3 Responses

1. mbti training

   Hi,

   Once you’ve explained the 4 scales then generating a constructive appreciation of difference with "on a good day I types add x" to the team often works well – even if only 1 type represented. Sometimes it presents a longed for opportunity for Is to be heard by a bunch of Es who don’t stop talking in meetings, and may have assumed I types not interested etc., so offer your sole I plenty of support. I suspect you’re on a winner with plenty of Es, as they’ll likely have a go and discuss this freely!

   Anything which derives from the all bases decision making tool would work well to show how imbalance of type preference can make an inbalanced outcome. ie "Is need Es for" So suggest a scenario or decision which needs to be made and then play devil’s advocate for the preferences not met in terms of communication, change, learning etc etc. styles. Usually lots of gaping holes appear which once "seen" are fun to fill. In my experience, few groups will consistently work exclusively in T preference; somebody somewhere will mention feelings and values and want exceptional consideration!!

    An alternative, but possibly inflammatory route in is to examine what must be for some F as inferior function. Gain examples of "in the grip behaviour" and if safe to do so add sufficient stress to generate same effect. Even an in tray exercise done under pressure can produce some fun, and demonstrate this, and how and why eqilibrium can be restored.

   Getting them to work in opposite preference on any topic or task really generates a swift understanding of difference. I’ve coached T people who have agreed to act as an F preference for a week and kept a diary.

2. MBTI support

   Hi Mary

   May I recommend a friend of mine who I know will be able to give you some great advice.  You can find her on LinkedIn, Sue Cohen. 

   Best wishes

   Rachel

3. MBTI exercises for less-varied groups

   I find myself in this situation quite often with senior management groups I work with.  (Not so much with a paucity of ‘I’s in particular, but regularly with few ‘F’s and ‘P’s, as it happens.)

   My solution is always to brainstorm the strengths of the dominant preferences of the group first, of course; but then to consider what the group may be missing with the strengths they might *not* have represented amongst them.  I find some practical anecdotes can be especially helpful here if necessary. 

   (EG? I find it really helpful to recount the story of a Board of ‘all-T’s’ I have got to know well, who some time ago apparently cancelled a small but much-valued traditional Christmas bonus to every employee in a medium-sized family-owned business because of a rather hard year, with the perfectly ‘logical’ intention of signalling that everyone would have to work much harder next year. 
   Of course, many an ‘F’ might have predicted the consequences?
   One third of the remarkably-loyal workforce left the company by the following Easter, feeling under-valued for all their efforts in trying to help keep the business going in such hard times… 
   If you want any other such anecdotes of similar ‘type bias’ of any other permutation of preferences, I have a large fund of stories to share if you would like to give me your specific context.  Feel free to contact me privately:  Jeremy@JeremyThorn.co.uk)

   I also find it really helpful for groups with particularly predominant clusters of preferences, to think of their own family-members who may not share theirs.  (As ‘opposites tend to attract’, this is very often a sure-fire winner!)

   I hope this might be helpful food for thought?

   Kind regards

   Jeremy