11 MBTI Presentaition 070512

7/31/2019 11 MBTI Presentaition 070512

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Extraversion & Introversion (E-I)Scale

This scale describes- the way we energize ourselves

Extraversion Introversion

People who prefer Extraversion tend to

focus on the outer world of people &

external events. They direct their energy

& attention outward & receive energyfrom external events, experiences &

interactions.

Characteristics of most people who prefer

extraversion:

-Attuned to external environment

-Prefer to communicate by talking

-learn best through doing or discussing

-Breadth of interests

-Tend to speak first, reflect later

-Sociable & expressive-Take initiative in work & relationships

People who prefer introversion tend to

focus on their own inner world of ideas &

experiences. They direct their energy &

attention inward & receive energy fromtheir internal thoughts, feelings &

reflections.


introversion:

-Drawn to their inner worlds

-Prefer to communicate by writing

-Learn best by reflection, mental practice

-Depth of interest

-Tend to reflect before acting or speaking

-Private & contained-Focus readily



Effects of “E-I” Preferences in Work Setting

Extraverts Introverts

-Like variety & action

-Are often good at greeting people

-Are sometimes impatient with long slow

jobs

-Are interested in how others do their

jobs

-Often enjoy talking on the phone

-Like to have people around in the

working environment

-Often act quickly, sometimes without

thinking

-May prefer to communicate by talking

rather than writing

-Like to learn a new task by talking it

through with someone

-Like quiet for concentration

-Have trouble remembering names &

faces

-Can work on one project for a long time

without interruption

-Are interested in the idea behind the job

-Dislike telephone interruptions

-Think before they act, sometimes

without acting

-Work alone contentedly

-May prefer communications to be in

writing

-May prefer to learn by reading rather

than talking or experiencing



POSSIBLE PITFALL

EXTRAVERSION INTROVERSION

- May Neglect exploration of what goes

on within

-Postponement of reflection difficulty in

spending time on reflection

- Can be overwhelmed by demands of others

- Internal world is seducing & intoxicating

- May become intellectually superficial

-Problem working alone

-Postpone learning ability on self

-May not respect the need for privacy of

others

-May want to be stars of the show

-May neglect experience/expression of

reality outside

-Postponement of external jobs,

obsession with self?

- Can be overwhelmed by inner world,neglect others

- Internal world is fascinating

-May become impractical

-Problem working in teams

-May be reflecting & not acting

-Taking little initiative to verbalize/

communicate

-Respect for self, others space

misunderstood

Question:

•What extravert can do to understand introverts better & what introverts can do to understandextraverts better. Convince each other.



The Way We like To Take InformationSensing/iNtuition (S-N) Scale

This Scale describes-The way we perceive/acquire information

- How we go about finding things

Sensing(S) Intuition(N)

-Using sensing functions

Eyes, ears, other senses

-What is there? What is happening

-Realities of a situation

-Accept & work with “Given, here & now”

-Realistic & practical

-Remembering & working with lots of

facts/data

-Find out through intuition-exploring

meaning

-Relationships & Possibilities

-Looking at big picture

-Grasping themes/patterns

-New options/possibilities

-Value imagination/inspiration



Sensing Intuition

People who refer sensing like to take in

information through their eyes, ears and othersenses to find out what is actually happening.

They are observant of what is going on around

them and are especially good at recognizing

the practical realities of a situation.

People who prefer Intuition

Like to take in information by seeing the bigpicture, focusing on the relationship and

connections between facts, they want to grasp

patterns and are especially good at seeing new

possibilities & different

Ways of doing things.

Characteristics of most people who prefer sensing Characteristics of most people who prefer Intuition

Focus on what is real and actual Focus on big picture possibilities

Value practical applications Value imaginative insight

Notice factual & concrete details Notice abstract & theoretical

Observe & remember sequentially See patterns & meaning in facts

Present oriented

-Want information step by step-Trust experience

Future oriented

-Jump around, leap in anywhere-Trust insights, hunches etc.



Possible Pitfalls

Sensing (S) Intuition(N)

-May be too set in ways

-Tend to have difficulties in seeing beyond

-Danger can be in becoming frivolous

-Locked up in small matters only-May be anti-change

-Overwhelmed with change

-May miss the opportunities in viewing

right or wrong

-May not have an overall perspective may

not see interconnectedness

-May be too impatient with present

May not experience the present difficulty in the

situation

Danger might be in fickleness/lackingpersistence

-Inconsistency, leaving projects suddenly

-Experience not consolidated, vague and out of

touch with reality

-Concentrating on hunches data lost sight of

present-May go too far in drawing connections

exercise impatience

-

Questions:

-If I am sensing type ( IE prefer sensing) when will I need Intuitive types?

- If I am Intuitive type when will I need sensing types?



Thinking & Feeling (T-F)Scale This Scale describes:

-After gathering information how we make decision.

-Which process we use arriving at decision.

Thinking Feeling

-People who prefer to use thinking process in

decision making tend to look at the logicalconsequences of a choice or action.

-They try to mentally remove themselves from

a situation to examine it objectively & analyze

cause and effect.

-Their goal is an objective standard of truth &

the application of principles.

-Their strengths include figuring out what is

wrong with something so they can apply theirproblem-solving abilities.

-People who prefer to use feeling in decision

making tend to consider what is important tothem and to other people.

-They mentally place themselves in a situation

& identify with the people involved so that they

can make decisions based on person-centered

values.

-Their goal is harmony & recognition of

individuals.

