it helps develop life skills.
So . . . do you want to be confounded by academic alphabet soup or do you choose to reap the benefits of helping yourself and others better understand Personal Style preferences—and use them to your best advantage—every day?!
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The Corporate Learning Center (CLC) is designed specifically for CRG's corporate and institutional clients—and for those responsible for larger groups and who wish to engage CRG's Online assessments to manage their employees, clients, and participants easily.
All corporate users are kept under the umbrella of your own Corporate Learning Center. This private center setup does not have any CRG site navigation.
Each Corporate Learning Center can support a hierarchy and permissions of up to 10 levels—enough for a big international company to set up offices in locations around the globe.
- In CLC's Management Console, you can create organizational units (groups), you can add users, and you can distribute assessments.
- As an administrator or an individual with permission, you can view the results of others and be notified that the assessments have been completed.
- Job Style Indicator Compatibility Reports, where you can have several applicants' PSI results compared to a completed JSI. This option of comparing multiple applicants to one position is possible only through the CLC interface and digital dashboard.
- Manager's JSI, where more than one person can complete a JSI on a single position. Through this process, the hiring and/or succession team can determine the best style characteristics needed to fulfill a specific position. This assessment will be accessible only via the CLC.
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Reminders:
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Please...
If you find any errors or difficulties in the new site, please contact CRG immediately.
We will respond quickly to correct programming mistakes.
CRG President and CEO Ken Keis is available as a conference speaker and radio and TV guest—and for interviews in print.
For the past few years, Ken has been rebuilding CRG and revising each of CRG's 12 core assessments. Now that the assessment project is completed, he has more time for speaking, training, and media events.
Since 1989, Ken has conducted more than 2000 presentations and
written over 2 million words of content. He has recently presented at career, HR, and leadership conferences across North America.
To see Ken in action, please click on this link.
http://kenkeis.com
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