Workplace Report. for the Myers Briggs Type Indicator Instrument. This report includes:

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1 Workplace Report for the Myers Briggs Type Indicator Instrument by Larry Demarest, Ph.D. This report is intended to help you understand your results from the Myers-Briggs Type Indicator (MBTI ) instrument in your daily interactions at work. Working productively and smoothly together requires that we understand ourselves as well as our co-workers. Our own psychological type and the types of our coworkers can be a major influence on how we behave and what we consider important in many facets of everyday workplace interactions and activities. Psychological type can affect our responses to conflict, our functioning on a team, our work style, our approaches to problem solving and decision making, our postures toward change, and our preferred ways to communicate. Of course, our type preferences are only one of the factors influencing our behavior at work. Our own education and training, the specific kind of work we do, the nature of the business or service provided, and the culture of the organization are among the many other influences. Type is an important ingredient, but certainly not the only one. If you are uncertain about your type, it s always a good idea to read the descriptions of closely related types to help you make your choice. Resources for other type descriptions are given at the end of this report. This report includes: (1) A description of each of your four preferences at work. (2) Your type description emphasizing how your preferences express themselves in the workplace, including the following: what others might notice first your work style in groups or on teams during change during conflict contributions how you may be experienced by others Center for Applications of Psychological Type, Inc. ESTJ 1

2 Direction of Energy Extraversion (E) and Introversion (I) This scale tells you whether you prefer to attend primarily to the outer world of people and things, or the inner world of ideas and thoughts. This scale can give you a sense of how much or little interaction you would like to have with others, and whether you prefer a more active or reflective approach to things. On the MBTI instrument you indicated a preference for Extraversion. People who prefer Extraversion are energized by active involvement in events, and they like to be immersed in a breadth of activities. They are most excited when they are around people, and they often have an energizing effect on those around them. When you are extraverting you like to move into action and to make things happen Extraverts usually feel very at home in the world. With their orientation to the outer world, Extraverts often find their understanding of a problem becomes clearer if they can talk out loud about it and hear what others have to say. In the workplace, this preference may mean that you are someone who reaches understanding through interaction and discussion, someone who wants to talk it through. are energetic, enthusiastic, and prone to take action. move around and may do business in various locations. participate, often speaking up right away, letting others know what you think or feel. regard meetings as places to build relationships and as vehicles to get work done. are aware of the impact of what s going on in the larger organization and the outside world. Center for Applications of Psychological Type, Inc. ESTJ 2

3 Tools of Perception Sensing (S) and Intuition (N) This scale indicates which tool of perception you tend to trust and use the most. This scale often addresses the degree to which you might be interested in applied and pragmatic endeavors versus more abstract and theoretical endeavors. On the MBTI instrument you indicated a preference for Sensing perception. People who have a preference for Sensing are immersed in the ongoing richness of sensory experience and thus seem more grounded in everyday physical reality. They tend to be concerned with what is actual, present, current, and real. As they exercise the preference for Sensing, they approach situations with an eye to the facts. Thus, they often develop a good memory for detail, become accurate in working with data, and remember facts or aspects of events that did not even seem relevant when they occurred. Sensing types are often good at seeing the practical applications of ideas and things and may learn best when they can first see the pragmatic side of what is being taught. For Sensing types, experience speaks louder than words or theory. In the workplace, this preference may mean that you focus first on and are most interested in specifics and the details of current or past reality; you notice the trees before noticing the forest. are realistic, practical, and work with what is. work on one thing at a time; like to begin from and use what is already known. want the work of a team to be realistic and do-able, and are less interested in (and may be impatient with) discussions about vague, unrealistic, or theoretical possibilities. take things literally, at face value. bring previous experience to bear on work at hand; keep things grounded. Center for Applications of Psychological Type, Inc. ESTJ 3

