Personal development

If people think ability is innate, it could be holding them back

New research sends clear message to team leaders

Effective conflict management is a pillar of high-performing organizations

At work, there are hidden elements that can make or break team success. This blog post helps managers and leaders understand how inclusion – and inclusive leadership – cultivates the trust and psychological safety that teams need to be effective.

How micro habits are key to the environmental mission of our new charity partner, Take 3 for the Sea

What can you do with an MBTI certification? Learn more about popular applications of the MBTI tool like leadership and team development, and why becoming an MBTI certified practitioner could be your best professional investment.   

Why well-being is crucial to employee and organizational performance

We all have some introverted and some extraverted parts of ourselves, but according to the theory of personality types on which the Myers-Briggs Type Indicator^® assessment is based, ambiverts don't exist.

What is human synchronization and why is it important for learning and development trainers, consultants and coaches to consider?   

Did you know that interpersonal behaviors can be measured in an objective way? Through the FIRO-B® assessment, HR professionals and leadership consultants can check how well a person’s behaviors cultivate inclusion and success in the workplace.

Research shows there’s a self-perception gap when leaders assess their inclusion efforts

How can MBTI personality type help strengthen relationships? Do people with the same type get along better? Listen to this episode of The Myers-Briggs Company Podcast to find out! 

The world has been flattened by technology and working across county and cultural borders is now the norm. But can you use the Myers-Briggs Type Indicator assessment across borders? Here’s what you should know.  

Inclusion in the workplace gives people a voice and drives performance. And the FIRO-B assessment can help your people understand how their interpersonal behaviors are tied to company culture and inclusivity.

New research and data shows how different personality types approach conflict. But what does it mean for Introverted types? 

Awareness of different approaches to conflict could help multi-generational workforces understand each other and work together better. 

Paying closer attention to employee needs is the way to make remote, in-office, and hybrid teams function better

If conflict management is something you dread, here’s how to start turning it around

What should leaders be aware of about these well-known personality differences?

The Myers-Briggs Company is launching a new podcast about psychology, personality, work life, and how to get the best from life. 

If not, you might be part of a hybrid strategy that’s about to fail.

As employees return to the office, they’re expecting more flexibility in their social contracts with employers. How can HR help?

Imagine a gender equal world. A world free of bias, stereotypes, and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated... 

HR professionals get insight into team dynamics, individual strengths and more with potential leaders when using the Myers-Briggs Type Indicator assessment.

How can personality assessments like the MBTI tool help teams work together more effectively and understand each other better?

What happens at the intersection of race, type and leadership? 

How observing the Platinum Rule builds stronger workplace relationships

What can you do to help maintain positive relationships remotely?

Tips for working from home

How openness and predictability make teams more effective

Gender equality, diversity, leadership and International Women’s Day

Our recommended titles for you this World Book Day

Why is self-awareness important for leadership?

Reflections on our first charity partnership

Celebrating Global Entrepreneurship Week

Read our latest research on well-being

If you aren’t sure, read on…

There’s an important part of business growth that’s often overlooked – change.

What can Dancing on Ice teach us about the transferability of skills?

MBTI Step II facets and the holiday season

How social media and gamification can help employees grow

Gill Coombs, writer and career coach, shares her thoughts on Idealists and activism

Are introverts being limited by misconceptions?

Do people with different type preferences use the same or different methods to develop their self-awareness?

Continue to explore research around self-awareness – this time focusing on the role of your MBTI type.

Research results are in! How do people benefit from improved self-awareness and how do they get there?

Reflections on the first 18 months of an MBTI practitioner.

How do you show your appreciation and thanks of other people? 

How do you show your appreciation and thanks of other people? 

How you can gain instant insight from colourful MBTI type resources.

John Hackston explores recent OPP research. 

Which MBTI book will you add to your collection this World Book Day?

Research Study exploring leadership strengths through the lens of Type

Get the most from the MBTI assessment when coaching individuals.

Raising awareness of challenges to early Type development that we can all consider and explore

Damian Killen reveals the role MBTI Type has on successful influencing

Penny Moyle reflects on an inspiring MBTI user event

How knowing your MBTI Type and Core Character can help you recover from stress

How can we make it easier to talk about the real power of MBTI: Type dynamics?

What the FIRO questionnaire can tell us about interpersonal compatibility

This post explores Richard's experience in struggling to decide on his best-fit Type and how he finally felt comfortable with his preference for Thinking.

Alexis Hutson, professional coach and mentor, shares her experience of using MBTI Step II for team development. A great example of the differences between Step I and Step II.

Aidan Millar explores how coaches can help clients flex between operating with their natural MBTI preferences and outside them when necessary. 

If the goal of the MBTI assessment is to establish best-fit Type, why bother with the questionnaire?

Great feedback exercise for practitioners, helping to convey the brilliance of the MBTI framework.

The employment market seems to be improving, which is good news for jobseekers but not necessarily for employers; having more jobs available means that there are more opportunities for workers to leave. All the more important, then, that managers don’t give their people that extra incentive to start looking elsewhere. Here are five of the most common ways in which managers can (and unfortunately do) alienate their staff.

Extraverts? Haven’t heard from them in a while. Introverts? They’re SO last year. There are some new kids on the block – the Ambiverts – and they are sweeping everything before them. Apparently, Ambiverts are better leaders, make better salespeople, and are just all round better human beings. It appears that psychologists have just discovered that Ambiverts exist (hence all the recent press coverage); as a result, the old idea of a forced choice between Extraversion and Introversion, as encapsulated in the Myers-Briggs Type Indicator (MBTI), is clearly outmoded and should be abandoned.

I am coaching the CEO of a large charity. He’s 55 and has been in his job for nine years. He looks grey and anxious, slumping in his chair. “I’m tired of my team treating me like their parent. It’s hard enough being a parent at home. I’m exhausted, our funding is under threat, I don’t think I want to do this job any more”. He tells me readily that he’s been what he calls ‘psychometrified’ many times; but he’s never taken the FIRO- B assessment...

In the last few days of the race, the media buzz around the Tour de France reached a crescendo in the UK – not least because Team Sky’s champion rider Chris Froome was dominating the race, and the chances for others to put the brakes on him were narrowing. In an unprecedented move, Team Sky released Froome’s physiological “power data” to enable “a greater understanding of his performance”, following accusations that his advances in stage 10 of the race were beyond normal physical abilities. The data revealed that the speed with which Froome achieved the daunting climb to La Pierre-Saint-Martin in stage 10 was exceptional, but well within his means.

This is the second posting based on Jean Kummerow’s keynote presentation at OPP’s MBTI User’s Conference on 16 June 2015. The first post gave background on the ‘Four Crucial Cs’ Adlerian model. This second part describes how to use type within that model.