Research shows employees who feel more included have a higher level of well-being. This doesn’t just increase the desire to stay in the team, but has a knock on effect for boosting performance too. Bonus! But what makes us feel included? And how do we know what the interpersonal needs of our team are to make sure we are connecting at the right level?
Leadership’s perception gap: Research on diversity, inclusion and managers
Most organizations say they are committed to diversity, equity or equality, and inclusion. But many diversity and inclusion initiatives are unsuccessful or even counterproductive, especially if they focus on diversity at the expense of inclusion.
How to adapt to constant change – especially in the workplace
We’re living in volatile, fluctuating times. Some people are working from home, some have gone back to the office, some are uncertain about the future, and many have a new ‘hybrid’ workstyle. But whatever your new work pattern, your personality type will always affect what you find stressful, and what strategies you’ll find effective.
Nurturing diversity of thought through inclusive leadership
The Myers-Briggs Company has shown that the relationship between leaders and employees can impact employee sentiment and well-being. Additionally, strong relationships between leaders and employees can promote a sense of inclusion where differences, diversity of thought, personality types, and life / work experiences can thrive.
Why workplace well-being is the key to company performance
How does employee well-being impact your company’s success? Our research examined performance and well-being measures, and the correlations we found were incredible. Not only did they relate to organizational performance but also to employee retention.
Aimed at people who are new to the MBTI, we will look at research showing that teams with a diverse mix of personalities are more effective. The catch: diverse teams can also experience more misunderstanding and conflict.
Developing a growth mindset and your personality for success
Having and fostering a “Growth Mindset” in the workplace leads to improved performance and outcomes for organizations, teams and employees. A Growth Mindset can also support development of our personality.
Promote a diverse and inclusive workplace by understanding personality
It is, sadly, well-known that women and minority ethnic individuals often get a raw deal in organizations. Women make up less than 10% of executive directorships in FTSE100 companies and less than 4% of executive directors in the top 150 FTSE companies describe themselves as black or minority ethnic.
While for many virtual working from home every day is the norm, for the vast majority this is a new experience. Helen Rayner, Lead Consultant at The Myers Briggs Company has undertaken research to explore the perceptions of working in virtual, co-located and combined teams and the impact it has on teamwork.
So you heard that 70% of organizational change initiatives fail or don't result in sustained change?
And you want to know how to be part of the 30% that succeed?
Join our award-winning change management experts to understand the Psychology of Change.
The always-on culture means always being connected to other people and being able to communicate anytime, anywhere across the world. However, when smartphones and the internet are available 24/7, people can struggle to “switch off”.
Add value to your practice with the MBTI® Step II™ Assessment
In a world filled with MBTI®
knockoffs dispensing a combination of four personality-related letters it can be challenging to differentiate. As MBTI practitioners, you know you offer more, so much more value than just a 4-letter type.