4 Tools of Judgment Thinking (T) and Feeling (F) This scale describes how you like to make decisions or come to closure about the information you have taken in using your Sensing or Intuition. In other words, what kind of judgment do you prefer to use? Do you make decisions by giving more weight to impartial principles and impersonal facts (Thinking), or to personal and human concerns (Feeling)? Your preference for Thinking or Feeling will often tell you whether you are more interested in a technical-analytical approach to life (Thinking) or in the communications relationship aspects of life (Feeling). On the MBTI instrument you indicated a preference for Thinking judgment. People who have a preference for Thinking judgment are concerned with determining the objective truth in a situation. More impersonal in approach, Thinking types believe they can make the best decisions by removing personal concerns that may lead to biased analyses and decision making. Thinking types seek to act based on the truth in a situation, a truth or principle that is independent of what they or others might want to believe or wish were true. The Thinking function is concerned with logical consistency and analysis of cause and effect. As they use and develop their Thinking function, Thinking types often come to appear analytical, cool, and tough-minded. In the workplace, this preference may mean that you may seem distant and/or unapproachable; are direct, sometimes at the cost of being insensitive to others. focus on the work at hand; don t allocate much time to get to know others and build relationships. are naturally critical of ideas and proposals; identify deficiencies in ideas and plans, and impediments to achieving goals. believe that what is accomplished is more important than how a group works together; expect the best ideas and solutions to emerge from argument and debate; enjoy give and take. Center for Applications of Psychological Type, Inc. ESTJ 4

5 Tools of Judgment (continued) analyze impersonally; are able to step back and be impartial. champion sticking to the principles. Center for Applications of Psychological Type, Inc. ESTJ 5

6 Lifestyles Judging (J) and Perceiving (P) This scale tells how you like to live your outer life what are the behaviors that others tend to see? Your preference on this scale tells you whether you prefer a lifestyle that is more structured and decided and that allows you to bring closure to things (Judging) or a lifestyle that is more flexible and adaptable and that allows you to continue to gather new information (Perceiving). On the MBTI instrument you indicated a preference for a Judging lifestyle. People who have a preference for Judging use their preferred judging function (whether it is Thinking or Feeling) in their outer life. It often appears that they prefer a planned or orderly way of life, like to have things settled and organized, feel more comfortable when decisions are made, and like to bring life under control to the degree that it is possible. Since they use either T or F in the outer world, they want to make decisions to bring things in the outer life to closure. Remember though, this only describes how their outer lives look. Inside, they may feel flexible and open to new information (which they are). Remember, in type language, Judging means preferring to make decisions; it does not mean judgmental in the sense of constantly making negative evaluations about people and events. In the workplace, this preference may mean that you are dependable, deliberate, decisive, and focused; stick to commitments, plans, and schedules. are methodical and systematic, and often develop routine approaches to work. like to finish things may do so even when finishing is no longer appropriate or necessary. take a let s get on with it/let s get it done stance, deciding too quickly without sufficient input and discussion of alternatives. Center for Applications of Psychological Type, Inc. ESTJ 6

7 Lifestyles (continued) may be uncomfortable proceeding without a plan; work best when there is something definite to work toward; want a group to focus on and organize to accomplish the agreed-upon result. initially respond to a new task or assignment with there s no way we can take on a new project, then later adjust plans and schedules to fit it in. The previous descriptions were based on the preferences only, not on combinations of the preferences or on each of the individual sixteen types. For example, it is important to remember that though they share some characteristics in common, not all Introverts are alike. The other preferences all combine with that preference to give a more complete description of the individual. In the next section of this report there is a type description based on all four of your preferences in combination. Center for Applications of Psychological Type, Inc. ESTJ 7

8 What the MBTI Instrument Reports Each MBTI instrument item you answered is counted on one of four scales. Each scale is made up of a pair of opposites. The eight letters represent preferred ways of attending to the world and making decisions, eight different mental habits. Everyone uses all eight, but each person has preferences among them and uses those more. It is a lot like handedness everyone uses both hands, but favors and is better at using one of them. Your combination of preferences on the four scales represents a type what the psychology pioneer Carl Jung called a psychological type. There are sixteen combinations of preferences on the four scales, representing the sixteen types. A type is not a pigeonhole or stereotype; it is a particular way that mental energy is organized. The results on the preference scales are reported in four categories: slight, moderate, clear, or very clear. Slight means you split your votes fairly evenly. At the other end, very clear means you put nearly all of your votes on one side. The categories are not about excellence or maturity. They indicate only how confident you can be that the MBTI instrument sorted you into the category that is the best fit for you (for example, Extraversion or Introversion). Your preferences are indicated in bold in the diagram below. Your Type Description Your type description with an emphasis on interactions in the workplace follows. Based on the results of your responses to the MBTI, your indicated type is Extraverted Thinking with Sensing, or ESTJ. The following type description is of ESTJs functioning at their best in various common work situations, but there is also a section about how ESTJs may be experienced in less than ideal situations. This type description is based on what we know about the complex personality dynamics of ESTJs and on what has been discovered by interviewing ESTJs and from what has been documented in published research. It provides information about how psychological type can influence the everyday workplace activities of ESTJs such as responding to conflict, being part of a team, making decisions, and dealing with change, as well as work style and communication. As you read through your type description, you may want to note any of the statements in the description that fit for you. Extraversion or Introversion slight moderate clear very clear Sensing or Intuition slight moderate clear very clear Thinking or Feeling slight moderate clear very clear Judging or Perceiving slight moderate clear very clear Extraversion = Interest in the people and things around you. Sensing = Interest in what is real and can be seen, heard, touched. Thinking = Interest in what is logical and works by cause and effect. Judging = Interest in acting by organizing, planning, deciding. Center for Applications of Psychological Type, Inc. ESTJ 8

