This document discusses and compares two personality frameworks: the Myers-Briggs Type Indicator (MBTI) and the Strength Deployment Inventory (SDI). [1] The MBTI is one of the most widely used personality assessments, based on Carl Jung's theory of psychological types. [2] The SDI focuses on the three components of mind: cognition, affect, and conation. It provides a simple, memorable model of personal motivation and intentional behavior. [3] The document notes both frameworks have benefits, and combining the MBTI and SDI approaches could provide richer insights into personality by examining both what drives someone and how they approach tasks.
3. What is the MBTI®?
• Most used personality inventory:
4M people per year, 30+ languages
• A tool designed by Katherine Briggs and
Isabel Briggs Myers
• Goal: to make C.G. Jung’s theory of
personality types practical and useful in
people’s lives.
4. “Much seemingly chance variation in
human behavior is not due to
chance; it is in fact the logical
result of a few basic, observable
preferences.”
Carl G. Jung
6. Extravert Introvert
Outwardly directed Inwardly directed
Expressive Reflective
Exterior world of Interior world of
action ideas
Speak to think Think to speak
Gregarious Reserved
11. Three Components of Mind
Cognition: encoding, storing, processing, and
retrieving information – “knowing”
“What?” [is this/just happened/does this mean?]
MBTI
Affect: emotional interpretation
“How do I feel about this
[person/knowledge/idea?]”
Conation– connects cognition and affect to
behavior
“Why?”
12. Conation
Personal
Intentional
Planful
MOTIVATION Deliberate
Striving
Proactive
Freedom to make choices
14. So which is better?
MBTI SDI
More theory Instant “a-ha” impact
More research Self-evident
More trainer Easier to identify others “colors”
tools/resources/approaches Easier to remember
More applications = breadth System vs. box
Underlying psychology - depth Easier to get certified
Long “half-life” Easier to have effective, applied
User groups, social networks trainings
16. What is the issue?
How? Why?
Communication Conflict
Work-related Relationship-oriented
stress stress
Problem-solving and Emotion and
Decision-making Engagement
Intra-Personal Inter-personal comfort
comfort zones zones
Team style Team culture
17. How do you sell SDI®
to an MBTI® culture?
Common MBTI objections
Type is a “box”
Forced choice questions
Too complex
Not self-evident
Not easily remembered
18. Why not use MBTI® + SDI®?
What I want (SDI) and how I go about getting it
(MBTI)
What is emotionally satisfying and what I have
mental energy for
Retention – what I do vs. why I want to do it
Connect purpose (SDI) and work style (MBTI)
19. Why not use MBTI® + SDI®?
• Richer discussions about what it means to
be “us”
• See more of a person through multiple
lenses
• Be more effective at explaining SDI
Blue Thinker
Extravert/Introvert Hubs
Conation: how knowledge and emotion are translated into behavior
what are my intentions and goals; what am I going to do; what are my plans and commitments?
So then, which is better?Bad question – incomplete?Better for what? Cost? Time? What is the issue?How do you know which one to use? Be a carpenter not a tool
What objections would you have to overcome (MBTI advantages)?More theoryMore research – encourage researchWider application – psychology underlying the tooland more trainer tools/resources/companies/training opportunities/user groups/social networkingTime – if I have it, MBTI will go further by going broader (more applications since we always use cog processes) AND deeper (unconscious)What are the “selling points” of SDI to an MBTI culture?Type-like – creates a sensitivity towards self-awareness and different personality stylesinstant a-ha impactalmost teaches itself, very self-evident, so the benefit is that you learn more about others (relationship awareness)Easier to identify “colors” related behaviortype is too complex – dominant, auxiliary, inferior, etc. and you never really get to address all that is there right awaytype is a “box”, MVS is a system (the piece of paper says that)easier to remember, traction, longevitypeople don’t feel compared (although SDI “stereotypes” easier)other than stereotyping, harder to misusespeaks to conflict directly rather than indirectlyeasier to get certifiedeasier to have effective trainings (in class train-the–trainer; not as much theory and stats)other assessments (Portraits, Feedback, etc.) feel new (“we already did that”)MotivationMagic words – conflict, stress, emotionIf they have used type they get self-assessments and personality “styles”They may think they “did MBTI” and are ready for something else (pry not true but that is an opportunity)Builds on investment in MBTI by not contradicting but complimentingConflict - how we got into conflict (E/I, T/F, etc.) and how we are responding
So then, which is better?Bad question – incomplete?Better for what? Cost? Time? What is the issue? How do you know which one to use? Be a carpenter not a tool
What are the “selling points” of SDI to an MBTI culture?Type-like – creates a sensitivity towards self-awareness and different personality stylesinstant a-ha impactalmost teaches itself, very self-evident, so the benefit is that you learn more about others (relationship awareness)Easier to identify “colors” related behaviortype is too complex – dominant, auxiliary, inferior, etc. and you never really get to address all that is there right awaytype is a “box”, MVS is a system (the piece of paper says that)easier to remember, traction, longevitypeople don’t feel compared (although SDI “stereotypes” easier)other than stereotyping, harder to misusespeaks to conflict directly rather than indirectlyeasier to get certifiedeasier to have effective trainings (in class train-the–trainer; not as much theory and stats)other assessments (Portraits, Feedback, etc.) feel new (“we already did that”)MotivationMagic words – conflict, stress, emotionIf they have used type they get self-assessments and personality “styles”They may think they “did MBTI” and are ready for something else (pry not true but that is an opportunity)Builds on investment in MBTI by not contradicting but complimentingConflict - how we got into conflict (E/I, T/F, etc.) and how we are responding
Why not use both?Protect MBTI and training investmentWhat I want and how I go about it? What is emotionally satisfying and what I have mental energy forRicher discussions about what it means to be me and how I can better understand youRetention – what I do vs. why I want to do it (WIIFM)even with the same “how” or “what”, I can be demotivated/disengaged if “why” not in place – my epiphanySee more of a person not just one lens or view (ball analogy; shadow analogy)Links to MBTI to be more effective in explaining SDI
Why not use both?Protect MBTI and training investmentWhat I want and how I go about it? What is emotionally satisfying and what I have mental energy forRicher discussions about what it means to be me and how I can better understand youRetention – what I do vs. why I want to do it (WIIFM)even with the same “how” or “what”, I can be demotivated/disengaged if “why” not in place – my epiphanySee more of a person not just one lens or view (ball analogy; shadow analogy)Links to MBTI to be more effective in explaining SDI