The Myers Briggs Type Indicator® personality test, as well as more intricate personality tests developed from its framework, has proven useful in developing prominent organizational leaders, which is why around 80% of Fortune 100 companies rely on it.
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Here’s how you can use the Myers Briggs test to enhance your organization’s leadership development programs.
Understand Each Myers Briggs Strengths and Weaknesses
Before encouraging your employees to take the Myers Briggs personality assessments, understand each personality’s strengths and weaknesses in the workplace and where they fit in so that you’ll know what to do with the results.
You’ll discover that certain personalities are more strategic thinkers and planners, while others are better at leading collaborative teams, for instance.
Administer Assessments
Make sure that when employees take these personality assessments, they understand there are no right or wrong answers, they understand that it’s important to their leadership development goals that they be honest with their responses, and that they aren’t stressed when taking these assessments and have ample time to complete them. Otherwise, their training may not prove very useful.
Share and Discuss Assessment Results
Certain personality types might prefer hands-on leadership training opportunities, while others may excel when offered more autonomy in how they develop their own leadership skills, so once leaders in training receive their assessment results, have a conversation with them about the weaknesses and strengths of their personalities. In addition, work with each of them to develop a plan or program that will enable him or her to be successful.
Pair Employees with Complementary Career Coaches
Because some personalities clash when paired together and can derail a future leader’s development, each leader in training should be paired with a career coach who has a personality type that matches his or her own to ensure he or she has the necessary support and guidance.
Offer Leadership Training that Focuses on Strengths
Although it’s important to be aware of each personality type’s flaws and understand its limitations, don’t focus on them when developing your future leaders. Instead, focus on each leader’s strengths, and continually develop those strengths. For example, focus on a personality’s proclivity for creativity, not its inclination toward disorganization, and then encourage employees with that personality type to associate with great organizers and to focus on being more creative.
For more insight, read “Why You Should Develop and Promote Strengths Training.”
Ensure your leadership development program’s success by using the Myers Briggs test, as well as the tips outlined above.