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Getting More out of Your MBTI® Team Report

posted by agammy

The MBTI Team Report is a pretty cool thing. It reveals a team’s “type” as a whole, as well as looks at the differing types that make up the team (something for the “N” and the “S” in you.) Here are some discussion-starters you can run with a team who has already received their MBTI® Team Report and is ready to discuss what the report means for their future success

1. After finding out the “Team Type,” take a minute to address the people who are very different from that type (2 or more letters difference.) Find out if they face challenges in those areas where they are the minority. For example, if you have an Extrovert on an Introverted team, perhaps the “E” would like a little more outside assistance and fellowship - Brainstorm - what can the team of introverts do to help the extrovert feel more included?

2. According to Introduction to Type and Teams, each type has a “Hallmark” - something unique they bring to the team that represents their type as a whole. Take a look at the team’s Hallmark and discuss the strengths of that Hallmark together. Next, take a look at the individual types on the team, and see what other Hallmarks are represented. If someone’s Hallmark differs from the team’s, have the group discuss instances where that colleague’s unique trait would come in handy. For example, when would the ISFP’s Hallmark of “Sensitivity” be most needed? When would the ESTJ’s “Decisiveness” be most beneficial? Through this exercise, you can show that even though an INTP Team might be categorized by ‘Logic,” there is still a place for an INFP’s “Idealism.”

3. If you have read Introduction to Type and Decision Making, you are probably familiar with the “Z” model (which says that most good decisions are made by incorporating Intuition, Sensing, Thinking, and Feeling into the process.) The MBTI Team Report reveals a team’s typical decision-making process (based on most frequently occurring type) and also says how each individual within the team makes decisions. Try looking at the team’s type along with the Z-model of decision making. Are there any aspects not represented by the Team’s “style?” How can that be a barrier when making a decision? How can individuals with differing styles from the team be an asset? (For example, if an ESTP team should spend more time looking at the bigger picture, or taking feelings into account, let “N” or “F” team members play a role and present their views.)

4. Lastly, remember that in every scenario, each type brings something unique - whether it’s a feelers’ ability to exhibit caring and maintain harmony, or an introvert’s ability to work behind the scenes. Ask the team - what strengths do people with preferences for  “E,” “I,” “S,” “N,” “T,” “F,” “J,” and “P” bring to the following situations:

• Restructuring a department

• Welcoming a new employee

• Designing a budget

• Create your own!

Remember, although teams are made up of many different competing personalities and styles, you can use this diversity to your advantage. As a facilitator, your goal isn’t to approach homogeneity, but rather to achieve a balance by presenting the merits of various types and styles, and encouraging communication and respect from all on the team.

Gooooooooooo Teamwork!!!!!!!!!