-Their strengths include understanding,

appreciating and supporting others.



Thinking Feeling

Characteristics of most of people who

prefer thinking process:

-Analytical

-Logical problem-solvers

-Use cause & effect reasoning

-Tough minded

-Strive for impersonal objective truth

-Reasonable

-Fair


feeling process:

-Sympathetic

-Assess impact on people

-Guided by personal values

-Tender-hearted

-Strive for harmony & individual

validation

-Compassionate

-Accepting



Effects of “T-F” Preference in Work Setting

Thinking Types: Feeling Types:

•are good at putting things in logical order

•respond more to people’s ideas rather

than their feelings

•anticipate or predict logical outcomes of

choices

•need to be treated fairly

•tend to be firm & tough-minded

•are able to reprimand or fire people

when necessary

•may hurt people’s feelings withoutknowing it

•have a talent for analyzing a problem or

situation

•like harmony & will to work to make it

happen

•respond to people’s values as much as to

their thoughts

•are good at seeing the effects of choice

on people

• need occasional praise

•Tend to be sympathetic

•dislike telling people unpleasant thing•enjoy pleasing people

•take an interest in the person behind the

job or idea



Possible Pitfalls

Thinking Feeling

-May become too impersonal & harsh

-Excess criticism may de-motivate others

-Push down, ignore conflict-de-motivation

-Feeling data about situations missed

-May hurt othersunknowingly

-May become over-personal & taken for a

ride

-inability to reprimand may lead tocountry club culture

-Wishing away or accommodating conflict

– efficiency disruptive

-Buying peace at the cost of organization

-May see personal attack in criticism of a

goal /idea

-Please others in unimportant things

-Create dependency through excessive

nurturance

-Could be sucked by others needs

-Procrastinate jobs requiring less/negative

interaction



Judging & Perceiving (J-P) ScaleThe Scale Describes:

-How we orient ourselves in relation to outer world

-Either a judging attitude (T or F) or a perceptive attitude (S or N)

Judging Perceiving

People who prefer to use their judging attitude

in the outer world tend to live in a planned,

orderly way.

Wanting to regulate & control life not only their

life but others too.

They make decisions & come to closure &

move on.

Their life style is structured & organized & theylike to get things settled.

Sticking to a plan & schedule is very important

for them.

They enjoy their ability to get things done.

People who prefer to use their perceiving

process in the outer world tend to live in a

flexible/spontaneous way, seeking to

experience & understand life, rather than

control it.

Plans & decisions feel confining to them; they

prefer to stay open to experience & last-minute

options.They enjoy and trust their resourcefulness and

ability to adapt to the demands of a situation.



Characteristics of most people who

prefer judging:

-Scheduled

-Organize

-Systematic

-Methodical

-Plan

-Like closure-to have things

decided & settled

-Avoid last minute stresses

Characteristics of most people who

prefer perceiving:

-Spontaneous

-Open-ended

-Casual

-Flexible

-Adapt-Like things loose & open to

change

-Feel energized by last-minute

pressures

Discussion (in pairs)

If both of you are strong “Js” what gifts will you seek from a “P” who joins you as

another member of the group.



Effects of “J-P” Preference in Work Setting

Judging Types Perceptive Types

-Work best when they can plan their work &

follow the plan

-Like to get things settled & finished

-May decide things too quickly

-May dislike to interrupt the project they are onfor a more urgent work

-Tend to be satisfied once they reach a

judgment on a thing, situation, or person

-Want only the essentials needed to begin their

work

-Schedule projects so that each step gets doneon time

-Use lists as agendas for action

-Do not mind leaving things open for last –

minute changes

-Adapt well to changing situations

-May have trouble making decisions, feeling

like they never have enough information

-May start too many projects & have difficulty

in finishing them

-May postpone unpleasant jobs

-Want to know all about a new job

-Get a lit accomplished at the last minute under

pressure of a deadline-Use lists as reminders of all the things they

have to do someday



POSSIBLE - PITFALLS

JUDGING PERCEIVING

MAY HAVE ONE TRACK MIND

EVALUATIVE, PRESCRIPTIVE,

CRIBBY--------PUT OFF PEOPLE

PRODUCT QUALITY?

INADEQUACY OF PERCEPTION DOGMATIC/RIGID

DISLIKE FOR INTERRUPTIONS CHANGES

COMPULSIVE

DISCOMFORT WITH UNCERTAIN SITUATIONS

DESCISIONS MADE WHEN NONE REQUIRED

MAY GO HAY-WIRE

LACK OF DECISIONS MAY PUT OF PEOPLE

PRODUCT ITSELF?

--------------TIMELINESS?

JUDGEMENT MAY NOT BE ATTENDED TO

RUDDERLESS/DRIFTING

DIFFICULTRY IN FINISHING

IMPULSIVE

DISCOMFORT WITH STRUCTURE

DECISIONS NOT MADE EVEN WHEN REQUIRED



Dominant, Auxiliary and Inferior Functions

•In Jung’s theory as one grows and develops, one of the two functions:

sensing/intuition or Thinking/Feeling becomes the favorite. It is the function

that, given the chance, determines behavior. It is referred to as the Dominant

Function.

•The remaining function is called the Auxiliary Function. It provides support

for the dominant function, and Isabel Myers has called it the “Loyal

Lieutenant”.

•The opposite of the Dominant Function is the Inferior Function. The function

is the least used of all, and is consequently the least developed function.

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11 MBTI Presentaition 070512