It measures your preferences on Myers and Briggs' four dimensions of personality type, as well as 23 more detailed facets of type to personalize your results. You will first see a brief, free report showing the key points from your results.
After reviewing your brief report, you then have the option to unlock your full report for a small fee. To see what you can expect from your full report, see this sample report. You do not need to purchase or register to take this test and view an overview of your results. If you would like, you can purchase a more comprehensive full report for a small fee.
No personality test is accurate for everyone, but this test has been researched extensively to ensure it is valid and reliable, using a variety of statistical methods. These results are detailed in the TypeFinder technical report. Most of our users describe their results as both accurate and insightful. To better understand what you can expect from the assessment, check out our customer reviews.
Journal of Psychological Type , 73 3 , Quintero, A. The personal interview: Assessing the potential for personality similarity to bias the selection of orthopaedic residents. Academic Medicine , 84 10 , Rogers, J.
Coaching with personality type: What works. Schneider, B. The people make the place. Personnel Psychology, 40 3. Schroeder, C. Effects of assignment in living units by personality types on environmental perceptions and student development. Journal of College Student Personnel , 21 15 , Scoular, A. The Financial Times guide to business coaching. Sedlock, J. Journal of Psychological Type , 65 1 , Sitzmann, T. A process model linking occupational strength to attitudes and behaviors: The explanatory role of occupational personality heterogeneity.
Journal of Applied Psychology , 2 , Stockill, R. Measuring the impact of training and development workshops: an action orientated approach. Thomas, A. Journal of Psychological Type , 55, Wallick, M. Does the admissions committee select medical students in its own image? Journal of the Louisiana State Medical Society , 8 , For any assessment used in development, one of the most important questions is, has it demonstrated effective outcomes and made a difference to people?
The MBTI assessment has been shown to be useful for a range of real-life personal and organizational outcomes, including, for example, improved grades in students whose teachers had received MBTI-based training McPeek et al.
Eighty-eight percent agreed or strongly agreed that they capitalized on their strengths more, 73 percent that they felt more confident in their personal life, 72 percent that they felt more confident in their contributions at work, and 65 percent that they made better decisions. Other research conducted by CPP, Inc.
Then, for each assessment the participant recalled completing, she or he was asked how useful the information provided by the assessment was. In a second sample of about 1, people who had completed the MBTI assessment and who obtained a quality interpretation of the results, rather than just being provided a four-letter type, the participants were asked if they would recommend the MBTI assessment to a friend or colleague.
Of these 1, people 96 percent indicated they would recommend it. They were further asked about a variety of possible benefits from learning about their MBTI type. As can be seen in the next figure, which summarizes results, most participants reported experiencing several benefits. Allread, W. Does personality affect the risk of developing musculoskeletal discomfort? Theoretical Issues in Ergonomics Science 7 2 , Amato, C. Enhancing student team effectiveness: Application of Myers-Briggs personality assessment in business courses.
Journal of Marketing Education , 27, Bishop-Clark, C. The effects of personality type on web-based distance learning. Journal of Educational Technology Systems , 35 4 , Bowen, P. Cognitive style factors affecting database query performance. International Journal of Accounting Information Systems , 4, Bradley-Geist, J. Homogeneity of personality in occupations and organizations: A comparison of alternative statistical tests.
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Journal of College Counseling , 5, Choi, K. S, Deek, F. Exploring the underlying aspects of pair programming: The impact of personality.
Information and Software Technology , 50, Du Toit, F. The relation between personality type and sense of coherence among technical workers. South African Business Review , 9 1 , Fleenor, J.
Kirby Eds. Boston, MA: Nicholas Brealey. Gallen, T. Managers and strategic decisions: Does the cognitive style matter? Journal of Management Development , 25 2 , Journal of Psychological Type , 41, Glaman, J. The effects of co-worker similarity on the emergence of affect in work teams. Hackston, J. Type and email communication: A research study from OPP. Haley, U. Cognitive trails in strategic decision-making: Linking theories of personalities and cognitions.
Journal of Management Studies , 26 5 , Hammer, Ed. Hautala, T. The effects of subordinates' personality on appraisals of transformational leadership. Journal of Leadership and Organizational Studies , 11 4 , The relationship between personality and transformational leadership. Journal of Management Development , 25 8 , Horacek, T. Journal of Nutrition Education , 30 6 , Hough, J. An empirical test of cognitive style and strategic decision outcomes. Journal of Management Studies , 42 2 , Kilmann, R.
Interpersonal conflict-handling behavior as reflections of Jungian personality dimensions. Psychological Reports , 37 3 , Mills, J. Conflict-handling and personality dimensions of project-management personnel. Psychological Reports , 57 3 , Schullery, N. Are heterogeneous or homogeneous groups more beneficial to students? Journal of Management Education , 30 4 , Short, G. Journal of Psychological Type , 32, Sundstrom, E. Tinsley, H. Psychological type, decision-making style, and reactions to structured career interventions.
Journal of Career Assessment , 10 2 , Weber, A. The influence of personality on social media usage. You can find the ethical use guidelines here. What is a personality preference? Is there any reason to take it again? What does this mean?
