Leadership development

Delivery nurses and midwives find their voice and better leadership skills to improve patient experience on a large scale, online, in this case study

New research sends clear message to team leaders

Business psychology experts on leadership and people development in organizations

Our consultants share the workplace trends and topics they’re hearing about

Effective conflict management is a pillar of high-performing organizations

There are many psychological factors that affect team success. This article helps managers and leaders understand how those factors affect performance – and why the MBTI personality assessment is one of the best opportunities for growth.

In the workplace, there are hidden elements that can make or break team success. This blog post helps managers and leaders understand the importance of team orientation – and the role inclusive leadership plays in boosting it.

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.

The CPI 260 assessment enables HR and talent development professionals to find and develop high-potential employees, making it an essential tool for your investment in employee training and development.

In the ever-evolving landscape of HR and training and development, organizations are recognizing the significance of assessments in unlocking individual and team potential. Among these assessments, the Fundamental Interpersonal Relations Orientation^™ (FIRO^®) assessment stands out as a powerful tool for team development and leadership growth.

Stress can affect a leader’s approach to risk which is strongly tied to investment and business strategy. But if a leader knows how their personality type affects their natural approach to risk-taking, as well as what stresses them out in the first place, they’re less likely to react to stress by making poor decisions.

Overestimating progress is one of the barriers to an inclusive culture

There are three types of conflict that people experience at work. Fortunately, HR professionals, leadership consultants, and executive coaches can help leaders and employees improve their conflict resolution skills with the FIRO-B^® assessment.

What does inclusion look like for executives and the people they lead? 

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

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.

Is lack of conflict a sign of dysfunction? And what do people feel about conflict today? 

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

Learn the types and causes of conflict to be better prepared in how you manage conflict 

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

How does a skincare giant smooth out the wrinkles of organizational change?

Dr. Martin Boult shares his expertise on leadership and connection in this episode of The Myers-Briggs Company Podcast.

How can conflict management save organizations money?

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

What is change management and why does it matter for organizations?

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... 

Is it possible to get the best of both worlds with hybrid work?

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

Three ways to get leaders on board with an inclusion program

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 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?

Celebrating Global Entrepreneurship Week

Teams and Google’s Project Aristotle

Motivation - more than 'get it done’

6 things managers and executives can do

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?

How social media and gamification can help employees grow

PeopleFWD 2018 promises insights and practical solutions

How can we help you reach better resolutions?

Change your approach to conflict and you can change the outcome

Are introverts being limited by misconceptions?

Fortune 10 senior OD consultant talks about CPI 260 certification experience

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?

How to use research to create MBTI solutions: this post looks at leadership accountability gaps

Gender, leadership and the pressure of organisational culture

Modern leadership in the context of core activities, blind spots and actions for results.

Myers, Briggs and International Women’s Day

Research Study exploring leadership strengths through the lens of Type

Exploring the glass ceiling using MBTI data.

Get the most from the MBTI assessment when coaching individuals.

Personality, gender stereotypes and leadership

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

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. 

Great leaders respond to shifts and changes, riding them like a wave. Welcome to Quantum Leadership!

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.

As I watch my daughter polish off her bowl of porridge at breakfast, I ask “What’s wrong with the bit that’s still left in the bowl?” – a tiny bit closest to her but hidden on the inside curve of the bowl remains uneaten. “There isn’t any left!” she replies, and we both laugh as I say “You must have a ‘porridge’ blindspot!”
How many of our leaders have ‘porridge’ blindspots – everyday behaviours that dismay others somehow and to which they are completely oblivious? Can they avoid these blindspots or should we and they just accept them as an authentic part of their personality?