The various combinations of these preferences result in 16 personality 'types'. Each is associated with a unique set of behavioral characteristics and values. These provide a useful starting point for individual feedback, self-exploration and group discussion.

One of the world’s leading personality tools

The Myers-Briggs Type Indicator® (MBTI®) Step I instrument is a versatile tool, which provides individuals and teams with a powerful understanding of their own and others’ personality style. By understanding the differences between personality types, groups and individuals are able to work together more effectively, improving communication and reducing conflict. This instrument can be used in one-to-one and group settings, and has a wide range of workplace applications including.

Individual development and executive coaching

The instrument helps individuals to understand their preferred working style, and how this can be developed to be more effective with others. It also encourages individuals to value difference, as a way of improving working relationships.

Management and leadership development

The instrument is highly recommended for management and leadership development programmes, as it helps individuals to appreciate the impact of their personal style on others. In addition, it helps to identify aspects of their role that may come naturally to them, and other areas where they may need to focus more energy and attention.

Teambuilding and development

Using the instrument within a teambuilding setting increases awareness of the team’s overall working style. Through this the team is able to address internal team needs, harness individual strengths and identify areas for development. Using the MBTI instrument can help to improve communication, enhance problem-solving and encourage an appreciation of diversity. The benefits will reach beyond the team, as they begin to understand and develop the impact they have on other teams.

Organisational change

Using the instrument as part of a change initiative will help the organisation and its individuals to understand why people react to change in different ways, and provides a starting point for supporting them through the process.

Improving communication

The instrument is ideal for helping individuals understand how to communicate more constructively with different people, and is a basis for techniques that can be used to listen, influence and persuade more successively.

Other applications include: employee retention, conflict management and career guidance.

Through completion of the questionnaire and a personal feedback session, the assessment will reveal characteristics unique to each personality type. This will show the individual how they interact with others and how they deal with all kinds of real-life situations. The MBTI dimensions explore the following features:

E – I ● Where you prefer to get and focus your ‘energy’ or attention
(Extraversion or Introversion)

S – N ● The kind of information you prefer to gather and trust
(Sensing or INtuition)

T – F ● The process you prefer to use in coming to decisions
(Thinking or Feeling)

J – P ● How you prefer to deal with the world around, your ‘lifestyle’ (Judging or Perceiving)

● People find the process enjoyable, the results enlightening and the framework easy to work with.
● The MBTI instrument promotes a constructive approach to individual differences, demonstrating that different working styles can be complementary, rather than a source of friction.
● The MBTI instrument has an impressive and prestigious reputation built over 60 years, with organisations from all industry sectors successfully addressing a variety of workplace issues. This versatility also ensures high return on your investment in qualifying to use the MBTI Step I instrument..
● The MBTI instrument is a truly international tool, helping your organisation develop a common framework across borders. It is available in a wide range of languages, and the questionnaire has been adapted to be sensitive to cultural differences, ensuring that it retains its validity in these contexts.
● The continual development of the instrument ensures its ongoing relevance today and in the future. An extensive range of books and materials are also available.
The MBTI Step I instrument is a self-awareness and development tool. It is suitable for employees at all levels, including board level.

What are differences between DISC and Meyers Briggs instruments?
The DISC instrument and the Myers-Briggs Type Indicator (MBTI) are both highly recognized tools to predict human behavior, personality and temperament and to enhance communication. Both instruments are widely used today in organizations around the world. Many people want to know what the major differences are between these two psychometric instruments.
Probably the most important point to keep in mind is that these two instruments are not mutually exclusive. They can be used in tandem for an in-depth and multi-faceted glimpse at human behavior. For many years MBTI was the standard in psychometric testing. But, over the years, DISC has grown in popularity for a few reasons. DISC simply has fewer dimensions and continuums to remember than MBTI.

The differences boil down to this, when it comes to speed of use, ease of use, practicality and breath of applications, DISC is usually the instrument of choice. If you are looking for an instrument that has extensive academic research base, professional administration, and an in-depth look at the internal mechanism of human temperament, MBTI is your choice. It could best be summarized by asking this question to your hiring manager, “What’s most important, for you to know about your prospective employee’s thinking mechanism, or how they will likely perform in the job.”

Your clients will undertake both instruments as part of the QPR process: MBTI at Group Assessment followed by DISC if chosen. Both sets of results are reported back to you and a full MBTI report will be produced for the final successful candidate, who will also receive a full assessment feedback session which will support their induction into your workplace and their development in the new role.