Read More Were Briggs and Myers qualified psychologists? References Cunningham, L. Its benefits include: A common language for understanding and describing the interpersonal differences that define us as individuals An easy-to-understand but sophisticated way of understanding how people are similar and how they are different Memorable and inspiring insights that help people understand challenging relationships A positive view of all personalities, which avoids defensiveness and invites people to make genuine and lasting changes to their behavior The MBTI framework is designed specifically for individual growth and development.
As such, the assessment and interpretation process provide an opportunity for personal exploration that is difficult to achieve with other assessments. Some of the most common applications of MBTI knowledge follow. The questionnaire was developed by Isabel Myers and her mother Katherine Briggs based on their work with Carl Jung's theory of personality types. Today, the MBTI inventory is one of the most widely used psychological instruments in the world.
Both Myers and Briggs were fascinated by Jung's theory of psychological types and recognized that the theory could have real-world applications. During World War II, they began researching and developing an indicator that could be utilized to help understand individual differences.
By helping people understand themselves, Myers and Briggs believed that they could help people select occupations that were best suited to their personality types and lead healthier, happier lives. Myers created the first pen-and-pencil version of the inventory during the s, and the two women began testing the assessment on friends and family.
They continued to fully develop the instrument over the next two decades. Based on the answers to the questions on the inventory, people are identified as having one of 16 personality types. The goal of the MBTI is to allow respondents to further explore and understand their own personalities including their likes, dislikes, strengths, weaknesses, possible career preferences, and compatibility with other people. No one personality type is "best" or "better" than another.
It isn't a tool designed to look for dysfunction or abnormality. Instead, its goal is simply to help you learn more about yourself.
The questionnaire itself is made up of four different scales. The extraversion - introversion dichotomy was first explored by Jung in his theory of personality types as a way to describe how people respond and interact with the world around them. While these terms are familiar to most people, the way in which they are used in the MBTI differs somewhat from their popular usage. Extraverts also often spelled extroverts are "outward-turning" and tend to be action-oriented, enjoy more frequent social interaction, and feel energized after spending time with other people.
Introverts are "inward-turning" and tend to be thought-oriented, enjoy deep and meaningful social interactions, and feel recharged after spending time alone. We all exhibit extraversion and introversion to some degree, but most of us tend to have an overall preference for one or the other.
This scale involves looking at how people gather information from the world around them. Just like with extraversion and introversion, all people spend some time sensing and intuiting depending on the situation.
According to the MBTI, people tend to be dominant in one area or the other. People who prefer sensing tend to pay a great deal of attention to reality, particularly to what they can learn from their own senses. They tend to focus on facts and details and enjoy getting hands-on experience. Those who prefer intuition pay more attention to things like patterns and impressions. They enjoy thinking about possibilities, imagining the future, and abstract theories. This scale focuses on how people make decisions based on the information that they gathered from their sensing or intuition functions.
People who prefer thinking place a greater emphasis on facts and objective data. They tend to be consistent, logical, and impersonal when weighing a decision. Myers and Briggs gave titles to each of these types, like the Executive, the Caregiver, the Scientist, and the Idealist. The test has grown enormously in popularity over the years — especially since it was taken over by the company CPP in — but has changed little. It still assigns you a four-letter type to represent which result you got in each of the four categories:.
With most traits, humans fall on different points along a spectrum. If you ask people whether they prefer to think or feel, or whether they prefer to judge or perceive, the majority will tell you a little of both. Jung himself admitted as much , noting that the binaries were useful ways of thinking about people, but writing that "there is no such thing as a pure extravert or a pure introvert.
Such a man would be in the lunatic asylum. But the test is built entirely around the basis that people are all one or the other. It arrives at the conclusion by giving people questions such as "You tend to sympathize with other people" and offering them only two blunt answers: "yes" or "no.
It'd be one thing if there were good empirical reasons for these strange binary choices that don't seem to describe the reality we know. But they come from the disregarded theories of an earlyth-century thinker who believed in things like ESP and the collective unconscious. Actual data tells psychologists that these traits do not have a bimodal distribution. Tracking a group of people's interactions with others, for instance, shows that as Jung noted, there aren't really pure extroverts and introverts , but mostly people who fall somewhere in between.
All four of the categories in the Myers-Briggs suffer from these kinds of problems, and psychologists say they aren't an effective way of distinguishing between different personality types. This is why some psychologists have shifted from talking about personality traits to personality states — and why it's extremely hard to find a real psychologist anywhere who uses the Myers-Briggs with patients.
There's also another related problem with these limited choices: look at the chart above, and you'll notice that words like "selfish," "lazy," or "mean" don't appear anywhere. No matter what type you're assigned, you get a flattering description of yourself as a "thinker," "performer," or "nurturer.
This isn't a test designed to accurately categorize people, but rather a test designed to make them feel happy after taking it. This is one of the reasons it's persisted for so many years in the corporate world after being disregarded by psychologists. Theoretically, people might still get value out of the Myers-Briggs if it accurately indicated which end of a spectrum they were closest to for any given category.
But the problem with that idea is the fact that the test is notoriously inconsistent. Research has found that as many as 50 percent of people arrive at a different result the second time they take a test, even if it's just five weeks later. As many as 50 percent of people arrive at a different result the second time they take the test. That's because the traits it aims to measure aren't the ones that are consistently different among people.
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