9 ESTJs at Work Others may initially notice that ESTJs are goal-directed and task-oriented, take work seriously, and are hard working are energetic and action-oriented, have a get it done attitude, and love to accomplish things are decisive, realistic, and matter-of-fact are responsible, reliable, and conscientious, and consistently follow through Those who express an ESTJ work style rely on facts, logic, and experience to make decisions, and have definite criteria for what is correct are systematic, structured, efficient, and orderly; follow rules, procedures, and standard ways; and judge work objectively are interested in the practical, real world aspects of work where concrete and useful results are realized, and like to have clear results to work toward prepare thoroughly In groups and teams, ESTJs like a structured environment with clear procedures that can be counted on and clear roles and responsibilities that people are accountable for usually have a definite opinion of where the team should head and how it should get there, and focus on goals and objectives to get the group going and keep it on track are clear, direct, and often forceful communicators who may offer teammates constructive criticism (which is meant to help others fulfill their responsibilities) are friendly, but not personal, and prefer to keep discussions centered on the business at hand Center for Applications of Psychological Type, Inc. ESTJ 9

10 During change ESTJs like stability and order, and are uncomfortable with frequent change or ambiguous situations, and so may respond to change by seeking to impose a structure or plan on it respect tradition and lessons learned, seek to retain what has been shown to work have lucid, often strongly held views of what ought to happen are supportive of change when current practice is illogical, when there is a convincing rationale, or when a tangible improvement can be shown to result; not inclined to support change in the absence of a visible problem or for the sake of change During conflict ESTJs experience conflict when things are not logical or don t go according to plan, may not regard interpersonal or group process issues as conflict, and are less comfortable when emotions are brought into play have a solution in mind and strongly advocate it, and may become frustrated with those who have a different perspective may overdepend on past experience when seeking solutions under stress, may feel overwhelmed, may become overly sensitive and not feel valued, and may feel uncharacteristically emotional Center for Applications of Psychological Type, Inc. ESTJ 10

11 In making contributions to the workplace, ESTJs get things organized, and keep groups and institutions on an even keel push for clarity about all things goals, roles, assignments, standards, timelines are productive and task-oriented get the job done on time, meeting standards, and within budget make efficient and sensible use of resources ESTJs may be experienced as decisive and organized and sometimes as closing off options abruptly (having tunnel vision), and leaving others out of the process efficient and productive and sometimes as impersonal, not warm, and overlooking or devaluing the subjective factors and the interpersonal aspects of working together impatient, especially with those regarded as inefficient, lacking direction or common sense, not abiding by the rules, or being too emotional having definite viewpoints and sometimes as not listening well to ideas which deviate from their own, not responsive to other points of view If you have questions about anything in this report, it may help to discuss them with the MBTI practitioner with whom you are working. Other type descriptions and information about psychological type can be found in the following materials: Looking at Type in the Workplace by Larry Demarest, Ph.D. Gainesville, Florida: Center for Applications of Psychological Type, Looking at Type and Careers by Charles Martin, Ph.D. Gainesville, Florida: Center for Applications of Psychological Type, Looking at Type: The Fundamentals by Charles Martin, Ph.D. Gainesville, Florida: Center for Applications of Psychological Type, For these and other resources on understanding and using type, or for further information on the Myers-Briggs Type Indicator instrument, contact: Center for Applications of Psychological Type 2815 N.W. 13th Street Suite 401 Gainesville, Florida (toll free USA only) Center for Applications of Psychological Type, Inc. ESTJ 11